Fair Work Act 2009. The employee’s sole rights and remedies are those under: the Fair Work Act 2009 Division 11 of Part 2-2 of Chapter 2; Part 3-2 of Chapter 3 Division 2 of Part 3-6; Part 6-4 of Chapter 6; Item 4 of Part 2 of Schedule 4 of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009; other Commonwealth laws (including the Constitution); and common law. In particular, termination of employment, or a decision to terminate employment, cannot be reviewed under the dispute resolution procedures addressed in Clause 9 of this Agreement, or under the review of actions provisions in the Public Service Act 1999. Nothing in this Agreement prevents the Chief Executive from terminating the employment of an employee without further notice or payment in lieu for serious misconduct as defined in Regulation 1.07 of the Fair Work Regulations 2009 subject to compliance with the procedures established by the Chief Executive, as outlined in the Authority’s Misconduct Policy and provisions of this agreement for determining whether the employee has breached the Code of Conduct under Section 13 of the Public Service Act 1999.
Fair Work Act 2009. 5.8.7 In a district in which a holiday is not appointed for an annual agricultural, horticultural or industrial show, the employee and employer must agree on an ordinary working day that is to be treated as a show holiday for all purposes.
Fair Work Act 2009. The main objectives of this Act are to provide a balanced framework for cooperative and productive workplace relations that promote national economic prosperity and social inclusion for all Australians by: — Providing workplace relations laws that are fair to working Australians, are flexible for businesses, promote productivity and economic growth for Australia's future economic prosperity and take into account Australia’s international labour obligations; — Ensuring a guaranteed safety net of fair, relevant and enforceable minimum terms and conditions through the National Employment Standards, modern awards and national minimum wage orders; — Enabling fairness and representation at work and the prevention of discrimination by recognising the right to freedom of association and the right to be represented, protecting against unfair treatment and discrimination, providing accessible and effective procedures to resolve grievances and disputes and providing effective compliance mechanisms. National Vocational Education and Training Regulator Act 2011 This legislation provides that basis for the regulation of Registered Training Organisations in Australia. The legislation provides the basis for the establishment of the National VET Regulator who are the registration authority for RTOs. A core component of this legislation is that it defines the condition for the registration of an RTO which include: — compliance with the VET Quality Framework — satisfying Fit and Proper Person Requirements — satisfying the Financial Viability Risk Assessment Requirements — notifying National VET Regulator of important changes — cooperating with National VET Regulator — compliance with directions given by the National VET Regulator Rights and Responsibilities Student Rights Asthma Australia recognises that students have the right to: — expect the provision of high quality training that recognises their individual learning styles and needs; — have access to all services regardless of educational background, gender, marital — status, sexual preference, race, colour, pregnancy, national origin, ethnic or socioeconomic background, physical or intellectual impairment, and religious or political affiliation; — have their prior learning, acquired competencies, and experience appropriately recognised in determining their requirements for training and assessment; — be advised of the learning outcomes and prescribed assessment tasks for the training — program of their choice prior to it...
Fair Work Act 2009. The Modern Award for your industry, the Airline Industry, is the Airline Operations Ground Staff Award. This is a set of minimum conditions payable to employees in this industry. Other companies including Qantas, Virgin, Menzies and Dnata also have agreements which the Commission tests against this Award. So why does the ASU think the agreement does not pass the BOOT? xxx.xxx.xxx.xx/xxxxxxxx • xxx.xxxxxxxx.xxx/xxxxxxxxxxxxxxxxxxxxxxx • xxxxxxx.xxx/XXXxxxxxxxx Authorised and published/printed by Xxxxx Xxxxx, Assistant National Secretary, Australian Services Union, Ground floor, 000 Xxxxxxxxxxx Xxxxxx, Xxxxxxx Xxxxx, Xxxxxxxx, 0000, Xxxxxxxxx The ASU has warned Aerocare since bargaining began that the agreement will not pass the BOOT. The ASU stress tested the proposed agreement line by line, against the Award and identified over thirty terms and conditions that were below the Award. From the failure to include the Award’s nightsoil allowance to the removal of overtime payments for nominated hours and shift swaps to the exclusion of nearly all shift penalties (the pre-xxxx shift allowance just does not really cut it), to requiring employees to work split shifts the ASU believes our members will in fact be much worse off under the proposed agreement than the Award. Is there anything else? Yes there is. In particular, we ask, whether it is correct that casuals have been left to languish under the Aerocare 2012 agreement? Before approving the Agreement the Commission is also required to consider what the position of casuals is. So the ASU is asking the Commission to decide if it is fair to exclude casuals who have always been included in previous agreements and decision making. What happens now? The Commission will ask the ASU to give reasons why the ASU thinks the Commission approving the Agreement is not right. The ASU will tell the Commission that the Agreement needs to be improved, that the Agreement needs to be a better deal for our members, a better deal for Aerocare employees. The ASU wants the best Agreement possible, not an agreement that does not meet the legal test that every other company making an agreement has to abide by. We know the company objects to your union raising these concerns. This is not surprising as it means they might have to pay money to staff or change practices. They may have to include more staff in decision making. Often companies complain about having to abide by the law, they blame everyone but themselves – this is not unusua...
Fair Work Act 2009
