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
The Western Australia Supreme Court has granted an American company based in Connecticut and represented by Harmers Workplace Lawyers (the Australian affiliate of L&E Global), an injunction to prevent an ex-employee from working for a competitor in Australia.
L&E Global’s 2017 Global Handbook | Employees vs Independent Contractors
A recent decision regarding annualised salaries paid to Modern Award covered employees, serves as an important reminder of the importance of identifying, and carefully complying with applicable Modern Awards.
The Fair Work Commission recently announced important changes to Sunday and public holiday penalty rates payable to employees working in specific industries in Australia. These changes will require amendments to be made to a number of Modern Awards, and will result in a slight reduction in the penalty rates payable for affected employees working on Sundays and public holidays only.
The Fair Work Commission made a number of important changes to annual leave for employees covered by a Modern Award, relating to the cashing out of annual leave and directions to take annual leave.
A recent Western Australian Industrial Relations Court decision regarding annualised salaries paid to Modern Award covered employees serves as an important reminder of the importance of identifying, and carefully complying with applicable Modern Awards.
In this case, the Federal Court confirmed that the prohibition on discrimination (“FW Act”) applies to prospective employers as well as actual employers and that an Applicant need not establish a prima facie case in order to enliven the reverse onus of proof under the act.