3,648 results found

The FWC noted that continuous service defined by the Act includes a period of regular and systematic casual employment.

Courts are facing the first public test of how this new right is to be interpreted and implemented.

The plaintiff was employed by the defendants at their optometrist store. A 70 year old customer, Mr Bart, came into the store and requested that the plaintiff repair his spectacles. The plaintiff took the spectacles into the back room to repair them. Unbeknown to her, Mr Bart followed the plaintiff into the back room, and then sexually assaulted her.

If an employee contracts COVID-19 throughout the course of their employment, an employer may be held responsible.

When disciplining staff because of excessive family leave, ensure they are not penalised for a normal employee right.

Paying an annual salary does not avoid a need to comply with terms of the award dealing with non-monetary entitlements.

This episode of the Employment Law podcast series discusses the IR Omnibus Bill and the issue of casual employment law reform.

This episode's focus is Part A of our e-publication; terminating employment in relation to employee capacity or conduct.

Employers must ensure that they have not underpaid employees or not paid them the correct penalty rates and allowances.

The Employment Relations (Breaks and Infants Feeding) Amendment Act has received royal assent, not only introducing mandatory breaks for all employees but also controversially altering the KiwiSaver legislation under urgency without public consultation and as a change to this Amendment Act - the title and content of which is totally unrelated.

The employment law and industrial relations system is undergoing two major reviews at present. so change is impending.

Determining what can (or should) be included in an Enterprise Agreement can at times be difficult for employers.

The penalty was high, relative to the underpayment, because of the employer's dreadful treatment of a young apprentice.

Many of these amendments, such as the expanded powers of the Fair Work Commission, should be welcomed by employers,

This decision provides employers an example of the sorts of conduct that do not constitute bullying within the meaning of the Fair Work Act 2009

The mere fact of this FWO prosecution serves as a warning to advisers to be wary of accessorial liability provisions.

Unpaid family and domestic violence leave will soon be a compulsory entitlement for employees covered by modern awards.