It is an expected and necessary part of work health and safety (WHS) plans that all new workers receive relevant WHS training. A recent decision in the NSW District Court (the Court) has highlighted the need for employers to also re-induct or provide refresher training to workers when they are transferred to a different department or location.
In SafeWork NSW v Crawfords Freightlines Pty Ltd  NSWDC 442, Crawfords Freightlines Pty Ltd…Continue
When investigating allegations of misconduct against an employee in the workplace, employers must ensure that any ensuing disciplinary process is kept distinct from and separate to the investigation. This is to ensure that the employee is afforded proper procedural fairness.
The purpose of an investigation into allegations of misconduct is to determine whether or not the misconduct has actually taken place and can be put to the employee as part of a disciplinary process. During the…Continue
In March 2021, the casual employment amendments to the Fair Work Act 2009 (Cth) (FW Act) introduced a new statutory definition of “casual employee” and an entitlement to casual conversion as one of the National Employment Standards (NES).
As part of the amendments, the Fair Work Commission (the FWC) was required to undertake a review of casual terms in modern awards and their interaction with the casual employee amendments…Continue
On 2 September 2021, the Federal Parliament passed the Sex Discrimination and Fair Work (Respect at Work) Amendment Bill 2021 (the Bill).
The Bill implements a number of recommendations made by the Australian Human Rights Commission (AHRC) following a national inquiry into sexual harassment in Australian workplaces. The Bill will amend the Fair Work Act 2009 (Cth) (FW Act) as well as the Sex Discrimination Act…Continue