A former TWU official has lost a bitter dispute with the union over his dismissal in 2014, which he claimed was motivated by his absence from work due to a back injury.
The FWC has rebuffed a security worker's claim that his former employer misrepresented its headcount to deny him protection from unfair dismissal, pointing out that it is not the Commission's job to conduct a "fact-finding" mission into each individual's status.
In a case traversing the thorny issue of recognising prior service when bringing casual labour hire in-house, the FWC has found a worker didn't qualify for unfair dismissal protection because his previous arrangement was not genuine outsourcing.
Glowing Facebook reviews and lengthy text messages describing a "truly awesome" adventure holiday have undone a former director's claims that he was too depressed to file his unfair dismissal application on time.
The FWC has found that a firefighter's dishonesty in concealing a professional ban arising from indecent assaults was sufficient reason for his dismissal, even after rejecting the employer's own reasons as invalid.
A labour hire employee who lost an offer to shift to direct employment with his host employer after IR staff became aware of his dual identity has failed in unfair dismissal claims against both parties, in a ruling in which the FWC also rejected his joint employment arguments.
An inspector sacked by the ABCC for failing to disclose criminal and disciplinary proceedings when he was a police officer must pay $25,000 security to challenge a court's rejection of his bid for a judicial review.
A bank manager who turned up for work five days after being fired with immediate effect has had her unfair dismissal claim rejected on the basis that she fell marginally short of the minimum six month employment period required by the Act.
The FWC had found that an unresolved dispute extended a worker's employment beyond the six month qualifying period for protection from unfair dismissal.
The Human Rights Commission has recommended an employer update anti-bias policies that provided insufficient guidance on how to avoid discriminating against an employee with a prior conviction for selling drugs.
