In a recent case brought before the Workplace Relations Tribunal, a dispute emerged between a dedicated worker and her employer regarding the transition from a fixed-term contract to permanent employment.
A recent case examined by the Fair Work Commission (FWC) sheds light on the complexities surrounding performance management, disability accommodation, and employee rights. The case involved an individual with dyslexia who worked as an event supervisor at a mountain getaway in Tasmania, alleging mistreatment and unfair performance management that led to her resignation.
In a recent case before the Fair Work Commission (FWC), the critical question of whether a worker should be classified as an employee or an independent contractor took centre stage. The outcome of this case sheds light on the ongoing challenges in deciphering between these two distinct working relationships in today’s labour market.
It has been impossible to ignore the rising trend of working from home in recent years. It’s a work model that has both drawbacks and benefits. This week we’re going to explore how points from… Back to the Office…Or Not?
Over the past 12 to 18 months, sexual harassment laws in Australia have undergone significant changes. These developments, driven by high-profile legal cases, amendments to the Fair Work Act, and the appointment of a new Sex Discrimination Commissioner, underscore the increasing importance of addressing sexual harassment in the workplace. With a new mandate that imposes a positive duty on employers to prevent sexual harassment, along with potential restrictions on non-disclosure agreements (NDAs) and deeds of settlement, employers and HR professionals must adapt to stay compliant and mitigate risks.
The Fair Work Commission (FWC) has implemented its first amendment to the flexible working arrangement provisions of the Fair Work Act 2009 (Cth) (Act), ordering an employee with carer’s responsibilities to attend their place of work in person one day a week
The Australian Federal Government has recently enacted significant reforms through the Fair Work Legislation Amendment (Closing Loopholes No 2) Bill 2024, marking a pivotal moment in the realm of industrial relations.
In the past, when a shutdown was approaching, a business would close shop and workers would take time off. Workers in a position to take annual leave would do so, and those that found themselves… Critical Changes to Unpaid Leave and Temporary Shutdowns
On the 4th of September the government introduced the Closing Loopholes Bill. This bill aims to close loopholes that exist within current pay and working conditions, with a specific focus upon gig workers. It will also increase penalties for non-compliance and breaches of pay and conditions such as, imprisonment for intentionally underpaying workers.
Employer understanding of these changes is vital and we encourage you to remain informed and to act prior to implementation. Within this article we have outlined a few ways in which you can do this.
As a business owner you are aware of the tribulations that come with managing people and how this MUST be handled sensitively and attentively. Sometimes employees can slip into bad habits, lose passion, and/or allow external influences and other factors to impact working capacities, behaviours and decision making. To help, we have identified what YOU can do to make the Disciplinary Process effective.
The proposed ‘Closing Loopholes Bill 2023’ will see future changes to the Fair Work Act 2009 (Cth), that may affect your business. This will see changes to contracts for casual and contract workers, adjustments to standards surrounding pay and conditions, and industry specific changes for the Road Transport Sector.
We foresee many changes coming to workplaces in response to this bill in mid 2024, and we encourage you to be aware and prepare for how this may impact your business.
As of the 1st of April 2023, a new code has been introduced to the Workplace Health and Safety Acts Code and Regulations. The introduced code states that employers need to, ‘manage the risk of psychosocial hazards at work’, increasing preventative efforts to address any potential hazards in the workplace.
