Mondaq Asia Pacific: Employment and HR
The SA harmonisation process illustrates how vulnerable the uniformity of OHS legislation is to state-based interests.
The article explains how to identify leaders, to encourage contributions to and support of WHS systems and improvement.
The proposed changes suggest that individual employees could bring claims against employers for workplace bullying.
An analysis and illustration of the new laws.
The modification relates to the labor dispatch service, the providers and the employees, in the Employment Contract Law.
On December 28, 2012, the Decision regarding the Modification of Employment Contract Law (the "Decision") was passed.
Last month, the Legislative Council Panel on Manpower reviewed and discussed a briefing paper submitted by the Labour and Welfare Bureau of the Labour Department.
India has finally enacted its law on the prevention of sexual harassment against female employees at the workplace.
The present era is experiencing phenomenal changes in the economy and industrial processes, which has resulted in greater business competition.
As secondment has become increasingly common, it has given rise to a multitude of related questions emanating from employment matters, including, among others the right to terminate the employment of a seconded employee.
A critical analysis on the definition of a factory.
This new set of good governance guidelines aims to promote a better workplace health and safety culture in New Zealand.
The update summarises the recommendations and outlines the progress towards establishing a new health and safety agency.
The Independent Taskforce on Workplace Health and Safety has delivered a prescription for radical change.
This article explains what the proposed change is designed to achieve and why it is both unnecessary and undesirable.
if you make someone redundant, you will need to demonstrate that the redundancy was justifiable and reasonable.
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To amount to a "genuine redundancy" for the purposes of the unfair dismissal exemption, three boxes must be ticked.
A recent Fair Work Commission case considered the doubt that can exist about whether a casual is truly a casual.
The Qantas dispute demonstrates the need to make it easier to apply for a suspension or cooling-off of protected action.
A performance management process should be to identify and to resolve any performance concerns relating to an employee.
To ensure companies take privacy concerns seriously, the Commissioner can seek substantial penalties for non-compliance.
In July 2013, the superannuation guarantee contribution rate will rise to 9.25%, until 2019 when the rate will be 12%.
Two areas addressed by the new Fair Work Amendment Bill include bullying at work and flexibility arrangement amendments.
This article is a basic guide to relevant aspects of the Australian employment law - from recruitment to termination.
The government has announced possible future reforms to superannuation legislation, unlikely before the 2013 election.
India has finally enacted its law on the prevention of sexual harassment against female employees at the workplace.
