The Victorian Supreme Court (“Court”) has handed down a landmark decision awarding a female employee, Kate Matthews, who had worked in the construction industry for Winslow Constructors Pty Ltd (“Winslow”) a payment of $1.3 million for abuse, bullying and unwelcome sexual conduct suffered by her over a two-year period while she worked for the company as a roadside labourer.
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I have often been asked whether an employer can terminate an employee’s employment for serious misconduct, if the employee has either resigned and is working out their notice, or they have been given notice of termination, and are working out the notice.
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