A recent case in the Federal Court has found the CFMEU liable for the actions of a union official who acted in an improper manner and was found to have engaged in adverse action and coercion against non-union members.
A recent case in the Fair Work Commission has found 31 days over 10 weeks of an unpaid work arrangement did not constitute employment and thus the employee was not employed long enough to qualify for unfair dismissal protection.
A recent case in the Fair Work Commission found informal performance management was enough to dispute an unfair dismissal claim after the employee was dismissed for poor performance.
A Full Bench of the Fair Work Commission decided all modern awards should have a casual conversion clause, enabling casual employees to choose to change to full-time or part-time employment so long as they meet certain requirements.
More Articles ...
- Changing the role of a workplace bully was sufficient to protect victims
- Australasian Law Awards 2017
- Employee restrained from working for Australian company pursuant to USA employment agreement
- “Wilfully blind” accounting firm accessorily liable for underpayments of client