The chief inspector of the Federal Government's radiation and nuclear safety authority is calling on the Federal Court to conduct a judicial review of employment processes and decisions regarding alleged misconduct, as he prepares for mediation ahead of a hearing in October.
A tribunal member erred when he concluded that an "ambiguous" laundry allowance that went unclaimed by employees and the union for more than 16 years was not an entitlement under the enterprise agreement, an FWC full bench has found.
An FWC full bench has found it "reasonably arguable" that Coles should have known a 2014 agreement negotiated with the SDA could not satisfy the BOOT when it applied for Commission approval.
A court has rejected an employee's claim that his former employer breached disability discrimination legislation when it failed to offer redundancy or redeploy him after he sustained an injury at work.
Coles, the SDA and the AWU have today asked an FWC full bench to refuse the Retail and Fast Food Workers Union permission to appear on behalf of two employees seeking to intervene in an application to terminate the supermarket giant's 2011 enterprise agreement.
The FWC has determined that Woolworths was justified in sacking a petrol station employee for refusing to hand over money and cigarettes to a "difficult" customer, who then walked off without paying for a Dare iced coffee and spinach ricotta roll.
A government department's failure to establish sufficient distance from an 'independent' appeal panel has seen a court reject its claim for legal professional privilege over advice disclosed to an employee.
Rail freight operator Aurizon is to cut more than 300 jobs in central and north Queensland, with Rockhampton workers to bear the brunt of the impact as the city's historic maintenance workshops are shuttered.
Qantas is once again being forced to defend its approach to employee classification, with the FWC today commencing a three-day hearing into allegations the airline is requiring senior catering coordinators to fulfil a similar role at significantly reduced pay after effectively rechristening their positions.
Employers needn't comply with rigid performance management processes when dismissing poorly-performing employees, as long as they can point to conscious and concerted efforts to address the worker's perceived shortcomings, the FWC has found.