To limit incorrect classifications, the ultimate question is whether the worker is acting for another or for himself.

This case is a reminder that employers should provide reasons for termination, even when the employee is on probation.

LinkedIn is one example of how social media intercepts with the workplace in ways that challenge traditional employment.

Employers should ensure safe and secure workplace practices at home are reflected in a clear 'Working from Home' policy.

The Court's findings have significant implications for how employers should structure and document salary arrangements going forward.

Employers, make sure you keep up with your legal obligations that are changing daily. A snapshot of modern award variations.

A breach of an employment contract is when an employer or employee fails to honour the terms of the individual contract.

This decision represents a significant shift from the previous industrial approach to identifying casual employees.

The article provides practical HR advice to understand your responsibilities and successfully manage your employees.

The decision is a reminder for employers to carefully consider whether requests to work additional hours are reasonable.

Employers are responsible for ensuring that these amendments are implemented into workplace policies and procedures.

Employers must exercise care when drafting employment contracts with bonus provisions, and when deciding to pay bonuses.

Explores the investigation process, starting from appointing a suitable investigator to drawing conclusions from evidence.

Unfair dismissal occurs when an employee's dismissal from employment is considered harsh, unjust or unreasonable.

The Act introduced significant amendments regarding casual employment and obligations on employers of casual employees.

Article discusses the commissioner's considerations regarding contractors vis-a-vis employees.

Suggestions to set your business up for workplace relations success, and to minimise risk, this new financial year.

This case demonstrates that an employee's social media activity can be very relevant to claims relating to employment.

Ensuring that adequate employee records are maintained is a fundamental and constant requirement of running a business.

An interim order restrained an employer from dismissing an employee until his anti-bullying application was determined.