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.
Queensland's Industrial Court has upheld a finding that an investigator's report and a lawyer's advice on a senior Office of IR employee's conduct attracted legal professional privilege and the employer did not waive it.
The UFU has failed to convince the FWC that Fire Rescue Victoria used a procedurally unfair process when it suspended two workers, after Victoria's anti-corruption body found they accessed private work emails at Victorian branch secretary Peter Marshall's request.
A property manager who returned home to down scotch and cokes with her sister following a panic attack during her working time has won $9,000 compensation, after the FWC found her real estate agent employer failed to establish that the hours-long drinking session coincided with her remotely accessing its IT system and deleting and forwarding her emails and other documents.
The FWC has held that it has no power under the Fair Work Act's flexible work dispute provisions to deal with a National Australia Bank worker's challenge to the cancellation of her WFH flexibility arrangement after she allegedly failed to comply with its terms.
The FWC has extended time due to representative error, after a lawyer with "extensive experience in employment matters" who is also the author of an article on his firm's website about the "hurdles" to "jump over" to make an unfair dismissal claim, including the 21-day time limit, lodged a client's application four days late.
A mining truck driver's mobile phone use, detected by an infra-red driver alertness system, justified her dismissal, after what the FWC deemed to be a fair investigation process.
The FWC has, at the same time as rejecting the unfair dismissal claim of a university lecturer who "relentlessly" pursued a personal relationship with a student, held that he s-xually harassed her and that his dishonesty provided a further valid reason to sack him.
In a warning for employers about properly educating workers on workplace policies, the FWC has reinstated an employee dismissed for breaching drug and alcohol rules, because the major company failed to ensure its workforce understood a key change.
A TWU delegate and rubbish truck driver who drank six beers at a union event but suggested his David Beckham cologne and sanitiser might explain his low-level positive reading for alcohol at work the next morning has failed to overturn his sacking.
