From 1 July 2010, the high income threshold for determining eligibility to make unfair dismissal applications at Fair Work Australia increased from $108,300 to $113,800. This threshold is calculated and indexed annually on 1 July each year. Employees who earn over the high income threshold are prohibited from making an unfair dismissal claim. There are, however, some notable exceptions...

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An Employer and it's Directors are facing fines of up to $200,000 as a result of alleged pregnancy discrimination. This recent NSW case has seen the Fair Work Ombudsman exercise its right to investigate and prosecute on a matter of pregnancy discrimination, via the use of the significantly stronger anti discrimination powers in the Fair Work Act 2009. These new provisions see the onus of proo...

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In a historic decision and a watershed moment in Australia’s workplace laws, the senate passed into law the Rudd Government’s Paid Parental Leave Bill which will bring Australia in line with other western countries.  This scheme will provide primary carers with parental leave of up to 18 weeks, paid at the National Minimum Wage ($569.90 per week, effective 1st July, 2010). Recipie...

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As of 1st July, 2010 modern award minimum wage rates and new pay provisions (including penalty rates) will come into effect for most businesses. Most modern awards contain transitional arrangements that may affect your business. It is important that business owners are aware of what award they now fall under and what classification their employees fit into.Has your business done the ground-wo...

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The Annual National Wage review decision has been handed down by Fair Work Australia today and comes into effect as of 1st July, 2010. This is the first wage decision of the newly formed Fair Work Australia Minimum Wage Panel.   Fair Work Australia's decision sees an increase of $26.00 per week in the National Minimum Wage which is just $1 short of the $27.00 a week sought by the ACTU. The ...

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A recent ruling by Fair Work Australia enabled a causal employee to access the unfair dismissal regime as the casual employee was seen as being engaged on a regular and systematic basis. This begs the question, how do you determine when a casual employee has access to the unfair dismissal regime? Click here to read more about casual employees and regular and systematic employment.

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In a disturbing decision for employers, a recent decision by Fair Work Australia found an employee at a small Bakery to be unfairly dismissed even though the employer had followed the guidelines from the Small Business Fair Dismissal Code.  Click here to read more.

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HR Navigation features in the May edition of HR Monthly magazine.   Click here to read more.

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Business owners need to be on their guard to prevent bullying in their workplace, as Robyn Anderson, Managing Director of HR Navigation explains in the May edition of My Business. Click here to read more

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