employees doing the same work (or different work of equal or comparable value) get paid the same amount. pay and conditions are assessed in a non-discriminatory way – valuing skills, responsibilities and working conditions in each job.
Dual employment is permitted under the Fair Work Act 2009 (Cth) (Act), provided: each role is separate and distinct from the other; and. the applicable enterprise agreement or award, is capable of applying to each “particular employment” (i.e. each job) separately and does not otherwise prevent dual employment.
Typically, Australian employment law protects an employee's right to carry on a business or engage in other work as long as: The employee is not in competition with their employer's business. They do not use their employer's property. There are no implications for the employee's or anyone else's health and safety.
The concept of “same pay” means the labour hire worker should get at least the same full rate of pay, which includes incentive-based payments and bonuses, loadings, monetary allowances and overtime or penalty rates. The government is also considering “anti-avoidance measures”.
From 7 June 2023, it will be unlawful to include pay secrecy terms in employment contracts. If an employer enters an employment contract that contains pay secrecy terms, a penalty may be imposed.
Section 26 of the Fair Work Act sets out that the FW Act is intended to apply to the exclusion of all state and territory laws, so far as they would apply in relation to national system employers and employees.
The Fair Work Act 2009 (FW Act) protects certain rights, including: workplace rights • the right to engage in industrial activities • the right to be free from unlawful discrimination • the right to be free from undue influence or pressure in negotiating individual arrangements.
Equal pay is where women and men are paid the same for performing the same role or different work of equal or comparable value. In Australia, this has been a legal requirement since 1969.
Pay equity refers to equal pay for work of equal or comparable value. Equal pay is not just about equal wages. Equal pay takes into account discretionary pay, allowances, performance payments, merit payments, bonus payments and superannuation. Unequal pay is just one of the many drivers of the gender pay gap.
overtime. noun. the money that someone is paid for the extra hours that they work.
What is the shortest shift you can legally work? For most Australian industries, the minimum hours for shift work are 2-3 hours and are dependent on the initial employment contract. It may be the case that even if you roster an employee on for a 2 hour shift, you have to pay them for at least 3 hours of work.
Reasonable changes to an employee's role
A change to staff duties must be considered 'reasonable' within the scope of their position. If the change is too drastic and 'unreasonable', it could be seen as a redundancy or termination. Reasonable changes are usually those that don't alter the essential position.
Dismissal of an employee for seeking alternative employment could be grounded upon breach of an implied duty of the employee to their employer, such as the duty to behave honestly, perform their work to the best of their ability, act in the interests of the employer, and follow reasonable and lawful directions.
As a worker in Australia you have rights.
the right to be shown how to work safely. the right to appropriate safety equipment. the right to speak up about work conditions. the right to say no to unsafe work.
In Australia, employers have the right to hire and dismiss workers providing they are following proper procedures. Employers also have the right to expect reasonable work performance from their staff. The WHS Act covers more employee rights compared to employer rights.
It is important to remember that in most cases you don't have to disclose a new job offer to your employer. However, you could choose to disclose the job offer to your employer to negotiate better terms of employment with your current employer.
Definitions & Examples
Your employer gives raises based on a points system, and women are regularly docked more points than men for making the same mistakes. Your employer gives bonuses to the “heads of households,” and assumes that only male employees are breadwinners, thus paying men higher wages.
Why do some people earn more than others? Research backs up the idea that workers with higher educational levels and more experience have higher salaries. And economists would typically explain higher salaries with the argument that these workers are more productive.
In other words, a pay disparity is the portion of the pay gap that actually poses a legal risk to an employer. It's the difference in pay across classes of employees that cannot be explained by legitimate business reasons.
The national gender pay gap, on base salary, is 13.3%. For every $1 men make on average, Australian women make 87 cents. On average, women working full-time earned a base salary of $1,653.60 per week, while men working full-time earned $1,907.10.
The national minimum wage is $812.60 per week, for a 38 hour week, or $21.38 per hour. The national minimum wage provides a starting point to calculate your employees' wages, however most employees are covered by an award.
The National Minimum Wage applies to employees not covered by an award or registered agreement. This is the minimum pay rate provided by the Fair Work Act 2009 and is reviewed each year. As of 1 July 2022 the National Minimum Wage is $21.38 per hour or $812.60 per week.
Employees and future employees have the right to: share (or not share) information about: their pay. their employment terms and conditions that would be needed to work out their pay, such as their hours of work.
You may have a perfectly logical reason for refusing a work task and you should properly explain it to your supervisor. It's best to do so by stating the facts and letting the supervisor realize by themselves that the request they made is not feasible now.
Whether you tell your employer about your illness is a personal decision. There is no law that says you have to share your diagnosis with anyone. If you do tell your employer, you have the right to privacy.