• unfair dismissal• discrimination, harassment or unfair treatment under the provisions of the Fair Work Act• being harassed at work and wanting to obtain an order to avoid this The Fair Work Commission can then help some low-wage employees and their employers negotiate a multi-company company agreement and make a decision in certain circumstances. For information on the coverage of company agreements, please contact the Fair Work Ombudsman at 13 13 94 or visit the Agreements page on the Fair Work Ombudsman`s website. Under the Fair Work Act 2009, the following new company agreements can be concluded: the Fair Work Commission found that the Fair Work (Transitional Commissions and Consequential Amendments) Act 2009 defined « Enterprise Agreement » as a transitional instrument based on an agreement. Since an AWA is an agreement-based transitional instrument, the worker has been protected against unjustified dismissal. A company agreement must contain the following conditions: they must act quickly, as the legislation provides that applications must be submitted up to 14 days after the unfair dismissal. Owen Hodge Lawyers is able to assist you with your application and ensure that your application is justified if it is considered by Fair Work Australia. We urge you to call us now! There are no employees who vote on a Greenfield deal. This type of agreement must be signed by any employer and any relevant workers` organisation that covers it. More than 40% of applications to the Fair Work Commission relate to complaints of unfair dismissal. It is important to note that while many employees consider their dismissals to be « unfair », the Fair Work Commission defines unjustified dismissal as « harsh, unfair or inappropriate ». Many company agreements include a hedging clause as the parties who are bound by this instrument. Once the negotiations have been concluded and a draft company agreement has been drawn up, it must be submitted to the vote of the employees covered by the agreement.
Of course, entry into an EA can sometimes be a requirement of a main contractor before passing a mandate to carry out work, especially on large construction sites. This type of requirement is controversial, as are « location agreements » with a union, which are not approved by the FWC. If you`ve ever been employed under a company agreement or had to negotiate one with your employees, you`re probably familiar with the term « nominal expiration date. » But what are its practical implications and what happens when the nominal expiration date is exceeded? The rate of pay of an employee under a company agreement may not be lower than the corresponding rate of pay under the modern bonus that would apply to the employee or under a national minimum wage ordinance. .