Work Christmas parties are a chance for employees to let their hair down, celebrate their achievements from the past working year, and it can also be a great chance for your employees to bond. However, although the work Christmas party can be fun, it can also be fraught with dangers.
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The Fair Work Commission (FWC) Full Bench has decided to remove the higher-level junior rates of pay under the General Retail Industry Award 2020 (GRIA). This will mean that the adult rate will apply to all juniors at levels 4 to 8 inclusive.
Disgruntled dismissed employees are increasingly lodging General Protections (GP) applications compared to Unfair Dismissal actions, despite unfair dismissals still being more common overall.
The Annual Wage Review 2019-20 listed 3 operative dates in which the 1.75% wage increase would take effect, with the operative dates categorised by industries who were least affected to most affected by the pandemic.
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.
Over the past couple of months, the Fair Work Commission has made temporary changes to key modern awards to help support businesses and employees throughout the COVID-19 pandemic. These changes have included both award-specific flexibilities and over-arching flexibilities applying to employers in a multitude of industries which have been adversely impacted by the affects COVID-19.
In our recent article, we explained how the coverage under the Miscellaneous Award has been expanded by the Fair Work Commission (FWC). This has meant that ER Strategies is fielding a lot of questions from clients about this change and how award coverage works.
On 27 July 2020, the Health Sector Awards Full Bench issued a decision ( FWCFB 3940) granting an entitlement to paid pandemic leave for most employees working in the aged care industry who are covered by the following awards:
The Queensland Show Day Public Holiday has been moved this year to help the Queensland tourism industry amid the COVID-19 pandemic. The traditionally mid-week holiday has been moved from Wednesday 12 August 2020 to Friday 14 August to create a long weekend for Queenslanders, in the hope that Queenslanders will be incentivised to travel within the state.
Does unpaid leave extend the minimum employment period (probation period) in relation to unfair dismissal claims?
Most employers now conveniently align the probation period under their contracts of employment to the minimum employment period under the Fair Work Act 2009 (the Act).
Current Salary Cap and Compensation
The Fair Work Act sets limits to an employee’s eligibility for unfair dismissal redress where they are not covered by an award or enterprise agreement. This is called the High-Income Threshold (HIT), which is amended annually.
Over the past couple of months, the Fair Work Commission has made temporary changes to key modern awards, introducing temporary flexibilities including –
Annual Wage Review 2019-20 – 1.75% increase to be rolled out across three dates for different modern awards
This morning the Fair Work Commission released its decision regarding the Annual Wage Review 2019-20.
The Fair Work Ombudsman (FWO) – the independent statutory body responsible for enforcing compliance with workplace laws and education – has recently published a resource for franchisors providing guidance on their responsibilities and practical steps that they can implement to comply with the ‘reasonable steps’ requirements.
The Government on 9 December has moved to make significant and important changes to the Fair Work Act 2009. The aim of the proposed legislative changes is to resolve uncertainty as to casual employment by defining what is a casual employee, adding flexibility for part time employment, providing flexible work directions, introducing changes to enterprise bargaining rules and the approval process, and through new compliance and enforcement obligations.
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