the australian work law?
414629
It doesn't really mean that. It means that employers with fewer than 101 employees are exempt from unfair dismissal laws and all other employers are exempt from unfair dismissal laws if the person is dismissed for a bona fide operation reason.
721593
Q. My employer is required through a union contract to give lunch and rest breaks. Are they required to provide an area away from the work stations for this purpose? \nAnonymous\n\nA. Iowa wage law does not have a specific law that addresses this issue, nor does federal wage law. You should check with your union representative to see if the union contract at issue requires that the lunch and rest breaks be located away from the work station.\nIowa Workforce Development
1124091
it probably depends on your state. you can usually find your state's employment laws online.
121754
http://www.lawlink.nsw.gov.au/lrc.nsf/pages/R75CHP11
1158694
Unfortunately, I'm in a non-union state, so my knowledge regarding this subject is greatly lacking. However, I have been involved in a labor dispute because of this. While I was unable to find what I was looking for at most sites, I did get quite a lot of help (if nothing else they gave me several leads that I should fallow to find the answers I was looking for being non-union labor) , maybe some of that information is of use to you.\nI suggest starting with: The National Right to Work Legal Foundation, Inc.\nhttp://www.nrtw.org/rtws.htm\nI, like most, completely misunderstood what the term "right to work" actually meant. Since I've already answered a couple other questions at great length this evening, I'll not go into details regarding this one. I will tell you that even though they were completely unable to help me directly, they were unbelievably helpful in explaining first who they were able to help, and then in telling me who I needed to contact to find the help I was looking for. Even more amazingly, I was able to get that information from a real live person, by simply calling their 1-800 number and explaining my situation. I'm sure this isn't the intent of their services, but they probably saved me at least several hours of dead end Internet searches, and even more time wasted researching irrelevant laws and regulations.
1160358
Yes it is legal, as long as the employer is willing to compensate the employee for the work rendered.  However, it should also be noted that a person's productivity level goes down if fully exhausted, i mean, he can work 7 days straight, but did he really work (in the true sense of the word)?  There should be a good monitoring tool to measure the quality of his output.
360577
http://www.justice.vic.gov.au/__ca2569020010c266.nsf/All/55b384fd4a06bbe8ca256e4d0014ff67?OpenDocument&Click=\n\n\nI found this site, it has some statistics for you.
781497
To be honest, it really depends on your employer. Last year, Australia brought in some conterversial IR Laws. According to these new laws, if an employer doesn't like you as a person, you can be fired immediately. There is no longer a minimum wage in a lot of the industries in Australia. \nThat being said, there is some demand for Registered Nurses in Australia, if you get a good employer, you could extremely be in your benefit.
619593
Go to www.workpermit.com/australia/australia.htm\n\nIt gives you a point test to tell you if you are elligable for a visa based on your details.
1179965
The trend in Australia has prompted an overhaul of Industrial Relations and Workplace Laws at a federal level, reducing the unemployment rate to the lowest it has been for 50 years, due to the increasing number of people with part time or, more prevalantly, casual employment status, and a rapidly decreasing number of full time status employees, and the percentage of persons that remain in full time positions for over 5 years has plummetted also, meaning an increase in all of the overhead cost areas you mentioned in the question. The other side effect not expected by this change is that companies are now far more liquid than ever, with the potential for a company to begin day 1, have a full staff the next day, and dissolve the day after with no obligations to employees. This system has abolished all non-essential conditions, rights and privelidges previously mandatory, such as paid sick leave, annual leave, long service leave, travel allowance, meal allowance, standard hours, minimum hours, maximum hours, minimum wage, even such simplicities as paid meal, drink and toilet breaks. It is also degrading the standards of quality produce (performance eval), given that women in the 80's had the equal rights movement, and now expect special treatment for child bearing. Is that equal and fair? Career planning has gone out the window, being replaced with short term wage paid positions, so many of which exist that we are having to import labouring persons from third world countries. All of this comes from the femme-nazis in politics, such as the Prime Minister's wife and daughter.
958675
I don't know anything about Aussie law, since I'm American, but it sounds like you would make a more compelling case if you were less vague and didn't give the impression of whining. Probably you don't want to provide the details. If you have a good case, probably you can get some lawyers who defend people with human rights issues to take your case "pro bono", which means for free. There might be groups there that help women with legal issues for free too, but I doubt they would be the kind of high powered lawyers you would need to win the case. Here, you can often get lawyers to take your case without any payment for their services if you agree to pay them a high percentage,  It can be anywhere from 30-50% of what you win in court. By not telling them more and really sounding like you are convinced about the prospects of your case, it sounds like you might think they would be doing you a favor to take your case. A little attitude adjustment might be just what you need here.
1096810
Well wait for the next one on the Republic, this will get through.\n\nHopefully we can have one on the new industrial relations law.\n\n (former Howard supporter)
858340
Something legal, like work a second job.
1063429
Employment Law is a very complicated field of law. It is also very misunderstood. \n \nEmployment law in the United Kingdom\n============================\nDuring much of the Nineteenth century the employment contract was based on the Master and Servant Act of 1823, designed to discipline employees and repress the 'combination' of workers in Trade unions.\n\nEmployment Law in the United Kingdom has developed rapidly over the past forty years, due to a historically strong Trades Union movement and to the United Kingdom's membership of the European Union. In its current form, it is largely a creature of Statute, (Acts of the UK Parliament) rather than Common Law.\n\nLeading Employment Law Statutes include the Employment Rights Act 1996, the Employment Act 2002 and various legislative provisions outlawing discrimination on the grounds of sex, race, disability, sexual orientation, religion and, from 2006, age.\n\nUnusually for UK legislation, the operation of the Employment Law system is broadly similar across the whole of the UK. There are some differences in the common law between England & Wales and Scotland and, in addition, Northern Ireland has extra anti-discrimination legislation.\n\nSummary of Internal Employer's Process\n==============================\nAfter the employer's own processes, such as disciplinary hearings and internal appeals, have been exhausted, employment law cases usually start by the aggrieved employee presenting a complaint to an Employment Tribunal (ET). These (as Industrial Tribunals) were set up under the 1964 Industrial Training Act, although they now have a substantially greater role and do count as courts. They have sometimes been referred to as industrial juries.\n\nNorthern Ireland offers a Fair Employment Tribunal and an Industrial Tribunal. These are administered by OITFET - the Office of the Industrial Tribunal and the Fair Employment Tribunal.\n\nAs from 1st October 2004, both employers and employees will be required to follow a statutory dispute resolution procedure when effecting dismissals or dealing with grievances. A failure by the employer to follow the procedure results in the dismissal being automatically unfair and an enhancement in any compensation payable to the employee. A failure by the employee in following the procedure results in a possible bar to bringing tribunal claims or a reduction in any compensation payable.\n\nSummary of Tribunal Process\n======================\nGenerally speaking a tribunal will hear specific complaints about an aggrieved party being deprived of their rights, including (but not limited to) unfair dismissal.\n\nIn short, a claim is submitted, a response is required by a certain deadline, any preliminary issues are dealt with at a case management conference or a pre-hearing review, a period of time is allowed for ACAS (UK) or the LRA (NI) to explore settlement options, and then the tribunal orders are sent out after the ACAS conciliation period has expired leading to a full merits hearing of one or more days. Complex cases that are not resolved in one day are carried over to a remedy hearing at a later date to discuss the award only. A judgment is then sent out with the parties given 14 days to ask for written reasons behind the decision (unless they ask on the day).\n\nComplaints to Tribunal and Time Limits\n============================\nA complaint of unfair dismissal can only be made where there has been a dismissal, so that there is no general right to complain of unfair treatment. An employee may, however, complain at any time that they consider a statutory 'employment protection' right has been infringed. Where this takes place in connection with a dismissal an employee may combine this with their complaint against the dismissal.\n\nExcept where no qualifying time limit applies (as in the case of 'statutory rights') an employee needs to have worked for their employer for a least a year in order to make a complain
870269
Probably from years ago, when there were "blue laws", and many, or most businesses were closed.  Later, employees with labor unions wanted a confirmed day off, so it's likey that this is a covered issue in many union contracts.
194498
Your first stop should be the official AFL website.  You could also try asking some work colleagues who I am sure would explain the basics.
600448
Nomally an occupation is coverred by the general rules if they are not covered by an award or agreement.I'm not aware of anything specific for QS.\n\nAustralian Gov are undergoing changes on employment regulation, they are going to have a minimum wage across the nation of AUD$14 per hour. While if an occupation has an award or agreement that is more generous for employees, it will apply.  check out this site: https://www.workchoices.gov.au/ourplan/\n\nring work choices on 1300363264 for more info \n\nand check this site see if you can find more info there http://www.wagenet.gov.au/WageNet/HomePage/HomePage.asp