Employee Relations – Termination

Employee Relations – Termination

A Fair Work Commission has determined a company had a valid reason for sacking its Sales Manager for (1) poor sales figures and (2) post-employment discovery of pornographic images on his mobile phone. However, as we read so often “substantial” procedural deficiencies made it unfair.

These included:

–          No documented warnings about the employee’s performance

–          No opportunity to improve

–          No opportunity for the employee to defend themselves

–          Summoned to a meeting & not told why

Outcome: So a clear and good reason to terminate but  employer was forced to pay compensation ($$$) to this employee, all because they didn’t follow a procedure fairly.

Lesson:  For dealing with employee performance – all is well documented within the HR Resources section of HR Central.

In addition there is  the access to our in-house HR Specialist to talk you through the process and help mitigate any costs, distractions and  impact on business.

Michael O'Shaughnessy

Michael is a specialist in all things HR. With vast HR experience in the USA and Australia, Michael brings a wealth of knowledge and advice to HR Central. When he's not blogging for HR Central you can find him out for dinner in one of Melbourne's newest restaurants.

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