A driver operating a bus with passengers has a duty to drive safely and ensure the safety of all passengers. Slamming on brakes in response to students being disrespectful places passengers at significant risk and breaches the duty of care regardless of provocation.

An 'inoperative vehicle' in shunting operations includes a rail car that is temporarily parked and unattended, whether permanently or temporarily, and such a vehicle must be stabilised (by chocking wheels and/or applying air brakes) regardless of whether the shunt has been declared complete.

A shunting pilot has responsibility to control all aspects of the shunt operation, including sustaining near-continuous radio communication with the shunt driver, and must direct the shunt driver when he breaches shunting protocols.

In safety-critical aviation contexts, while safety standards are of paramount importance, dismissal for alleged serious misconduct must be supported by evidence that the conduct was intentional or reckless, not merely imprudent or an error of judgement, even if that error occurred in circumstances partly attributable to the employee's own decision-making.

Exceptional circumstances in the context of s.443(5) exist where potential increased security risks for employees, clients, clients' employees and the broader public, together with potential economic impact on third parties (such as retailers) from interruption to critical services, are out of the ordinary, unusual, special or uncommon.

In a safety-critical role involving detention operations, an employer's established procedures requiring adherence to Enhanced Escort Position requirements for handcuffed detainees are both logical and appropriate, and non-compliance represents serious misconduct.

Following O'Connell, the fact that an employee loses a statutory clearance (such as a Blue Card) required for child-related work does not mean the employer would be entitled to immediately dismiss the employee. The legislation does not prevent continued employment provided the employee is not employed 'in child-related work' and the employer could reassign duties, suspend, or grant leave.

In a safety-critical role at a power generation facility involving hazardous equipment and operations, a zero tolerance approach to drug and alcohol use in the workplace is both reasonable and required as a matter of health and safety.

For safety-critical roles in hazardous environments such as explosives handling in mining, an employee's reliability and attendance is a matter of legitimate employer concern affecting team safety and operational capacity.

It is in an employee's own interests and the interests of the employees with whom he works to ensure that at all times he acts with safety at work and drives in a safe manner, following all speed limits imposed on driving at workplaces.

An employer must be able to rely on employees in important positions such as Transit Officer being reliable and punctual, and must be confident that Transit Officers will perform duties properly in an unsupervised environment.

Employee must drive at all times in safe manner, following all speed limits imposed on driving at workplaces.