Browsing: General protections and adverse action | Page 14 (758 items)
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An experienced former employer-clientele lawyer turned HR manager has suggested that one way of discouraging paid agents from pursuing "unwinnable" cases is to introduce a "threshold" settlement amount below which they cannot charge clients for their services.
The FWC should look to the South Australian paid agent model because its registration criteria and disciplinary powers for code of conduct breaches are superior to the Western Australian system, the WA IRC's registrar says in a submission to the FWC's consultation on options to rein in "challenging paid agent conduct".
Former Qantas ground crew seeking compensation for their unlawful sacking in 2020 will have to wait at least two more months after parties presented the trial judge with competing views about the cohort's continuing employment prospects.
The FWC bench appointed to scrutinise a paid agent's future involvement in adverse action and unfair dismissal cases has asked a first tranche of 46 applicants to explain why they need to be represented by a firm recently described as having engaged in "unethical" practices.
A European expatriate who regularly swore at his Australian subordinates in an apparent attempt to spur them to achieve work standards expected in his homeland has lost his adverse action case against his former employer, after a court ruled his behaviour warranted summary dismissal.
The FWC is seeking feedback on options to rein in "challenging paid agent conduct" including new laws to establish a registration system and make it clear the tribunal can consider representatives' "capacity" when granting permission, plus a code of conduct.
Qantas wants to pay "significantly reduced" compensation to about 1700 ground crew whose jobs it unlawfully outsourced at the height of the COVID-19 pandemic, the Federal Court has heard.
An employer has failed to win costs against a former sales representative who rejected five increasing settlement offers before losing her adverse action case, a judge observing that there was "nothing especially alluring" about any of the offers.
The FWC has extended time for a TAFE worker to challenge his sacking after accepting that he might have misinterpreted the employer's "wrongheaded" language and taken it to mean it took effect on the date it announced the result of a review of its decision.
