Taking over an established business can be fraught with anxiety for employers.
The anxiety is not one-way and it can take time for a workplace under new ownership to return to its previous harmonious state.
In the final article of our two-part series we feature a dismissal case about the wrong way to manage a disgruntled employee who takes to Facebook.
Make this mistake and the FWC will be reaching for the ‘unfriend’ button.
Disgruntled employees with unresolved workplace issues can be difficult to manage.
Get it wrong and you can be in all sorts of legal trouble.
In part 1 of “Beware the trap of the disgruntled employee”, we feature a case which shows how not to handle a workplace dispute.
Find out how it went wrong for this employer, so it doesn’t happen to you.
If your organisation is yet to have its Christmas party, hopefully all the risk management HR ‘boxes have been ticked’. Read about the top 3 workplace Christmas party disaster stories that we’ve come across.
A recent dismissal case before Fair Work Australia (“FWA”) provides useful guidance for employers about the effect of an employee’s dishonesty during an HR investigation.
![“Warning, Warning” – Taking account of past workplace sins when disciplining employees [Part 2]](https://www.acumenlawyers.com.au/wp-content/uploads/2012/08/warning-warning-taking-account-of-past-workplace-sins-when-disciplining-employees-part-2.jpg.webp)
In Part 2 of the Patrick Stevedores case, we consider whether the actions of an employer over a prior disciplinary warning can be called into question in a later dismissal case by Fair Work Australia.
![“Warning, Warning” – Taking account of past workplace sins when disciplining employees [Part 1]](https://www.acumenlawyers.com.au/wp-content/uploads/2012/07/warning-warning-taking-account-of-past-workplace-sins-when-disciplining-employees-part-1.jpg.webp)
