“There is nothing wrong with sending the message that an employee should indeed resign if that is the only alternative to continuing to participate knowingly in illegal activity, ideally coupled with reporting the conduct … to the Fair Work Ombudsman”.
A recent case in the Northern Territory Anti-Discrimination Commission serves as an important reminder of the need that a written anti-discrimination policy must also be communicated, implemented and enforced. “It is not enough that it merely exists,” writes Tim Lethbridge.