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.

The Fair Work Commission found an employee's termination for allegedly sleeping on the job unfair due to deficiencies in the workplace investigation.