The FWC has rejected an employer's bid to avoid paying redundancy entitlements to a nurse who refused to transfer to a higher-paying, non-nursing "technician" role.
A Senate inquiry is calling for guidance on what will qualify as a "reasonable excuse" for failing to comply with a Bill requiring employers with 500 or more workers to set new publicly-tracked gender equality targets that could determine eligibility for government contracts, while the Greens want to lower the threshold to 100 or more employees.
A DEWR review of the procedures available for small claims of up to $100,000 recommends legislative change to enable successful applicants to win costs and an automatic exemption from filing fees in some circumstances, while it also canvasses establishing a small claims jurisdiction within the FWC or creating an industrial court.
In a decision weighing how close to "perfection" an employee's standards need to be, the FWC has upheld the sacking of an experienced scientist accused of "manipulating" data for a single BHP soil sample among thousands he helped test.
Ahead of a 10-day full bench hearing of a bid to significantly shake-up the retail award, the ACTU has hit out at employers backing measures to "buy-out" core conditions for workers on as little as $53,680 a year, ditch "smokos" and introduce split shifts.
A large childcare operator has been ordered to pay more than $8000 compensation to a sacked worker falsely accused of telling a parent about her tenuous visa status in supposed breach of a company policy found by the FWC to impose no constraint on such interactions.
A former organiser who claims the UWU sacked her for exacerbating post-amalgamation "tensions" by pushing for a staff agreement has won a three-month extension to file her second unfair dismissal application, after a full bench found her first one barred as she lodged it while pursuing an adverse action case.
The FWC has awarded $20,000 to an on-hire mineworker sacked after testing positive for anti-depressants, finding that more consideration should have been given to his "genuine misunderstanding" of the host's new drug policy.
The removal of a long-serving on-hire worker on her host's instruction after she mislabelled two boxes amounted to an unfair dismissal but the FWC has "reluctantly" declined to order compensation despite the labour supplier's failure to "go into bat" for her.
The FWC has extended time for an 11-days-late unfair dismissal claim, after finding the HR professional representing her incorrectly advised her to send a letter of demand to the employer in the interests of "procedural fairness", leading to her missing the 21-day deadline.
