Accidental underpayments don't constitute the criminal offence of wage theft, but establishing whether a breach was deliberate or accidental is not always straightforward, a lawyer warns.
A recent decision serves as an important reminder that termination entitlements must be paid on an employee's last day, and not in an employer's next pay cycle, lawyers warn.
In discussion and reporting of all the recent Fair Work Act changes, relatively little focus has been paid to the ways HR practitioners can be found personally liable for employers' contraventions, a lawyer says.
HR practitioners continue to face increasing personal liability risks under the Fair Work Act. Watch this webcast to understand where your exposure lies and how to minimise it.
In 2025 the employment law landscape will continue to evolve, as the true impact of recent legal reforms becomes clearer, and potentially with further changes to come. Watch this webcast to understand what lies ahead for HR.
Two workers who settled unfair dismissal actions have failed to convince the Fair Work Commission their agreements didn't also prevent them from pursuing underpayment claims against their employer.
Union officials' rights of entry have recently expanded. This HR Daily Premium webcast provides a refresher on entry rights and obligations, and sets out crucial considerations for employers as union activity ramps up.
An employer that didn't directly underpay workers nonetheless should have reasonably known its franchisees were breaching the Fair Work Act, the Federal Court has ruled in fining it $1.44 million.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
