Posted on 18/12/2019
In August, we wrote about the case of Mondelez (owner of Cadbury) versus the Australian Manufacturing Workers’ Union. During the case, it was revealed that a Cadbury employee working three 12-hour shifts was entitled to 120 hours of personal leave annually, while a worker who put in the same 36 hours over five days would only accrue 72 hours personal leave.
The ruling set a legal precedent for the Fair Work Act (2009), which means that all employees now accrue personal leave in ‘days’ (or fractions of a ‘day’ for part-time employees), rather than ‘hours’, as was the previous interpretation.
This result has led to the Fair Work Ombudsman releasing an updated Fair Work Information Statement, which includes the changes to how leave is accrued as described above and in the findings of the Cadbury case.
As an employer, you are required by law to give every new employee a copy of the Fair Work Information Statement either before, or as soon as possible after they start their new job with you either in person, by mail, fax or email, or by sending them a link to the Statement on the Fair Work Ombudsman’s website.
The Statement sets information to employees about their conditions of employment, including:
HR & Recruitment
You notice that one of your staff isn’t pulling their weight. They’re often late, they miss deadlines,...
Original Post 19/11/2019, Amended 09/12/2020
The Christmas break can be a tricky time for employers and HR managers managing leave and staffing...