Employees have a duty to comply with lawful and reasonable directions from their employer. In the current COVID-19 context, a key concern for employers is whether it is lawful and reasonable to issue directions related to safety matters arising from the pandemic.
In measuring the reasonableness of a direction, the Fair Work Commission (FWC) has demonstrated its regard to the particular circumstances of the case in the recent decision of Watson v National Jet…Continue
Consultation with employees always plays an important part when introducing changes in the workplace. Under work health and safety (WHS) legislation, employers have a duty to consult with their workers as far as reasonably practicable in relation to health and safety matters.
In Construction, Forestry, Maritime, Mining and Energy Union & Anor v Mt Arthur Coal Pty Ltd T/A Mt Arthur  FWCFB 6059, the Full Bench of the Fair Work Commission…Continue
In most cases of redundancy, employers have an obligation to consult with affected employees about the proposed redundancy and consider whether or not anything can be done to mitigate or minimise the impact on the employee, such as redeployment or obtaining other acceptable employment for the employee.
The terms “redeployment” and “obtain other acceptable employment” are often used interchangeably but derive from different sources within the Fair Work Act 2009 (FW…Continue
Access to the unfair dismissal jurisdiction under the Fair Work Act 2009 (Cth) (FW Act) is on the basis that the employee is “dismissed” from the employment. A jurisdictional objectional can be raised if the employee has not been actually dismissed by the employer.
Subsection 386(2)(a) of the FW Act provides that an employee who was employed for a specified period of time, specified task or for the duration of a specified season and where that employment was…Continue