Legislation regulating the labour-hire industry has reached Victoria’s upper house and follows the introduction of similar schemes in Queensland and South Australia. If passed, the new laws would require operators to pass a “fit and proper person” test and establish a new Labour Hire Licensing Authority and Office of Labour Hire Licensing Commissioner.
Date: 7 February 2018 (AEDT 1pm to 1.30pm) Start the new year off on the right foot by making sure all your Australian HR processes are up-to-scratch! This session will cover: why well-drafted employment contracts are essential for every business; what information must be recorded in time and wages records and shown on employee payslips; […]
Six of Australia’s 122 Modern Awards have been amended by the Fair Work Commission to provide casual employees with the right to receive payment at higher “overtime” rates when they work in certain, prescribed circumstances. These changes took effect on 1 January 2018.
A Full Bench of the Fair Work Commission (“Commission”) held the “substantial” involvement of a lawyer in the preparation of a party’s case triggered an obligation under the Fair Work Act 2009 (Cth) (“Act”) to obtain the Commission’s permission to act as a lawyer or paid agent. This was despite the fact the lawyer did not act as the party’s advocate during the hearing itself.
Understanding the distinction between contractors and employees and the re-characterisation of a contractor into an employee
Australian-based employers should carefully consider how recent amendments made to national labour laws affect their dealings with unions.
The Commonwealth Parliament has made a number changes to Australia’s key national labour laws aimed specifically at protecting employees whom the Government describes as Australia’s ‘vulnerable workers’.
Recent amendments to the Fair Work Act 2009 (Cth) (“Fair Work Act”) which criminalise the giving, receiving or soliciting of ‘corrupting benefits’ have now been passed by the Commonwealth Parliament. Given the severity of the penalties which now apply to such conduct, all employers should now carefully consider how these latest updates to the Fair […]
A recent Fair Work Commission decision has reinforced the importance of human resource managers and employers treating employees fairly and with compassion, prior to terminating employment on the basis of a claimed failure to meet the inherent requirements of their role, due to a medical condition or impairment.
A number of significant changes to Australia’s anti-discrimination laws have taken effect, including that complaints are to be made within 6 months after the alleged events and that complainants must seek the leave of the court before progressing their complaints to court