We can't quite say "what's good for the goose is good for the gander" in this case, but it's a lot harder for people to take seriously the ALP's commitment to due process in employment decisions.For all of us who've been in the situation where someone is not right for the job but who find it frustrating to prove this via a long, laborious process, Julia and the gang have proved a point.

Dear Kevin, are you aware of http://www.fairwork.gov.au/Termination-of-employment ?

When is a dismissal harsh, unjust or reasonable?

When FWA considers whether a dismissal is harsh, unjust or unreasonable, they take into account a range of factors including:

  • if there’s a valid reason for the dismissal relating to the employee’s conduct or capacity
  • if the employee is notified of the reason and given an opportunity to respond
  • if the dismissal relates to unsatisfactory performance, then whether the employee is warned about it before the dismissal.

With reference to http://en.wikipedia.org/wiki/Kevin_Rudd and the loss of his job on a few hours notice.

 

By the way, the Fair Work act is very confusing and difficult for small businesses. Entitlements advice for workers being dismissed or made redundant can be completely contradictory, or hedged with references to an amazing world of "modern awards", federal awards, prior conditions, ... I don't like to say it, but it's very close to horrible.

This article tries to point out the irony in what happened to Kevin Rudd, elected on the promise of putting lots of process and intervention into employment.