On 25 September 2018, a Full Bench of the Fair Work Commission (FWC) handed down a decision determining the terms of the model award clause arising from the FWC’s Family Friendly Work Arrangements Case.
Family Friendly Work Arrangements Case
Casual And Part-time Employment Case – Determination Of Outstanding Issues
Following 2017’s main decision in the Fair Work Commission’s (FWC) Casual and Part-time Employment Case, on 9 August 2018 a Full Bench of the FWC handed down a decision determining various outstanding issues, including the terms of the Commission’s model casual conversion clause. In its latest decision, the FWC has made some modifications to the draft model casual conversion clause that was published in last year’s main decision in the case. The 84 awards that do not currently include a casual conversion clause were varied from 1 October 2018 to insert the model casual conversion clause.
Government Bills That Are Before Parliament
There are a number of important Government Bills that are before the Commonwealth Parliament, dealing with workplace relations and related matters: Fair Work Amendment (Family and Domestic Violence Leave) Bill 2018, Fair Work (Registered Organisations) Amendment (Ensuring Integrity) Bill 2017, Fair Work Amendment (Repeal of 4 Yearly Reviews of Modern Awards and Other Measures) Bill 2017, Fair Work Laws Amendment (Proper Use of Worker Benefits) Bill 2017, Modern Slavery Bill 2018. Ai Group has participated in Parliamentary inquiries into each of the above Bills and has made detailed submissions on each Bill.
Mondelez V AMWU Case Re. Meaning Of Section 96 Of The Fair Work Act
In February 2019, the Full Federal Court will hear an application by Mondelēz International for a declaration relating to the meaning of the expression “10 days of paid/personal carer’s leave” in section 96 of the Fair Work Act. Ai Group Workplace Lawyers is representing Mondelēz in the proceedings and have briefed Mr Stuart Wood QC and Mr Dimitri Ternovki of Counsel. The Minister for Jobs, Industrial Relations and Women, the Hon Kelly O’Dwyer MP, has intervened in the case on behalf of the Commonwealth.
Federal Court Workpac V Skene Decision – Advice For Employers
On 16 August 2018, the Full Court of the Federal Court handed down a very problematic decision regarding casual employees in the WorkPac v Skene case. However, WorkPac has initiated another important case about casual employment in the Federal Court. What steps can employers take to reduce risks after WorkPac v Skene?
Still keepin’ it casual? – Casual Employment Part 2
Ai Group’s Head of Consulting and Legal Services and one of the team’s senior lawyers conducted a live, interactive session to talk about two of the latest developments in this area.
Keepin’ it casual? – Navigating the modern minefield of Casual Employment
Two of Ai Group’s most senior lawyers cover the complex and frequently misunderstood minefield of casual employment.
Contract Labour Licensing Law – Special Updates
The latest update on the Labour Hire Licensing Schemes in South Australia, Queensland and Victoria.
Unilever V AMWU Case – Inclusion Of Casual Service When Calculating Redundancy Entitlements
A Full Bench of the Fair Work Commission (FWC) has decided that casual service is not to be taken into account when calculating redundancy entitlements under the redundancy clause in an enterprise agreement applicable to Unilever.
FWC CFMEU V CBI Decision – New ‘access Period’ Requirements
The decision of a Full Bench of the Fair Work Commission in CFMEU v CBI Constructors [2018] FWCFB 2732 has led to a potentially significant number of enterprise agreement applications that have not yet been approved becoming invalid.