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After part-time employment, reasonable additional hours is one the most commonly misunderstood concepts for employers in the retail and quick service industries. In fact, even the question “how many additional hours would be considered reasonable?” betrays a misapprehension of the topic, as the answer is particular to your business and often different for each individual employee. In this article, we break down the top 3 most common myths about “reasonable additional hours”, and what it means for your business. (X) number of hours are “reasonable” for an employee to work The Fair Work Act 2009 (Fair Work Act) expressly provides that an…
Read MoreWhat category you choose to employ someone under (full-time, part-time or casual) has more implications than simply a cost analysis of annual/sick leave or casual loading. There’s more to think about than whether to trade job security for the ability to readily downsize your workforce, or the ability to set an annualised salary. While the intricacies between permanent and casual employees have been well documented, less has been said about part-time and full-time employees. In fact, under the General Retail Industry Award 2010 (Retail Award) and Fast Food Industry Award 2010 (Fast Food Award), apart from rates of pay, full-time and…
Read MoreThe Fair Work Commission (per Deputy President Anderson) stated recently that a workplace investigation “is not a court of law or a quasi-judicial proceeding. It is an internal disciplinary process guided by the principle of fairness.”[1] There are of course a number of rules posited by industrial relations scholars about what is required by procedural fairness (or ‘natural justice’ as it’s often referred to) when conducting workplace investigations. The fundamental characteristic of all these rules relate to a simple question: was the person given an opportunity to explain their position and affect the outcome of the investigation?[2] From this question…
Read MoreWith the Corporations Amendment (Strengthening Protections for Employee Entitlements) Act 2018 (Cth) (the Amendment Act) taking effect last month, now is an apt time to reflect on how officers of a company are subject to hefty penalties for failing to pay employee entitlements adequately when they fall due. The Amendment Act demonstrates stronger policy objectives behind the legislation, pushing for courts to penalise individuals failing to pay employee entitlements, and targeting illegal phoenixing and asset shifting activities of companies. If you aren’t sure who in your business would be considered an “Officer” under the Corporations Act 2001 (Cth), it is necessary for you to…
Read MoreLate last year, the media introduced us to Angela Williamson, an employee of Cricket Australia allegedly sacked after she posted on Twitter criticising the Tasmanian Government’s policy on abortion laws. Ms Williamson subsequently filed an application with the Fair Work Commission, arguing that CA had breached the general protections provisions in the Fair Work Act 2009 (Cth) (Fair Work Act). The matter was settled outside of court in September. In more recent memory, Michelle Guthrie’s departure from the ABC and subsequent general protections application was almost universally referred to as an “unfair dismissal.” Despite the apparent similarities between unfair dismissal and general…
Read MoreThe nature of retail means that public holiday requirements can be quite complex. This year, a late Easter means up to five public holidays will fall in the space of a week, raising questions as to employee entitlements, attendance, and trading hours during this time. When can we open? Trading hour regulations vary state-by-state, and may change depending on the size or nature of your business. Any restrictions applicable to your business must be complied with. It is important to note that on days where no restrictions apply, for example, Easter Saturday in Tasmania, businesses are not obliged to…
Read MoreWith the Fair Work Act 2009 (Cth) (the FW Act) nearing its tenth anniversary in April, now is an apt time to reflect on how the landscape of industrial law has changed both because of the Act, and because of changes to it over time. We have previously discussed how the FW Act, in this age of rapid technological change, has led to the rise of the non-lawyer industrial advocate (see related article here). In more recent years, however, we have seen the rise of another form of industrial advocate which has generated much anguish amongst registered unions and caused any number of…
Read MoreWorkers’ compensation legislation can be complicated and confusing, even to experts, and the recent Queensland case of Mandep Sarkaria v Workers’ Compensation Regulator [2019] ICQ 001 aptly demonstrates just how technically bewildering this legislation can be. In this case, the Industrial Court of Queensland held that Ms Sarkaria was “temporarily absent from her place of employment” on an “ordinary recess” when she fell off a ladder and broke her leg, and thereby entitled to workers’ compensation. The catch? She broke her leg in her employer’s storeroom – so how was she “absent” and how was she on an “ordinary recess”? What…
Read MoreIn the first charge of reckless conduct to be successfully tried under the harmonised work health and safety legislation, a director of a Queensland roofing company has been sentenced to 12 months imprisonment for his contribution to the fatality of a 62-year-old worker. Charges against the director were upheld in a majority verdict by the jury, after hearing that the director had been motivated by money in his decision not to take reasonably practicable safety measures. This decision represents a significant development in the Court’s approach to penalties and supports a recent trend in the focus on individual liability following…
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