Workplace Relations
Advice and information from employment lawyers and human resource specialists on everything from contracts and wages to disputes and FWC decisions.
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There is often confusion about what happens when an enterprise agreement reaches its nominal expiry date — and it doesn’t mean the agreement no longer applies.
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A recent incident involving catastrophic burns to a young worker at a South Australian hospitality venue highlights the vital role of training, risk management and supervision in keeping staff safe.
Workplace health and safety is no longer confined to physical hazards like machinery, slips, trips and falls, or manual handling.
Excess leave can create operational and financial challenges for clubs — discover the ways in which venues can manage excessive leave accruals.
Getting this right is not just good practice, it is essential to protecting the integrity of the process and minimising legal risk.
Emotions can run high in the workplace at times leading to impulsive decisions such as the "heat of the moment" resignation. What does this mean for Clubs?
A recent test case in the Fair Work Commission reinforced that not all flexible working arrangement requests will meet the legal test.
An Australian toy company fined $100,000 for failing to prevent or respond to workplace sexual harassment.
After faking illness to enjoy an interstate AFL weekend, a solicitor’s employment was terminated when social media posts exposed the truth...
There are calls for urgent reforms to the system — with a particular focus on how psychological injuries in the workplace are managed.
While you may have a valid reason for dismissal, it could be deemed unfair if a fair process is not followed.
Be Prepared For SafeWork NSW Inspections
Be Prepared For SafeWork NSW Inspections
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Clubs should be aware that SafeWork NSW has been conducting particular inspections.
A supervisor awarded $33,913 in compensation after it was found his dismissal was unfair.
A recent High Court ruling underscores the need for clubs to review employment contracts and investigation practices to reduce legal risks.
ClubsNSW encourages its members to engage with the new National Anti-Racism Framework which was released late last year.
A recent FWC decision found that despite having a valid reason for termination, an employee had been unfairly dismissed due to procedural flaws in the termination process.
Fair Work Commission upholds the employer’s position that the employee had abandoned his job by failing to meet work obligations.
Fair and transparent workplace investigations are key to fostering trust and protecting legal rights.
The Fair Work Commission upholds the dismissal of an employee who sent threatening texts to his manager outside of working hours.
In a recent decision of the Fair Work Commission, it was held that a resignation became a termination due to the employer’s conduct.
In a recent decision the Fair Work Commission ruled that criticising management on Whatsapp chats and on social media created a “divisive atmosphere”.
What constitutes a casual employee and how has the nature of the role shifted over time? Find out at the upcoming WR&HR Conference.
Surfing champion to discuss how leadership can build success in your workplace.
The Australian Government is seeking clubs’ feedback on the update of the National Code of Good Practice for Australian Apprenticeships.
Despite the Fair Work Commission finding a valid reason for termination, it was for a reason other than what was provided at the time of the dismissal.
The Fair Work Commission dismisses a case of alleged bullying and harassment involving a coffee run.
Steps you should take to ensure your club complies and doesn’t face penalties.
Late last year, a report was published outlining recommendations aimed at improving SafeWork’s effectiveness and responsiveness.
A court loss sees implications for the manner in which redundancies are carried out where employers are also engaging contractors.
It is important for member clubs to recognise procedural fairness when it comes to dismissal matters to avoid unfair dismissal claims or accusations.
