The FWC has urged the operator of Melbourne's rail network to review its approach to s-xual harassment claims after a "troubling" finding that representatives from its HR department could not pinpoint who had carriage of a complaint and struggled to identify relevant policies and procedures.
A barrister who moonlights as an umpire can proceed with her general protections claim against Tennis Australia after the FWC determined that TA employed her as a casual when it blocked her access to tournaments for allegedly breaching undertakings to never criticise its management of the sport.
A FWC full bench has ruled that Corrections Victoria dismissed a prison officer when it demoted and transferred him, clearing the way for him to proceed with his unfair dismissal claim.
A sacked crane driver can proceed with his late dismissal challenge after the FWC found the blame lay squarely with his union for belatedly obtaining legal advice about which jurisdiction to file it in.
An airline has succeeded in having a former manager's redundancy pay cut to zero after the FWC found his insistence on amending an intellectual property clause in his contract did not alter the fact that it offered him "objectively acceptable" alternative employment.
The FWC has found that an employee of an Australian company who lives and works in New Zealand can bring an unfair dismissal claim, because the employer received his emailed contract acceptance in Victoria.
A cook has received almost $68,000 compensation after being sacked for supposedly refusing to attend mediation over her bullying claims – while in the midst of a Zoom meeting with a mediator.
Supermarket giant Aldi has failed to overturn the approval of three warehousing agreements that provided the first test of new Fair Work Act provisions giving the FWC powers to amend deals that fail the BOOT.
A HR/IR manager who resigned briefly before taking up a casual position with the same employer has fallen short of the minimum period for pursuing an unfair dismissal case, despite assurances her continuity of employment would be preserved.
An employee pressing to solely work from home did not abandon or repudiate her employment by moving interstate against the employer's express wishes, the FWC has found.
