Qantas and one of its managers found by the full Federal Court to have coerced and taken adverse action against an aircraft engineer who complained about being underpaid while on an overseas posting have been ordered to pay him a total of $15,400.
Employers and unions both lost and won some battles in the Fair Work Act review, released today, but how much of this will translate into legislative change remains unclear, with Workplace Relations Minister Bill Shorten committing to further consultation before coming to a final position.
Five former insurance sales representatives found last year by the Federal Court to be employees, not independent contractors, have been awarded half a million dollars in accrued annual and long-service leave, with one receiving $333,130.
In an important decision, the Federal Magistrates Court has ruled that a trainee communications employee who attended a total of 5.5 weeks training more than 700km from his home wasn't entitled to be reimbursed for any of his transport, food, or accommodation costs.
A Federal Court full bench has dismissed a former JP Morgan merchant banker's appeal against his failed $6 million damages claim for breach of contract and misleading and deceptive conduct, while the bank has lost its bid for indemnity costs.
Dismissed safety manager earned too much to claim unfair dismissal; Aged care facility to face Federal Court over pregnancy discrimination; Betting giant renews enterprise deal for call centre workers; Employer agrees to bargaining protocol after union seeks order; and Court yet to decide on underpayment penalties for car wash operator.
A tribunal has ordered a man to pay $8000 in compensation to an assembly line worker for sexually harassing him over a period of four months, but their employer escaped liability because it had taken sufficient steps to comply with its policies.
The ACTU has today told a parliamentary inquiry that tougher penalties and lower prosecution thresholds are required to tackle a workplace bullying "pandemic" that particularly puts casuals, apprentices and young workers at risk.
In an important ruling on the interpretation of discrimination prohibitions in IR statutes, a Federal Court full court has found that it isn't sufficient to merely establish "different" treatment, as adverse impact also has to be proven.
