Browsing: Termination | Page 5

A commission has called out a major employer's "troubling" reliance on its customer violence de-escalation policies in dismissing a worker drawn into a scuffle with a member of the public, finding the strategy's core aspects "simply did not apply" to the incident that unfolded.

A worker has proved her post-traumatic stress disorder was caused by traumatic incidents throughout her lengthy employment, with a commission rejecting her employer's claim her injury resulted from reasonable action taken after she refused to comply with a COVID-19 vaccine mandate.

A worker has been granted interim stop-bullying orders creating communication restrictions and blocking disciplinary actions against her, with a commissioner expressing "genuine concern" for her safety in the absence of orders.

A commission full bench has upheld a ruling that a manager responsible for communicating drug safety messages to staff - in a hazardous industry - was rightly dismissed for failing to disclose he had been charged with possessing a commercial quantity of cannabis.

A major NSW employer beached Commonwealth anti-discrimination laws by sacking a worker with ADHD because of her disabilities, a Federal judge has found, rejecting the employer's claim that the termination was triggered by serious safety concerns and the worker's "dishonesty".

A full Federal Court has given a safety-critical worker - who was sacked for drink driving on his day off, and whose case was blocked by his alleged misconduct after he was charged - another opportunity to prove his dismissal was unfair.

A worker's numerous and exaggerated reports on his co-workers' conduct, including unfounded suggestions that some were impaired by drugs, alcohol or mental illness, created psychosocial safety risks and justified his dismissal, a commission has found.

An injured worker has unsuccessfully claimed his "threatened dismissal" would be unfair if he wasn't granted more time to obtain a fitness assessment. A commission heard he was not entitled to "infinite" chances to defend his employment, and found he had been afforded sufficient time to obtain the report.

A worker who was nearly hit by a B-double truck in a receiving yard, before being sacked for alleged misconduct, has been awarded an additional $140,000 in compensation, with a tribunal dismissing his former employer's defence of reasonable administrative action.

An employer sacked a worker because she requested unpaid domestic violence leave to care for her son, and not, as it claimed, because she engaged in bullying and other forms of misconduct, a commission has ruled.