Workplace policy page 22 of 81

The FWC has reinstated a senior Virgin flight attendant accused of tardiness, stealing snacks, sleeping and watching a movie while on duty, finding pandemic-driven loads on HR delayed the airline's investigation and contributed to procedural fairness deficiencies.

Gender discrimination continues to be the biggest single driver of a pay gap that is nationally costing women more than $50 billion a year, according to a new report prepared for Diversity Council Australia and the Workplace Gender Equality Agency.

In a decision that shines a light on road service provider NRMA's business model, the FWC has found a contractor mechanic's failure to meet KPIs – when he spent too much time with customers and failed to sell enough batteries – did not provide a fair basis for sacking him.

A worker's pursuit of bullying claims against his manager played no part in his dismissal for collecting details of colleagues' offers during salary negotiations, a court has found.

A proposed new agreement for the Australian Youth Climate Coalition provides substantial upfront pay rises and entitlements to five days paid climate disaster leave, 30 days paid gender affirmation leave and 12% super contributions, while it replaces workplace breastfeeding provisions with "chestfeeding" rights.

The NSW IRC has upheld the dismissal of a worker sacked for breaching his employer's code of conduct when he made homophobic comments.

Former Labor Senator Kristina Keneally's decision to summarily sack a staffer via email without hearing from him after he confronted a Coalition MP with claims of coercive control unfairly denied him a chance to argue an "active bystander" defence, the FWC has held.

In a general protections ruling, a court has awarded $160,000 in compensation and damages to a stonemason dismissed because of his work-related silicosis.

WA's parliamentary inquiry into sexual harassment of female workers in the FIFO mining sector has recommended that the industry ensure there are "serious repercussions" for perpetrators, keep a blacklist of perpetrators to stop them simply moving to other sites and rebalance the proportion of direct and indirect hires to reduce risks.

An employer must pay $2.8 million, including more than $1.7 million for pain, suffering and economic loss, to a long-serving manager who had her life "effectively destroyed" by a new chief executive.