On 30 May 2019 the Fair Work Commission handed down the latest National Wage Case decision. This decision provides for a 3% increase to be applied from the first full pay period after 1 July 2019.  However, this does not mean that everyone gets a 3% pay increase. Minimum rates of pay The National minimum rate of pay will increase by 3%. The minimum hourly base rate of pay after 1 July 2019 will be

Our workplaces are just like any other community and is a microcosm of the community at large. This includes employees who are experiencing mental health challenges. Understanding the barriers to entering or remaining in the workplace for people experiencing mental health issues is necessary if we are going to break down the barriers and foster tolerance and acceptance. The current dichotomy between the medical model of management for mental health and the legal frameworks for

The simple answer to the above question is yes, he may still make a claim for workers’ compensation. However, that does not mean that his claim for compensation will be accepted. We will save explaining the process for assessing a workers’ compensation application for another day.  What is important to know is that a Deed of Release is a document which is often used to settle matters between employers and employees. For a Deed to

Employers who want to promote themselves as a values-based organisation risk employee disengagement and reputational damage if they then don’t then live up to their promises. Employees choose to join or leave an organisation for a myriad of reasons, and a lack of authenticity on the part of the organisation or individual members of the leadership team is a significant contributor. Employee expectations have been changing for many years, and it is no longer sufficient

A recent decision of the Fair Work Commission (FWC) highlights the importance of accurately documenting the redundancy processes, including any alternative offers of employment. In the case before the FWC, the employer had followed what on the surface appeared to be a sound process, including engaging in consultation with the effected employee regarding alternative roles that could be made available. During the consultation process, the employee indicated clearly that the roles being discussed were not