Run through your employee policies, processes, and procedures with this handy checklist from lawyer Shane Koelmayer.

The employer was ordered to pay the damages to a former employee for failing to take reasonable precautions to prevent her from being sexually harassed in the workplace.

The employee was refused an extension of time for his unfair dismissal application after his termination of employment letter was sent to an email address that he did not check.

The employee was dismissed after making a series of posts to his Facebook page that were considered offensive, derogatory and inconsistent with his employer's values and policies.

The Fair Work Commission was required to consider privacy concerns in an unfair dismissal claim made by an employee at an aged care facility.

Given the serious nature of matters such as dismissals, employers should, as far as reasonably practicable, communicate such matters in person to ensure there is no confusion.

Two businesses were ordered to pay pecuniary penalties for contravening the Fair Work Act in relation to unlawful adverse action taken against a prospective employee.

The Fair Work Commission was required to consider an unfair dismissal application of an employee who was dismissed after she was requested to return to full-time work hours.

Reinstatement as a primary remedy should be seriously considered by employers when deciding whether to terminate an employee.

A recent example of a FWC decision demonstrates why employees should not operate on the assumption that the only possible consequence of dismissing an employee is that they may be ordered to pay them compensation.