Browsing: Termination | Page 51

An employer that forced a domestic violence victim to resign has been ordered to pay her $27,500, in a case that "highlights the dangers of employers going for the 'quick fix' rather than dealing with the complexity of domestic violence".

A worker who was sacked after he "went well beyond defending himself" in a workplace scuffle was harshly dismissed because of his lengthy service, but shouldn't be reinstated, the Fair Work Commission has found.

• "Bullied" worker's unfair dismissal claim rejected; and
  
• Worker fined for safety breach at kids' party.

A worker who was sacked for a "serious" OHS breach, after she changed her sanitary napkin in the workplace kitchen, has been denied an extension of time to pursue her unfair dismissal claim.

An OHS professional has been blocked from pursuing his unfair dismissal claim, after the Fair Work Commission found he exceeded the high-income threshold despite taking more than a year of unpaid sick leave before he was sacked.

An employer acted unfairly in sacking a worker who became "heavily intoxicated" at a work Christmas party and s-xually harassed colleagues, the Fair Work Commission has ruled in finding the employer didn't control the service of alcohol.

An employer and its employee development manager breached the National Employment Standards in giving an injured worker four weeks and three days' notice of termination instead of five weeks' notice, the Federal Circuit Court has found.

An employer's regular toolbox talks and safety presentations proved a dismissed worker would have been aware of the company's OHS procedures and was rightly sacked for ignoring them, the Fair Work Commission has found.

A worker who suffered psychological injuries after being sacked because his weight posed a safety risk - to himself and other employees - was injured by reasonable management action, the Queensland IRC has ruled.

It was "glaringly improbable" an employer knew a worker had PTSD before sacking him for failing to undertake a competency assessment, the Federal Court has found in partially upholding the employer's adverse action appeal and reducing the man's $100,000 award.