The FWC has upheld the sacking of a traffic management supervisor who allegedly directed his union representative to ask for $50,000 to "go away quietly" after the employment relationship was soured by his refusal to be on-call on weekends.
In a significant decision on the definition of an employee, the FWC has rejected a pharmaceutical manufacturer's bid to terminate its agreement after finding that the vast majority of workers laid off after a factory fire had not been invited to vote on the proposal.
A manager placed on "death row" after missing sales targets has had his one-minute-late unfair dismissal application rejected despite the FWC finding he had an arguable case.
A FWC full bench has thrown out the appeal of a manager who failed to block the publication of a jurisdictional dismissal decision or have her name removed from it, to avoid identity theft or damage to her job prospects.
A recent FWC finding that BHP engaged in unfair bargaining practices, and subsequent tribunal-chaired negotiations, have led to Professionals Australia securing the first standalone enterprise deal for coal mining supervisors.
A full bench has overturned an extension of time, originally granted on the basis of his union's representative error, for a truck driver summarily sacked by Coles Supermarkets after testing positive for methamphetamine and cannabinoids.
The FWC has upheld the sacking of a finance broker who posted sexually-explicit Facebook memes, including one featuring a colleague after seeking her permission, finding a "robust" and sub-par workplace culture did not make his ousting unfair.
The multinational parent of Thorn Lighting has told the High Court that a full Federal Court's finding that two contracted truck drivers were employees despite nominally running their own businesses was "internally incoherent".
The NSW IRC has awarded police a 1.75% pay rise after finding their award does not reflect productivity and efficiency improvements since 2011, but the state's paramedics will get only 0.3% with a one-off payment to boost their first year's increase to $1000.
The CFMMEU has told the High Court that applying the multifactorial test to determine if a worker is an employee or independent contractor is a "vacuous" approach without ultimately establishing whether they are conducting their own business.
