HR/IR News

There is nothing wrong with a workplace having personality. There is nothing wrong with people having a laugh. However, recent Federal Court proceedings are a timely reminder that the old “that is just how we talk around here” response will not protect an employer where comments or conduct cross the line into harassment.

For many years, employers have used the phrase “abandonment of employment” where an employee simply stops attending work and fails to respond to calls, emails or messages.

The fallout from the Woolworths and Coles decision is no longer just a supermarket problem. It has moved into broader retail and may in time move into the automotive industry.

On Tuesday 2nd June, The Fair Work Commission handed down its Annual Wage Review decision, with the new minimum wage increase confirmed at 4.75%.

Whilst in most cases, a standard disciplinary and a warning can put any missteps to bed, occasionally employers may be faced with a situation where an employee, knowingly, recklessly or even deliberately does something so serious that they face the possibility of termination on the basis of serious misconduct.

For many of our larger members - dealerships, major workshops, and multi-site operations - absenteeism isn’t just frustrating, it’s operationally damaging.

When an employment issue reaches breaking point, it can be tempting for a business to move straight to the termination letter. That approach is risky.

Many employers in the vehicle industry pay employees an above-award salary or hourly rate and assume this covers everything - overtime, penalty rates, public holidays, allowances, annual leave loading and other award entitlements.

Parental leave should never be managed on memory, good intentions, or “we’ll work it out closer to the date.”

Poor process, emotional reactions and rushed decisions can turn a resignation into a legal problem.