The FWC has ordered a university to allow an advisor to work from home one day a week, despite finding it had reasonable business grounds to reject the two-days-a-week WFH flexibility request she made on the basis of her age.
A court has rejected a probationary employee's claim that a public sector employer sacked her because she has a disability, took sick and carer's leave and lodged an anti-bullying claim, accepting that the employer simply decided she did not have the skills and aptitude to perform her job.
The FWC has rejected a maintenance manager's "no harm, no foul" defence to his sacking over a failed kickback scheme, finding he engaged in serious misconduct when he deliberately and dishonestly attempted to defraud his employer.
A employee paid $362,500 to settle a common law claim after her s-xual assault and r-pe at work has won the all-clear to continue a related s-xual harassment and discrimination claim under equal opportunity legislation.
Tutor's sacking over "s-x object" comment warranted; $16K compensation after "cursory" text message dismissal; "False hope" provided by AI; Expelled priest not an employee; and Bench upholds joint smoker's reinstatement.
A FWC full bench has thrown out a nurse's challenge to his sacking, endorsing earlier findings that he improperly used personal leave to campaign in a union election.
The Federal Court has ordered a sacked senior HR manager to pay his former employer $45,000 in costs on a party-basis, after it rejected his AI-infected, meritless, "doomed to fail" bid for a judicial review of two FWC rulings.
The FWC has thrown out a worker's flexible work bid after she attempted to "call in" older medical documents and conceded she had not been diagnosed with the disability identified in her request.
The FWC has ordered compensation for an unfairly sacked WesTrac specialist who altered a leave claim to secure payment for public holidays during the Stokes family-controlled company's end-of-year shutdown period.
A full Federal Court has found Metro Trains Melbourne discharged its reverse onus in an adverse action case despite its failure to call a workplace relations head and practising lawyer it approached for "IR advice" in the lead-up to a senior manager's sacking.
