A casual worker has won a second chance to contest his dismissal after a full FWC bench found a tribunal member did not treat him justly when failing to conduct a hearing or conference to consider disputed facts.
The ETU's newly re-elected leadership has reaffirmed its commitment to pursue underpayments to long-term casuals, vowing to conduct a targeted national program of timesheet and wage record inspections to build its case.
The FWC has speculated that the ACCC might have grounds to look into the practices of employment advisor Unfair Dismissals Direct after appraising its role in a late unfair dismissal application accepted out of time.
An employer that summarily dismissed a casual worker who abused and threatened colleagues should have offered her an opportunity to explain behaviour that might hypothetically have been a reaction to the death of a beloved pet, the FWC has found.
A long-serving industrial tribunal member has taken aim at an employer's claim that summarily sacking a worker by text was a "generational thing", describing the method as "unconscionably undignified" while insisting that dismissals should always be conducted face-to-face.
A large employer has for the second time in a year successfully argued that disposition of a matter before the FWC would be best served by it being permitted to engage an external lawyer to argue against a self-represented worker, given its admitted lack of expertise in IR matters.
The Federal Circuit Court has ordered indemnity costs against two casual employees who refused offers to settle their adverse action and award breach cases for $10,000 and maintained their demands for $95,000 payouts.
Employers should pay close attention to their "extended workforce" before being forced to do so by increased regulation and public scrutiny, according to former Fair Work Ombudsman Natalie James.
A large pharmaceutical company is obliged to convert labour hire workers to permanent positions after a year's continuous employment, the FWC ruling that the relevant agreement clause was a permitted matter because it promoted job security.
The ETU is anticipating multiple backpay claims on behalf of thousands of labour hire and FIFO workers at resource, electrical supply and construction companies across Australia as part of a new campaign seeking to challenge their classification as casuals.
