The FWC has found a worker ineligible for paid parental leave for her second child because she only returned to work for six and a half months before the second period of intended leave, rather than the 12 months that her enterprise agreement required.
A full Federal Court has clarified the extent to which employers must investigate alternative roles for workers caught up in restructures, finding that a mining company had an obligation to assess whether employees could replace already-engaged contractors before making them redundant.
A court has accepted that Melbourne University threatened two casual workers that "if you claim outside your contracted hours don't expect work next year" and when one worker tried to claim five additional hours it refused to further engage her, calling her a "self-entitled Y-genner" on a "crusade behind the scenes".
The FWC is considering whether to provide a "generous opportunity" for organisations with a broader interest to participate in two MEU "same job, same pay" test cases that aim to lift the pay of Programmed and Workpac labour hire mine workers.
In a decision sure to catch the eye of service providers using rostering apps to keep workers at arm's length, the FWC has found that a home care worker who signed two documents describing her as an independent contractor is in fact an employee capable of suing her employer for unlawful dismissal.
An employer is opposing a CFMEU request to have the FWC hold a joint post-PABO compulsory conciliation conference relating to two separate deals for its workers on the Cross River Rail project in South-East Queensland.
An employer supplying well workers for offshore gas operations in the Bass Strait was entitled to stand down most of them when Esso suspended their services during industrial action, but the FWC has made a preliminary finding that a small yet "significant" portion might have been unauthorised.
The FWC has expressed dismay at a large aged care employer's "shift bidding" system in which it offers part-time workers extra hours only at ordinary pay, recommending instead that each employee get a chance to cap how many such shifts they are prepared to work without receiving overtime rates.
Union support has not proved enough for a clutch of CBA workers to have their zombie AWAs extended, after a FWC full bench accepted the bank's efforts to ameloriate any losses arising from transferring to its existing enterprise agreement.