The FWC's first intractable bargaining workplace determination has maintained a Monday to Sunday ordinary hours pattern that waste company Cleanaway argued it needed to remain competitive, while it has ordered the employer to backpay its drivers 11% and provide prospective rises of a further 12% by September 2026.
After an email glitch caused a lengthy delay, the Federal Court has agreed to discontinue a class action launched on behalf of thousands of Programmed coal mineworkers allegedly misclassified as casuals until the High Court's Rossato ruling decimated the case.
The ACTU says the "right to disconnect" clause to be inserted into awards should provide "descriptive guidance" on how the entitlement would operate and the FWC should reject employers' proposed "minimalist" approach, ahead of consultations next week and the Commission releasing a draft provision next month.
Extending employers' duty of care to the disciplining and sacking of workers would not "frustrate" contractual certainty or disrupt businesses, lawyers for a charity's former consultant have told the High Court.
FWC President Adam Hatcher will conduct a directions hearing next Thursday to tackle two FAAA "same-job, same-pay" claims on behalf of Qantas labour hire cabin crew engaged via Maurice Alexander Management and one of the airline's many subsidiaries.
The taxpayer-funded FEG scheme has won court orders putting it in the box seat to claw back more than $600,000 in unpaid wages and entitlements handed out to the former employees of a liquidated company.
The MEU has filed 10 "same-job, same-pay" applications targeting BHP coal mines in Queensland, seeking to lift the pay of about 1700 labour hire workers by between $10,000 and $40,000 a year and stamp out a model that has "spread like a cancer" in the industry.
Retailers need to establish a joint committee with the SDA to address "routine and unavoidable" s-xual harassment in the sector, according to a new report.
The FWC has refused to reduce two FIFO workers' redundancy pay, finding that redeployment offers did not amount to "other acceptable employment" because they were given insufficient time to consider roster changes that would also have reduced their time at home.
The FWC has found a paramedic is not entitled to a living-away-from-home allowance as he chose rather than was directed to undertake additional training his employer provided 200 kilometres from his residence.
