Document Chunk
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Section : Ending employment
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the section discussing the legal framework and best practices for terminating employment within small businesses, specifically addressing valid reasons for dismissal, the importance of following a fair process, and the special rules applicable to small businesses with fewer than 15 employees.
Text Content
An employer may dismiss an employee if they have a valid reason, such as:
- serious misconduct (theft, fraud, assault, sexual harassment, or serious safety breaches)
- ongoing underperformance
- the job is no longer needed (redundancy). Employers need to follow a fair process when they dismiss an employee. They should keep a record of the process and the reason for the dismissal. Employees should know the reason for their dismissal and be given an opportunity to respond. fairwork.gov.au | Fair Work Infoline: 13 13 94 | ABN: 43 884 188 232 Fa Small businesses with less than 15 employees have special rules for ending employment. This means:
- What are some valid reasons an employer may have for dismissing an employee?
- How should employers document the dismissal process?
- What rights do employees have regarding the reason for their dismissal?
- What special rules apply to small businesses with fewer than 15 employees when ending employment?
- Can you provide examples of serious misconduct that could lead to dismissal?
- What steps should an employer take to ensure the dismissal process is fair?
- Why is it important for employees to have the opportunity to respond before dismissal?
- How does redundancy differ from other reasons for dismissal?
- What might be the consequences for an employer who fails to follow a fair dismissal process?
- In what ways can ongoing underperformance be addressed before considering dismissal?