Disputes are never pleasant, particularly in the workplace.
More often than not, we spend more time at work than at home. Work colleagues can become good friends and if you’re lucky, more like family. But that’s not always the case.
As an employer, an unhappy employee can be cancerous, detrimental to staff morale and even worse, adversely affect your bottom line. It’s best that you seek advice before terminating an employee. If you haven’t done that and the horse has already bolted and it's been suggested that you've done it unlawfully, then it’s even more important you seek advice. Early intervention will save you money.
As an employee, if you are subject to what you believe to be wholly unsatisfactory conduct at the hands of someone else (either directly or indirectly), then you should do something about it. Work is supposed to be enjoyable, not torture.
It’s important to follow the rules about dismissal, notice and pay. If you get this wrong, it could end up costing you more than you think.
Effective dispute resolution should be considered, implemented and adopted. There should be a dispute resolution clause in your employment contracts and if not, then typically the applicable award provides one.
If you think you’ve been victimised, humiliated, intimidated or threatened, then seek early advice. Everyone has the right to feel safe at work.
Be it a conciliation hearing or full hearing of the complaint, being legally represented can benefit you and increase the prospects of a more favourable resolution being reached.