Unfair Dismissal in Love

The Unseen Threads: When Love and Labour Entwine

It's funny, isn't it? How we spend so much of our lives at work, often more time than we do with our own families. So, it's no surprise that sometimes, those professional lines get a little… blurred. I've seen it happen, the slow burn of attraction, the whispered conversations by the coffee machine, the late nights 'working' together. But what happens when those sparks fly a little too high? When love and labour become entangled? That's when things get messy. Really messy.

Navigating the Blurred Lines of Intimacy and Employment

I've always thought that trying to separate your personal life from your work life is like trying to separate the yolk from the white after you've cracked the egg. It's damn near impossible. The key is to understand where the boundaries should be, even if they're often crossed. It's about knowing when a friendly chat becomes something more, when a helping hand turns into something expected, something… intimate. It's a tightrope walk, and one wrong step can send you tumbling.

The Perilous Overlap: Personal Lives in Professional Spaces

Offices aren't just places where we crunch numbers and meet deadlines; they're ecosystems. Little worlds where friendships are forged, rivalries simmer, and, yes, romances blossom. But when those personal relationships start to bleed into the professional sphere, that's when the trouble starts. Favouritism, jealousy, conflicts of interest – it's a recipe for disaster. I've seen it tear teams apart, destroy careers, and leave a trail of bitterness in its wake. It's a reminder that even in the most professional settings, we're all just human, with all the messy emotions that come with it. Maybe that's why some companies are now using relationships at work policies.

When Affection Becomes a Liability

There's a fine line between harmless flirting and harassment, between genuine affection and something… predatory. And when that line is crossed, the consequences can be devastating. I've seen accusations fly, careers ruined, and lives turned upside down. It's a stark reminder that power dynamics are always at play, and that what one person perceives as a bit of fun, another might see as a threat. It's about being mindful, respectful, and always, always erring on the side of caution. Because in the end, affection should never become a liability, for anyone involved. It's about ensuring that the desire for a job one loves doesn't turn into a legal nightmare.

It's a complex issue, this intersection of love and labour. There are no easy answers, no simple solutions. But one thing is clear: we need to be more aware of the potential pitfalls, more mindful of the boundaries, and more compassionate towards those who find themselves caught in the crossfire.

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The Echoes of a Broken Bond: Unfair Dismissal's Heartbreak

It's a messy truth, isn't it? How easily love and work can tangle, and how much more painful it is when that tangle unravels into a dismissal. I've seen it happen, the slow burn of a relationship souring, then the axe falling at work. It's never just a job; it's a piece of your life, ripped away.

Beyond the Office Walls: Personal Hostility and Professional Fallout

When things go south in a relationship, it rarely stays neatly confined to evenings and weekends. The bitterness seeps into the workplace, poisoning interactions, clouding judgement. The line between personal animosity and professional conduct blurs until it's almost impossible to see. I remember Sarah, who worked alongside her partner. Their arguments became legendary office gossip, and when they finally split, the tension was so thick you could cut it with a knife. Her work suffered, naturally, and then came the inevitable dismissal. Was it fair? Probably not, but try untangling that mess in a courtroom.

The Bitter Aftermath: Disentangling Love from Livelihood

Trying to separate the personal from the professional after a breakup is like trying to unbake a cake. It's impossible. The emotions are there, the history is there, and suddenly, your livelihood is on the line. I've watched friends lose not just their partners, but their careers, their sense of self-worth. It's a double blow, a gut punch that leaves you gasping for air. The worst part? Knowing that your professional life is now collateral damage in a personal war. It's a cruel reality.

When a Relationship's End Triggers a Career's Demise

It's a grim reality that a failed romance can lead to a career implosion. One minute you're building a life with someone, the next you're fighting for your job. I've seen cases where the dismissal was blatant retaliation, a power play disguised as a performance issue. Other times, it's more subtle, a slow erosion of trust and opportunity. Either way, the end result is the same: unemployment and a broken heart. It makes you wonder if any job is worth the risk of mixing business with pleasure. It's a tough call, and one I don't envy anyone having to make. The FWC found that there was a significant degree of informality in the operation of the business due to the overlapping personal and professional relationships.

It's not just about the money; it's about the sense of belonging, the daily routine, the colleagues who become friends. Losing all that because of a broken relationship feels like a betrayal on every level.

Here are some things to consider:

• The emotional toll is immense.

• The legal battles can be draining.

• Rebuilding your career feels like starting from scratch.

It's a dark side of workplace romance that no one really talks about until it happens to them. And when it does, it's a lonely, painful journey. Join the Unshakeable People Club and find support to deal with a non-tragic view of breaking up.

The Weight of Allegations: Misconduct or Misunderstanding?

It's a messy business, this overlap of love and labour. When things go south, the accusations start flying, and it's hard to tell what's real and what's just heartbreak talking. I've seen it time and again – a relationship sours, and suddenly, performance issues magically appear. Was it really misconduct, or just a convenient excuse? It's a question that haunts these cases.

Unpacking the Charges: Was it Malice or Misguided Emotion?

Sometimes, it's clear as day. Someone's out to sabotage the business, plain and simple. But more often, it's a tangled web of hurt feelings and bad decisions. Was that unauthorised transaction really an attempt to defraud the company, or just a desperate grab for cash after being dumped? Did they change the password out of spite, or because they genuinely thought they were protecting company assets? The line blurs, and intent becomes everything. It's easy to paint someone as malicious when you're hurting, but digging deeper often reveals a more complicated truth.

The Shifting Sands of Blame: Personal Grievances vs. Corporate Damage

This is where it gets tricky. You've got personal grievances colliding with corporate interests. An employee might act out of anger or resentment, but their actions could still cause real damage to the company. The question then becomes: is the company justified in firing them, even if their motives weren't purely professional? It's a balancing act, weighing the severity of the damage against the context of the relationship breakdown. It's about figuring out if the actions were deliberate misconduct or just a really bad reaction to a personal crisis.

When Accusations Cloud the Truth of Intent

Accusations are powerful things. Once they're out there, they can be hard to shake, even if they're based on flimsy evidence. I've seen cases where an employer, blinded by anger, jumps to conclusions and fires someone without doing a proper investigation. They see what they want to see, and the truth gets lost in the noise. It's a reminder that in these situations, it's crucial to look beyond the surface and consider all the evidence, not just the bits that confirm your suspicions. It's about remembering that there are always two sides to every story, and sometimes, the truth lies somewhere in between.

It's easy to forget that behind every corporate policy and legal precedent, there are real people with real emotions. Dismissing someone is never just a business decision; it's a life-altering event that can have devastating consequences. We need to remember the human element, even when things get messy.

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Condoned Conduct: A Precedent for Pain?

It's a funny thing, isn't it? How easily we can fall into patterns, accepting things that, looking back, seem utterly insane. I've seen it time and again – a workplace where certain behaviours are quietly tolerated, even encouraged, only to become the very reason someone gets the boot later on. It's like building a house of cards and then being shocked when it collapses.

The Ghost of Past Permissions: How Prior Acceptance Haunts Present Disputes

The past has a way of sticking around, especially when it comes to workplace disputes. I remember a case where a bloke was sacked for using the company credit card for personal expenses. Sounds cut and dry, right? Except, for years, his boss had known about it, even joked about it. Then, new management came in, and suddenly, it was gross misconduct. The hypocrisy was astounding. It makes you wonder, doesn't it? Was it really about the money, or was it about something else entirely?

When Boundaries Blur: The Employer's Implicit Green Light

It's not always a clear-cut 'yes, go ahead'. Sometimes, it's more subtle. A wink, a nod, a blind eye turned. Maybe everyone's a bit too friendly after office hours, and the boss joins in. Then, one day, someone crosses a line, and suddenly, the employer is all about "professionalism" and "company policy". But where were those policies when everyone was downing shots at the Christmas party? It's like they're selectively enforced, depending on who's in favour and who's not. It's a dangerous game, this blurring of lines. I've seen it lead to some seriously messy situations. It's important to understand the employer's implicit green light.

The Sudden Shift: From Tolerated to Terminated

This is where it gets really brutal. One minute, you're part of the inner circle, laughing at the boss's jokes, getting away with a bit of cheeky behaviour. The next, you're being hauled into HR, accused of everything under the sun. What changed? Maybe the boss got a bee in their bonnet, maybe someone else grassed you up, or maybe they just needed a scapegoat. Whatever the reason, the rug's been pulled, and you're left wondering what the hell happened. It's a betrayal, plain and simple. And it leaves a mark, a deep, festering wound that takes a long time to heal. It's about breaking the loyalty contract with pain.

It's a reminder that nothing is ever truly certain, especially in the world of work. What's accepted today can be grounds for dismissal tomorrow. It's a constant tightrope walk, trying to figure out where the boundaries lie, and knowing that they can shift at any moment.

• Keep records of everything. Emails, memos, even casual conversations. You never know when they might come in handy.

• Don't assume that silence means consent. Just because no one's complaining doesn't mean it's okay.

• Be prepared to walk away. Sometimes, the best thing you can do is cut your losses and find a workplace where the rules are clear and consistently applied.

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The Court of Hearts: Legal Battles in Love's Wake

Seeking Justice: The Fight for Fair Treatment After a Failed Romance

It's a bloody battlefield out there, isn't it? You pour your heart and soul into a job, maybe even find a bit of romance along the way, and then BAM! The whole thing explodes. Suddenly, you're not just dealing with a breakup; you're fighting for your livelihood. It's a double whammy of heartbreak and financial ruin. I've seen it happen too many times – someone gets canned after a relationship goes south, and they're left wondering if it was their performance or just plain old spite. It's not just about the money; it's about dignity, about proving you weren't just some pawn in a messy game.

The FWC's Verdict: Deciphering the Nuances of Unjust Termination

The Fair Work Commission (FWC)... sounds grand, doesn't it? Like some sort of wise, all-seeing judge. But let me tell you, wading through their decisions is like trying to read tea leaves. They're supposed to be the arbiters of fairness, but sometimes it feels like they're speaking a different language. You've got to prove the dismissal was 'harsh, unjust or unreasonable' – a phrase that's open to all sorts of interpretation. And the burden of proof? It's all on you, mate. You're up against HR departments, company lawyers, and a system that often seems stacked against the little guy. It's a tough gig, trying to convince them that your dismissal was unfair.

Beyond the Breakup: The Legal Ramifications of Personal Relationships at Work

This whole workplace romance thing is a minefield. Companies are getting all twitchy about it, bringing in these so-called 'love contracts' to try and control what happens between consenting adults. Honestly, it feels like something out of a dystopian novel. But here's the thing: even without a formal policy, your personal life can have massive legal ramifications at work. Did you breach confidentiality? Was there a conflict of interest? Did your behaviour create a hostile environment? These are the questions that'll be thrown at you if things go pear-shaped. And trust me, proving your innocence when emotions are running high is a Herculean task. It's a reminder that even in the most intimate moments, the long arm of the law can reach in and mess things up. It's a good idea to know what to say if things go wrong.

It's a messed up situation when your love life can cost you your job. You're not just dealing with the emotional fallout of a breakup, but also the stress of potential legal battles and the fear of being blacklisted in your industry. It's a heavy burden to carry, and it makes you question everything – your choices, your trust, and the very nature of work itself.

Here are some things to consider:

• Was there a clear conflict of interest?

• Did the employer have a relationship policy in place?

• Was the dismissal handled fairly and consistently?

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The Human Element: Beyond Policy and Procedure

It's easy to get lost in the black and white of company handbooks and legal jargon. But when it comes to unfair dismissal, especially where love's involved, the human element? It's everything. I've seen it time and again – policies that look airtight on paper crumble under the weight of real-life emotions and messy relationships.

The Unwritten Rules: How Personal Dynamics Shape Professional Outcomes

Offices are ecosystems, tiny societies with their own unspoken rules and power dynamics. A relationship gone sour can throw everything into chaos. Who's friends with whom? Who feels awkward around whom? These things aren't in any HR manual, but they dictate how people behave, who gets support, and ultimately, who might end up being pushed out. It's about the vibe, and that's hard to quantify but impossible to ignore. I've seen careers derailed not because of policy breaches, but because someone became 'difficult' after a breakup. It's brutal, but it's real.

Empathy in Employment: Recognising the Emotional Toll of Dismissal

Dismissal is always tough, but when it's tangled up with a failed romance? It's a whole different level of pain. You're not just losing a job; you're losing a part of your identity, your social circle, and maybe even your faith in human connection. Employers need to recognise this emotional fallout. A bit of compassion can go a long way. I remember one case where a manager, despite having to let someone go, made sure they had access to counselling and outplacement services. It didn't erase the hurt, but it showed a level of respect that made a difference. It's about employment law and understanding the human cost.

The Personal Cost: When Corporate Decisions Ignore Human Frailty

At the end of the day, we're all just trying to get by. We make mistakes, we fall in love, we get our hearts broken. When a company treats its employees like disposable cogs, ignoring the human element, it creates a toxic environment. I've seen people spiral into depression, lose their homes, and struggle to rebuild their lives after an unfair dismissal linked to a relationship. It's not just about the money; it's about the dignity. It's about feeling valued, even when things go wrong. It's about how to kindly reject someone, but also how to treat them fairly when a relationship ends.

It's easy to hide behind policies and procedures, but true leadership means recognising the human beings behind the job titles. It means understanding that love, loss, and heartbreak are part of the human experience, and that sometimes, a little empathy can make all the difference.

Here's a simple truth:

• Policies are guidelines, not gospel.

• Empathy isn't weakness; it's strength.

• Human frailty is inevitable; compassion is a choice.

Join the Unshakeable People Club. Let's talk about the real stuff. Let's talk about life, love, and the messy business of being human. Let's talk about loving one's job and the burnout that can come with it.

Love Contracts: A Shield or a Straitjacket?

The Rise of Formalised Romance: Employers' Attempts to Control Intimacy

I've seen it all, haven't I? From whispered office romances to full-blown workplace weddings. But now, there's this new thing creeping in: love contracts. Sounds like something out of a bad rom-com, right? But it's real. Companies are trying to get a grip on relationships between employees. They're scared of the fallout, the lawsuits, the drama. So, they're drawing up these contracts, trying to lay down the law on love. It's like they're trying to legislate human connection. I get the risk management side of it, I really do. But something about it just feels… wrong.

Protecting the Business: Mitigating Risks in Workplace Relationships

Okay, let's be real. Businesses aren't charities. They're in the game to make money, and I can't fault them for wanting to protect their interests. The problem is, where do you draw the line? A love contract usually obliges employees to inform their employers of an intimate relationship. These contracts are supposed to protect against things like sexual harassment claims, conflicts of interest, and even just plain old favouritism. They might include clauses about transferring employees to different departments or even, in extreme cases, termination. It's all about minimising the potential damage a messy breakup could cause. But is it worth it? Are we really willing to sacrifice personal freedom for the sake of corporate security?

The Double-Edged Sword: When Safeguards Become Stifling

Here's the thing: these contracts, these safeguards, they can easily become stifling. They can create a culture of fear and distrust. Imagine having to tell your boss you're dating a colleague. It's awkward, invasive, and frankly, none of their business. And what happens if the relationship goes south? Suddenly, you're not just dealing with a broken heart, you're dealing with potential career repercussions. It's a double whammy.

It feels like we're turning workplaces into sterile environments, devoid of any real human connection. We're so afraid of the potential downsides that we're forgetting the upsides: the camaraderie, the support, the simple joy of working alongside people you care about.

Here's a few things to consider:

• The impact on employee morale.

• The potential for discrimination.

• The erosion of privacy.

It's a tough one, this. I don't have all the answers, but I know one thing: we need to be careful about how far we go in trying to control something as unpredictable and powerful as love. It's a slippery slope, and we might just end up losing something essential along the way. If a policy provides that if a relationship does develop then the junior member of staff will be moved (or even dismissed), statistically the junior employee may be more likely to be a woman and, if so, the employer’s actions may amount to indirect sex discrimination. Join the Unshakeable People Club.

The Shadow of Discrimination: Unfairness in the Guise of Policy

It's a funny thing, isn't it? How something designed to protect can end up doing the opposite. I've seen it time and again – policies meant to create a level playing field that instead become tools of discrimination. When it comes to love and work, this is especially true.

Unmasking Bias: When 'Love Contracts' Lead to Indirect Discrimination

Love contracts, or relationship policies, are supposed to mitigate risk, right? But what happens when they disproportionately affect one group? That's when a well-intentioned policy morphs into a discriminatory practise. I remember a case where a company's policy stated that if a relationship developed between employees, the more junior staff member would be moved to another department. Seemed fair enough on the surface, but guess what? The junior roles were overwhelmingly filled by women. Suddenly, this 'neutral' policy was indirectly discriminating against women, limiting their career progression simply because of who they chose to date. It's a slippery slope, and one that employers need to tread very carefully.

Human Rights at Stake: The Right to Private Life in the Workplace

Where does an employer's control end and an employee's right to privacy begin? It's a question that's becoming increasingly relevant in today's world. We're talking about Fair Work Commission and the right to a private life, as enshrined in Article 8 of the European Convention on Human Rights. Unless you work for a public body, you can't directly claim a breach of human rights against your employer. However, courts must consider the Human Rights Act. So, if you're unfairly dismissed after a 'love contract' is enforced, you can argue that your human rights should be considered. It's about drawing a line – recognising that employees don't shed their basic rights at the office door.

Challenging the Status Quo: Fighting for Equality in Relationship Policies

It's not enough to simply accept the status quo. We need to actively challenge policies that perpetuate inequality, even if unintentionally. This means scrutinising relationship policies, questioning their impact, and advocating for fairer, more equitable approaches. It's about ensuring that everyone has the opportunity to thrive, regardless of their personal relationships. It's about meritocracy, not bureaucracy.

The fight for equality in the workplace is far from over. It requires constant vigilance, a willingness to challenge outdated norms, and a commitment to creating a truly inclusive environment where everyone can bring their whole selves to work – without fear of discrimination.

Here are some things to consider:

• Review existing relationship policies for potential bias.

• Consult with employees to understand their concerns and perspectives.

• Implement training programmes to raise awareness of unconscious bias.

It's a tough battle, but one worth fighting. Because at the end of the day, a workplace that values equality is a workplace that values its people. And that's something worth striving for.

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Reclaiming Agency: Navigating the Aftermath of Dismissal

It's funny, isn't it? How one minute you're building something, intertwined with someone, and the next you're picking up the pieces, alone. When a job ends because a relationship imploded, it's not just a career that's shattered; it's a part of your identity. I've been there, staring at the wreckage, wondering how to even begin.

Picking Up the Pieces: Rebuilding a Career After a Personal Collapse

First things first: acknowledge the mess. Don't try to pretend it didn't happen or that it doesn't sting. It does. Let it. But don't let it define you. I remember feeling like I was tainted, like everyone would see the failure etched on my forehead. The truth? Most people are too wrapped up in their own dramas to care that much. But you need to care, about yourself. Start small. Update your CV. Reach out to old contacts. Even if it's just for a coffee and a chat. You'd be surprised how many people are willing to lend an ear, or even better, offer support.

The Path to Recovery: Finding Strength in Adversity

This is where the real work begins. It's not just about finding another job; it's about finding yourself again. What did you learn from the whole ordeal? What are your non-negotiables now? For me, it was setting boundaries. I realised I'd let my personal life bleed too much into my professional one, and it cost me. Now, I'm fiercely protective of that line.

Here's what helped me:

• Therapy: Seriously, talk to someone. Unpack the emotional baggage. It's heavy, and you don't have to carry it alone.

• Hobbies: Reconnect with things you love. Remember what made you, you, before the job, before the relationship.

• Exercise: Get your body moving. It's amazing how much clearer your head becomes after a good workout. It can help with burnout side effects too.

The biggest lesson I learned? Resilience isn't about bouncing back to who you were before; it's about bouncing forward, stronger and wiser.

Beyond the Betrayal: Forging a New Professional Future

Don't let bitterness poison your future. It's tempting, I know. To dwell on the unfairness, the betrayal. But holding onto that anger is like drinking poison and expecting the other person to die. Let it go. Focus on what you can control: your skills, your attitude, your next move. Maybe it's time for a career change. Maybe it's time to start your own business. Whatever it is, make it yours. Own it. And never, ever, let someone else's actions define your worth. Join the Unshakeable People Club. I did, and it changed everything.

The Philosophical Divide: Business Imperatives Versus Personal Lives

It's a messy world, isn't it? This whole business of trying to keep work and life separate. Like oil and water, some say. But what happens when the oil slick seeps into the water supply? That's where things get complicated, especially when love gets mixed in with employment.

The Inherent Conflict: Can Corporations Truly Separate the Personal from the Professional?

Can they, though? Really? I reckon it's a load of rubbish. We're human beings, not robots. We bring our whole selves to work, whether we like it or not. Our moods, our relationships, our baggage – it all comes along for the ride. Pretending that a corporation can completely divorce the personal from the professional is like pretending the sun doesn't affect the tides. It's a nice idea, but utterly detached from reality. I've seen it time and again, a manager's bad mood stemming from a fight with their partner, suddenly everyone's walking on eggshells. Or a team's dynamic shifting because two colleagues are secretly dating. It's always there, bubbling beneath the surface. It's about time we acknowledged the inherent messiness of it all.

Ethical Dilemmas: Balancing Profit with People's Well-being

This is where it gets tricky. Businesses are, at the end of the day, about making money. I get that. But at what cost? When does the pursuit of profit start trampling on people's well-being? I've seen companies that would happily sacrifice an employee's mental health for a slight increase in productivity. It's disgusting. We need to start having a serious conversation about the ethical responsibilities of employers. It's not just about following the letter of the law, it's about doing what's right. It's about recognising that employees are people, not just cogs in a machine. It's about finding a balance between the bottom line and the human heart. Finding the right careers in HR is key to ensuring ethical practises.

A Deeper Look: The Societal Implications of Workplace Romance Policies

These policies, these attempts to control who loves who, they're not just about protecting the company from lawsuits. They're about something much bigger. They're about the kind of society we want to live in. Do we want a society where corporations dictate our personal lives? Where our relationships are subject to the approval of our bosses? I don't. These policies can lead to indirect discrimination, especially when they're applied unfairly or inconsistently. They can stifle creativity, damage morale, and create a climate of fear. We need to challenge these policies, to question their motives, and to fight for our right to prioritise life choices, even in the workplace.

It's a constant tug-of-war, this battle between business and personal lives. There's no easy answer, no magic formula. But one thing's for sure: we need to keep talking about it, keep questioning it, and keep fighting for a more humane and just workplace.

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It's a real puzzle, isn't it? Trying to balance what your job needs with what you need for yourself. It often feels like a tug-of-war between making money and living a happy life. If you're keen to figure out how to make these two parts of your life work better together, why not pop over to our website? We've got loads of helpful tips and ideas waiting for you.

So, What’s the Real Deal?

Look, when it comes to love and work, things get messy. It’s not just about who did what; it’s about how human stuff crashes into company rules. We’ve seen how a breakup can turn into a legal fight, where personal feelings get mixed up with job duties. It makes you think, doesn't it? How much should a workplace get involved in our private lives? And when does a broken heart become a reason for someone to lose their job? It’s a tough one, and there aren't any easy answers. But one thing is clear: when love goes wrong at work, it often leaves a trail of complicated questions for everyone involved.

Frequently Asked Questions

What is unfair dismissal?

It means when your employer lets you go, but it's not fair or right. This might happen if they fire you because of personal problems, like a broken relationship, instead of how well you do your job.

How can a broken relationship at work lead to being unfairly fired?

When you're in a romantic relationship with someone you work with, especially your boss, it can get tricky. If the relationship ends badly, your boss might use their power to fire you, even if you haven't done anything wrong at work.

What does 'condoned conduct' mean in this situation?

Sometimes, employers might have let certain behaviours slide before, like mixing personal and work money. But if a relationship sours, they might suddenly say these old actions are wrong and use them as a reason to fire you.

What is the Fair Work Commission (FWC)?

The Fair Work Commission (FWC) is like a court for work problems in Australia. They look at cases where people say they were unfairly fired. They decide if the employer had a good reason to let someone go or if it was unfair, especially when personal issues are involved.

What are 'love contracts'?

'Love contracts' are agreements some companies make employees sign when they're in a relationship at work. They're meant to protect the company from problems like favouritism or claims of harassment if the relationship goes wrong.

Can 'love contracts' cause problems for employees?

These contracts can be tricky. While they aim to protect the company, they might unfairly affect employees. For example, if a policy always moves the less senior person in a relationship, and that person is usually a woman, it could be seen as unfair to women.

Could 'love contracts' go against human rights?

Yes, they might. If a 'love contract' policy leads to one group of people being treated unfairly (like women being moved more often), it could go against human rights laws that protect your private life and stop discrimination.

What can I do if I feel I've been unfairly dismissed because of a relationship?

If you think you've been unfairly dismissed because of a personal relationship at work, you can seek legal advice. Organisations like the FWC can help look into your case and decide if you should get your job back or receive money as compensation.