Employers Must Abide by Industrial relations law in Queensland

1. Employers Must Abide by Industrial relations law in Queensland Labour unions in Queensland today have stronger collective bargaining powers putting managements across enterprises under stress. It’s not that Workplace relations law in Qld is unfairly loaded against business owners because it refers to the management of obligations and entitlements related to work, between employers and employees. The Fair Work Act legislated in 2009 moved Queensland’s industrial relations for the private sector from the state system to the national system. There are many good law firms that will explain to you how laws are made equitably for everyone and what are the laws that will secure the interests of the entrepreneurs against labour union intimidation. After all, dealing with labour unions isn’t easy for businesses especially those that are not large and resourceful. Comply with Hiring Laws to Avoid Complications Many of the complications arise at the time of hiring, especially if there is no proper agreement between the employers and employees. This could lead to any number of issues that are not in compliance with industrial relations law in Queensland. It is the smaller businesses employing between 50 and 300 employees that normally find it challenging to grow with a whole lot of dissatisfied employees. For any growing

2. business, hiring new employees is a continual process but complying with industrial laws is also very important. If a business needs a big team to execute a project and isn’t sure about the laws guiding large scale hiring, there are good law firms that can help. Fast-growing businesses in Queensland that often go on a hiring spree need to keep workplace relations law in Qldin mind to avoid likely charges of unfair dismissal, discrimination, bullying, harassment and other legal claims. At no point should enterprises hire new recruits outside the legal framework because they could face challenging situations that may require them to issue job termination notices to many or a few of the employees they hired in a hurry. In such cases, there is usually the likelihood of indiscipline that leaves the employer with no choice but to take the extreme step of terminating such employees. Such an event can cause real harm to the employer’s reputation. Never Overlook the Need to Know Employee Rights The National Employment Standards (NES) or the national minimum wage that are part of the workplace relations law in Qld must be adhered to by enterprises while giving an award, employment contract, enterprise agreement or any other registered agreement. These standards ensure that all employees in Queensland are assured of ten minimum employment entitlements that every employer must respect and comply with. It won’t take much for an employer to miss any one or more of these entitlements, which could result serious charges of workplace discrimination or other legal claims being leveled against him. Any business would therefore like to avoid such unpleasant situations especially if labour unions get involved at any stage. Aggressive employees could even charge that the employer is denying them their dues with regard to issues like bonus and incentives that may also be disputed by them with the union’s backing. To deal with such problems employers should not hesitate to consult the best legal brains.