{"id":7,"date":"2023-09-26T05:17:15","date_gmt":"2023-09-26T05:17:15","guid":{"rendered":"https:\/\/justrelations.com.au\/blog\/?p=7"},"modified":"2026-10-20T23:46:24","modified_gmt":"2026-10-20T23:46:24","slug":"conduct","status":"publish","type":"post","link":"https:\/\/justrelations.com.au\/blog\/2023\/09\/26\/conduct\/","title":{"rendered":"Valid Reasons for Dismissal"},"content":{"rendered":"\n
    \n
  1. **Kolodka v Virgin Australia Airlines Pty Ltd t\/a Virgin Australia [2012] FWA 7828 (Smith DP, 12 September 2012):**<\/a><\/li>\n<\/ol>\n\n\n\n

       – The employee was dismissed for poor behavior and attitude towards team members, customers, and supervisors. The termination was deemed valid due to the employee’s conduct.<\/p>\n\n\n\n

    2. **Aperio Group (Australia) Pty Ltd (T\/a Aperio Finewrap) v Sulemanovski [2011] FWAFB 1436 (Watson SDP, McCarthy SDP, Deegan C, 4 March 2011), [(2011) 203 IR 18]:**<\/a><\/p>\n\n\n\n

       – The employee had a history of performance and conduct issues, including unauthorized absences and non-compliance with company policies. Multiple warnings and counseling sessions were given, justifying the dismissal based on misconduct.<\/p>\n\n\n\n

    3. **IGA Distribution (Vic) Pty Ltd v Nguyen [2011] FWAFB 4070 (Boulton J, O\u2019Callaghan SDP, Ryan C, 9 September 2011), [(2011) 212 IR 141]:**<\/a><\/p>\n\n\n\n

       – The employee was terminated for causing a forklift accident. Due to the seriousness of the conduct and safety risks, the dismissal was valid, but it was considered harsh because of false accusations against the employee.<\/p>\n\n\n\n

    4. **O\u2019Keefe v Williams Muir\u2019s Pty Ltd T\/A Troy Williams The Good Guys [2011] FWA 5311 (Swan DP, 11 August 2011):**<\/a><\/p>\n\n\n\n

       – The employee made negative and threatening comments about a colleague on Facebook, leading to a valid dismissal for serious misconduct.<\/p>\n\n\n\n

    5. **Selak v Woolworths Limited [2008] AIRCFB 81 (Watson VP, Cartwright SDP, Foggo C, 8 February 2008), [(2008) 171 IR 267]:**<\/a><\/p>\n\n\n\n

       – The store manager was fired for consuming alcohol during lunch, which was against company policy, justifying the dismissal.<\/p>\n\n\n\n

    6. **Agnew v Nationwide News PR927597 (AIRC, Rafaelli C, 11 February 2003):**<\/a><\/p>\n\n\n\n

       – Employees were terminated for drinking alcohol during lunch, which breached company policy. The dismissals were found valid but ultimately harsh due to policy changes and inconsistent enforcement.<\/p>\n\n\n\n

    7. **Streeter v Telstra Corporation Limited [2008] AIRCFB 15 (Acton SDP, Cartwright SDP, Larkin C, 24 January 2008), [(2008) 170 IR 1]:**<\/a><\/p>\n\n\n\n

       – The employee engaged in inappropriate behavior in front of colleagues and was dismissed for dishonesty during the investigation, leading to a valid reason for the dismissal.<\/p>\n\n\n\n

    8. **Flanagan v Thales Australia Ltd t\/a Thales Australia [2012] FWA 6291 (Bull C, 7 September 2012):**<\/a><\/p>\n\n\n\n

       – Employees accessed pornographic material via work email accounts against company policy, justifying dismissal despite procedural fairness issues.<\/p>\n\n\n\n

    9. **Woodman v The Hoyts Corporation Pty Ltd PR906309 (AIRCFB, Giudice J, Watson SDP, Grainger C, 11 July 2001), [(2001) 107 IR 172]:**<\/a><\/p>\n\n\n\n

       – The employee was dismissed for theft and lying about it, considered serious misconduct and a valid reason for dismissal.<\/p>\n\n\n\n

    10. **Woolworths Limited (t\/as Safeway) v Brown PR963023 (AIRCFB, Lawler VP, Lloyd SDP, Bacon C, 26 September 2005), [(2005) 145 IR 285]:**<\/a><\/p>\n\n\n\n

        – The employee was dismissed for refusing to comply with a dress code policy, which was a valid reason for dismissal.<\/p>\n\n\n\n

    11. **Atfield v Jupiters Limited trading as Conrad Jupiters Gold Coast PR925334 (AIRC, Hodder C, 10 December 2002), [(2002) 123 IR 273]:**<\/a><\/p>\n\n\n\n

        – A manager was dismissed for gambling at a casino, which constituted serious misconduct and a valid reason for dismissal.<\/p>\n\n\n\n

    12. **Parmalat Food Products Pty Ltd v Wililo [2011] FWAFB 1166 (Watson VP, Sams DP, Asbury C, 2 March 2011), [(2011) 207 IR 243]:**<\/a><\/p>\n\n\n\n

        – The employee was dismissed for breaching health and safety policy, justifying the dismissal due to safety concerns.<\/p>\n\n\n\n

    13. **Gottwald v Downer EDI Rail Pty Ltd [2007] AIRC 969 (Richards SDP, 30 November 2007):**<\/a><\/p>\n\n\n\n

        – The employee was dismissed for a health and safety breach, which was a valid reason for dismissal, but procedural issues made the termination ultimately harsh.<\/p>\n\n\n\n

    14. **Applicant v Australian Federal Police [2012] FWA 1352 (Harrison SDP, 19 April 2012):**<\/a><\/p>\n\n\n\n

        – The employee was dismissed for breaching the employer\u2019s code of conduct by requesting a colleague investigate her ex-husband\u2019s financial affairs, constituting a valid reason for dismissal.<\/p>\n\n\n\n

    15. **DP World Sydney Ltd v Lambley [2013] FWCFB 9230 (Catanzariti VP, Lawler VP, Cambridge C, 22 November 2013), [(2012) 222 IR 277]:**<\/a><\/p>\n\n\n\n

        – The employee was dismissed for assaulting another employee, which was considered serious misconduct, justifying the dismissal.<\/p>\n\n\n\n

    16. **Anderson v Thiess Pty Ltd [2015] FWCFB 478 (Ross J, Hatcher VP, Simpson C, 30 January 2015):**<\/a><\/p>\n\n\n\n

        – The employee was dismissed for sending an offensive email in violation of workplace policies, a valid reason for dismissal, though it was ultimately deemed harsh due to consequences for the employee.<\/p>\n\n\n\n

    17. **Grant v BHP Coal Pty Ltd [2014] FWCFB 3027 (Richards SDP, Asbury DP, Booth C, 18 June 2014):**<\/a><\/p>\n\n\n\n

        – The employee was dismissed for refusing to attend a medical appointment, a lawful and reasonable directive, justifying the dismissal.<\/p>\n\n\n\n

    18. **Lumley v Bremick Pty Ltd Australia t\/a Bremick Fasteners [2014] FWCFB 8278 (Hatcher VP, Gostencnik DP, Ryan C, 5 December 2014):**<\/a><\/p>\n\n\n\n

        – An ongoing workplace conflict led to the employee’s dismissal, which was considered a valid reason based on conduct.<\/p>\n\n\n\n

    [nothing on this page is legal advice]<\/p>\n\n\n\n

    For Unfair Dismissal Representation : www.justrelations.com.au<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

       – The employee was dismissed for poor behavior and attitude towards team members, customers, and supervisors. 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