The Full Federal Court has confirmed the essential criteria of casual employment, finding that an employee who was described as a casual but worked a regular roster set a year in advance was a permanent employee.
On 20 June 2018, the Victorian Parliament passed legislation implementing labour hire licensing requirements, making Victoria the third state to do so following the introduction of similar laws in Queensland and South Australia.
In recent years, some employers have utilised the capacity to make an enterprise agreement with a small group of employees, but with a coverage clause that enables the agreement to apply to broader groups of workers in future.
To help clarify what employers need to consider when dismissing an employee for using inappropriate language, we’ve put together a handy round-up of cases from the past 12 months in which swearing took centre stage.
Understanding the requirements unions must observe to exercise lawful right of entry under the Fair Work Act is essential for employers who want to ensure they don’t breach their statutory obligations when it comes to union right of entry.
The Federal Court of Australia has determined that a contract services provider’s dismissal of employees did not fall within the ‘ordinary and customary turnover of labour’ exemption from the requirement to make redundancy payments.
In order to prevent sexual harassment from occurring in their workplaces, and respond to allegations appropriately when they arise, employers need to understand exactly what steps they should be taking.
The High Court has handed down a decision with the potential to place considerable pressure on union officials engaging in repeated unlawful conduct exposing them to civil penalties under the Fair Work Act 2009 (Cth).