Category: Industrial & Employment Law
Sexual harassment protections under the Fair Work Act
Federal laws which came into effect in March 2023, prohibit sexual harassment in connection with work. In addition to orders to stop future sexual harassment, workers now benefit from the possibility of a final determination of sexual harassment complaints, including the possibility of compensation and penalty.
Hall Payne wins successful appeal on employer misrepresentations during enterprise bargaining
Representing our client, the NTEU, we had an excellent outcome in relation to misrepresentations made during the approval process for an enterprise agreement at a large university. The Full Bench of the Fair Work Commission determined the enterprise agreement was not genuinely agreed.
Case review – new flexible work arrangement laws
We look at a case where the employer denied the worker’s request for flexible work arrangements. The matter went to the FWC and ultimately, the Full Bench. It was found that the employer had failed to discharge its onus of establishing that it had reasonable business grounds to refuse the employee’s request.
Workplace entitlements based on length of service with your employer
The length of time you spend employed by your employer is also known as your length of service. Your right to access certain entitlements in relation to your employment, and the size of those entitlements, can depend on your length of service with your employer.
Powers of Australian regulators and implications for employees involved in investigations
There are a number of regulatory bodies in Australia whose investigative powers intersect with workplace and work-related activities. It’s crucial for employees who are subject to, or anticipate being subject to an investigation by a regulator, to seek legal advice to protect their interests.
Additional hours – what is reasonable?
According to The Australia Institute, the average Australian worker performs 6 weeks of unpaid overtime a year, worth over $8,000 per worker, per year. Managers and professionals experience the highest rates of unpaid overtime and excessive or unreasonable hours.
Nurses denied pay for time spent self-testing for COVID-19 before every shift
In May 2023, the Fair Work Commission determined that a group of nurses and nursing staff, covered by an enterprise agreement, were not entitled, under that agreement, to overtime pay for the time they spent testing themselves for COVID-19 before each shift.
Whistleblower protections in the private sector
A whistleblower may make a protected disclosure for a variety of reasons, including to expose wrongdoing or unlawful activity, or to prevent harm to the public or the environment.
Will I get reinstatement after a successful unfair dismissal claim?
While compensation (instead of reinstatement) of up to six months’ pay is a common alternative remedy for unfair dismissal, reinstatement remains the primary remedy under the Fair Work Act. However, even in successful unfair dismissal applications, the Fair Work Commission often does not order reinstatement.
Casual employees’ entitlement to unfair dismissal protection
Two Fair Work Commission decisions in 2022 considered the circumstances in which a casual employee will be protected from unfair dismissal. These decisions were influenced by recent High Court decisions on the importance of written employment contracts in determining the nature of an employment relationship.
Can staff be directed to work on a public holiday?
The Federal Court has re-affirmed employees’ entitlement to a paid day off on a public holiday. It’s also clarified s 114 of the Fair Work Act 2009 regarding how an employer can reasonably request staff to work on a public holiday, when an employee can reasonably refuse such a request, and the distinction between a request and a requirement.
$184,000 fine for employer who failed to pay entitlements on termination
When an employee resigned from her employment as General Manager at Atanaskovic Hartnell Corporate Services, the employer refused to pay her final pay entitlements, including outstanding wages, annual leave and long service leave. In Court proceedings, the employer was ordered to make payment but failed to do so within the 21-day requirement. Significant penalties were subsequently ordered.