Fair Work Act 2009 (Cth)

One of the biggest issues in the Australian business sector and workforce is the relationship between employees and employers. The Fair Work Amendment Act 2013, aims to support workers

In order to create Australia’s image as a working man’s paradise, workers gained rights to speak. The first of these issues to be discussed are the hours of work. The balanced working time of eight-hour day movement was introduced in the mid 19th century. It was conducted by trade unions for the right of shorter working hours suitable Australia’s harsh climate. This fairer working condition of eight-hour day has succeeded by the end of the century, when the government introduced fairer laws in the late 1890s which attempted to reduce working hours and give workers Saturday afternoon off. This achievement established a national standard that was aspired by the rest of the world and formed the basis of Australia’s reputation as a ‘working man’s paradise’.

Money is the life force of all of society. In every aspect, money determines the value of good, services, and even people’s lives. As we breathe air to function, society relies on finances to function. And if society, the unity of humanity, relies on money, than the leaders of society want to limit and control it to withhold their power over humanity. They do this by limiting what can be bought and sold, while also controlling how much different things cost. These limitations allow our leaders to control our money and, through that, our value and influence to society.

National Employment Law Project (NELP) is a social movement group that aims to give everyone an equal chance at employment. Their mission statement is to fight for laws that create decent jobs, work, protection, and to help support low-wage employees. Their primary way to enact social change is by getting support of the masses and using logos to help support their cause and get attention. The people fighting for NELP use signs that have logic and relate to other people who are struggling to help gain their attention and more support. Their core membership includes people who are discriminated in pay or jobs and those who are working for low-wages. They’re currently fighting to raise the minimum wage, create more jobs for the unemployed, reform the federal overtime law, and provide equal opportunity in getting a job.

Based on the data provided by the tutorial, I do not believe that Mike Murphy has a conceivable Fair Labor Standards Act claim on account of his employer allots his time during his regular work week to train to pass the required physical exams. He contends that he was not paid for thirty-six hours of overtime for the time he spent training outside work to meet the physical testing that is mandatory of SWAT units. Under FLSA, most training time is considered work time. Training time is work time if the training occurs during the employee’s regular work shift or if the employer requires it. However, training cannot be accounted as work time “only” if it 1) occurs outside the employee’s normal schedule, 2) it is voluntary, 3) not directly related

In the 2009 article of Modern Casting titled “Obama Signs Fair-Pay Act”, a report is given about President Obama signing his first bill into law showing his dedication to the labor agenda. It was called the Lilly Ledbetter Fair Pay Act, with its primary purpose being to increase the time restrictions previously set forth for employees bringing equal pay claims against their employers. Legislated in 1963, The Equal Pay Act was put in place to decrease the pay gap between males and females. The act prohibits gender-based pay discrimination by requiring organizations to pay men and women doing the same job the same rate of pay (Gilley, 2009). But this was not limited to wages alone, also included in the Equal Pay Act are all associated pay benefits such as insurances, retirement plans, severance pay, stock options and more.

It is crucial that the Fair Work Act is viewed as being about not only about compliance but also collaboration, because this ensures a more productive and satisfied work environment. As stated by Fair Work Australia itself, the development of the act has a purpose to create best work practices. Best work practices

According to dol.gov, The Fair Labor Standards Act of 1938, passed by President Roosevelt, placed restraints on how many hours an individual can work per week, child labor, and overtime. To be considered full-time, a person must work 40 hours per week. If an individual works any less, they are considered part-time. The law also introduced minimum wage, a flat line rate that all employees must get paid. Currently in the United States, minimum wage is set at $7.25. Each state can have the option to pass a law to increase it. For instance, the state of New York passed a law that will increase minimum wage in the state to $15. As if this moment, Florida’s minimum wage is $8.05. With all of the

The purpose of the A Fair Day Pay Act is to hold employers accountable for paying their employees even if they hide their asset. This new law lets the Labor Commissioner oversee if an examination is needed to determine if the employer is to be held accountable for any violations. The Labor Commissioner has the authority to put injunction on the employer assets and dived up their asset to pay the individuals they own money to (Worsinger, 2016).

Fair Work Australia (FWA) was established by the Fair Work Act 2009 (the Act) and will commence operations on 1 July 2009. Fair Work Australia is one of two institutions established to administer the provisions of the Act and to provide a framework for cooperative and productive workplace relations that promote economic prosperity and social inclusion. The Act also establishes the office of the Fair Work Ombudsman to undertake compliance, education and advice functions. Fair Work Australia and the Fair Work Ombudsman will develop cooperative and seamless approaches to the delivery of services to employees, employers and organisations.

The statutory claim for unfair dismissal recognises that the common law cannot give adequate protection to the employees through the contract of employment, in that wrongful dismissal claim depends upon a breach of contract of the employment, usually in the form of inadequate notice being given by the employer. Many dismissals can be considered unfair that do not amount to the breach of the contract, for the wrongful dismissal claims look not to intention, motive, or the effect on an employee of a termination of the relationship nor to the procedural protections, but merely to the form of in which that relationship has been brought to the end. This paper will compare and contrast the different area between wrongful dismissal and unfair dismissal.

that contemporary society exists in a post-modern era where westernised societies enjoy the benefits of higher living standards, where the rights of employees are elicited within the Australian Constitution and the rights of humans are dictated within Geneva conventions. An era where employees are entitled to government pensions, allowances, superannuation, and employees accrue sick and annual leave (McDonald & Brownlee, 2001). Furthermore employees are able to seek union representation and are legally entitled to industrial action. McDonald and Brownlee (2001) assert that Fair Work Australia, established as an institution responsible for fixating minimum wage and resolving work related disputes, perpetuates the notion that Australia is in transition to become an egalitarian society with minimal class disparity.

Assessment 3 Case Study – BSBMGT502B This is Assessment 3 for this Unit In this Webinar we will cover:  The situation that happened leading up to the dismissal of Sam  The unfair dismissal claim  Discussion on the judgement  What could have been done to avoid the situation 

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

Dear Ms CCCCC, firstly we want to define what industrial relations is. An industrial relations is a policy that approaches the employees, and acts as a reference for the management, where the actions that underlies the industrial relations is set by a formal authority in the organisation (Brewster, Gill, Richbell, 1981). The legislation of industrial relations, Fair Work Act 2009 is important, as it has a goal to create fairness with obligations and rights between an employer and employee. Any changes or development in the legislation will have obvious impact on the