The MEU has today lodged the first "same job, same pay" application, for labour hire workers at a Queensland coal mine, promising it will be the first of many.
A labour law expert has told a Senate inquiry he supports the Albanese Government's Bill to remove criminal sanctions from right to disconnect laws but he believes there should be a new requirement for all agreements to contain a disconnection rights term.
The FWC has identified 11 award provisions, extending to overtime, reasonable additional hours and on-call, that might interact with new terms to entrench the right to disconnect, ahead of the new laws taking effect in late August.
A European expatriate who regularly swore at his Australian subordinates in an apparent attempt to spur them to achieve work standards expected in his homeland has lost his adverse action case against his former employer, after a court ruled his behaviour warranted summary dismissal.
A full High Court has refused Catholic school employers leave to appeal a "systemic[ally] importan[t]" finding that employees who resign before a new agreement's retrospective pay rises come into effect are entitled to back pay.
A small not-for-profit organisation with no shortage of valid reasons for dismissing a finance manager who "disappeared" during an audit period has nevertheless been ordered to pay her more than $12,000 compensation after the FWC found its executive director should not have acted as "judge, jury and executioner" by overseeing the entire disciplinary process.
One of the country's longest-running bargaining disputes has sprung to life again after the FWC granted the AMWU a majority support determination despite protestations from employer Cochlear that union officials trespassed on its premises in pursuit of petition signatures.
Justin Hemmes' Merivale has agreed to a $18 million settlement of an underpayments class action that Adero Law once valued at up to $150 million, with more than $8.6 million to go towards fees and commissions and the rest potentially split between about 14,000 group members.
Strict non-disclosure clauses remain the default option for s-xual harassment settlements, a year after the publication of Respect@Work Council guidelines for their use, according to a new report that nevertheless outlines model NDA terms.
