When information doesn't reach decision makers, the risk question remains dangerously unresolved
An employee disclosed domestic violence to his manager. Less than a month later, he was dismissed. The CEO claims he never knew.
Clayton Hammock needed to tell someone what was happening at home. On October 13, 2025, the Events Team Leader at the Australian Dental Association Victorian Branch sent an email to his manager, Sian Reeder.
"I wanted to let you know that I'm currently dealing with a very serious and distressing situation at home," he wrote. "I'm taking today to attend to important safety matters, including learning more about the process of obtaining a Family Violence Order..."
Hammock took two days off, then came back to work. Less than a month later, on November 6, 2025, Associate Professor Neil Hewson terminated his employment during probation.
The reason given was performance. The employer said customers had complained about Hammock's work. Hammock said he had received positive feedback too.
Here is where it gets tricky for HR. Hammock filed a claim with the Fair Work Commission arguing his dismissal broke the law because it happened so soon after he disclosed he was experiencing family violence and might need leave. The problem was his application arrived one day late.
At a hearing on January 14, 2026, Commissioner Perica heard Hammock's reasons for the delay. He had been finding new housing after leaving the home he shared with his partner. He was job hunting...
PORTLAND, Maine (WGME) -- A week after employees at the Holy Donut on Park Avenue in Portland told the company they were looking to unionize, the company now says those workers made false accusati...