The Commission, conducting a fresh hearing of a public sector disciplinary appeal, found that a senior SES employee had been deliberately dishonest in listing a Bachelor of Nursing and an MBA on his CV and online recruitment applications across three separate positions, when he had not completed either qualification and had never even enrolled in the MBA. The Commission held that dismissal was the appropriate disciplinary action notwithstanding the employee's unblemished performance record, the qualifications not being essential prerequisites for the roles, and limited evidence they influenced recruitment outcomes, because the employee's continued dishonesty when called to account — providing disingenuous and false responses during the disciplinary process — demonstrated a lack of insight that precluded a finding the experience had been sufficiently salutary to warrant a lesser sanction. A procedural defect in the disciplinary process (a second allegation being found proven without prior notice) was held to be of no practical significance where it was necessarily consequential upon the first allegation on which the employee had been properly heard.
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