JobWatch Inc. | Non-profit organisation

JobWatch Inc.

Phone: +61 3 9662 1933

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23.01.2022 MEDIA RELEASE JobWatch says that the Government announcement this morning of legislative and regulatory reforms to address workplace sexual harassment is just the beginning of the changes that are required. The legal reform required makes this a marathon, not a sprint. We mustn’t lose momentum now. The announcements today, including that community legal centres will receive further funding for employment law matters, are welcomed and are important initiatives, however we... need to invest time and energy into additional reforms, says Zana Bytheway, CEO of JobWatch. These include further legislative changes and actions addressing civil claims and penalties, financial reform, criminal liability, and importantly, the introduction of a national register of confidential settlements of sexual harassment claims so that perpetrators cannot simply pay their way out of taking responsibility for their actions. Read the full release, including further legislative changes and actions suggested by JobWatch: http://jobwatch.org.au/media-release-government-announceme/ #WorkplaceRights #WorkplaceLaw #WorkersRights #EmploymentRights #EmploymentLaw #SexualHarassment #SexualAssault #WorkplaceSafety

19.01.2022 We were pleased to contribute to this article in The Sydney Morning Herald last week about sexual harassment in workplaces: https://www.smh.com.au//government-reminds-bosses-of-exist #WorkplaceRights #WorkplaceLaw #WorkersRights #EmploymentRights #EmploymentLaw #SexualHarassment #SexualAssault #WorkplaceSafety #WorkplaceSexualHarassment

16.01.2022 Any legislative change is a step in the right direction but let's go all the way and do all we can to maximize the prevention of sexual harassment and the protection of women. Our Executive Director Zana Bytheway spoke to Human Resources Director Australia about the recent government response to the Respect@Work report: https://www.hcamag.com//workplace-harassment-law-se/251975 #WorkplaceRights #WorkplaceLaw #WorkersRights #EmploymentRights #EmploymentLaw #SexualHarassment #SexualAssault #WorkplaceSafety #WorkplaceSexualHarassment

05.01.2022 Have you been affected by the end of #JobKeeper? Don't forget we have our 'End of JobKeeper Q&As' on our website now: http://jobwatch.org.au/end-of-jobkeeper-qa/ Here's one question that we've been seeing through our Telephone Information Service, which we've answered in the Q&A. Question: My employer says they need to keep standing me down after JobKeeper ends. What are my options?... Answer: Under s524 of the Fair Work Act 2009, an employer may stand down an employee during a period in which the employee cannot usefully be employed in certain circumstances, including because of a stoppage of work for any cause for which the employer cannot reasonably be held responsible. An employer does not have to make payments to the employee for the period of the stand down. In general, an employer cannot stand down an employee under s524 simply because of a deterioration in business conditions. By contrast, where work has stopped because of an enforceable government direction, a stand-down under s524 may be applicable. If your employer tells you that you are to be stood down and you don’t agree that it is because of a stoppage of work for which they cannot reasonably be held responsible, you can make an application to the Fair Work Commission to challenge the validity of the stand-down. Not sure if this applies to you? For more information on what is most appropriate in your situation, contact JobWatch’s Telephone Information Service on 1800 331 617 (Regional VIC, QLD, TAS) or 03 9662 1933 (Melbourne Metro). #JobKeeperPayment #WorkersRights #EmploymentRights #EmploymentLaw

04.01.2022 We're waiting for your call! On Wednesday nights, JobWatch's free and confidential Telephone Information Service is open till 8.30pm to answer any employment rights questions. Call us - 1800 331 617 (Regional VIC, QLD, TAS) or (03) 9662 1933 (Melbourne Metro).