Industrial relations, disputes & unions | Page 34 (564 items)

Employers that want to make casual employees permanent should include new entitlement calculations in their considerations, an employment lawyer says.

Court and Fair Work Commission rulings this year have changed the way your organisation should manage its employment law compliance and liability risks. Watch this webcast to understand how to manage its legal exposure.

A court has rejected an employee's claim that two HR professionals falsely imprisoned him while investigating a breach of company policy.

An employee who took sick leave after his annual leave request was denied did not suffer adverse action when he was dismissed - and made a tactical mistake in claiming he did, the Federal Court has found.

As the modern awards system becomes more complex, employers should ensure they're staying up to date with changes, and keep one eye on whether an enterprise agreement might better suit their needs, a workplace lawyer says.

A recent Federal Court case will make it easier for employees to prosecute employers that fail to uphold the commitments they make in workplace policies, warns a lawyer.

Organisations involved in mergers and acquisitions might be entitled to offer workers employment without recognising their previous service, but no matter how the contracts are worded, some leave entitlements always remain, warns employment lawyer Athena Koelmeyer.

Two employees who lost more than 2,000 hours in sick leave credits after their publicly owned employer became a private entity have failed to convince a commission that their employment was merely "transferred", and their accruals should have been, too.

Do you know how a business sale, insourcing or outsourcing decisions affect employment arrangements and employees' entitlements? Learn about the HR implications of these transactions at our webinar on 8 October. Premium members should click through to request a complimentary pass, while free subscribers can upgrade their membership level here for access.

Two HR managers who participated in adverse action against a worker have been ordered to pay a total of $7000 in penalties.