Employers and workers shouldn't need a history lesson or have to engage a paid advocate to understand awards, an FWC full bench has said, in a spirited defence of the objectives of the award modernisation process.
A senior FWC member has considered whether the tribunal should take into account a union's "poor history of compliance" and its "large number of contraventions" when it determines whether an official is a "fit and proper person" to hold an entry permit.
An FWC full bench has ruled that a Catholic school religious education coordinator charged with criminal offences wasn't dismissed, because child protection legislation rendered "impermissible" his continued employment.
AMMA says it is yet to hear back from Opposition Leader Bill Shorten on its proposal to introduce major project agreements lasting eight years or "the entire construction phase" and "continuity of supply" agreements that would enable parties to extend five-year agreements by another two without the risk of industrial action.
A tribunal has found a male post office manager repeatedly s-xually harassed a female employee physically, verbally and via SMS, notes and a Valentine's Day card, before likening her to a Lamborghini sitting in a garage that he no longer wanted if he couldn't drive it.
An inexperienced WorkSafe inspector has told the Heydon Royal Commission that he "succumbed to the pressure" from CFMEU officials when he stopped a concrete pour over safety concerns in 2013.
The Federal Court has ordered a company to pay more than $10,000 in penalties and compensation to an employee it sacked for questioning whether he was being underpaid.
Leighton has failed to knock out most of a manager's adverse action claim that alleges the construction giant made him redundant for complaining it failed to disclose a project's $205 million budget blowout and overstated its revenue by $1.4 billion.
The CFMEU is seeking to challenge in the High Court a finding that an employer did not take adverse action against an employee because it was motivated by the "impact" of the person exercising a workplace right rather than the "actual exercise" of the right.
