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A former Nine Entertainment employee alleged bullying and racial discrimination, but the tribunal found no evidence, attributing the issues to communication problems instead.

How do you calculate penalty rates if casual staff work overtime? Should the penalties be calculated at the ordinary hourly rate or the casual hourly rate (including the casual pay loading)? 

A tribunal has ruled that a manager could not rely on his racial background to excuse conduct that included bumping into a young employee and threatening him with violence.

Record penalties of $15.3 million have been imposed on the former operators of a Sushi chain for exploiting migrant workers. The Federal Court found deliberate underpayments totalling over $650,000, with severe penalties serving as a strong warning to employers about the consequences of non-compliance.

The Fair Work Commission has dismissed a claim for unfair dismissal after finding the ‘accident in his trousers’ did not compel the worker to leave work when called for a drug test. Read the FWC’s reasons.

The Fair Work Commission ruled that a positive drug test doesn’t automatically justify dismissal, highlighting that each case must consider all circumstances, including potential impairment risks and employee history.

A mobile phone policy provides guidelines on the appropriate use of phones in the workplace. Learn more about mobile phone policies here. 

The Fair Work Commission (FWC) has overturned an employer’s claim that because a worker was an independent contractor, her unfair dismissal case could not be heard. Read why the FWC decided in the worker’s favour.

When a commercial analyst complained about unreasonable overtime and a co-worker’s conduct, she was sacked. Read why the court imposed both compensation and penalty orders on the employer.

The latest report from Safe Work Australia reveals significant trends in work-related violence and aggression, highlighting the need for employers to enhance workplace safety.