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The Fair Work Ombudsman has secured $37,500 in penalties in court after a domestic worker and nanny in Sydney was underpaid by $93,235 in one year. The. ....
A guide to having a baby, taking leave and returning to work By Courtney Robertson and Alexandra Grayson|04 March 2021 Thinking about having a baby? This is what you need to know about your rights and as a legal professional, write Courtney Robertson and Alexandra Grayson. Workplace rights are likely the last thing on your mind when you start thinking about having a baby. However, given that – according to the Human Rights Commission – one in two Australian mothers report experiencing discrimination in the workplace at some point during their pregnancy, parental leave or upon their return to work, it is important to know what pregnancy and related discrimination is, what your rights are, and what you can do if you experience pregnancy and/or related discrimination. ....
ACTU suspicious of Coalition booting BOOT provisions in IR bill16/02/2021|4min ACTU President Michele O Neill says she is suspicious about the Coalition s decision to remove the Better Off Overall Test provisions in the Fair Work Act as part of its IR Omnibus Bill, arguing it shifts bargaining power to businesses. On bargaining, there are permanent changes this bill puts in place. The ones removed today were temporary. The permanent changes go to things like the Fair Work Commission would no longer be required to test the agreement against the safety net, which is the National Employment Standards, she said. The Fair Work Commission has to do a tick and flick exercise rather than properly examining whether it s going to be a fair deal for workers. ....
Rossato, the Bill proposes to insert a definition of casual employment in the FW Act. Under the changes a person is a casual employee if an employee accepts an offer of employment made by the employer to the employee if it is made on the basis that the employer makes no firm advance commitment to continuing and indefinite work according to an agreed pattern of work for the person. Whether there is a firm advance commitment by an employer to continue indefinite work will be determined based on whether the employment is described as casual employment and whether the ....