Fair to Sack Manager with "Inability to Take Responsibility" For His Actions

Why It Matters

The decision reinforces that public‑sector managers must adhere to strict conduct standards, and it signals to local governments that failure to do so can result in swift legal repercussions.

Key Takeaways

• Manager hired by Shire of Morawa in June 2024 to improve culture
• Within four months, misconduct complaints triggered an investigation
• Commission found serious code breaches and lack of accountability
• Unfair dismissal claim rejected, emphasizing responsibility in public sector leadership

Pulse Analysis

Local governments across Australia have been grappling with workplace culture challenges, and the Shire of Morawa’s experience illustrates the high stakes of hiring senior staff to turn around a toxic environment. By bringing in a corporate systems and performance manager, the council aimed to foster collaboration and restore morale. However, the rapid emergence of complaints highlighted how quickly a newly appointed leader can erode trust if personal conduct does not align with the organization’s values, prompting immediate scrutiny from both staff and oversight bodies.

The Western Australian Industrial Relations Commission’s ruling centered on two core findings: the manager’s actions constituted serious breaches of the council’s code of conduct, and his response to the allegations showed a clear inability to take responsibility. Under WA’s industrial relations framework, employers must demonstrate that dismissals are justified by misconduct or performance failures. The commission determined that the manager’s conduct met that threshold, thereby denying his unfair dismissal claim. This outcome underscores the legal expectation that public‑sector employees, especially those in leadership, must be accountable for their behavior and responsive to internal investigations.

For municipal authorities, the case serves as a cautionary tale about the importance of rigorous vetting, ongoing performance monitoring, and a robust response protocol for misconduct allegations. It also signals to HR professionals that documenting breaches and demonstrating a manager’s lack of insight can be pivotal in defending termination decisions. Ultimately, the ruling reinforces a broader trend toward heightened accountability in the public sector, encouraging councils to prioritize ethical leadership and proactive culture management to mitigate legal and reputational risks.