Bankwest Eba Agreement

The review of workers` rights includes items identified by the CBA, such as leave, wages and allowances, ageing and other obligations arising from enterprise agreements and laws. To date, a number of discrepancies have been identified in the calculation and processing of claims. Fair Work Commission publishes enterprise agreements on this website. The information and instruments are available on the Commission`s website to support an agreement. Visit an agreement for more details. It is increasingly common for workers to have flexible work arrangements, but employers are also demanding a degree of flexibility from their workers. Snapshot It is generally understood and respected that employees are looking for more flexibility to ensure that they maintain a healthy work-life balance. But what is sometimes overlooked is that employers also need a degree of flexibility to ensure that they can meet the predominant demands of their businesses. Recent cases support an employer`s ability to perform turnover charts and other changes as business requirements change. There is a growing emphasis on the flexibility and dynamism of the employment and workforce of the future. Workers work in different ways, including division of labour, remote work, working in common spaces, increased work with technology and switching to part-time hours in accordance with family and other obligations.1 The right of workers to apply for flexible work arrangements is enshrined in the Fair Labour Act 2009 (Cth)2 (law) and enterprise agreements often provide workers with flexibility to work flexibly.1 , retention and productivity. However, in the context of the workplace flexibility dialogue, the focus is often on the needs and satisfaction of staff.

What is sometimes overlooked in this dialogue is that employers also need a degree of flexibility to ensure that the predominant needs of their businesses can be met. The Fair Work Commission (FWC) recently addressed the issue of an employer`s right to unilaterally implement changes to work tables and work models, in accordance with company requirements and general management rules. This builds on previous labour court and labour court jurisprudence in this area.4 The FWC has provided further guidance and reinforcements on how to reduce flexibility in both directions, in the interests of the worker and the employer. In this regard, the FWC has overcome some misunderstandings about the interaction of the main modern procurement provisions, which were previously used as the basis for limiting employment flexibility. Bupa Aged Care v NSWNMA The issue of an employer`s ability to implement changes arose during a recent labour dispute between Bupa Aged Care Australia Pty Ltd (Bupa) and the NSW Nurses and Midwives` Association (NSWNMA). Bupa has tried to modify its NSW rolling charts to meet the predominant needs of the older residents it cares for. After an extensive consultation process, the company agreed with all relevant staff, with the exception of one of the 2,272 employees involved, on changes to the turnover table. The person working part-time, who did not accept the changes to the rollboard, insisted that he had the right to keep his existing turnover chart, despite the provisions of his employment contract and the corresponding enterprise agreement5, which suggested otherwise.

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