被还在试用期的鬼佬员工提出无理要求~！试用期叫她走人后，今天知道她告我unfair dismisal了~！

xlin8703

原帖由 JBG 于 2011-12-3 22:44 发表
为什么fair work上的那些regulation那么纠结，一会儿这，一会儿那~！！
做我们hospitality的怎么可能给到ifx hr，还要写starting and finishing time each day~！！
其实签不签我倒不紧张，因为我没有under pay她，我也没有做什么违反f ...

Strictly speaking, as per the Fastfood Award quoted earlier, if you ask a part-time stuff to work outside of their normal fixed hours, they are entitled to be paid at the OT rate. However, if they are only 'casuals' then, you would not have to pay the penalty rate if additional hours worked.

Anyway, guess the best place for your queries would be the relevant State Department of Industrial Relations. Ask them exactly what you do not understand in terms of the relevant Award terms and conditions.

By the way, it is normal for employers to draw up a clear employment contract at the start of the employment to specify the relevant terms and conditions so that both of you would have a good understanding of where you guys stand.

xlin8703

True. Would not be surprised to see if Coles are paid in accordance with their EA. Not sure how EA would continue to operate in the Modern Award era. Would be interesting to see if anyone can update us on that.

原帖由 yuxuanlin 于 2011-12-5 07:37 发表


我没有误导。

改天我把最新的VIC RETAIL AWARD,相关条款贴一下，你就知道了。

xlin8703

不觉得unfair dismissal 会成立如果是在试用期内。一般都是1周通知，或者事前说好的不用通知马上走人的。

原帖由 JBG 于 2012-2-1 16:08 发表
现在问题升级了，我在试用期内叫她走人了，可是她跑去fair works高我unfair dismisal了呢......
现在郁闷了，难道试用期也有unfair dismisal吗？？

JBG

之前是说好有那个月试用期的，而且当时我也没说我要炒她；是她上班一直和我讨论工资什么的事情，我说了下班再和她坐下讨论，上班先做事，因为当时店里很忙~！但是她不听，一直站在我旁边，我就说如果再不去做事，今天就是last day....然后她没finish shift就走了~！！

这样也算unfair dismisal啊？？是她自己走的呀~！！

[ 本帖最后由 JBG 于 2012-2-1 19:50 编辑 ]

lovefenger

见招拆招吧，不要太担心。净让自己难受了。
看来我们还有好多东西需要了解啊。

yuxuanlin

1、只要你是小生意人员不超过15个人头，12个月内，FAIR WORK 是不可以接受投诉的。
如果你在这个时间范围内，你就不用太担心。这一条可以驳回她。

2、一般情况下，工作满12个月的，必须在被解雇14天内提交投书状，超过14天的，FAIR WORK也是不受理的。

如果你确定，她是试用期，雇佣时间在12个月内，那么就不用担心。

对于PART TIME员工的超时工作，如果你的ROSTER 是4周的循环周期，那么一周工作超过的，你在下周把她的时间减下来，平均四周时间不超过她的每周固定时间，是可行的。这个在行业规定中有提到，这样可以不用付OVER TIME的钱。还有就是直接安排她去休假，休假按1.25倍计算休假时间，不需要付钱。也就是说，加班的人，可以按加班假期。

对我来说，只要在6个月内的，任何不符合要求的，我都可以让你走人。如果你总体表现不差，但是个别不达标，我们可以付你一周的薪水加计算到天的年假，一起给你，让你走人。一般员工都不会有太大意见的。

对于很离谱的，直接解雇，属于工作失职，不需要付任何钱。把辞退信写好，当即让他走人。当然之前，最好有沟通，提醒他工作做的不好，要改进，等等。

迟到早退，请病假没有医生证明的可以算旷工，两次以上直接炒人。不配合服从整个管理制度的，有客户投诉的，等等，都可以给警告，然后让她走人。抓小辫子，不难吧？！！

真要说到搞人，应该还是中国人最厉害。鬼佬会搞事，麻烦，会告状。
只要做生意的都按规矩来，让他们没有把柄可告，还有什么怕的。

JBG

我绝对是小生意，没超过15人的~~~
她自己申请时填的表的雇佣期就是10/10/2011-23/12/11，这绝对是三个月以内啊？？可是为什么fair work受理了呢？？还要我去city参加一个conference，我都郁闷了~！！这样也可以告吗？
under pay那里今天聊了半个小时，因为我没有签合同，他们需要我证明我请的是P/T不是causal，我估计也只能拿roster来证明了，因为她的工作时间就是定在每周一，二，五，估计就是还要我补给她试用期的休假工资；叫我周五再给他打电话，估计就是叫我自己把休假的钱付了再给他电话吧。这也倒是正常，我反正也是准备给的......

[ 本帖最后由 JBG 于 2012-2-1 22:07 编辑 ]

yuxuanlin

我解雇了一个员工，是当场解雇，ON SITE.
别人都在做事，她和另一个女孩聊天，而且还两个人你拔我眼睛我拔你眼睛。她早上才说她爸爸住院快死了，要她照顾，所以她12点就要早退。
早退照顾快死的爸爸，没有问题。但是不干活，嬉笑颜开的，而且我以前已经警告过了，这个就不行。
第一次当着大家的面发火。然后把她叫到办公室，让她收拾东西离开。离开前把该交接的都交接清楚，把工作服还回来。

到发工资的时候，因为她工作服没有退回来，我们直接把她的工作服钱从工资里扣掉了。几天以后，她说UNFAIR。她已经联系了FAIR WORK，FAIR WORK 鼓励她TAKE FURTHER ACTIONS 如果我们不把她工作服钱给她的话。

以下是我的答复, 为避免英文产生不必要的麻烦，直接把中文放上来。

我已经在前一份邮件里很清楚的告诉你了，只要你还回工作服，工作服的钱就会打回到你的银行账户。
你的所有PERFORMANCE都是在SERCURITY CAMERA 下的。你有你的权利去找FW，但是我相信FW也是站在公正的角度来处理问题，而不是只偏听偏信一家之言。

把自己做的越严谨，就越不怕人告。澳洲喜欢告状打官司的人很多，怕不过来。只要有理，就不怕。

我心飞翔

原帖由 JBG 于 2012-2-1 19:41 发表
之前是说好有那个月试用期的，而且当时我也没说我要炒她；是她上班一直和我讨论工资什么的事情，我说了下班再和她坐下讨论，上班先做事，因为当时店里很忙~！但是她不听，一直站在我旁边，我就说如果再不去做事，今天就是last day....然后她没finish shift就走了~！！

这样也算unfair dismisal啊？？是她自己走的呀~！！

在西方，工资要先谈好再开始工作的。

yuxuanlin

原帖由 JBG 于 2012-2-1 21:51 发表
我绝对是小生意，没超过15人的~~~
她自己申请时填的表的雇佣期就是10/10/2011-23/12/23，这绝对是三个月以内啊？？可是为什么fair work受理了呢？？还要我去city参加一个conference，我都郁闷了~！！这样也可以告吗？
under pay那里今天 ...

FAIR WORK的网站上有个小生意的特别免除表格。

就以这一条，可以告诉FAIR WORK,她试用期未满，连12个月都没有到，是没有资格提出投诉的。

你们没有电话调解过程吗？怎么直接就是听证会？奇怪？

JBG

我那天也是因为她上班不做事才当场解雇她的~！
她不上班就跟我讨论christmans public holiday我要怎么付她工资，我说你说part time而且你自己申请了下两周放假，所以就算public holiday我也不用付钱给你啊~！！她不听，偏说我要和付F/T time一样，就算public holiday不上班我也要付她工资。那时店里挺忙，我就和她说等下班了我坐下来和她讨论，如果她还这么纠缠下去不做上班要做的事情那今天就是她的last day了。她听完说完这句就拿着包包走了，连shift也没做完~！！后来我就把她剩下的工资打给她了~！

JBG

没有电话调解啊，听证会到底是做什么呢？？是让我和她做下来面对面谈吗？？？
请问您所说的小生意免除表格可以给个link吗？？

yuxuanlin

1、FAIR WORK 如果接受她的投诉，会把他投诉你的所有内容都发给你的。
2、你必须根据这个，填写被投诉人的回应表格。

在你填写回应表格的时候，就必须强调她根本不满足UNFAIR DISMISSAL 的申述条件，FAIR WORK 是不可以受理的。

这个程序后，FW会安排电话协调的时间，然后会有调解员给双方同时打电话，来协调解决，只有解决不了的情况下，才会到听证会的阶段。

所以，你直接就去听证会，比较奇怪。而且是这样的案子。

JBG

那这到底意味着什么呢？？是不是说明对我很不利呢？？

yuxuanlin

What is unfair dismissal?

An unfair dismissal occurs where an employee makes an unfair dismissal remedy application and Fair Work Australia finds that:
the employee was dismissed, and
the dismissal was harsh, unjust or unreasonable, and
the dismissal was not a case of genuine redundancy, and
the dismissal was not consistent with the Small Business Fair Dismissal Code, where the employee was employed by a small business.

A small business is a business that employs fewer than 15 employees.


Find out more:
Download the meaning of small business employer (109kb)

Who can make an unfair dismissal remedy application?

To make an unfair dismissal remedy application an employee must be:
covered by the national unfair dismissal laws, and
eligible to make an application.

The application must be lodged within 14 days of the dismissal coming into effect.

To be eligible to apply an employee must, amongst other things, have:
completed a minimum employment period of at least six months (one year in the case of a small business employee), and
be covered by an award or agreement if they earn more than $118,100 a year.
http://www.fwa.gov.au/index.cfm?pagename=dismissalsabout

JBG

看她申请的日期也是1月14号才收到申请的呢~！

yuxuanlin

原帖由 JBG 于 2012-2-1 22:10 发表
那这到底意味着什么呢？？是不是说明对我很不利呢？？

你可以直接打个电话问问FAIR WORK，告诉他们这个员工工作3个月都不到，为什么连没有电话协调，记住纪录通话REFERENCE.

yuxuanlin

工党在台，什么事情都会发生的。

dreamersbj

学到好多东西

JBG

郁闷了，郁闷了，再仔细了研究了一下，原来她不是告我unfair dismisal，是这个“General protections disputes“，这个我倒是有点不明白了。
请高人指点

yuxuanlin

General protections disputes

On this page:
What are general protections?
General protections dispute applications
General protections dismissal applications
Unlawful termination

What are general protections?

The general protections provisions of the Fair Work Act 2009 (the Act) aim to protect workplace rights and freedom of association and to provide protection from workplace discrimination.

A person (such as an employer) must not take any adverse action against another person (such as an employee) because the other person has a workplace right, has exercised a workplace right, or proposes to exercise such a right.

'Workplace rights' has a very broad meaning. For example, a person has a workplace right if he or she has an entitlement under an award or agreement or a workplace law, is able to initiate a proceeding under a workplace law or is able to make a complaint or inquiry in relation to their employment.

'Adverse action' includes dismissing or refusing to employ someone, and also includes discriminating against them or otherwise injuring them in their employment (by for example demoting them).

Further a person (such as an employer) must not take adverse action against another person (such as an employee) because he or she has engaged in lawful industrial activity (such as belonging to or participating in a union).

In addition, an employer must not dismiss an employee because the employee is temporarily absent from work because of illness or injury.

An employer must not take any adverse action against an employee (or prospective employee) because of his or her race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carer's responsibilities, pregnancy, religion, political opinion, national extraction or social origin.

Top of page

General protections dispute applications

If a person has not been dismissed, but alleges that there has been some other contravention of the general protections provisions of the Act, they may make an application to Fair Work Australia (FWA) to deal with the dispute.

If the parties agree to participate, FWA must convene a private conference to deal with the dispute.

FWA may deal with the dispute by mediation or conciliation, or by making a recommendation or expressing an opinion.

If the dispute remains unresolved, the applicant can make an application to a court to deal with the matter. If FWA considers that such an application would not have a reasonable prospect of success, it must advise the parties accordingly.

There is a fee of $62.40 to make a general protections dispute application.


Do you want to:
Download Form F8—Application for FWA to deal with a General Protections Dispute  (91kb)

Top of page

General protections dismissal applications

If a person believes they have been dismissed and alleges that their dismissal was in contravention of the general protections provisions of the Act, they can apply to FWA to deal with the dismissal.

FWA must convene a private conference to deal with the dismissal. FWA may deal with the dismissal by mediation or conciliation, or by making a recommendation or expressing an opinion.

If the dismissal remains unresolved FWA must issue a certificate. The applicant can then make an application to a court to deal with the matter. This must occur within 14 days of the certificate being issued. If FWA considers that such an application would not have a reasonable prospect of success it must advise the parties accordingly.

A general protections dismissal application must be lodged within 60 days of the dismissal taking effect and there is a fee of $62.40 to make the application.


Note:
A person cannot make a general protections dismissal application at the same time as an unfair dismissal application.
Download Form F8—Application for FWA to deal with a General Protections Dispute  (91kb)

Unlawful termination

If an employee has been dismissed because of discrimination and they are not a national system employee they may make an unlawful termination application to FWA.

An unlawful termination application must be lodged within 60 days of the dismissal taking effect. There is a fee of $62.40 to make an application.

JBG

这个我看了，但是我不明白这个告我的point在哪里？？到底是要怎么解决呢？？？

yuxuanlin

看来你的对手是个老手。

JBG

那请问高人怎么处理呢？

75435

学习了很多东西

JBG

又仔细研究了一下，她现在不就是告我歧视吗？然后去参加听证会调解不好她就可以告我，可是调节什么呢？要我继续雇佣关系？

yuxuanlin

她告你的内容，你有没有拿到？

根据她告你的内容，一条一条列出来，反驳她。

咨询一下劳务关系法律师，再跟FW联系一下，告诉他们你不是很明白，让他们解释给你听，并且告诉你接下来要怎么做。

艾洋

学习，希望LZ早日甩掉这个包袱。

absolutelypig

倒霉,老外不能请的呀

CVN-82

鬼佬就是这样的, 要想灵活,就找留学生