Mondaq Australia: Employment and HR
Jones Day
WorkPac operated a labour hire business which employed Mr Skene as a dump-truck operator.
Jones Day
The AMWU construed the exclusion in clause 1 to relate only to the entitlement to payment itself, not to the calculation of service under the Agreement.
Jones Day
In this edition of the Update, we report on the calculation of sick leave in accordance with the National Employment Standards.
Holding Redlich
This newsletter includes links to media releases, reports, cases and legislation relating to work health and safety law.
Holding Redlich
The "proper practices" not followed by the Employee were the very practices in respect of which he had been trained.
Norton Rose Fulbright Australia
The decision opens the way for further claims by employees engaged as casuals, but who work regular and consistent hours.
MDC Legal
This case demonstrates that an employee's social media activity can be very relevant to claims relating to employment.
Norton Rose Fulbright Australia
The survey confirmed that, although many workplaces have systems and policies in place, sexual harassment is widespread.
Kells
The restraint of trade clause must be reasonably necessary to protect the employer's legitimate business interests.
Bartier Perry
This bulletin examines how the Fair Work Act holds managers and others to personal account.
Clyde & Co
For many years in Australia, the appetite for industrial manslaughter offences on the statute books has waxed and waned.
Cooper Grace Ward
The Court rejected the commonly applied position that an employee described as a casual is a casual for all purposes.
Madgwicks
Implementing strategies to minimise risks of death benefit disputes and to manage other issues that may arise is vital.
Holding Redlich
This update includes links to recent media releases, reports and cases relating to Australian workplace relations.
Holding Redlich
Employers should ensure that employee termination for non-work conduct is lawful, but not harsh, unreasonable or unjust.
Broadley Rees Hogan Lawyers
It is essential that employers carefully and correctly differentiate between casual employees and independent contractors.
Madgwicks
Employers using casuals on a regular and systematic basis may be exposed to claims for leave, even after casual loading.
Madgwicks
The accessorial liability provisions of the Act have broad reaching implications on a range of persons and companies.
Madgwicks
Casual employees can, subject to certain prerequisites, request a full time or part time position after a period of time.
HHG Legal Group
The regime can be powerful, as it does not simply target the perpetrator, but compels the employer to actively intervene.
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Norton Rose Fulbright Australia
The decision opens the way for further claims by employees engaged as casuals, but who work regular and consistent hours.
KordaMentha
What is modern slavery and what should businesses do to address it and prevent it happening in their supply chains?
McCullough Robertson
Business should review all WHS processes and procedures, and check their insurance policies for appropriate coverage.
Gilchrist Connell
The key issues in the case were scope of the auditor's duty and whether a breach of that duty caused the loss claimed.
Holding Redlich
This newsletter includes links to media releases, reports, cases and legislation relating to work health and safety law.
Holding Redlich
Employers who have treated employees as casuals on this basis risk claims for unpaid leave and termination entitlements.
Swaab
Many casual employees are miscategorised and therefore may have valid claims for entitlements associated with permanency.
Corrs Chambers Westgarth
The description of a casual employee, and payment of casual loading, may not mean that the employee is in fact a casual.
Holding Redlich
This update includes links to recent media releases, reports and cases relating to Australian workplace relations.
Norton Rose Fulbright Australia
Although the employer had a valid reason to dismiss the project manager, the termination was still considered unfair.
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