Casual, contract & contingent work | Page 15 (401 items)

Evidence that an employer thought a worker's overtime pay enquiry suggested "rot" would spread through the organisation has undermined its defence to an adverse action claim.

Here you'll find links to all resources relevant to HR Daily's 'Unpacking casual and contractor changes' webinar, presented on 5 May by Kingston Reid partner Christa Lenard.

Written agreements between employers and workers might now be considered "king", but they won't always be the deciding factor in employee/contractor disputes, a lawyer says.

The past year has seen some definitive rulings on what constitutes a casual employee or contractor, with important ramifications for all employers. Watch this HR Daily Premium webcast to understand what these cases mean for your organisation's contingent workforce arrangements.

Two workers have failed to convince the Fair Work Commission they were engaged under sham contracts, after their company separately launched legal action as a service provider.

A worker has failed to prove he was entitled to employee benefits for the seven years he performed duties for an organisation, after the Federal Circuit Court found the parties' arrangements indicated he was a contractor.

The Fair Work Commission's past approach to determining whether a worker is an employee or contractor is "no longer good law", a deputy president has said in rejecting an unfair dismissal claim.

The upcoming review of casual conversion rights presents an opportunity to "streamline" the process and address its "monstrous administrative burden", an employee relations specialist says.

Employers alone can't respond to the shift in what employees now want from work, and meeting expectations will require legislators to step in, a briefing heard this week.

The Fair Work Commission has made recommendations – but stopped short of orders – after an employee lodged a dispute about his right to convert from casual to permanent employment.