Industrial activity discrimination page 1 of 2

17 articles are classified in All Articles > Discrimination and equity > Industrial activity discrimination



Green light to contest labour hire "blacklisting"

Union activists allegedly "blacklisted" by a labour hire company and a host employer have been cleared by a tribunal to proceed with a test case under Victoria's equal opportunity laws.

Sacked union official made "impossible" demands: Tribunal

A tribunal has thrown out a union official's claim he was discriminated against on the basis of his psychological condition and industrial activity, instead finding that his dismissal after five months off work followed an "impossible" demand for assurances he wouldn't be sacked for outstanding disciplinary matters.

$1000 hit for refusing service to union member

A tribunal has awarded an actor and MEAA member $1,000 compensation for discrimination by a cinema that refused to sell her a movie ticket because she belonged to the union.


MUA appeal against 'scab poster' penalties dismissed

The Full Court of the Federal Court has dismissed an appeal by the MUA over big penalties and compensation awarded to five workers named on "scab posters" during industrial action at Fremantle port in 2011.


Coles followed correct procedure in abolishing night shifts: FWC

The FWC has found there were always going to be "winners and losers" when Coles abolished night shifts at a distribution centre in NSW, rejecting claims the company failed to comply with consultation provisions set out in the enterprise agreement.

Unprotected action not "union activity": Tribunal

A tribunal has rejected claims that the sacking of two striking bus drivers constituted discrimination on the basis of their union activity, finding the law doesn't extend to unprotected action.

Employer ordered to reinstate worker after adverse action

A union delegate will be reinstated after the Federal Court ruled that his employer engaged in adverse action when it targeted him for retrenchment and failed to genuinely consult with the union and employees or adhere to the agreement's redundancy provisions.