An employer has been cleared of adverse action claims because it was able to demonstrate that its decision not to employ a candidate was based on medical evidence relevant to whether the candidate could perform the inherent requirements of the particular position.
Employee Assist Principal, Amnon Kelemen writes that in unfair dismissal proceedings before the FWC, “an experienced and/or qualified HR professional will generally be considered capable of representing an employer even in circumstances where they is also a witness.” This article provides case examples readers can learn from.