O Fair Work Act 2009

This week saw the Fair Work Commission (FWC) bring down an adjustment to Penalty rates in Australia for some Retail and Hospitality Workers. If you read the newspapers, listen to the radio, and watch TV coverage it comes across as the greatest betrayal of the working man (or woman) since the great Depression.

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

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

All employers and employees in all industries should be familiar with this act (“What is the Fair Work Act 2009 Summary,” n.d.). It can be found in section 3 of this act its aim and that is to “provide a balanced framework for cooperative and productive workplace relations that promotes national economic prosperity and social inclusion for all Australians” (Fair Work Act 2009, n.d.). Employee is the one working to provide goods and services and the employer is the one who hires the employee to do certain work. The Fair Work Act 2009 (Cth) provides protection to both parties to avoid illegal conduct. It also promote the

The Fair Labor Standards Act creates reasonable pay and work values for service in America. It speaks mostly about law enforcement in two major areas, even though additional areas of distress are enclosed by the decree. Foremost, ultimately regulations come in when a worker does hard labor for more than 40 hours per week which is frequent in decree enforcement. It is associated to the subsequent distress which allocates with hours put in.

The case shown to the court, shows Mr Blyth’s dismissal was not unfair as he did not follow the Safety policies of JBS Australia. The Fair work Commission have many aspects of law to consider before deciding if the dismissal was unfair. The case was brought to the commission within the 21 day period. The Fair Work Act 2009 shows that this case was not a harsh dismissal due to the fact that they followed all the points in s.387. There was a valid reason for dismissal, Mr Blyth was notified of the safety, there was an opportunity to respond, there was no unreasonable refusal by the employer to allow the person to have a support person present to assist at any discussion related to dismissal, Mr Blyth did not relate the dismissal to unsatisfactory

The Fair Work act implemented a number of changes that once more shifted the balance of power, giving employees more rights and more of a say (Nankervis et.al. 2014). Some of the main provisions of the Fair Work act include a minimum wage set, 10 minimum working conditions, modern simplified industry awards, good faith bargaining, protected industrial action and union rights of entry (Fair Work

1. The purpose of the Fair Labor Standard Act is to give everyone a minimum hourly wage, equal pay to all employees. For example, before doing overtime the employers need to his/she minimun hours and then they will get the overtime.

They may also find it harder to find replacement employees. Examples of the acts covering discrimination are: · Sex Discrimination Act - protects employees from discrimination on the grounds of sex, marriage and gender reassignment · Race Relations Act 1976 - protects employees from discrimination on the grounds of colour,

Discrimination can take various forms. It can includes gender, salary receipts, color, race, religion, national origin, and etc. Gender discrimination in the workplace usually addressed to the female gender, it occurs when there is a difference treatment in electing a leader for women. Salary receipts can also be a cause of discrimination in the workplace, it happens when an employee paid a monthly salary and it was not worth his or her hard work for the company. In this article the author will be focus on a gender discrimination which commonly occur in the workplace. Race, color, and national origin arise when an employer 's standards or policies for selecting or promoting employees have a discriminatory effect on employees or job applicants in these protected classes (Cross & Miller, 2012).

Section 4 – Supporting our Staff in the Workplace: By ensuring Equality and Fairness in all aspects of Employment; dealing with Alcohol and Drug issues, and ensuring their Health & Safety is properly guarded.

Technology has made a lot of advantages to communicating in the work place and or at home. Businesses use many different and easier ways to communicate in the work environment. “Among many functions of communication in organizations and work groups, including information sharing, decision making, influence, coordination, motivation, and identification communicative interactions in the workplace serve to create and maintain work relationships among team and organizational members” (Myers). The reason many businesses do this is because they want the workers

Therefore, there is a legal and regulatory framework enforced by the UK government to protect the rights of employees as individuals to avoid the discrimination. There are various regulations like Sex Discrimination Act 1995/97; Race Relations Act 1992; Race Relations Amendment Act 2000; Equal Pay Act 1970, Disability Discrimination Act 1995, The employment equality regulations2003/06 were in existence. In the year 2010, the equality act 2010 came into existence, consolidating most of the previous acts. This act is in force to refrain any discrimination on the basis of marital status, race, ethnicity, sex, sexual orientation, religion or age in the workplace or otherwise (Nickson, 2013). In addition to this, the employees are protected against direct discrimination, indirect discrimination, harassment and victimization at workplace in case of dismissal, employment terms and conditions, pay and benefits, promotion and transfer opportunities, training, recruitment, redundancy (Crown copyright, 2017). Therefore, these regulations help HR department and line managers to keep the harmony and equality at workplace whilst implementing the HR policies. However, if the discrimination still is in existence the employee who faced discrimination can complain directly to the organisation. If the strong action is not taken by organization use

Sex Discrimination Act: Any kind direct or indirect discrimination on the basis of sex is unlawful according to rules.

EEO refers to equal employment opportunity which means that every person has an equal chance of getting employment at the particular organization or company through ensuring the workplace is free from any form of harassment or discrimination of workers and by providing programs to assist the employees to overcome any disadvantages they may have such as having ramps for those in wheelchairs ADDIN EN.CITE Pynes2008782(Pynes, 2008)7827826Pynes, J.Human resources management for public and nonprofit organizations: a strategic approach2008New YorkJossey-Bass9780470331859http://books.google.co.ke/books?id=lKPLdGnmGh4C( HYPERLINK l "_ENREF_6" o "Pynes, 2008 #782" Pynes, 2008).