Recently an employee who was terminated for workplace misconduct as as result of drinking too much alcohol on Anzac Day and was awarded $8229.00 after the Fair Work Commission found that her dismissal was valid but none the less harsh under the circumstances.
Avril Chapman was employed by the Tassal Group. Her job involved scaling, slicing, weighing and packing fish. She had been employed since 1 August 2012 and was terminated for workplace misconduct on 1 May 2017.
When faced with issues of workplace misconduct or complaints or grievances employers have a duty of care to respond in a manner that ensures a safe working environment. – Read more about the duty of care
Generally when you receive a complaint you have 3 choices;
1. Outsource to an external investigator (See what the FWC had to say about outsourcing investigations…Continue
When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?”
The answer is always YES.
Why: Recently I published an article about allegation letters, procedural fairness and why it is essential……Continue
When considering dismissing an employee for serious misconduct, employers must bare in mind the following;
More details of another case there the issue of the punishment fitting the crime was considered by the FWC – …Continue