Author: Joe Murphy

When ‘You’ll be better off overall’ turns out to be incorrect, the relaxed ‘over award’ approach a deadly system to have

The new changes only apply to new fixed-term contracts (i.e., fixed-term contracts entered into after 6 December 2023).

There’s only one thing worse than a poorly planned and/or executed termination of employment scenario…reinstatement. Like getting back with an ex… it is usually a toxic outcome! – (not advice).

Background

The decisions Construction, Forestry, Maritime, Mining and Energy Union & Anor v Personnel Contracting Pty Ltd [2022] HCA 1 (“Personnel”) and ZG Operations Australia Ltd v Jamsek [2022] HCA 2 (“Jamsek”) both concern whether the relationship between the parties was an employment relationship or a contractor relationship.

In Roberts v Department for Education [2021] SAET 225 (‘Roberts’) the Full Bench considered two important issues regarding the operation of section 18 of the Return to Work Act 2014 (‘the Act’) which is the section of the Act that imposes an obligation on employers to provide suitable employment to injured workers.

In Coleman-Sleep v Return to Work SA [2021] SAET 144 (‘Coleman-Sleep’), the Tribunal declined to make an order for suitable employment under section 18 of the Return to Work Act 2014 (‘the Act’).

Whether it’s a necessity to make ends meet in the face of ever increasing living costs or it’s to capitalise on a new business opportunity, workers are opting to take on a second job.

The Commission cited decreases in unemployment and underemployment, and referenced the effect that a pay increase might have on the gender pay gap in arriving at its decision to increase the minimum wage.

The increases which will operate from the first full pay period on or after 1 July 2015 are: Employees paid in line with (or wages close to) the minimum rates […]