The Fair Work Act requires that employers issue Fair Work Information Statements to all employees upon commencement. There is also an additional Information Statement which employers are required to issue to casual employees.
The Fair Work Commission (FWC) has extended the unpaid pandemic leave provisions contained in the General Retail Industry Award 2020. Unpaid pandemic leave will be available for a further 6 months through to 30 June 2022.
NANA has previously advised Members that it has been active in pursuing Members of the NSW Parliament over essential changes to Workers Compensation legislation which address the negative presumption of COVID-19 infection which was introduced by the Greens early in the pandemic. Whilst NANA received undertakings from cross bench parliamentarians in the Upper House to […]
NANA has previously reported that it appeared before the Fair Work Commission in relation to a problem under the General Retail Industry Award 2020 which if left unchanged, required Newsagents to pay a casual employee a minimum of 3 hours pay even if the employee left work for their own reasons.
The Fair Work Commission (FWC) has commenced the process of conducting the Annual Wage Review for 2021/2022. Traditionally, the Annual Wage Review has resulted in increases to Award wages from 1 July each year, however for 2020 and 2021 the implementation of the increases was delayed due to consideration of the impact of COVID-19 on […]
NANA advises Members to regularly check they are paying their employees the latest rates under the General Retail Industry Award 2020 and to issue Fair Work statements as required and also on a recommended annual basis.
We reported last week that under changes made to the Workers Compensation Act 1987 that covers NSW, an employee who contracts COVID-19 in certain proscribed industries is assumed to have become infected in the workplace and the onus of proving otherwise falls on the employer and their workers compensation insurer. Retail is one of the […]
From 11 November 2021, the Fair Work Commission’s (FWC) powers have expanded to include the power to make ‘stop sexual harassment’ orders. A person can apply to the FWC for an order to stop sexual harassment at their workplace if they: – are a ‘worker’ as defined in the Work Health and Safety Act 2011 […]
NANA has previously reported that it had taken a leading position in a matter before the Fair Work Commission involving the minimum period of engagement for casual employees and the minimum payment required should a casual employee absent themselves from work before the standard three hours work on any day had been completed.
NANA is currently actively engaged on a number of matters under consideration by the Fair Work Commission (FWC).