Sham redundancy, bullying & adverse action

In this issue: we look at the risks of dismissing an  employee on the basis of a sham redundancy; the need to clearly document changes  to employment arrangements; when legal representation before the Fair Work  Commission will not be granted; an employer’s duty of care in relation to  workplace bullying; and a case illustrating the difference between adverse  action and unfair dismissal.

Reproduced with permission of Allens and in accordance with their terms of use.

 

David Cormack – Brisbane Barrister. 

 

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