Mondaq Australia: Employment and HR > Unfair/ Wrongful Dismissal
Stacks Law Firm
Warning to employees that there are no secrets on the internet and to employers to have a clear social media policy.
Thynne & Macartney
This case demonstrates an instance where the Commissioner could use his or her discretion to order reinstatement.
Holding Redlich
This case raised some jurisdictional questions for international companies operating in Australia and the Fair Work Act.
Kells
Whether an employer can dismiss an employee for internet posts depends upon a number of factors.
Corrs Chambers Westgarth
Recent case regarding biometric data collection in the workplace raises issues & provides guidance for employers.
Cooper Grace Ward
The employer was criticised by the Commission for allowing the employee to return to work after a suicidal incident.
MDC Legal
The General Protections provisions in the Fair Work Act aim to protect employees from workplace discrimination.
Holding Redlich
With new and emerging technology being used in workplaces, employers must take care to have regard to privacy concerns.
Coleman Greig Lawyers
Regardless of a strong employment record and significant tenure, serious misconduct can easily result in termination.
Gilchrist Connell
An employer who repudiates an employment contract may be found liable for unfair dismissal and/or for breach of contract.
Marque Lawyers
Article discusses Folaus case & highlights that employers carry no legal or moral obligation to provide employment to anyone.
Cooper Grace Ward
Employers should still be careful before using a new incident as justification to terminate an individual's employment.
Cooper Grace Ward
This recent case discusses when a teacher's conduct outside school hours could be a valid reason for summary dismissal.
Thynne & Macartney
Employers need to be extremely carefully if they are contemplating summarily terminating the employment of an employee.
Mellor Olsson Lawyers
This employee's refusal to comply with the new company policy was not considered to be a valid reason for his dismissal.
Surry Partners
Employers should ensure that staff are aware of how their conduct outside work can impact on their contract obligations.
Pointon Partners
Recent case gives insight into how unfair dismissal claims may be determined in cases of conflict of interest.
Holding Redlich
The case turned on the question of whether anonymous tweets criticising her employer were a lawful reason for dismissal.
Swaab
This decision has considered a dilemma for employers when managing redundancies in a confidential business acquisition.
Bartier Perry
The High Court will hear an appeal about the dismissal of a government employee for tweeting highly critical comments.
Most Popular Recent Articles
Mellor Olsson Lawyers
This employee's refusal to comply with the new company policy was not considered to be a valid reason for his dismissal.
Holding Redlich
With new and emerging technology being used in workplaces, employers must take care to have regard to privacy concerns.
Coleman Greig Lawyers
Regardless of a strong employment record and significant tenure, serious misconduct can easily result in termination.
MDC Legal
The General Protections provisions in the Fair Work Act aim to protect employees from workplace discrimination.
Corrs Chambers Westgarth
Recent case regarding biometric data collection in the workplace raises issues & provides guidance for employers.
Kells
Whether an employer can dismiss an employee for internet posts depends upon a number of factors.
Cooper Grace Ward
The employer was criticised by the Commission for allowing the employee to return to work after a suicidal incident.
Surry Partners
Employers should ensure that staff are aware of how their conduct outside work can impact on their contract obligations.
Cooper Grace Ward
Employers should still be careful before using a new incident as justification to terminate an individual's employment.
Thynne & Macartney
Employers need to be extremely carefully if they are contemplating summarily terminating the employment of an employee.
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