Fair Work Act

The Fair Work Commission has reviewed penalty rates in many businesses such as hospitality, restaurants and retail industry awards. According to section 156 of the Fair Work Act 2009, there is a need to deal with this issue as a prospectus of a broader review of modern awards. As per The Australian Fair Work Commission, there is a reduction of 5 % in Sunday penalty rates in this year for workers, who are working in hospitality and this will increase to 10% in 2018 and 2018 as well. The same trend can be seen in the retail or pharmacy sectors and their worker will have to take home Sunday cut by 5% this year and until 2020, it will reduce by a further 15%.This imperative has advantages and disadvantages as well. Business giants have appreciated the decision and said that they can open their business on weekends and will be able to hire more employees. JB Hi-Fi and Myer will fall under the categories of those big retailers who will get benefits from these changes. On the other hands, retail workers will face the biggest hit. For example, employees working in the hospitality sector will face the reduction in the rates from 175% to 150%, however, casuals will get will same rates without any changes.

Throughout the Twentieth Century, the evolution of workers’ rights in the workplace has drastically evolved. Through the utilization of constitutional freedoms, workers across the nation came together to support the goal of receiving fair treatment from employers when it came to wages, work conditions, and benefits. However, this wasn’t achieved without great sacrifice from the average man as standing up for their rights was a brave act that usually resulted in consequences.

than $5.15 an hour. Overtime pay at a rate of not less than one and

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in Congress in 1935 and became one of the most important legacies of the New Deal. Prior to the passage of the NLRA, employers had been free to spy on, interrogate, discipline, discharge, and blacklist union members. Reversing years of federal opposition, the statute guaranteed the right of employees to organize labor unions, to engage in collective bargaining, and to take part in strikes. The act also created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor-management disputes, guarantee democratic union elections, and penalize unfair labor practices by employers. The law applied to all employees involved in the interstate

Legislation relating to employment exists to stop exploitation of workers by their employers mainly to protect the rights of their employee’s and to make sure that they have everything they need such as.

1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role

2.1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role.

2.1 Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role.

To promote equality , diversity and inclusion in policy and practice , my work place also compliant to other legislation like, Human right act 1998, sex discrimination (gender reassignment) regulations 1999, Employment equality (religion belief) regulations 2003 , Disability discrimination amended act 2005, Equality act 2006, Racial and religious hatred act 2006.

The implementation of the Fair Work Act 2009 which came into force on January 1st 2010, was to create a national workplace relations system for the purpose of setting wages and conditions of employment. This legislation is overlooked by the Fair Work Commission and ombudsman, whose role is to maintain a safety net of minimum wages and conditions and ensure compliance with the Fair Work Act. The creation of the Fair Work Act (2009) is to regulate business cooperation’s for the purpose of providing safety nets for minimum wages and entitlements, flexible working arrangements and ensure fairness at the workplace. Under the Fair Work Act 2009, ten National Employment Standards

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).

It is not the arbitrator’s duty to decide what the appropriate rules or standards should be - only that they are reasonable. Reasonableness admits of a range of possible rules. This may involve comparison with sectoral norms highlighting the approach of other employers. The further the rule or standard departs from the general standards of conduct expected from an employee, the greater the need for the employer to justify

Fair Work Act (FWA) is passed by federal parliament on 20 March 2009 and it provides a ‘one stop shop’ for information, advice and assistance, and use the workplace law to settle dispute within Australia. To prevent any circumstance that can come to harm of the community. This essay is mainly focus on demonstrate the web of rules in Dunlop’s system theory by identifying the FWA in two sectors: procedural rules and substantive rules with provide the evidence to apply those rules.

• Firms need to create an inclusive work environment and managers need to be held accountable for such. Firms need to support work/life balance.