The FWC has rejected an employer's claim that a company secretary's "time limited" contract merely expired, finding it gave her no choice but to give up her permanent role by making an offer "infected with misrepresentation, misleading conduct and duress".
A migration agent accused of having active cases in the Administrative Appeals Tribunal after he started working for it as an associate must pay $12,000 towards its legal costs after pursuing an unsuccessful adverse action claim challenging his sacking.
A FWC full bench has slammed a public health provider's HR team for its "inappropriate" response to queries about late payment of 'nauseous work' and education allowances for an estimated 220 employees, concluding that the delay amounted to an underpayment capable of attracting a penalty.
Lawyers behind an underpayments class action on behalf of more than 20,000 junior doctors say a $230 million settlement reached with NSW Health is the largest in the nation's legal history and represents a "seismic shift".
The Federal Court has given a media company until next month to change its defence against an article that allegedly carries the defamatory imputation that a university professor created or fostered a toxic workplace culture of bullying and fear.
A training officer employed on a fixed term contract can proceed with his adverse action case against a volunteer rescue organisation after the FWC accepted that it sacked him when it told him two weeks before its expiry that it would not be renewed.
The FWC has urged the Defence Department to send "an authorised and properly instructed representative" to deadlocked bargaining negotiations at the Australian Submarine Corporation.
Most universities now have cultural workload allowances for First Nations employees in their agreements that recognise the often unseen cultural education guidance they provide, with WA's Murdoch University the latest to adopt the entitlement, according to the NTEU.
The FWC has found a worker ineligible for paid parental leave for her second child because she only returned to work for six and a half months before the second period of intended leave, rather than the 12 months that her enterprise agreement required.
