Mq Uni Enterprise Agreement
Posted by armin on September 28th, 2021
During the review of the case, Hall Payne Principal Luke Forsyth immediately identified 2 potential breaches of company agreements that previous companies had apparently overlooked. It found that, contrary to the advice of other companies, the worker appeared to have the appearance of dismissal in violation of the general provisions of the Fair Work Act 2009 for exercising a right in the workplace by complaining about the conduct of her supervisor. The employee claimed that she had been terminated for filing harassment complaints against her supervisor and that the university had violated her company agreement by failing to fulfil its dismissal and redistribution obligations. To determine the „real reason“ for our client`s dismissal, Hall Payne had to line up behind a complex termination and retraining clause in macquarie University`s corporate agreement. The clause created a façade of reason and natural justice that was used to mask the illegal acts of Macquarie University. „There is no evidence, in the whole redistribution process, that the university, except on one occasion, was actively looking for positions where Ms. Tran would have relevant skills and could be retrained.“ 53. TERMINATION OF EMPLOYMENT 54. TERMINATION OF EMPLOYMENT 55. DISMISSAL FOR INCAPACITY FOR WORK 56. RESIGNATION 14.
SALARIES AND PAYMENTS.15 SUPERANNUATION 16. AID FOR MAINTAINING EMPLOYMENT10. TEMPORARY WORK11. CONTINUED (QUOTA FINANCED) APPOINTMENTS 12. CASUAL WORK 13. PAROLE 1ST TITLE 2. DEFINITION3. SCOPE AND DURATION OF THIS AGREEMENT4. EFFECT OF THIS AGREEMENT5. RELATIONS WITH PRICES AND OTHER INDUSTRIAL INSTRUMENTS 6.
INDIVIDUAL FLEXIBILITY 5. PRICE RELATIONS AND OTHER INDUSTRIAL INSTRUMENTS. Macquarie University also showed no clear remorse for its illegal behavior – astonishing given the seriousness of the illegal behavior and its stature as a publicly funded university, which should have treated its employees with dignity and respect and fulfilled its legal obligations. 51. COMMITTEE ON THE IMPLEMENTATION OF SPECIALISED PERSONNEL 52. APPEAL AGAINST TRADE UNION REPRESENTATION 50. DISPUTE SETTLEMENT PROCEDURE 46. UNSATISFACTORY PERFORMANCE 47. FAULTS AND SERIOUS FAULTS 48. MISCONDUCT 44. CHANGE MANAGEMENT IN THE WORKPLACE 45.
REDUNDANCY AND REDUCTION PLAN 6: EXCERPT FROM THE GUIDE TO THE MANAGEMENT AND INVESTIGATION OF POTENTIAL BREACHES OF THE AUSTRALIAN CODE FOR RESEARCH ACCOUNTABILITY, 2018. 7. STOP AND SELECT8. Instrument of appointment9. Our team is fully equipped to work remotely while providing quality legal services. 7. RECRUITMENT AND SELECTION8. . .