среда, 16 марта 2016 г.

Австралия. Работника уволили за шутки в отношении уроженца Афганистана относительно Исламской религии. Суд восстановил уволенного работника в связи с тем, что был установлен факт неосведомленности данного работника о положениях нанимателя, относящихся к поведению в коллективе. Указанные правила предусматривали увольнение при определенном поведении. В то же время, Суд указал на то, что поведение работника было неприемлемо. Однако, наниматель должен был серьезно отнестись к такому поведению при выявлении самых первых случаев. Не ограничиваться лишь шуточными замечаниями. Можно заметить, что в Республике Беларусь такое увольнение, учитывая положения законодательства, тоже было бы незаконно. Для соблюдения законодательства при похожей проблеме следует сначала наложить на работника иное дисциплинарное взыскание (замечание; выговор), а также тоже иметь локальный акт, регламентирующий поведение работников в коллективе. И конечно документ, о том, что работник с данными правилами ознакомлен. В описанном случае интересно заметить, что непонятно как должен был вести себя уволенный работник, который шутил в отношении своего коллеги, ведь этот коллега отрицательно отзывался о действиях США на Востоке, что противоречило позиции шутившего. Так или иначе, Суд предписал нанимателю восстановить работника в прежней позиции, однако его рабочее место должно быть там, где он больше не будет иметь возможности встречаться с работником, с которым у него был конфликт.


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Wednesday 16th March 2016
Sacked Toll worker gets job back
In today's Workplace Bulletin:
  • Taunts about war and religion not a joke, warns Commissioner
Jeff Salton PortraitA worker sacked by Toll Holdings Ltd in February last year for allegedly taunting a fellow worker about the Taliban and Islam has been ordered to be reinstated by the Fair Work Commission (FWC).
Commissioner Michelle Bissett determined that even though Toll had workplace behaviour policies in place, the company failed to implement them properly and advise the worker that any breaches of the policy could result in dismissal.
In the Commissioner’s view, previous similar transgressions by the worker should have been dealt with differently so that he was fully aware that his conduct, should it persist, would not be tolerated. Instead, he had received a “mild rebuke”.
Employees engaging in inappropriate workplace behaviour, the Commissioner said, must be forewarned that their conduct is unacceptable and what the consequences may be; in this case, dismissal.
Highly critical
In evidence submitted to the FWC, the worker claimed that his colleague of Afghan descent had often discussed politics and religion in the workplace, and was highly critical of the West’s involvement in the Middle East.
The worker claimed he was only engaging in conversation and when he asked his colleague if he was “from the Taliban” and if Islam says “to kill”? He said it was meant to be a joke. However, following his comments in the workplace, his colleague reported him to management who began an investigation.
During the investigation, he was found to have transgressed on three previous occasions, dating back to 2014. The worker was asked to respond to the allegations, which he denied.
When the investigation concluded, the worker was dismissed in February last year.
In her ruling, Commissioner Bissett determined that due to the lack of prior formal warnings, the dismissal was severe.

 
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She added that in the workplace, companies shouldn’t deal with cultural and ethnic awareness through policy alone.
"It is through training and raising and discussion of issues that knowledge is gained, understanding is reached and tolerance found," she said.
No joke
Commissioner Bissett warned the worker that he "should not feel vindicated" by her decision and his comments were no joke. She said his pattern of behaviour was “unacceptable and disrespectful” in today’s workplace.
She ordered the worker be reinstated, despite objections by Toll, to a similar position in a different work area where would not come into contact with the former co-worker.
Commissioner Bissett order Toll to reimburse the worker’s salary since his dismissal less 3 months and that the company should determine what refresher training the worker may need.
Everyone on the same page
Do your workers know and understand what sanctions apply for breaches to your policies on what is acceptable workplace behaviour?
Perhaps your policies should better reflect cultural changes in your workforce. Are your penalties ‘crystal clear’?
Need help? The Portner Press Employment Law Handbook has all the information, tips and advice you need. It’s like having a legal expert on staff.
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Keep up the good work,
Jeff Salton signature
Jeff Salton
Editor, Workplace Bulletin

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