The employee was dismissed for theft and lying about it. This is considered serious misconduct and a valid reason for dismissal.
Woolworths Limited (t/as Safeway) v Brown PR963023 (AIRCFB, Lawler VP, Lloyd SDP, Bacon C, 26 September 2005), [(2005) 145 IR 285]:
The employee was dismissed for refusing to comply with a dress code policy. This was a valid reason for dismissal.
Atfield v Jupiters Limited trading as Conrad Jupiters Gold Coast PR925334 (AIRC, Hodder C, 10 December 2002), [(2002) 123 IR 273]:
A manager was dismissed for gambling at a casino. This constituted serious misconduct and a valid reason for dismissal.
Parmalat Food Products Pty Ltd v Wililo [2011] FWAFB 1166 (Watson VP, Sams DP, Asbury C, 2 March 2011), [(2011) 207 IR 243]:
The employee was dismissed for breaching health and safety policy,
This justified the dismissal due to safety concerns.
Gottwald v Downer EDI Rail Pty Ltd [2007] AIRC 969 (Richards SDP, 30 November 2007):
The employee was dismissed for a health and safety breach.
This was a valid reason for dismissal, but procedural issues made the termination ultimately harsh.
Applicant v Australian Federal Police [2012] FWA 1352 (Harrison SDP, 19 April 2012):
The employee was dismissed for breaching the employer’s code of conduct by requesting a colleague investigate her ex-husband’s financial affairs, constituting a valid reason for dismissal.
DP World Sydney Ltd v Lambley [2013] FWCFB 9230 (Catanzariti VP, Lawler VP, Cambridge C, 22 November 2013), [(2012) 222 IR 277]:
The employee was dismissed for assaulting another employee, which was considered serious misconduct, justifying the dismissal.
Anderson v Thiess Pty Ltd [2015] FWCFB 478 (Ross J, Hatcher VP, Simpson C, 30 January 2015):
The employee was dismissed for sending an offensive email in violation of workplace policies.
This was a valid reason for dismissal, though it was ultimately deemed harsh due to consequences for the employee.
Grant v BHP Coal Pty Ltd [2014] FWCFB 3027 (Richards SDP, Asbury DP, Booth C, 18 June 2014):
The employee was dismissed for refusing to attend a medical appointment, a lawful and reasonable directive, justifying the dismissal.
Lumley v Bremick Pty Ltd Australia t/a Bremick Fasteners [2014] FWCFB 8278 (Hatcher VP, Gostencnik DP, Ryan C, 5 December 2014):
An ongoing workplace conflict led to the employee’s dismissal, which was considered a valid reason based on conduct.