Redundancy payouts can be a large cost to a business that may already be struggling, but there are ways to ease this threat.
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In our article on 30 October about a bullying case leading to a record $5.2 million award of damages, we highlighted how employees are now increasingly making ‘General Protections’ claims. Such ‘GP’ claims can also be made when mistakes are made by employers during the recruitment process.
Disgruntled dismissed employees are increasingly lodging General Protections (GP) applications compared to Unfair Dismissal actions, despite unfair dismissals still being more common overall.
Business risks keep climbing as awareness grows of adverse action claims under the Fair Work Act 2009 (FWA).
Due to huge media attention over the past 1-2 years, you will be aware of the variety of large-scale employers underpaying their staff. Woolworths, Coles, Bunnings, respected universities, and IBM have all been guilty of it and faced the consequences.
On 22 October the Federal Circuit Court found that Barry Café in Northcote, Victoria, “deliberately contravened workplace laws and exploited staff”. The Court found the café exploited vulnerable workers by refusing to offer shifts of work to anyone that complained.
There is a common theme in many of the cases we read now, about getting the process right and following often simple steps, to avoid employee relations issues such as unfair dismissal cases. This applies to many situations, but more so with a transfer of employment situation.
Our Comprehensive Guide to Employer and Employee rights and obligations as a result of the Bushfires and Natural Disasters
In this article, we take a look at the various scenarios that an employer may be facing, explain their rights and obligations and look at some of the options to manage the situation.
As in the Woolworths case, where a salaried employee is mistakenly believed to be an ‘award free’ manager, there is a potential for underpayments. Find out why and what you can do about it.
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