Personell issues
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Notes de l'éditeur
- Industrial Relations Act 1996: Specified the majority of restrictions on employers regarding the types of work, pay and conditions of workers in Australia. ]\\ Workplace Relations Amendment of 2005 specified the ability of employees to negotiate individual contracts with workers that specified work pay and conditions that were outside, or possibly contradicted to the award. These individual contracts were known as Australian Workplace agreements (or AWAs) This law was not met with much support from the people and was a major influence in the voting out of the government of the time, which led to the: Workplace Relations Amendment (Transition to Forward with Fairness) Act 2008: Prevented the making of new AWAs and introduced a “No disadvantage” test to new agreements and any transitional awa’s. All existing AWAs, if they meet the no disadvantage test, remain in effect until they expire, however, there is now a limitation of making new AWAs.
- maximum ordinary hours of 38 hours per week (plus reasonable additional hours) four weeks of paid annual leave ten days of paid personal/carer’s 52 weeks of unpaid parental leave
- These have to be approved by the Industrial Relations Commission as
- . As a member of a union, you have the protection of the union. This may involve the union stepping in if you are having troubles with your employee, or negotating for wage and conditions collectively for your industry. Freedom of association laws ensure that an employer cannot dismiss an employee because he or she is, or is not, a member of a union.