Behaviour & Performance
All 55 ‘Respect@Work Report’ recommendations accepted “wholly, in part, or in principle”
One of the first considerations of the "Womens' Taskforce" introduced to the Federal Cabinet earlier this year was the 55 recommendations from the “Respect@Work” Report, and today it has been announced that the Federal Government has accepted (wholly, in part or in principle) all 55 recommendations made in the Report.
FWC Says Operational Reasons Not Sufficient to Justify Genuine Redundancy
Employers need to be mindful that any proposed redundancy requires strict compliance with the genuine redundancy requirements of the FW Act. Despite a reason for redundancy being due to operational requirements, a failure to comply with the consultation requirements of any applicable modern award or enterprise agreement and consider reasonable redeployment opportunities will invalidate the whole process.
ALERT: Everything you need to know about the Fair Work Amendment Bill 2021
Federal Parliament has passed the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Bill 2021 (often referred to as the Omnibus IR Bill) (‘the Bill’). The Bill outlined proposed changes to the Fair Work Act 2009 (Cth). Read more here & join us at our webinar on 30 March to find out what is included, what was removed and what action employers should take?
Choose to Challenge
Mapien are proud to be sponsoring the National Aboriginal & Torres Strait Islander Women’s Alliance (NATSIWA), IWD Breakfast event in Perth this year. We've also been fortunate to collaborate with one of the breakfast organisers, Christine Ross on a project in the past year! Christine is empowering Aboriginal women & forging change. Read her profile here!
How is this still happening?
A normal Tuesday drive to work, listening to a funny segment on radio. Until it's no longer funny... Why is sexual harrassment still happening today? Why is it not reported? Is it a workplace issue or a societal one? From challenge comes change #choosetochallenge #IWD2021
Are your casuals regular & systematic? If so, they may have unfair dismissal rights!
Employers need to mindful that the requirement for casual employment to be regular and systematic does not require a regular pattern of engagement in relation to the number of days each week, days of the week and duration of shifts. It is the engagement that must be regular and systematic, and not the hours worked pursuant to the engagement.
Caution for Employers: Employee able to have cake & eat it too!
The Federal Court of Australia has issued a decision granting an employee redundancy pay after moving from full-time to part-time employment. Employers must obtain clear and unequivocal consent from an employee, prior to assuming that a redeployment opportunity suffices for the purpose of there not being an entitlement to redundancy pay.
Wage theft, we have not forgotten about you!
While the employment landscape has largely been focused on dealing with the challenges associated with COVID-19, State Governments have made it clear that wage theft has not gone unnoticed. Now more than ever, with criminal legislation being implemented, it is vital that employers get it right.