Under the amended JobKeeper rules there are new JobKeeper rates which apply depending on the hours of work by employees.

When the employee accepted another role at another club as well, this conflict of interest warranted summary dismissal.

The employee was stood down in early May 2020, purportedly due to the impact of the COVID-19 pandemic on the business.

This case explores the application of the reasonableness principle to two employees with disparate levels of seniority.

Employers ensure valid reason for terminating (eg secret recordings). Termination process must be procedurally fair.

Dubbed the "Qantas JobKeeper Case", this case is relevant to employers who pay employees for overtime in arrears.

Ensure any volunteers within your organisation are treated as such, in order to mitigate the risk of successful challenge.

Family & Domestic Violence leave – next steps; who is eligible; notice & evidence requirements

The article looks forward at what are likely to be significant employment law and workplace relations issues in 2014.

Have you implemented all necessary changes, including updates to policies, procedures and employment contracts?

When it comes to determining whether or not an employee is a casual or permanent employee, the contract is king.

The WA IRC found that the employer had unfairly dismissed an employee in a manner that was described as "callous".

Employers should check awards, enterprise agreements and employment contracts for any provisions about natural disasters.

Employers should be aware of what constitutes a genuine redundancy, and the steps that they must follow.

The Sick Pay Guarantee for certain casual workers is a pilot scheme, fully funded by the government for two years.

Recent shift towards imposing a positive duty on employers to actively eliminate discrimination & harassment in the workplace.

The case demonstrates the unwillingness of the Supreme Court to become involved in COVID-19 public health policy making.

Workplace changes commencing on 1 July 2023 include changes to minimum wages, superannuation and paid parental leave.

It is proposed that employers' gender pay gap statistics would be published by the Workplace Gender Equality Agency.

Discussion about measures to reduce the risk of COVID in the workplace. Links to state specific advice.