Poorly drafted allegations and a mislabelled reportable conduct classification cost the ACT Education Directorate on appeal. A case study in why the wording of allegations matters as much as the conduct itself.

A 22 year Woolworths employee was dismissed after repeated absences linked to his own illness and his son's addiction and mental health struggles. The Fair Work Commission's Full Bench upheld the dismissal for absenteeism. Here is what employers should take from the decision.

An employee dismissed after a failed Performance Improvement Plan took his case to the Fair Work Commission, then got caught using AI in his own submissions.

Section 57 of the Children's Guardian Act sets out exactly what children and parents must be told during a reportable conduct investigation, and when an organisation can hold information back. Here's what that looks like in practice.

A recent Fair Work Commission decision provides a useful example of how a dismissal can be procedurally fair and supported by a valid reason, yet still be found to be harsh.

Reportable conduct investigations rarely announce themselves. One day it's business as usual, the next you've got seven business days on the clock, a child's safety to think about, and an employee who deserves a fair process, all at once.

A recent Fair Work Commission decision provides a useful example of how a dismissal can be procedurally fair and supported by a valid reason, yet still be found to be harsh.

Identifying whether a complaint may involve reportable conduct is one of the most important early steps in any child-related workplace investigation.

Many organisations do not think closely about reportable conduct until a serious allegation is made about a worker, volunteer or contractor. By that stage, decisions often need to be made quickly.

This article aims to provide a comprehensive overview of how NDIS providers can effectively conduct investigations into reportable incidents. It also covers post-investigation requirements and highlights situations where external investigators are necessary.

This case which was heard in the Australian Industrial Relations Commission underscores the tension between personal expression and workplace policies, especially in environments where public health and safety are particularly important. It also examines the legal requirements for an enforceable lawful direction.

One of the most significant challenges in addressing bullying and harassment is creating an environment where employees feel safe to come forward with their experiences. Fear of retaliation or disbelief can often prevent victims and witnesses from speaking out.

Although many employees were dismissed for refusing to take the Covid 19 vaccine, in this case the employee was dismissed because they did take the vaccine.