A major plastics manufacturer has this morning applied for the FWC to halt protected action at a plant in Melbourne, where the AWU says the only current action is the employer's lockout of its members.
A FWC full bench has concluded that part-day public holidays schedules rapidly inserted into more than 100 awards a decade ago serve no practical purpose, giving parties until October 21 to argue why they should not be deleted.
The FWC has reinstated a firefighter who refused to provide proof of his COVID-19 vaccination status while on leave, observing that his employer failed to properly read a response indicating he was inoculated before taking a "well-worn disciplinary path" towards dismissal.
As the Albanese Government continues talks on its planned introduction of national IR standards for the gig economy, NSW Labor is promising to deliver minimum rates, portable entitlements and workers compensation for platform workers in the State if it takes power next year.
Australia's largest tertiary education sector employer has commended the regulatory inclusion of s-xual harassment among instances of serious misconduct as having produced a "nuanced" shift wherein the emphasis is no longer on why perpetrators should be dismissed, but rather on why they "should not" be sacked.
The FWC has refused to approve an agreement after a dairy company's "well intentioned" initiative to allow early absentee voting brought forward the access period to a week before they could view a copy of the proposed deal or were told when, where and how to vote.
The continued overhaul of parliamentary workplaces gathered pace today with the publication of a review finding that insufficient HR support is one of the main impediments to addressing a culture where bullying and harassment are commonplace.
The NTEU is challenging a FWC decision to knock out the bulk of its "ambiguous" questions in a Curtin University protected action ballot, including proposed bans on responding to phone calls and emails, working outside of ordinary hours or attending work events.
The FWC has found in the absence of a written contract that a sex worker was an independent contractor rather than a casual employee before being dismissed in June for “unacceptable and threatening behaviour".
