The Workplace Relations Commission found that a manufacturing company discriminated against a production operator with a disability when it dismissed him and failed to provide reasonable accommodation. The decision, dated 29 November 2017, ordered the company to re-engage him on at least equivalent terms, with a return-to-work plan to be determined as part of that process.
The operator had worked for the company for 24 years. The company said it dismissed him after an incident involving threatening behaviour that it considered gross misconduct. The WRC found the company investigated professionally but did not adequately consider his condition at the time of the incident or obtain up-to-date medical advice before dismissing him.