A court has ordered a labour hire business to pay its former GM a profit share of more than $360,000 after she resigned in protest at not receiving it.
The FWC has taken post-employment restraints into account in finding an underperforming sales manager's dismissal unfair, because while they may have been unenforceable they still reduced his prospects of getting a new job.
A government department has won an appeal against a finding that a QNMU delegate's decision to send confidential patient information to her home email during a dispute with her unit manager did not constitute misconduct because she did not "deliberately" breach accepted standards.
The FWC has found it unfair to summarily sack an "unsatisfied" manager accused of using her small business employer's email to seek a job with a competitor.
A worker has failed to convince the FWC that Victoria's corruption watchdog dismissed her because of her "combative communication style" and her "unnecessary assessment of colleagues' work", which she argued amounted to manifestations of her Autism, rather than because of her misconduct.
A FWC full bench has ruled that Victoria's fire chief displayed an appearance of bias when he decided to suspend two workers for allegedly accessing private work emails at United Firefighters Union Victorian branch secretary Peter Marshall's request.
The Albanese Government is seeking feedback on options to ban non-compete clauses that prevent workers from moving to better paying jobs, potentially taking clients and colleagues with them, along with measures to stop businesses colluding to make no-poach and wage-fixing deals.
A mineworker has won reinstatement after her sacking for revealing the email addresses of 850 workers in a fundraising blast, the FWC warning employers in the process about the need to maintain distance between dismissal decision-makers and those "involved directly in the facts" of a matter.
A schoolteacher "absurdly" sacked for yelling at students has won maximum compensation, after a FWC member retreated from his initial order to reinstate her.
The FWC has found it "fanciful" to suggest that an employer might allow a HR professional to send extensive confidential information to his personal email address without authorisation, ruling his serious misconduct warranted dismissal.
