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Actionable steps and real-world commentary on topical issues in the world of employment and safety law.
Page 8 of 24 — 209 articles
The FWC recently (Mr Adam Rytenskild v Tabcorp Holdings Limited [2024] FWC 3129 (19 November 2024) ruled a CEO’s ‘forced’ resignation as a dismissal, criticising the employer for its calculated and opaque approach, which prioritised supposed corporate governance principles over fair treatment of its employees.
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A recent Australian study (Associations between employees' alcohol consumption, insomnia and HR management strength) has found that strong consensus among management levels in workplace HR practices can significantly reduce stress and insomnia among employees. However, another Australian study (Police leaders' perspectives on their ability to support employee wellbeing in Australia: lack of time, training or support?) also revealed that workplace leaders are struggling to support staff wellbeing due to overwhelming workloads and a lack of time and resources.
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A South Australian Tribunal (Lauren Vercoe v Local Government Association Workers Compensation Scheme [2024] SAET 91 (18 October 2024)) has ruled that a council worker who broke her arm tripping over a pet fence while working from home is entitled to workers' compensation, highlighting employer responsibilities in remote work arrangements.
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The FWC (Fogo v Boeing Aerostructures Australia Pty Limited [2024] FWC 3037 (8 November 2024)) has dismissed a 61-year-old engineer's request to work remotely two days a week, citing no ‘objective and rational connection’ between his age to the need for flexible arrangements.
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Safe Work Australia has released its latest report outlining the key WHS statistics across Australia (click here). These statistics provide a good indicator, consistent with risk management principles, of where ‘more focus’ should be implemented across ‘most’ workplaces.
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Worksafe’s (Vic) annual report provided further confirmation of what a number of WHS commentators have already known – that is, our RTW plans for mental health issues are ineffective, or worse keep, our injured employees ‘injured’.
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The FWC (Application by Wong [2024] FWC 2856 (15 October 2024) has dismissed an employee’s bullying claim against their employer, ruling that while the employer’s conduct may have been unreasonable, it did not constitute bullying.
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FWC Shane Gration v Bendigo Bank [2024] FWC 717 (15 April 2024) has rejected a high performing employee’s request to work solely from home to care for his wife who had a medical condition and school aged child because he failed to provide sufficient and consistent evidence to support his claim that he needed to work 100% from home.
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FWC Nicole-Marree Smith v Bright Life Homes Pty Ltd [2024] FWC 1494 (14 June 2024) has found that an employer’s failure to address inappropriate conduct by a teenage apprentice led to escalating behaviour that threatened an older employee's safety. FWC criticised the employer for inadequate training and poor leadership, which allowed the apprentice’s misconduct to continue unchecked.
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