In a recent challenge to Sephora’s agreement, the SDA questioned whether employees were properly informed before voting—reminding employers that clarity and compliance matter just as much as the final result.
Continue readingA 57% “No” vote didn’t end bargaining for Victoria Police. The FWC ruled negotiations weren’t intractable, proving that close ballot results can still leave the door open. Here’s why ballot outcomes matter—and how employers should respond when the vote is tight.
Continue readingA recent Full Federal Court ruling confirmed that once employees approve an enterprise agreement, bargaining officially ends—even if unresolved issues remain. What does this mean for employers? Learn how to secure a strong ‘YES’ vote and avoid post-approval disputes.
Continue readingA recent FWC ruling confirmed that vague commitments to bargain can derail an enterprise agreement vote. Without a clear “agreement in writing”, employers risk having their agreements rejected—wasting time and resources.
Continue readingA recent FWC ruling saw NEC’s enterprise agreement rejected after a flawed “show of hands” vote failed to ensure confidentiality. Even with majority support, the lack of anonymity and procedural missteps derailed approval. Is your workplace voting process Fair Work compliant? Learn how to get it right.
Continue readingCan Casual Employees Vote on an Enterprise Agreement? The answer isn’t always straightforward. Employers must carefully manage the process to ensure compliance and avoid disputes. Learn how to manage the voting process effectively.
Continue readingA successful enterprise agreement vote hinges on confidentiality, compliance, and a fair process. By following FWC guidelines and implementing these key tips, employers can ensure a valid and transparent voting outcome.
Continue readingThe Fair Work Commission recently rejected an agreement proposed by Hawthorn Plant and Logistics Pty Ltd (HPL) due to a lack of sufficient interest and representation among voting employees.
Continue readingWith daylight saving starting on 6 October 2024, overnight workers will experience a one-hour shift forward. Even though they’ll work fewer hours, employees must be paid for the full shift based on the clock time.
Some awards include provisions for daylight saving, but if your industrial agreement is silent on the issue, payment should still be made by the clock, ensuring fair compensation.
Continue readingIn Application by SDA for a bargaining order re Sephora Australia Pty Ltd [2024] FWC 1225 (Deputy President Bell, 13 May 2024), despite finding that Sephora had not met the good faith bargaining requirements, the FWC decided not to make the bargaining orders sought by the SDA.
Continue reading