The Fair Work Commission has terminated a Work Choices agreement between the AWU and a Spotless subsidiary that saved the employer about $2 million a year in wages and penalty rates.
The FWC has employed the "quacks like a duck" test and legendary Melbourne Cup winner Phar Lap to reject an online pharmacy's argument that those filling orders in its distribution centre were ineligible for NUW representation because they were engaged in retail tasks rather than "warehousing".
An independent review of the FWC’s trial of "triaging" enterprise agreement applications says that making the process permanent and national could cut processing costs almost in half and save $1 million a year.
In a decision that could have significant ramifications, a Federal Court appeal bench has accepted John Holland's argument that it should not have been liable for fringe benefits tax on flights carrying workers to and from a WA rail project during 2012 and 2013.
A company's parental leave policy – which breached the NES by making unpaid parental leave only available to "primary" caregivers - has cost it $170,000 in the unpaid wages and redundancy pay that an employee would have received if he had been allowed to access the leave and its flow-on benefits.
The High Court will rule on Wednesday on the CFMEU's argument that Boral can't use court discovery processes to force the union to produce documents that might expose it to punishment for contempt for allegedly defying injunctions on Victoria's Regional Rail project.
A full Federal Court has upheld an order that required an aged care provider to pay a former employee the annual leave she accrued while she was absent from the workplace on workers' compensation.
A FWC full bench has today acceded to employer requests to change annual leave provisions in modern awards to enable cashing-out of up to two weeks a year and give employers a qualified power to require employees to take "excessive" accruals.
A postal worker who engaged in "frightening and foul mouthed outbursts", including telling co-workers he would bring a samurai sword to work to attack colleagues rather than a gun, was unlikely to succeed with his unfair dismissal claim, the FWC has found.
The FWC has decided against referring a bullying matter to an OHS regulator, after the complainant failed to establish he was at risk of continued bullying because he had left the workplace.
