Podcasts about fair work act

Management Training, Trust, and the Evolving Role of Leaders In this episode, Michael sits down with David Dilger, founder of Edge Legal, to explore managers' challenges and why so many struggle in leadership roles. David shares his career journey and what led him to help organizations build positive, trust-based workplaces. Michael highlights a common workplace issue—managers being promoted for their technical skills rather than leadership abilities—leaving them unprepared for the realities of team management. They discuss why avoiding difficult conversations is more common than outright bad leadership and how addressing challenges early can make all the difference. The conversation also dives into: ✅ The role of trust in leadership and how it impacts team performance ✅ Psychological safety—why employees need to feel secure to thrive ✅ The shift from traditional management to mentorship and coaching-driven leadership If you want to build stronger, more engaged teams, this episode is packed with insights you won't want to miss! Building Strong Teams: Communication, Boundaries, and Leadership Michael and David continue their conversation by tackling one of the biggest keys to effective leadership: communication. David shares his expertise on how managers can understand individual strengths, respect personal boundaries, and create a supportive, high-performing team. They also discuss:

Today we go outside the Federal Court in Melbourne with National Tertiary Education Union members who are getting their day in court over the system wage theft they have experienced; we give an update on the UWU warehouse dispute with Woolworths; and the QUBE gaming of the Fair Work Act.

Small Biz Matters: People, Policy, Purpose ~ Episode #253      Broadcast date: 10 Dec 2024 Host: Alexi Boyd, Small Business Advocate & Policy Advisor Guests: Anna Booth, Fair Work Ombudsman It's been a big year for Small Biz Matters: People, Policy, Purpose and we're finishing it off with a bang! This week we welcome Anna Booth, Australia's Fair Work Ombudsman to discuss the changes to industrial relations legislation and what it means for small businesses now and into the future. And importantly, what does it mean for the Fair Work Ombudsman agency itself? Industrial relations and the Fair Work Act have always been a minefield for small businesses but the recent changes are really overwhelming and many have said they will avoid employing anyone as a result. The Respect @ Work legislation, changes to Fair Work Act with Same Job Same Pay (tranche one and tranche two), the Right to Disconnect laws, the introduction of Family and Domestic Violence Leave, Psychosocial hazards and positive duty guidelines... it's not a far-fetched assumption to say it's a little bit confusing at times and downright out of scope for most. There's a lot of speculation in the media (both political and practical) about the impact on small business owners navigating this complex web. Will it mean more owners will shift back to under-the-counter cash in hand wages? With more complexity, will we see more workers vulnerable as small business owners struggle to navigate changes or, is this all a smokescreen and they're handling it just fine. Well, the Fair Work Ombudsman's team is on the front line of these questions from both employers and employees and there to assist both with navigating the complexities. Plus, they've made some pretty snazzy changes to their website in order to make it easier. In the final episode of People Policy Purpose it's a big show, so let's get straight into hearing from this week's expert guest, the Fair Work Ombudsman Anna Booth. PEOPLE – How would you like to see small businesses become more activated in regards to workplace relations? What sort of education and outreach programs do you currently have to engage with that audience? Where have you noticed small businesses have been engaging to find info on Fair Work? POLICY -  industrial relations legislation is complex. How does the fair work ombudsman take such complex legislation and translated into procedures that small businesses can follow? What would be your recommendations to small businesses listening as a good place to start? Who are the best advisors to work with, if a typical small business owner can't afford an HR lawyer on their team? COSBOA launched the PEAK resource for small businesses to navigate IR changes. How does your office interact with support services like this, offered by other agencies? PURPOSE - can you describe the role of the Fair Work Ombudsman? Is it independent and how do you keep your work at arm's length from policy makers? Do you influence their decisions and guide on best practice when it comes to considering the small business community in their deliberations? Anna Booth was appointed to the position of Fair Work Ombudsman for a 5 year term from 1 September 2023. Under the Fair Work Act 2009, Anna is responsible for promoting harmonious, productive, cooperative and compliant workplace relations. She has extensive and diverse experience in industrial relations spanning more than 45 years, working with unions, private, and public sectors. Anna was most recently Director of CoSolve Pty Ltd. She returned to CoSolve in 2020 after serving as a Deputy President of the Fair Work Commission for 8 years. Before her appointment to the Fair Work Commission, Anna combined her CoSolve directorship with non-executive directorships of ME Bank and IFM and was the non-executive chair of Slater & Gordon Ltd. Anna spent much of her early career in the union movement. She was the National Secretary of the Textile, Clothing and Footwear Union of Australia and a Vice President of the Australian Council of Trade Unions. Anna has also been Vice President Corporate Affairs at Sydney Harbour Casino and a lecturer at the Macquarie Graduate School of Management and the Australian Institute of Management. She has served on the boards of Commonwealth Bank of Australia, the Sydney Organising Committee for the Olympic Games and NRMA Ltd. Anna is an accredited mediator under the National Mediator Accreditation System. She holds a Bachelor of Economics (Hons) from the University of Sydney and is the patron of the Industrial Relations Society of NSW. The Fair Work Ombudsman's purpose is to promote harmonious, productive, cooperative and compliant workplace relations in Australia. Their functions are to outline the responsibilities set by the Fair Work Act 2009 to achieve this purpose: provide education, assistance, advice and guidance to employers, employees, regulated workers, regulated businesses, persons in a road transport contractual chain, outworkers, outworker entities and organisations promote and monitor compliance with workplace laws inquire into and investigate breaches of the Fair Work Act take appropriate enforcement action perform our statutory functions efficiently, effectively, economically and ethically. To find out more about the Fair Work Ombudsman and how they help small businesses  click HERE

In the seventh and final episode for 2024 of our Industrious Conversations series, Ashurst's Ian Humphreys and Peter McNulty explain how Closing the Loopholes changes are shifting the enterprise bargaining landscape under the Fair Work Act. Drawing on insights from Ashurst's soon to be released 2024 Bargaining Trends Survey, Ian and Peter cover key reforms to the bargaining process, including the increased power of unions to initiate bargaining, changes to the Better Off Overall Test (BOOT) and its impact on agreement approvals, and the introduction of the intractable bargaining regime, which allows the Fair Work Commission to intervene in deadlocked negotiations. This episode also provides strategies for employers to adapt to this complex environment, emphasising the importance of thorough preparation and skilled negotiation. To hear all episodes in the Industrious Conversations series on Australian industrial relations, subscribe to Ashurst Legal Outlook on Apple Podcasts, Spotify, or your preferred podcast platform. The information provided is not intended to be a comprehensive review of all developments in the law and practice, or to cover all aspects of those referred to. Listeners should take legal advice before applying it to specific issues or transactions.See omnystudio.com/listener for privacy information.

In this episode, we hear from employment lawyers in Australia, Singapore, Indonesia and the UK. Together they describe and compare the industrial relations landscapes in their respective countries – and reflect on what UK employers can learn from these. Host Crowley Woodford reflects on the potential impacts of the UK's long-awaited Employment Rights Bill, which is shaping up to be one of the most ambitious reforms to trade union rights since the 1980s. Crowley breaks down some of the main changes which pave the way for greater union involvement, and he pinpoints issues that UK employers should watch out for. Peter McNulty offers his take on how Australian employers have responded to recent changes to the Fair Work Act, including the process and dynamics of bargaining for agreements. Karen Mitra describes Singapore's uniquely non-adversial approach to union/employer relationships where strike action is rare, and explains new rights to union representation for gig workers. And Norman Ibnuaji shares  perspectives from Indonesia, where unionisation is relatively high among workers and industrial action is more common. To listen to this and previous epsiodes in our biannual World@Work series, search for ‘Ashurst Legal Outlook' on Apple Podcasts, Spotify or your favourite podcast player. And to find out more about the full range of Ashurst podcasts, visit ashurst.com/podcasts. The information provided is not intended to be a comprehensive review of all developments in the law and practice, or to cover all aspects of those referred to. Listeners should take legal advice before applying it to specific issues or transactions.See omnystudio.com/listener for privacy information.

Ashurst Employment partners  Stephen Woodbury and Tamara Lutvey discuss the expanded single-interest employer authorisation bargaining stream, also known as multi-employer bargaining. Together, they explain how Fair Work Act amendments have broadened the criteria for multi-employer enterprise agreements, and they explain why uptake by unions has so far been low. The conversation delves into the Fair Work Commission's (FWC) criteria, such as ensuring a common interest among employers and the prohibition of coerced agreements, pointing to a recent case in the coal industry to illustrate how the FWC assesses these factors. They also discuss the "rebuttable presumption" for larger employers, where the FWC assumes common interest unless proven otherwise. Lastly, they pinpoint challenges and defensive strategies employers can use to avoid involuntary inclusion in multi-employer authorisations (known as "roping in"), which could force employers into agreements without direct negotiation input. To hear further episodes in our Industrious Conversations series on Australian industrial relations, subscribe to Ashurst Legal Outlook on Apple Podcasts, Spotify, or your preferred podcast platform. The information provided is not intended to be a comprehensive review of all developments in the law and practice, or to cover all aspects of those referred to. Listeners should take legal advice before applying it to specific issues or transactions.See omnystudio.com/listener for privacy information.

In the third episode of Industrious Conversations, Ashurst's Talia Firth and Scarlet Reid explain some notable changes to casual employment that stem from recent amendments to the Fair Work Act. These changes include the new definition of a "casual employee" under Section 15A of the Act, new requirements to issue a Casual Employment Information Statement (CEIS) during an employee's employment, and the new casual conversion provisions under the National Employment Standards. Together, Talia and Scarlet explain how and why these changes came into being, and they discuss some of the subtleties that employers need to be aware of, including some upcoming milestones and deadlines. In conclusion, Scarlet emphasises: "Employers should make sure they understand the new definition of 'casual employee' and should carefully consider whether their casual arrangements meet this definition. Employers should also make sure that they have processes in place to make sure that casual employees receive the CEIS at the right times. And finally, employers need to be prepared to respond to notifications from casuals to change to permanent employment once the new employee choice pathway comes into play from 26 February 2025." To hear more episodes in our Industrious Conversations series on Australian industrial relations, subscribe to Ashurst Legal Outlook on Apple Podcasts, Spotify, or your preferred podcast platform. The information provided is not intended to be a comprehensive review of all developments in the law and practice, or to cover all aspects of those referred to. Listeners should take legal advice before applying it to specific issues or transactions.See omnystudio.com/listener for privacy information.

In this week's Friday Workplace Briefing, Andrew and Kim discuss the risks of using employment or independent contractor agreements for overseas employees and how a recent case has extended employees' rights under the Fair Work Act.See omnystudio.com/listener for privacy information.

Employers who fail to respond to a formal flexible work request within 21 days, can find themselves being taken to the Fair Work Commission. Paul Cott, Principal at Law on Lydiard, discusses this new rule change to the Fair Work Act. Employees can formally request changes to their work patterns, such as altering hours, location, job sharing, or splitting shifts. These requests must be made in writing, and employers are required to genuinely consider them and respond within 21 days. The process aims to balance employers' business needs with employees' personal commitments and circumstances. Business Essentials Daily is produced by: SoundCartelsoundcartel.com.au+61 3 9882 8333See omnystudio.com/listener for privacy information.

"We're all learning... new acronyms, new exceptions, how to apply these laws," remarks Employment Partner, Trent Sebbens in this debut episode of the team's Industrious Conversations series. Trent and Employment partner Kathy Srdanovic delve into one of the most significant changes introduced by the Closing Loopholes reforms: Regulated Labour Hire Arrangement Orders (RLHAOs). This new regime, part of the Fair Work Act, requires that labour hire workers are paid a Protected Rate of Pay (PROP), aligning their wages with those of directly employed workers. The reforms have already triggered considerable activity, particularly in industries like mining, transport and aviation. In this episode you will hear expert guidance on: The key criteria for the making of a Regulated Labour Hire Arrangement Order Exceptions where services, not labour, are provided Early test cases setting the tone for future rulings. To explore key developments in industrial relations in Australia, and to gain insights from other members of the Employment team, subscribe to Ashurst Legal Outlook on Apple Podcasts, Spotify, or your preferred podcast platform. The information provided is not intended to be a comprehensive review of all developments in the law and practice, or to cover all aspects of those referred to. Listeners should take legal advice before applying it to specific issues or transactionsSee omnystudio.com/listener for privacy information.

Housing for the Aged Action Group (HAAG) hosted a roundtable on Wednesday 11th September at Victorian Parliament in which Ministers, housing experts, and people with lived experience of the housing crisis came together. This was facilitated by Fiona York, CEO of HAAG. In this segment, we hear accounts from lived-experience housing advocates and working group members with Housing for The Aged Action Group (HAAG). You can catch HAAG on 3CR every Wednesday from 5:30pm to 6:00pm with their show Raise the Roof. Monica is a leading organiser in ASU Action for Palestine and Unionists for Palestine. Monica is on the show to talk about last week's ASU4P survey results that exposed social, community and not for profit organisations that are repressing its workers for being pro-Palestine. The survey had 60 total responses: 36 censored or silenced discussions about Palestine in the workplace; 31 claimed Palestine was creating an 'unsafe workplace'; 30 prevented or attempted to prevent the display of pro-Palestine posters or other materials. Dr Blair WIlliams is a Lecturer in Australian Politics at Monash University, NTEU delegate for the School of Social Sciences and union branch committee member. In this segment, Blair speaks to Frances about new legislation concerning casual employees. On 26 August 2024, a new definition of ‘casual employee' was introduced to the Fair Work Act. This legislation aims to Close the Loophole that previously allowed employers, especially universities, to employ staff on casual contracts who were actually engaged in ongoing work. Monash University is reportedly responding by reducing sessional staff hires, reducing contact hours and increasing student-staff ratios, instead of creating better working and learning conditions.  Emily Kaji is a Unimelb for Palestine organiser, a social work student and staff member at the university. She was also one of the students who received misconduct from the University due to her involvement in Mahmoud's Hall. Emily speaks about the rally tomorrow to protest the International Careers Conference and the university's role in manufacturing consent for war. The rally will take place tomorrow, Wednesday 25th September at 10am in Mahmoud's Hall.  Sarah is a member of Free Kanaky Solidarity Naarm Collective. Since May 2024, Kanaky - which is often known by its colonial name New Caledonia - has been in the process of a colonial war with France. This is the latest development within a deep history of colonial intervention and First Nations uprising in Kanaky. Sarah speaks about the latest developments in the fight for Kanak sovereignty, Invasion Day in Kanaky (24th September) and the upcoming solidarity rally. The rally will take place on Saturday 28th September at 12pm at Federation Square.For a more comprehensive discussion, you can listen back to this week's episode of Women on the Line, where Emma and Sarah spoke to Scheherezade. Go to www.3cr.org.au/womenontheline   Songs: Nobody's Baby - Thelma Plum [2.35]Friends - Miss Kaninna [3:30] (Language warning) 

Da ieri in Australia il diritto alla disconnessione è legge. Questa nuova normativa, inserita nel Fair Work Act, il principale corpo di leggi australiane che regolano i rapporti di lavoro, è entrata in vigore per le grandi aziende e sarà estesa alle piccole imprese entro 12 mesi.

There are growing calls for Australian women to receive paid menstrual, menopausal and reproductive leave – separate from sick leave. Queensland public servants will receive an extra 10 days of paid leave per year, while public and community sector workers in Victoria could also soon benefit. Now unions are campaigning for a universal paid 10 days leave, so all workers can take time off to manage fertility treatments, menstruation and breast screening. So, is Australia ready for the change? And could the policy eventually be introduced into the Fair Work Act? To find out more, Bension Siebert is joined in the studio by LiSTNR journalist Loren Howarth.See omnystudio.com/listener for privacy information.

Do you find yourself answering work calls and emails from your manager outside of work hours? You might be able to start leaving them on read. In this Trial by Podcast, law graduates Abby Adams, Sarah Sassine, and Alyssa Whiffin discuss the right to disconnect, part of the Closing Loopholes amendment to the Fair Work Act.

If you currently employ casual staff, now's the time to check whether in fact they're employment is genuinely casual. Cheryl-Anne Laird, Head of the HR and IR Division at Mazars, says changes to the Fair Work Act 2009, has redefined what it means to be a casual employee. For instance, casuals will have the right to convert to permanent employment, but employers can decline the request on reasonable grounds; as Cheryl-Anne describes what "reasonable" means. Business Essentials Daily is produced by: SoundCartelsoundcartel.com.au+61 3 9882 8333See omnystudio.com/listener for privacy information.

Hello and welcome to Episode 215 of the People Powered Business Podcast!Today we are unpacking yet more of the ongoing legislative changes that are imminently being rolled out and amendments to the Fair Work Act that are being made.Today we are talking about the difference between employees and contractors – and what you need to know about the changes.This is a topic that has been an ongoing debate, and lots of employers have been hiding behind non-existent loopholes, or assuming they can make their own rules when it comes to this issue. The truth is that isn't going to fly anymore, and now is the time to revisit any contractor arrangements you have and make changes.In this episode we start by looking at the definition of an employment relationship, and particularly what defines a relationship between and employer and employee versus that of a client and supplier or contractor.We discuss when this takes effect, what you need to do, and how to decide what the relationship actually is that you have in place.An InvitationWould you like to connect with other like-minded business owners, leaders and managers experiencing similar situations with their team? Join the discussion inside our free Facebook Group – HR Support for Australian -Businesses.https://www.facebook.com/groups/hrsupportaustralia

February 2024 has been a big month for legislative change, particularly in the contentious arena of industrial relations.  Seemingly out of nowhere, the Government announced it had done a deal on the remaining areas of proposed reform that did not make it into the Closing Loopholes Act 2023.  Adding to the surprise, the Closing Loopholes No. 2 Bill contained significant and substantial amendments to what had previously been proposed, including the much discussed “right to disconnect” provisions.  In this episode of Employment Law for the Time Poor, join Professor Andrew Stewart, Consultant, and Emily Haar, Partner, as they discuss five key areas of reform: Casual employment, including definitions and “conversion” provisions; The “right to disconnect”; The definition of employment for the purposes of the Fair Work Act 2009 (Cth); Increases to civil penalties, particularly for civil underpayments; and The impact the new intractable bargaining determination provisions may have on bargaining strategy.  Further written insights relating to the full complement of Closing Loopholes No. 2 reforms will be published in coming days, available at https://piperalderman.com.au/insight/.  Likewise, we will be hosting a webinar on 5 March 2024 to discuss the reforms.  Register via our website at: https://piperalderman.com.au/eventcategory/national-employment-relations-seminar-series/.  For more analysis on the earlier iterations of “Closing Loopholes” see:  https://piperalderman.com.au/insight/the-closing-loopholes-bill-brings-more-challenges-for-employers/ https://piperalderman.com.au/insight/closing-some-loopholes-now-and-others-later-an-update-on-the-latest-fair-work-amendments/  For even more practical insights, on 20 February 2024, our Adelaide team will present on “wage theft” and civil underpayments.  Register for the webinar here: https://piperalderman.com.au/event/webinar-beat-the-clock-2024-substantive-law-underpayment-or-wage-theft-understanding-compliance-with-the-fair-work-act-criminalisation-and-the-proposed-safe-harbour-provision/

Workers across Australia could soon have a right to disconnect if parliament agrees to reform the Fair Work Act. What is this right and how can it change your life? This feature explains more - பணியிட நேரத்திற்கு வெளியே வேலை செய்ய தொழிலாளர்கள் மறுக்கும் உரிமையை வழங்கும் சட்டமுன்வடிவு நாடாளுமன்றத்தில் விவாதிக்கப்படவுள்ளது. Fair Work சட்டத்தில் கொண்டுவரப்படவுள்ள இந்த மாற்றங்கள் குறித்தும் இது குறித்து மக்களின் கருத்துக்களையும் விவரணமாக தயாரித்து வழங்குகிறார் செல்வி.

De COVID-19-lockdowns en de uitgebreide Fair Work Act hebben de relatie tussen werknemers, werkgevers en hun werkplek veranderd. Terwijl organisaties werknemers proberen te dwingen terug te keren naar de fysieke werkplek, waarschuwen experts: flexibele werkregelingen zijn niet meer weg te denken.

The Transport Workers Union says Qantas has backed out of a court-ordered mediation over compensation claims worth millions of dollars. Find out more about The Front podcast here. You can read about this story and more on The Australian's website or on The Australian's app. This episode of The Front is presented and produced by Kristen Amiet, and edited by Tiffany Dimmack. Our regular host is Claire Harvey. The multimedia editor is Lia Tsamoglou, and original music is composed by Jasper Leak.See omnystudio.com/listener for privacy information.

Discover the crucial HR compliance mistakes that trade businesses frequently make and how to avoid them. In this insightful video, we delve into the top five pitfalls that could cost your business dearly. From understanding legislation to proper documentation, we cover it all. Don't let HR compliance be your downfall. Watch now to safeguard your trade business from costly errors. Watch the video version of this podcast at https://youtu.be/2IWT3TFvAFUDiscussion Points: 00:00:42 Tips for managing people effectively in HR.00:05:29 Businesses facing underpayment claims cost millions, HR knowledge lacking.00:07:40 Friendship often undermines professional relationships at work.00:12:24 You don't need to know everything in business.00:14:05 Australian subcontractor system has complex award system.00:18:07 Individuals push for contracting, employers bear risk.00:20:33 Different RDO systems implemented by businesses. 00:23:45 Individual flexibility agreements (IFAs)00:27:02 Fair Work Act covers employees.Resources:

The recent High Court decision in Qantas v TWU [2023] HCA 27 focussed on the question of how the general protections in the Fair Work Act 2009 (Cth) work in circumstances where employees did not presently have particular workplace rights (in that case the right to take industrial action), but would have those rights in the future if not for the adverse action being taken.  While that analysis has rightly been the subject of a lot of interest, the outcome in that case turned on the other key concept in general protections claims – the “reverse onus” where employers need to prove that an unlawful reason did not form a substantive part of their reason for taking the action.  In Qantas, it was apparent that there were clear and appropriate commercial reasons for taking the action that occurred.  The question for the Court at first instance was whether Qantas was able to discharge its burden. In this episode of the Podcast, Emily Haar and Erin McCarthy discuss how legally-defensible decisions are best made, whether by a Board, the Executive, or others down the “decision-making chain”, drawing on a number of recent (and not so recent) cases in the general protections space, including Barclay, BHP Coal, Kodak, Claremont Coal, Australian Red Cross, Wong v NAB, and Serpanos.  Being intentional about the process, as well as what is considered, and what is documented, in making a decision will best protect employers in the case of a legal claim. 

Welcome to this week's episode where we speak with solicitor Jessica Heron. We have been following Jessica's work over the years and knew that it was time to have her on our podcast.  Jessica is currently a practicing solicitor at Maurice Blackburn Lawyers, and specialises in the area of Employment and Industrial Law. In September 2022, Jessica established a working group with some of her union clients to uncover ways in which reproductive health issues could be better dealt with by workplaces. Jessica has continued to lead the strategy for the working group's campaign, with the focal point being the need for reproductive health to be considered under the Fair Work Act through the inclusion of additional leave days and flexible work entitlements.  During our conversation Jessica shares:  Her own personal story of why she is so passionate about advocating for greater menstrual and menopause awareness How she is seeing shifts in awareness and acceptance Her role in supporting menstrual and menopause leave Her aspirations for bringing legislation and laws into workplaces to support women around reproductive health.  Jessica's passion is so evident and her commitment to her work and cause even stronger. We know you will love this conversation and be touched by Jessica's story and work.  You can learn more about Jessica or connect with via LinkedIn   Have you been able to leave us a review yet? If not, we would love it if you could take 1 minute to leave us a review. It helps us so much to know what you are loving and perhaps what you are not, so that we can refine and continue to record these episodes. See omnystudio.com/listener for privacy information.

The Two Jacks discuss IR Minister Tony Burke's Amendments to the Fair Work Act which have gone through the House and awaiting approval in the Senate. What does it mean for workers generally? Are employee groups right to be in a state of uproar over workplace changes? HK Jack believes the hype doesn't match the limited extent of the changes which he says can only be measured in years to come. Employer groups are agitating for management to get their affairs in order especially around sexual harassment and wage privacy matters. The Voice campaign goes further off the rails with both sides - Yes and No pushing people away. In the US polling suggests Joe Biden is in big trouble. JTI points to the polling a year ahead of Barack Obama's re-election suggesting Biden is in a better place than Obama was. In sport, we farewell a titan of Australian Rules Football, Ronald Dale Barassi.

In Episode 272, Stuart McCullough and Sharlini Jayadeva discuss the changes to the Fair Work Act which limits the use of fixed term contracts.This podcast supports the material provided to members in Bulletin 2943.  Click here to view the video version of the podcast. Click here to sign up to the VHIA Yammer Network. For more information, visit the VHIA website.See omnystudio.com/listener for privacy information.

In Episode 271, Stuart McCullough and Sharlini Jayadeva take a closer look at the Fair Work Act's new Intractable Bargaining Declaration provisions. Click here to view the video version of the podcast. Click here to sign up to the VHIA Yammer Network. For more information, visit the VHIA website.See omnystudio.com/listener for privacy information.

Former Qantas staff will be chasing compensation, after Australia's High Court has upheld a decision against the airline. It's agreed the airline illegally sacked more than 1700 workers during Covid. It breached the Fair Work Act by outsourcing baggage handlers, cleaners and ground staff. The Australian Transport Workers' Union's Nick McIntosh says the next step is going back to the federal court. "These workers will have their compensation hearing held and then after that, there will be a penalty hearing about exactly how much money Qantas has to pay." LISTEN ABOVESee omnystudio.com/listener for privacy information.

Wall Street closed mixed on Wednesday after the highly anticipated inflation reading was released, showing an inflation reading that was hotter than expected. Inflation in the US accelerated for a second straight month to 3.7% in August from 3.2% in July which was above the 3.6% reading markets were expecting. The higher CPI reading was driven by rising energy and fuel costs as well as higher growth in transportation costs. Core inflation which strips out energy and food rose by 0.3% month on month and 4.3% year on year which also slightly exceeded expectations. Investors responded negatively to the rise in core inflation as it provides further support for the Fed to continue raising interest rates. The Nasdaq rose 0.29%, and the S&P500 added 0.12%, while the Dow Jones fell 0.2%. Tech giants including Tesla and Amazon were the key drivers of the rally for the Nasdaq and S&P500 on Wednesday.Over in Europe, markets closed lower in the region following the hotter-than-expected inflation reading out of the U.S. The STOXX600 fell 0.99% weighed down by retail stocks while Germany's DAX lost 0.39%, the French CAC fell 0.42% and, in the UK, the FTSE100 closed just 0.02% lower. UK GDP data came in below expectations with a 0.5% contraction for the month of July which is the biggest decline so far this year and reversed the 0.5% growth in June.Locally yesterday, the ASX rally that started the week on a positive note came to an end with the key index closing 0.73% lower, weighed down by the tech-sector falling 1.56% on the back of weakness in US tech-stocks on Tuesday. Qantas shares fell even further yesterday after the high court upheld a Federal Court ruling that Qantas breached the Fair Work Act at the start of the COVID-19 pandemic by standing down workers and replacing their services with third-party providers to cost cut during in 2020. While the airline has apologised and taken full responsibility, the impact is said to be wide ranging on the flying kangaroo. Coronado Global Resources led the wins on the ASX200 yesterday with the coal miner adding over 3%, while Eagers Automotive was the worst performer, down 4.54% at the closing bell.What to watch today:Ahead of the local trading session here in Australia the SPI futures are expecting the local index to open 0.07% lower on the back of the global sell-off overnight.On the commodities front this morning, oil is trading slightly lower at US$88.81/barrel, gold is down 0.22% at US$1908.97/ounce and iron ore is up 0.42% at US$120.50/tonne.AU$1.00 is buying US$0.64, 94.61 Japanese Yen, 51.28 British Pence and NZ$1.09.Stocks trading ex-dividend today include Ramelius Resources (ASX:RMS), Cleanaway Waste Management (ASX:CWY), Cash Converters International (ASX:CCV), Austal (ASX:ASB), Ingham's Group (ASX:ING), BBHI, Seven Group Holdings (ASX:SVW), and Spark New Zealand (ASX:SPK). If you've been thinking about these stocks it might be worth considering buying in today as stocks trading ex-dividend generally trade lower on the ex-dividend date.Trading Ideas:Bell Potter has decreased the price target on Select Harvests (ASX:SHV) from $5.50 to $5.30 and maintain a buy rating on the almond producer following the release of the company's crop and market update including Select Harvests reducing its FY23 pricing estimate per kilo due to downward movement in crop pricing linked to the market and quality of crop. FY23 orchard production has been lifted though following a higher recovery in the pollinator crop.And Trading Central has identified a bearish signal on Medibank Private (ASX:MPL) following the formation of a pattern over a period of 97-days which is roughly the same amount of time the share price may fall from the close of $3.47 to the range of $3.09 to $3.17 according to standard principles of technical analysis.

Former Qantas staff will be chasing compensation, after Australia's High Court has upheld a decision against the airline. It's agreed the airline illegally sacked more than 1700 workers during Covid. It breached the Fair Work Act by outsourcing baggage handlers, cleaners and ground staff. The Australian Transport Workers' Union's Nick McIntosh says the next step is going back to the federal court. "These workers will have their compensation hearing held and then after that, there will be a penalty hearing about exactly how much money Qantas has to pay." LISTEN ABOVESee omnystudio.com/listener for privacy information.

The second episode of the popular ‘Debriefing with the CPO' series is here and our second guest is Angela Johnston – Chief People Officer at Achieve Australia. Achieve is a for-purpose community organisation that has been providing accommodation and services to people with disability since 1952. Achieve champion social inclusion, focusing on the individual needs and lives of the people they support. Angela joined Achieve Australia as General Manager People Operations in 2021 and was promoted to lead our People Performance and Culture team in December 2022.  An innovative and strategic HR leader, Angela started her career in human resources and industrial relations working for the Fair Work Ombudsman where she provided information on awards and employer obligations under the Fair Work Act to small and large businesses.  During her more than a decade of experience working in the not-for-profit sector in Western Australia and NSW, Angela has held senior HR roles at MercyCare, CatholicCare and Ability Options. She has considerable experience and knowledge across most facets of workforce management including talent acquisition and retention, employee relations, HR strategy and workforce planning, remuneration and benefits, work health and safety, a range of systems and processes and change management. Angela holds a Bachelor of Commerce and Environmental Studies, which she completed at the University of Notre Dame Australia on scholarship. She also completed post graduate study in employment law at Curtin University. Listen in as Emma Egan asks Angela Johnston some questions around leading HR functions to foster employee engagement and positive workplace culture, HR technology and transformational change, supporting multi-disciplinary workforces, and her thoughts on the future of work and its impact on HR practices. Follow us for more episodes. (3:32) In your experience overseeing a broad spectrum of HR functions, what strategies have you found most effective for fostering employee engagement and creating a positive workplace culture? Can you share any specific initiatives or programs that yielded remarkable results? (8:01) As an innovative HR leader, how do you stay up-to-date with the latest trends and advancements in HR technology? Could you highlight any particular HR tech tools or platforms that have significantly impacted streamlining HR processes or improving employee experience? (13:12) Transformational change within organisations can be challenging. Could you share a case where you successfully led a cultural or technological change initiative, and what strategies did you employ to ensure smooth adoption and acceptance by employees? (18:40) With your experience in leading HR functions across diverse industries, what are some key insights or lessons learned that you believe every HR professional should be aware of when effectively managing and supporting a multi-disciplinary workforce? (21:10) As a strategic thinker and HR leader, what are your thoughts on the future of work and its impact on HR practices? How do you see emerging trends such as remote work, automation, and AI shaping the HR landscape, and what steps should HR professionals take to adapt and thrive in this evolving environment?

In Episode 265, Daniel Pullin and Sharlini Jayadeva discuss the changes to the Fair Work Act which follow the Australian Government's new Protecting Worker Entitlements law.   Click here to view the video version of the podcast. Click here to sign up to the VHIA Yammer Network. For more information, visit the VHIA website.See omnystudio.com/listener for privacy information.

In 2023 we've seen the most significant workplace legislative changes since the Fair Work Act in 2009. So what does this mean for you? Here I'm providing general information that is not specific to your circumstances. It should not be relied upon or used as an alternative to legal advice. AmplifyHR is not a legal firm, and I'm not a lawyer. How have the recent legislative changes impacted your workplace? We'd love your feedback on this series; just head on over to Amplify HR or connect with Karen on LinkedIn.

Hello and welcome to Episode 169 of the People Powered Business Podcast. This week we have a brief but important technical update for you after the Fair Work Commission announced its decision around the National Minimum Wage increase effective 1 July.This year has seen the most significant increase in the history of the Fair Work Act with a 5.75% wage increase being applied to the National Minimum Wage and all Modern Award Minimum Wages effective 1 July 2023.In addition to the wages increasing, all of the allowances in the Awards will also increase, so you need to keep a close eye on that.If you pay staff Award rates, or if you have IFA's or AWA's in place, this is time to review.If you'd like to connect with other businesses who are also juggling the challenges of teams, I'd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about what's working for you and any challenges you might be having. Join Here.https://www.facebook.com/groups/hrsupportaustralia

Hello and welcome to Episode 165 of the People Powered Business Podcast.In today's episode we are looking at just one of the latest Industrial Relations updates – this one relates to our ability as employers to direct employees to take annual leave over a close down period – the most common of which for most businesses is over the Christmas and New Year period.Let's be honest, there is an absolute avalanche of changes rolling through from the Fair Work Commission, the Federal Government and a range of other legislative bodies, and many of the changes are getting a decent amount of media coverage. So changes like this one, which has much less public interest attached to it, can slide by without anyone realising.Closing down our businesses over the Christmas and New Year has been common place in many, if not most, industries in Australia for decades. Sometimes this has been fuelled by industry norms, like the Building and Construction Industry where suppliers tend to shut down, causing a ripple effect across the industry. In other cases it's the only way for owners of businesses, or families working together to get a true break together.Since the inception of the Fair Work Act in 2009, almost all of the Modern Awards have had provisions in them which stipulate what we can and can't do when it comes to directing employees to take annual leave during a Christmas shut down period.However, 1 May 2023 saw changes to more than 70 Modern awards when it comes to these rules, and some of them many employers won't really like.Until now, most of us will have required employees to take accrued annual leave during a Christmas close down, and where they did not have enough leave accrued, they'd be required to take LWOP. As of now, for those 70+ awards, the direction to take LWOP just got a whole lot harder.So in today's episode we discuss what has always been in place (whether you realised it or not), what the changes are, and what you need to think about and consider now to make sure you're compliant for your next shut down.If you'd like to continue the conversation on this, please join us in the Facebook Group HR Support for Australia Businesses via this link:https://www.facebook.com/groups/hrsupportaustralia

Fresh Full Federal Court guidance in ZG Operations v Jamsek  provides some important insights into the vexed question of #employee vs #contractor for superannuation purposes. KWM Tax, Superannuation and Employment Partners Jerome Tse, Sarah Yu and Ruth Rosedale explain and break down the implications for employers, employees and contractors alike.They also consider the likely impact of further imminent change, discussing the recent introduced into Parliament to amend the Fair Work Act to include the obligation to pay superannuation contributions within the National Employment Standards as a workplace entitlement. Read KWM's full analysis online here: https://www.kwm.com/au/en/insights/latest-thinking/superannuation-and-independent-contractors.html

This is the second in a 2 episode series featuring Shaun Schmitke - Master Builders Australia National Director - IR/Safety/Contracts. We spoke with Shaun about the incorporation of prohibition on sexual harassment in connection with work into the Fair Work Act,  and expansion of the circumstances where employees can request flexible work arrangements.  Shaun takes us through recent changes now in effect, changes soon to come, and what's on the horizon.

International Women's Day is observed internationally in March.  In this episode of Employment Law for the Time Poor, join Professor Andrew Stewart, Consultant, and Emily Haar, Partner as they discuss recent amendments to federal legislation designed to address pay equity for women, including the Secure Jobs, Better Pay Act and the recently passed Closing the Gender Pay Gap Act. They also talk about the next batch of changes to the Fair Work Act in the new Protecting Worker Entitlements Bill.  Organisations will need to be across these many changes (with more still to come) to ensure not just legal compliance, but workplaces where all staff feel best supported to succeed

The ABC's biased coverage is reported to the ACMA. Plus, Teal MP Monique Ryan is accused of breaching the Fair Work Act.See omnystudio.com/listener for privacy information.

Hello and welcome to Episode 151 of the People Powered Business Podcast.Today is a compliance update on one of the Industrial Relations reforms which have recently been announced.Back in Episode 140 we introduced the raft of changes coming as part of this reform, with a key focus on job security, protecting employees rights, removing the gender pay gap and continued wage increases. You can listen to that episode here:https://www.peoplepoweredbusiness.com.au/blog/IR-Reform-UpdateToday we looked at one of the changes that is taking effect immediately, as of 1 February 2023, the introduction of Paid Family and Domestic Violence Leave into the Fair Work Act and Modern Awards.For all business employing 15 or more employees, including regular casuals, this change is happening right now. For the rest of you the 1 August 2023 is when this commences for you.It sees 10 days of Paid Family and Domestic Violence Leave become available to all staff, including full time, part time and casual staff who are experiencing family and domestic violence, or they need to do something to deal with the impact of that violence which can't reasonably done outside of work hours.For us as employers this means we have an obligation to understand our requirements, and ensure we're compliant. If you'd like support with that you can book a consultation with me directly right here:https://www.peoplepoweredbusiness.com.au/contactAn Invitation:If you'd like to connect with other business owners and leaders, I'd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about what's working for you and any challenges you might be having.Join Here.https://www.facebook.com/groups/hrsupportaustralia

In this final edition for 2022, we discuss the recent legislative changes to the Fair Work Act and Anti-Discrimination laws, that the new Government has brought in as part of their election promises. We are also joined again by Samantha Mangwana of Shine Lawyers, who shares her insights into the amendments to the Respect@Work bill. We wish all our listeners a Merry Christmas and look forward to bringing you more employment law podcasts in 2023.

In Episode 246, join Stuart McCullough and Tim Nagle as they highlight changes to the Fair Work Act from the recent passage of the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Bill 2022. They'll also be giving a summary of 2022. Click here to view the video version of the podcast. Click here to sign up to the VHIA Yammer Network. For more information, visit the VHIA website.See omnystudio.com/listener for privacy information.

In this Trial By Podcast, Law Graduate Ella Trevena discusses the Fair Work Legislation Amendment Bill 2022. This bill aims to amend the Fair Work Act 2009 in several key areas in order to increase wages and improve the gender pay gap.

Understand the major changes, their purpose and the effect on employers The Secure Jobs, Better Pay amendments to the Fair Work Act 2009 (Cth) have driven apocryphal commentary from many lawyers. The truth is much simpler and less scary. Andrew and Mathew explained the major changes using simple case studies so the purpose and the effect of the changes is understood.See omnystudio.com/listener for privacy information.

Time Code/Show Notes 0.35 From the Evolve Upper Limits Mastermind with Sean Wilson from Better HR. 1.20  Sean introduces his role inside Better HR and how the company strives to be the best in industry. 4.10   Why is Human Resources so important to the success of your business. Your employees and your contractors are all part of your workforce; anybody in your business is part of your HR.   5.42  Australia has some of the most complex HR laws in the world. 6.00  Your people are your most important asset. They are also one of your biggest operating costs. Hire the wrong people and at worst, you'll destroy your business. 7.01  In this country, HR and Employment Law are intertwined. The Fair Work Act is 800 pages long; you can have one staff member or you can be the biggest fast food empire on the planet, you will still have to comply with the same laws. 7.30  There are over 122 modern awards; this determines your pay rates. So, make sure you are paying your people under the correct award. The fines are huge; a fair work inspector will not be kind. Get systems in place so they move on to the next audit pretty quickly. 11.02  Think about how you hire people. Do you just slap an ad together with a basic job description? Are you scoping that role properly, because it is vital. How do you determine the right person for the job and are you keeping proof that they are the best for the role?              12.05   Sean discusses the difference between an Unfair Dismissal Claim and Adverse Action Claim [you didn't give me the job because of my gender]. The onus of proof is on different parties. You must keep some records to be able to defend claims. 13.51  Job Descriptions; have them. Keep them up to date. A position outline helps you performance manage your employees. Work out the pay rate. 15.40  Right To Work Checks; can be as simple as asking for a birth certificate. The fines can be enormous. Check current qualifications. 17.15  Why you need employment contracts for every employee… 18.05  Most businesses find themselves settling outside of court as they realise just how much it will cost when an employee has a gripe. 19.30  Do you provide your employee with the tools of the trade to do the job…be mindful what you specify in a contract as you'll lose your flexibility to remove it.     21.45  Policies and procedures; have them and review them regularly. So many businesses don't have them in the first place; bullying, sexual harassment, working from home; workplace health and safety. Have policies in place and make sure your employees know they exist. 24.50  Paying your staff; make sure you spell out all the inclusions, all the details and make sure you're paying them on time. Do you give pay slips to your workers and do you give them within one working day?   27.54  Get familiar with the National Employment Standards. Have your workers been given a Fair Work Information Statement… 31.00  Keep records. Sean emphatically recommends that you keep records of ALL documents; keep a record that your staff have seen the relevant information. The fines are heavy and retrospective if an employee makes a complaint.     32.32  Superannuation and compensation. 34.25  Exiting workers lawfully. Giving lawful notice and final pay. Keeping good HR records, diaries and notes. 37.20  Serious food for thought? Hit up upcoach.com.au for more. 

The NSW Premier gives the rail union 24 hours to call off further strikes; The Melbourne City Council set to campaign for changing the date of Australia Day nationally; And a controversial call ends Richmond's season as AFL finals kick off.See omnystudio.com/listener for privacy information.

In this bulletin... The Federal government is set to amend the country's Fair Work Act to make "pay equality" a specific goal; An Australian diplomatic convoy has been attacked in Baghdad; And in sport, Nina Kennedy has achieved a second-place finish in the women's pole vault at the Diamond League meet in Switzerland. - У цьому бюлетені: Федеральний уряд має намір внести зміни до Закону країни про справедливу працю, щоб зробити «рівність в оплаті праці» конкретною метою; У Багдаді напали на австралійський дипломатичний конвой; І в спорті: Ніна Кеннеді посіла друге місце у стрибках з жердиною серед жінок на змаганнях Діамантової ліги у Швейцарії.

The Federal government is set to amend the country's Fair Work Act to make "pay equality" a specific goal; White House Press Secretary says White House will not comment on FBI seizing classified documents from Donald Trump's Florida home; In sport, Nina Kennedy has achieved a second-place finish in the women's pole vault at the Diamond League meet in Switzerland.

Hello and welcome to Episode 99 of the People Powered Business Podcast!Today we're taking a super short, sharp and shiny look at work trials, and when they are great to use as part of your recruitment campaigns.You may not be aware, but the Fair Work Act allows for unpaid work trials, to allow you to assess an applicants skills for the position. Whilst there are some limitations and rules, if you have a position you are hiring for which requires a certain skill set, like a barista for example, these can be great tools to help you make great hiring choices.In today's episode we looked at how to use work trials and when, as well as at what point it's becoming a paid versus unpaid trial.An Invitation:If you'd like to connect with other businesses who are also juggling the challenges of teams, I'd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about what's working for you and any challenges you might be having.Join Here.https://www.facebook.com/groups/hrsupportaustralia

Hello and welcome to Episode 55 of the People Powered Business Podcast! In today's episode we got a little technical and discussed the recent changes to the definition of, and rules around, casual employees which have recently resulted in amendments to the Fair Work Act. I also extended an invitation for you to join me inside our free Facebook Group – HR Support for Australian Businesses, and I'd love for you to do that here: Join the Facebook Group As always, if you have questions, comments or would like to start a conversation head on over to Facebook where you can ask a question, make a comment or send me a message directly: www.facebook.com/peoplepoweredbusiness