Annual Wage Review Decision 2018
Annual Wage Review Decision 2018 Each financial year, the Fair Work Commission (FWC)’s Expert Panel is required to conduct and complete a review of the national minimum wage (NMW) and minimum wages in modern awards as part of the Annual Wage Review (AWR). On 1 June...
Workplace Relations Review – Cases and Legislation May 2018
Workplace Relations Review - Cases and Legislation May 2018 Employment Issues Special Feature - “Unpaid work and the legal position in Australia” Unpaid work Unpaid work takes many forms and can be called many things including, vocational placements, work experience,...
CONDUCT, BEHAVIOUR AND SEXUAL HARASSMENT IN THE WORKPLACE – EMPLOYER OBLIGATIONS
CONDUCT, BEHAVIOUR AND SEXUAL HARASSMENT IN THE WORKPLACE – EMPLOYER OBLIGATIONS Sexual harassment is a conduct and behaviour issue for employers and is expressly prohibited by Australia’s anti-discrimination legislation. In this special e-update we will look at...
Workplace Relations Review – Cases and Legislation April 2018
Workplace Relations Review - Cases and Legislation April 2018 Employment Issues “NEWS ALERT: FWC announces approach to its Annual Wage Review” The Fair Work Act 2009 (Cth) (FW Act) requires an Expert Panel of the Fair Work Commission (FWC) to conduct and...
3 key areas of Workplace Relations in 2018
In this January 2018 edition of “Workplace Relations Review – Cases and Legislation” we identify three key areas on which we suggest employers should focus in 2018.
Full Bench finds that wearing campaign material and badges alone is not industrial action
Full Bench finds that wearing campaign material and badges alone is not industrial action; Casual employee compensated for breach of casual conversion clause; No major change for consultation purposes where just 23 out of 3,000+ employees face possible redundancy; Teacher charged and later acquitted of indecent assault was unfairly dismissed; Employee convicted of WHS offence for activity at client’s premises; NSW WCC says workplace gossip
What is a “close down”?
With Christmas only 6 weeks away, it is important for employers to plan and confirm their Christmas/New Year close down. Decisions must be made as to whether to close down at all and, if so, when the close down will commence and when to give employees notice.
How to minimise the risks of the end of year party before, during and after the event
The end of year silly season is seen by employees as that time of the year where they can let down their hair, celebrate with their colleagues and reward themselves for their hard work. Unfortunately, the silly season is also a time that is fraught with risks for employers.
New Fair Work laws protecting vulnerable workers commence
Update – New Fair Work laws protecting vulnerable workers commence; Jewish law incorporated into Rabbi’s contract; Broker ordered to pay damages after breaching post-termination restraints; Moving a redundancy date forward found to be adverse action; Employer found to have dismissed employee because of pregnancy, not as a result of document formatting errors; Alert – Queensland to introduce ‘Industrial’ Manslaughter Offence; Employer fined under WHS laws following a fatal forklift accident; Managerial inaction and mistreatment caused psychiatric injury; Alert – New pay deal for players in the W-League
Post-employment restraints unenforceable following employer’s repudiatory conduct
Post-employment restraints unenforceable following employer’s repudiatory conduct; FWC Commissioner on a mission to set employers’ termination processes straight; Constructive dismissal from reduction in shifts; Full Bench finds that labour hire employee who was denied host site access was unfairly dismissed; Bullying application dismissed: Conduct was not repeated unreasonable behaviour; Employer agrees to $1.5 million Enforceable Undertaking
The Union is Coming – What do we do?
Union Right of Entry; Permit Holders; Right of Entry; Entry Notices; Requirements for Union Officials; Requirements for Employers; Sydney FC Extend Partnership With Workplace Law
Employee reinstated after employer failed to make reasonable inquiries regarding return to work
Coming soon – Casual conversion clause; FWC rejects ATCU family and domestic violence leave clause but leaves door open for narrower family and domestic violence leave entitlement; Employee reinstated after employer failed to make reasonable inquiries regarding return to work; Coming soon – Amendments to WHS law in NSW – New penalties for repeat offenders
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