Questions - ACTU Australian Unions


Do you have questions about your rights at work?

Showing 190 reactions

  • test actuonline
    commented 2017-06-27 10:41:35 +1000
    no I donot I just want to know what right are there
  • test actuonline
    commented 2017-06-27 10:40:19 +1000
    what are the rights for employees
  • test actuonline
    commented 2017-06-20 18:33:24 +1000
    Can I be fired over a medical illness?
  • test actuonline
    commented 2017-06-20 12:41:36 +1000
  • test actuonline
    commented 2017-06-15 16:42:57 +1000
    I am a cleaner in the shopping centre, in a part-time job. I am 36 years old. I clean all floor and toilets, and I work without supervision. I just have to be there and do my job on time. My boss wants my ABN for to do my pay rates. Why does he need my ABN? I work on weekends and public holidays. Do I have the right to receive extra money? Thanks, Maria
  • test actuonline
    followed this page 2017-06-13 18:38:23 +1000
  • test actuonline
    commented 2017-06-13 17:35:43 +1000
    I am a part-time childcare employee in local government. I work 5 days a week. 3 days at 8.50hrs all year round & 2 (half days) at 4hrs & 4hr 45min during school term time. For the last many years I have been paid sick leave, annual leave etc if I have requested time off during school term time on my 2 half days. Suddenly work has introduced new computer software which relies on things being uniform and by default. My employers have informed me that in future I will not be able to access my leave entitlements on those 2 days even if they are during school term time. If I am sick on those two days or need other types of leave during school term time then I will not be paid. In other words if I don’t work on those days then I will not be paid.

    I would like things to stay the way they have been up until now and be able to access leave during school term times.

    Please advise as I don’t know who to turn to with this question.
  • test actuonline
    commented 2017-06-01 13:10:14 +1000

    I joined my company 28th November 2016 as a permanent staff (a role as an estimator in Sydney), with a 3-months probation period. I found out that I am pregnant soon after the end of probation period and the due date is 25th October 2017. I am intending to take a maximum of 18 weeks paid parental leave. However, I have concerns on the rights if I am eligible for Paid Parental Leave.

    In the website of yours it is stated that:

    “Meet the Paid Parental Leave work test before the birth or adoption occurs. In other words, you must have worked continuously for at least 10 of the 13 months prior to the birth or adoption of your child and worked for at least 330 hours in that 10 month period (around one day a week.)”

    Please advise.

    Thank you.
  • test actuonline
    commented 2017-05-30 15:12:45 +1000

    I work in a Catholic School, but am not catholic myself.

    My workplace has requested that all staff are required to attend a “Staff Spirituality Day” on the 9th of June.

    I would like to know if I am required to attend this, or am I allowed to refuse to attend the event due to religious differences and perhaps continue working my regular work day?


  • test actuonline
    commented 2017-05-29 10:00:56 +1000
    Hi there

    just wondering how many hours break between shifts should a casual worker be entitled to ? Say can I finish one shift at 2am and then be rostered to start 6hours later at 8am?

    thank you
  • test actuonline
    commented 2017-05-28 07:32:57 +1000
    My daughter was recently dismissd from her 14year job for “misconduct”. She was notified of a disciplinary meeting for 10/5/17 & dismissed at that meeting. She was paid her long service leave/a few days sick leave/her fortnight pay. We dont have a copy of her enterprise agreement. Would she be entitled to more pay in light of the sudden nature of her dismissal?
  • test actuonline
    commented 2017-05-22 13:05:45 +1000
    can my boss cancel my regular permanent casual shift (i’ve worked the same day/hours for over 12 months) and give it to part time staff from another clinic because they cant give them the hours on that day at their clinic? (they have other days they could work to make it up though!)
  • test actuonline
    commented 2017-04-20 12:52:03 +1000
    Am I entitled to public holiday pay for Good Friday 14.4.17 and 15.4.17, I was rostered on these days but called work on the 13.4.17 and said I couldn’t work. Would like to know where I stand ? thanks
  • test actuonline
    commented 2017-04-18 15:16:33 +1000
    Does my employer have to answer a complaint made with evidence of bullying. My employer has just sent me a letter after delaying for months and said they will not investigate

  • test actuonline
    commented 2017-04-03 07:53:47 +1000
    Hi my name is Lorna.

    I have been employed 6mths as a casual doing full time plus hrs a week.

    My time is a set time and finish.

    I have asked to become permanent part time.

    My hrs will continue the same. But my manager has decide no more over time. Ask what time to come in. And refused me as permanent part time.

    I feel sharfted. As it all happened as soon as my 6mths arrived.
  • test actuonline
    commented 2017-03-24 05:20:19 +1100
    My questions are for a friend of mine, named Peter, he will be turning 51 in April. He has been working on a local dairy farm for the past four years.

    He is employed casually. He does set shifts of morning milk starting at 5 am until anything up until 9.00 am and afternoon shifts starting at 1.30 pm. His working week begins on Wednesday morning and ends on Sunday afternoon.

    He earns base wage. It is hard to tell you exactly what, but he does not receive pay slips. He has asked for them before. He is receiving superannuation. He never earned penalty rates for his weekend shifts, but he is not earning higher rates of pay to cover holidays etc either.

    He has a lot of trouble getting time off from these set shifts and is too afraid to speak up in fear of losing his job. He approached the boss for one Sunday afternoon off, and tried to explain that he was tired. The next day the owner (who has the weekends off) said he could not cover his afternoon milk, because he was ‘tired’ too). This is the last request of many.

    My friend is not in a position to save up for a holiday. One afternoon is all he can afford.

    He is punctual, reliable and loyal to the family. But I see him as being exploited. Recently the farm changed generational hands (it was the son who declined him the afternoon).

    You might find it interesting to know that since he stopped getting income support to supplement his low pay, his pay has further lowered. I believe that the farm was working in with the ‘job search agency’ in an illegal way to keep people in work, in a screwed up system. I am questioning how much financial benefit they were receiving for his ‘employment’ even though he gainfully found the work himself. Last year Mission Australia had given him a false plan that called him as work for the dole despite his consistent working for years with the farm. I sent this off to the local member, Peter eventually stopped getting the supplement (because he was having to pay tax), and funnily enough, his weekly pay cheque (that he chases up and deposits himself) was reduced at least $50.00.

    I believe he should have been offered better rates and conditions by now, but I am furious about his humble afternoon off. The last time away from work was for his 50th last year, one week that he used to travel and see his children with my help.

    There is little wonder that farmers need Visa workers, they can be extremely unreasonable and are the first people to complain about someone around here anyway.

    What can you help my friend with? In my eyes he is a slave, locked in by geography and limited work, the threat of losing his job.

    Kind regards

  • test actuonline
    commented 2017-03-23 06:57:12 +1100
    Last week i worked 4 hours overtime on the bosses request to finish a job. Come pay day he said he couldnt pay me that week. A week has passed and he still hasnt paid me the overtime. I asked for payslips and now there is 1.5 hrs overtime listed at 1.5x then under it has a pay adjustment of -1.5 at a rate that doesnt match my hourly pay or any overtime rates. This weeks pay has the -1.5 added back on (at the unrecognised rate) with no explanation. I want to know what this is about but im also afraid of loosing my job if i question it. What can i do? I work in Joinery/Construction.
  • test actuonline
    commented 2017-03-12 01:01:06 +1100

    Im am not sure if my employer doing a sham contract with my employment as I am classed as a contractor but work with the company like and employee, I would just like some info on what I actually am. I also would like to join up so I can get advice if I need it.

    thank you, James
  • test actuonline
    commented 2017-03-11 15:56:28 +1100
    If I arrive at my workplace and my employer cancels my work after I’ve arrived, due to bad weather conditions, how much should I get paid?
  • test actuonline
    commented 2017-02-26 07:56:13 +1100
    Good morning,

    I’m employed as a permanent part time in a day care centre. I was in a set 4 week roster.

    But know I’m starting at different time and out of the roster cycle. We have 2 lady’s that have started and are one of them is in the same room as I am. She is room lead educator but is only casual Both lady’s are employed as casual workers they both stay in the same rooms and are on the 4 week roster with set times. I would like to know what rights I have as I’ve been cut back in hours and put as a float out of the room I was in.

    Regards Andrea Ruberto
  • test actuonline
    commented 2017-02-21 10:51:19 +1100
    Hi my boss has had me working on an abn for a few years now in a traffic control buisness. I’m just wondering if it’s goin to effect me in anyway and im wondering about or trying to find out all details on the situation . Thanks
  • test actuonline
    commented 2017-02-08 20:31:40 +1100
    If my employer refused to provide a payslip and hasn’t paid myself and other worker close yo a months work, what can I do?
  • test actuonline
    commented 2017-02-04 23:23:06 +1100
    Just wondering how far in advance rosters for casuals are meant to be given out. IE for work starting on a Monday, is it OK that our rosters don’t come out until after close of business on the Friday before, meaning that workers are unable to do things like make hospital specialist appointments until the Monday morning, by which time there is little chance of getting an appointment? would love some clarification on this. I’m in QLD if that makes a difference.
  • test actuonline
    commented 2017-02-01 23:56:40 +1100
    I sent an email to my boss about him being unfairly biased. His boss was cc in, he didn’t like the ‘tone’ of my email and he replied with a threat of a written warning, He then called a meeting where he told me to just listen and not say anything. At the end of his talk of his dislike of my tone I asked if he wanted to talk about the content, he said no. Two weeks later I was issued with a written warning from HR. And still not one person has talked to me in regards to my concerns about my boss. I’ve now been put on an improvement plan. Can they ignore my concerns without even talking to me? Can they then issue a written warning? Is this not classified as intimidation and bullying? And to put me on review regarding ‘tone’ in an email. Is that not perspective? How can you justify tone in an email?
  • test actuonline
    commented 2017-01-08 00:03:41 +1100
    Permanent part time in childcare
  • test actuonline
    commented 2017-01-02 18:10:42 +1100
    My husband is a steelfixer. He’s just been texted by his boss that if they want to continue working for him they’ll need to get an ABN asap. Who does this seriously?! I know this means he will be treated on paper as a contractor but treated in real life still as an employee. I know the boss is also just looking out for himself. Is this worth it? What do we need to know about going down this road? Ie pros and cons?
  • test actuonline
    commented 2017-01-02 14:24:29 +1100
    I’m casually employed by coles supermarkets in qld is it ok for them to only give me 1 hours notice to cancel my shift? I have read the EBA but can not find a specific amount of hours notice that they need to give, I know Woolworths must give 3 hours notice would coles be the same?
  • test actuonline
    commented 2016-12-30 15:08:53 +1100
    I’ve been employed in Local Government for over 2 half years, under, to date 8 ongoing temporary contracts ranging in length from 7 weeks to 8 months duration. The intention of temporary contracts, as I understand is for a particular purpose, in this case it was to ascertain the workability of a part-time job-share position. I believed this to have been affirmed when the first original contract was extended by a further 6 months.

    I believed the situation since to be inconsistent with the intention of temporary contracts and believed I had grounds to claim my position as on-going employment as stated below in this document from the Fairwork Centre. The issue of these contracts has been very hap-hazard, often only renewed because I have reminded my supervisor that it was concluding, at times, not knowing from one week to the next if I still had ongoing employment. I believe I have worked more than one day when I haven’t had a formal extension contract perhaps more than once, but at least once. Could you confirm if I have any grounds to claim this as a permanent position and how I can convince them of that. I have received Annual Leave & Sick Leave, this is not a casual position but was called part-time temporary. After all this time and even after just completing my Employee Performance Review stating I am “Meeting Expectations” I’ve been forced to undergo the whole recruitment process again to keep my job which looks unlikely because there are other applicants who have higher qualifications than I do.

    Thank you

    Creation of a New Agreement

    At the conclusion of the fixed term, if an employee continues to work for the employer without a formal extension of the fixed term, even by one day, then the law will treat such as the creation of a new ongoing employment agreement that has the same terms as the previous agreement, without the fixed term.
  • test actuonline
    posted about this on Facebook 2016-12-09 14:23:14 +1100
    Best union for kitchen aged care
  • test actuonline
    commented 2016-12-09 14:21:44 +1100
    Which union is best for kitchen hand aged care please

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