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The agreement includes safety improvements, donations, training, and the creation of industry guidance materials.

The Fair Work Ombudsman takes legal action against a Queensland employer for underpaying a young worker.

Who is responsible for a worker’s duty of care when there is a principal and sub-contractor as part of the project? Read on to find out the specifics of this case and where the duty of care lies.

The Fair Work Commission found that an employee who resigned after his pay rise request was rejected and he was offered another job was not forced to resign. The FWC ruled that dissatisfaction with a management decision does not equate to constructive dismissal.

A former Nine Entertainment employee alleged bullying and racial discrimination, but the tribunal found no evidence, attributing the issues to communication problems instead.

How do you calculate penalty rates if casual staff work overtime? Should the penalties be calculated at the ordinary hourly rate or the casual hourly rate (including the casual pay loading)? 

A tribunal has ruled that a manager could not rely on his racial background to excuse conduct that included bumping into a young employee and threatening him with violence.

Record penalties of $15.3 million have been imposed on the former operators of a Sushi chain for exploiting migrant workers. The Federal Court found deliberate underpayments totalling over $650,000, with severe penalties serving as a strong warning to employers about the consequences of non-compliance.

The Fair Work Commission has dismissed a claim for unfair dismissal after finding the ‘accident in his trousers’ did not compel the worker to leave work when called for a drug test. Read the FWC’s reasons.

The Fair Work Commission ruled that a positive drug test doesn’t automatically justify dismissal, highlighting that each case must consider all circumstances, including potential impairment risks and employee history.