FAIR WORK ACT 2009 (NO. 28, 2009) - SECT 387 Criteria for considering harshness etc.

FAIR WORK ACT 2009 (NO. 28, 2009) - SECT 387

                   In considering whether it is satisfied that a dismissal was harsh, unjust or unreasonable, FWA must take into account:

                     (a)  whether there was a valid reason for the dismissal related to the person's capacity or conduct (including its effect on the safety and welfare of other employees); and

                     (b)  whether the person was notified of that reason; and

                     (c)  whether the person was given an opportunity to respond to any reason related to the capacity or conduct of the person; and

                     (d)  any unreasonable refusal by the employer to allow the person to have a support person present to assist at any discussions relating to dismissal; and

                     (e)  if the dismissal related to unsatisfactory performance by the person--whether the person had been warned about that unsatisfactory performance before the dismissal; and

                      (f)  the degree to which the size of the employer's enterprise would be likely to impact on the procedures followed in effecting the dismissal; and

                     (g)  the degree to which the absence of dedicated human resource management specialists or expertise in the enterprise would be likely to impact on the procedures followed in effecting the dismissal; and

                     (h)  any other matters that FWA considers relevant.