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Employees should be told that workplace pranks are unacceptable conduct, via workplace policies and safety training.

Employers are entitled to be assertive about disciplinary processes where there are repeated infringements and warnings.

These flexible working arrangements can be changed by the employer, but it is essential to do so fairly and reasonably.

The FWO has developed a reputation as being more than just an industrial watchdog, but as an aggressive cop on the beat.

Employers should review their employment contracts to ensure public holidays clauses are compliant with s114 FWA.

Recent unfair dismissal case discussed.

The scheme provides financial support to eligible parents to take time off work to care for newborn or adopted children.

Constructive dismissal is when an employee resigns, but then claims that they really had been forced into that decision.

The new definition would consider whether the employee is in fact working as a casual or is working permanent hours.

The concept of "reasonable management action" arises both in workers compensation claims and in FWC bullying claims.

The article considers whether to have individuals or a company as trustee of a self managed superannuation fund (SMSF).

Following an anonymous tip, the FW Ombudsman investigated into the alleged underpayment of this restaurant's workers.

The FWO's anonymous reporting tool is proving to be a successful tool in the fight against unlawful workplace practices.

The FWO's anonymous reporting tool is proving to be a successful tool in the fight against unlawful workplace practices.

Does your workplace have adequate social media policies in place for employees - and are these communicated appropriately?

Each case of termination must turn on its own set of facts: sometimes termination is justified, at other times it is not.

The vulnerability and potential abuse of the young unemployed desperate for a toehold in their preferred work is obvious.