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This commenced with a case at the Fair Work Commission to remove the ninety percent rate for 20-year-olds in the retail award. The Fair Work Commission ruled in favour of the SDA's application in 2014 and the 20-year-old rate began to phase out in the retail award from 2015. [17] The 100% Pay at 18+ campaign
A modern award (or award previously known as an "industrial award") is a ruling in Australian labour law of the national Fair Work Commission (or its predecessor) or by a state industrial relations commission which grants all wage earners in one industry or occupation the same minimum pay rates and conditions of employment such as leave entitlements, overtime and shift work, as well as other ...
The Industrial Relations Commission of New South Wales conciliates and arbitrates industrial disputes, sets conditions of employment and fixes wages and salaries by making industrial awards, approves enterprise agreements and decides other industrial matters in New South Wales, a state of Australia. The Commission was established with effect ...
As well as basic pay, most awards set rates for working overtime, extra pay for work on sundays or public holidays, and superannuation. For all breaches of modern awards, there are civil remedies. [72] Under FWA 2009 section 323 requires that people are paid in money, rather than in kind (or "truck").
Under the Standard, basic hourly rates were guaranteed pay rates set by the Australian Fair Pay Commission. The commission set the Federal Minimum Wage (FMW), classification-based wages in Australian Pay and Classification Scales (APCSs), and casual loadings. The default minimum casual loading for employees not covered by an industrial ...
The study authors acknowledge a risk of overestimation or underestimation of the fortification rate. Additionally, they note there are other limitations that previous research has noted.
Whilst collective agreements may, on the other hand, benefit some workers by providing higher pay, bonuses, additional leave and enhanced entitlements (such as redundancy pay) than an award does [citation needed], they also may reduce employees' bargaining power against their employers, impacting their ability to successfully obtain such ...
In 2017, RAFFWU was involved in terminating expired enterprise and Workchoices era agreements covering Bakers Delight employees, elevating those affected to the modern award and restoring minimum rates of pay and other entitlements. [31] In the same year, RAFFWU also terminated expired agreements at several IGA supermarkets. [32]