Franchisors and holding companies will now face much greater accountability for failing to act when a franchisee or subsidiary is found to be breaching the Fair Work Act (FWA).
On 12 October 2017, the Australian Border Force (ABF) released the September 2017 edition of the ABF Goods Compliance Update (Update).
Sadly, the importance of complying with the requirements of the agencies at the border (which govern the export and import of goods) is often last on a long list of considerations of an exporter – if it appears at all.
In February 2017 the AAT handed down its decision in Zaps Transport (Aust) Pty Ltd, Domenic Zappia and John Zappia ats the Comptroller - General of Customs (Zaps Case). Readers are referred to a previous discussion of this case available here.
A previously reported, the Bill to impose GST on low value imported goods (LVTs) has recently passed through our Federal Parliament. However, by no means have all the issues associated with the Bill been resolved with certainty.
As employers, how many of you have experienced a disciplinary process disruptor? That is, you are in the process of commencing or conducting a workplace investigation or are on the verge of taking disciplinary action (which may include dismissal) when the employee goes off on sick leave or lodges a stress-related workers’ compensation claim?
There is a common misconception that if an employee is earning above the high income threshold of $142,000, they are automatically excluded from the unfair dismissal jurisdiction of the Fair Work Commission (FWC). However, a recent FWC decision1 clearly delineates where the exclusion will not apply.
Enterprise agreements must, and all modern awards do, include a consultation term which requires the employer to consult with employees to whom the award/agreement applies about major workplace changes that are likely to have a significant effect on them, including termination by reason of redundancy.
This case study is referred to in our article Redundancy consultation obligations.
Labour hire arrangements in which the client (Host Employer) has a contractual right to exclude a labour hire employee from its worksites are increasingly becoming part of the employment landscape in Australia.1 However what do such dismissals mean for the labour hire company who placed the employee with the Host Employer in the first place?