Thank you for this article that illustrates the problem of wage theft and the vulnerability of workers in the current work environment. As a member of the blue Mountains Union – Community, I will discuss and comment on your article. Keep your research going. We have just passed Australia`s first pay theft laws! to any activist who knocked on doors, called or pressured MPs; To any worker who has spoken and shared his or her own experience of pay theft and who, in the future, will ask other workers for better demands, this is for you! #springst pic.twitter.com/xVyAS45f1c My own experience of more than a decade in Australia and when I work for an Australian employer or employment company abroad, paying short hourly rates, less hours checked by the customer, does not involve reimbursement, including 8 weeks in a 4-star hotel selected by the client in Beijing and much more. I have succeeded in one way or another and I am no longer trying to keep up with the lack, but others should take my message into account. The Fair Work Ombudsman told me that working a 45-hour week for 38 hours of pay was « fair » because Gemini Accident Repair Centres paid me just above the bonus! Apparently, stopwatches no longer matter!? It seems that many of these companies employ 457 Visa workers and that the Ombudsman`s staff has no legal expertise! The twin staff told the mediator during mediation: « We can do Matthew as much overtime as we want, and we don`t have to pay for it, » and that didn`t raise red flags!? Other AAT staff members submitted similar anonymous reports of public service coercion. A young graduate reportedly started going to work on the first day and received an email from HR in which he said he had to sign a contract with an external agency. The graduate, who said he felt like he was employed as a public servant, was so revolted that he stopped the next day. Be very careful, to have your custody, to keep records and to be always ready to accept partial payment from some employers, especially those who are settled abroad. « Their requests for unpublished figures and/or other documents held by the AAT may be considered under the Freedom of Information Act 1982 (FOI Act). Details of this procedure, including instructions for filing an application under the BFI Act, are available on the AAT website. Ms. Wallis stated that the AAT`s casual staff would be in contact, but that this had not been done at the time of publication.
Ms Wallis also declined to specify the number of employees who « delivered » the launch to the AAT. The employee then had to revive his employment contract by his alleged new boss, Launch Recruitment, because many weeks after the employee`s work began, it had not been made available. Brilliant reminder that employees need strong friends or have seen a flight from Waqe. The retention of promotions and an initial instruction to sign a contract appear to be consistent with the legal standard of coercion provided by the Fair Work Act. Despite this, AAT employees stated that such practices were commonplace throughout the department. A clear explanation for these shambolic practices is in an email from Chris Sutton, head of human resources at AAT. It states that contractual agreements are one way to avoid the staff caps imposed by Canberra. – Victorian Trades Hall Council (@VicUnions) June 16, 2020 « Data for the current fiscal year will be available when the 2019/20 Annual Report is presented to Parliament.