Fair Work Australia’s minimum wage panel has announced a 2.9% increase in minimum wages effective from 1 July 2012. ...
Fair Work Australia’s minimum wage panel has announced a 2.9% increase in minimum wages effective from 1 July 2012.
The decision in Inspector James v Paul (No 2)[2011] NSWIRComm 117 (5 September 2011) (James) has confirmed that company directors cannot rely upon their apparent remoteness from the day to day operations of their business to avoid liability for an occupational health and safety (OHS) incident.
The New South Wales Supreme Court has ordered an accountant to pay $117,995 in damages after he used his former employer’s confidential information to poach at least 776 clients.
On 1 January 2012, the occupational health and safety laws in each Australian state and territory will be reformed to ‘harmonise’ occupational health and safety principles, obligations and procedures across Australia. This was achieved through the adoption of the Model Work Health and Safety (WHS) Act (model act) by the
Modern awards commenced on 1 January 2010. Most modern awards contain transitional provisions that allow employers to phase in minimum rates of pay and certain penalties and loadings (Rates) over a four year period from 1 July 2010 to 30 June 2014.
The recent decision of Fair Work Ombudsman v Centennial Financial Services [2011] FMCA 459 has highlighted that human resource managers can be held responsible for sham contracting practices, even if they are following the instructions of senior management.
Fair Work Australia’s minimum wage panel has announced a 3.4% increase in minimum wages effective from 1 July 2011.
A private member’s bill put before the House of Representatives seeks to abolish the current age limits governing the payment of superannuation by employers in Australia.
Industrial Union United Voice is set to challenge the rollout of a series of Individual Flexibility Agreements (IFAs) by Spotless Group to cleaners in Victoria, South Australia and New South Wales in the Federal Court, claiming breaches of the Fair Work Act 2009.
In the decision in Ben Starkey v Cootes Transport Group Pty Ltd [2011] FWA 228, Fair Work Australia dismissed an employee’s unfair dismissal application. The employee had been dismissed for serious misconduct when he was observed using a mobile phone while driving the employer’s fuel tanker.
Fair Work Australia dismissed a truck driver’s unfair dismissal claim after finding that termination of his employment for falsifying his fatigue management records was not unfair.
An employee was recently awarded $74,000 in damages (reduced by an ex gratia payment the employer made to the employee on appeal) because the employer failed to set objectives and review the employee’s performance.
Cooper Grace Ward acknowledges and pays respect to the past, present and future Traditional Custodians and Elders of this nation and the continuation of cultural, spiritual and educational practices of Aboriginal and Torres Strait Islander peoples.
Fast, accurate and flexible entities including companies, self-managed superannuation funds and trusts.