A NSW government agency must pay a former employee more than $180,000 plus interest for economic loss, pain, suffering and general damages for its discriminatory treatment of her and its failure to make reasonable adjustments after her diagnosis with Crohn's Disease.
A stevedoring giant that guaranteed confidentiality to employees participating in a workplace conduct investigation has won an FWC order restricting publication of their names and complaint details, as it continues to defend a groundbreaking bullying case.
The Federal Circuit Court has found a newspaper publisher took adverse action when it forced a full-time journalist to sign a take-it-or-leave it statement reducing him to two days a week - with unspecified entitlements to be paid in instalments - and sacked him when he complained.
The FWC has reinstated a Toll employee who made racist comments and has recommended the company seek to reverse its "hostile working environment" by participating in the Commission's developing better workplaces program.
A Telstra sales consultant who has been awarded $10,000 in damages for being discriminated against while pregnant will be challenging the merits of the original ruling in the Victorian Supreme Court.
The FWC has decided against referring a bullying matter to an OHS regulator, after the complainant failed to establish he was at risk of continued bullying because he had left the workplace.
A former university academic who unsuccessfully claimed she had been sexually harassed by two colleagues has been ordered to pay a $900,000 indemnity costs bill after the Federal Court found she rejected a "generous" settlement offer despite legal advice that she was unlikely to succeed.
Workers need to be protected from employers that argue they took action against an employee because of the impact of the person exercising a workplace right rather than the actual exercise of the right, a judge has ruled in a dissenting judgment.
The Fair Work Commission has rejected a long-serving employee's bullying claim, after accepting that her employer took reasonable management action when it performance-managed her after she resisted changes to workplace practices.
