HR/IR News

Whilst in most cases, a standard disciplinary and a warning can put any missteps to bed, occasionally employers may be faced with a situation where an employee, knowingly, recklessly or even deliberately does something so serious that they face the possibility of termination on the basis of serious misconduct.

For many of our larger members - dealerships, major workshops, and multi-site operations - absenteeism isn’t just frustrating, it’s operationally damaging.

When an employment issue reaches breaking point, it can be tempting for a business to move straight to the termination letter. That approach is risky.

Many employers in the vehicle industry pay employees an above-award salary or hourly rate and assume this covers everything - overtime, penalty rates, public holidays, allowances, annual leave loading and other award entitlements.

Parental leave should never be managed on memory, good intentions, or “we’ll work it out closer to the date.”

Poor process, emotional reactions and rushed decisions can turn a resignation into a legal problem.

With continued concern around fuel availability, supply delays and operating pressure, some employers may be asking whether they can stand employees down without pay.

In the automotive industry, informal practices often develop because businesses move fast and managers deal with issues on the run.

The Fair Work Commission has just confirmed what many of us have felt on the ground: dismissal disputes are exploding, and general protections matters are leading the charge.

You might have a rock-solid reason to discipline or dismiss an employee, but if you get the process wrong, it can still end up costing your business thousands.