One of the most curious employment cases to capture public attention recently involved a 33-year-old caretaker manager at a supermarket chain in Perth. The individual was let go from his $168,000-a-year role due to severe misconduct, following a series of complaints from his colleagues.
The Allegations
The manager, who had been employed at the supermarket since 2015, was accused of various forms of misconduct. These included favouritism towards his spouse, who also worked at the same location, and making derogatory comments. Specifically, he allegedly altered his spouse’s work schedule to accommodate their family’s daycare needs and made racist, homophobic, and transphobic remarks relating to store displays celebrating cultural and LGBTQI diversity.
Additionally, the manager was said to have often used harsh language and displayed aggressive behaviour toward team members. He also reportedly coerced them into working extended hours and completing personal errands for him, threatening job loss for any who complained. Moreover, he regularly failed to clock out himself, directing his subordinates to do so on his behalf long after he had left the store.
The Investigation
The supermarket chain initiated an internal investigation in light of these serious allegations. Throughout the process, the manager was confrontational, shouting and swearing at the individual conducting the investigation. Upon hearing the full list of allegations against him, he countered with loud and incoherent accusations against his colleagues, claiming he was the target of “career sabotage” and “manufactured lies.”
The Dramatic Turn
What sets this case apart from others is the manager’s bizarre reaction upon being informed of his dismissal. He dramatically threw himself to the floor and pretended to faint, lying motionless and silent for about 45 seconds.
Post-Dismissal Actions
After his employment was terminated, the manager reportedly continued to reach out to his former colleagues in an aggressive and intimidating manner. He subsequently filed for unfair dismissal with the Fair Work Commission but was unsuccessful. The commission deemed the manager evasive and unreasonable, discrediting his evidence.
Conclusion
This unusual case serves as a cautionary tale for the employment sector, underlining the necessity for comprehensive workplace investigations and exposing the extraordinary measures some individuals may resort to in order to evade accountability. It also raises key questions about the obstacles faced by employers when managing intricate employment issues, including misconduct and the subsequent disciplinary steps.
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