Booney wrote:whufc wrote:Booney wrote:Trader wrote:Wow, I didn't think I'd see it but Booney has officially turned into that 16 year old girl that posts something cryptic on facebook about her fake so-called friends that turned out to be snakes, but doesn't actually say what happened and when anyone asks just provides a vague response or 'it's not even worth talking about'.
[Disclaimer: In reality I'm just nosey and want Booney to post all the details cause gossip is more enjoyable than working.]
I'm reticent to post too much, but I'm happy to send you a PM if you're interested?
I don't know much about employee contracts but what I do know is that amongst all the coronavirus crisis the government was able to
slip in amendments that were extremely favourable to businesses and not so the employee, especially in regards to changing existing employment contacts.
I believe there were multiple amendments that made the 'stand down laws' as simple as they are.
Unless the employee agreed to them they didn't happen.I'm very quickly becoming quite understanding of employment / work place agreements.
I'm not sure thats 100% correct.
Precedent with the health care industry making flu shots mandatory as part of their employees contract.
Existing health care workers with pre existing contracts were 'forced to have the jab' or find another job. I believe this was tested in the courts from employees not wanting the jab but they failed miserably.
The same has happened regarding Working with Children Checks. This is now mandatory in all health and fitness facilities. This has become government law and those who were employed previous to this rule are required to obtain one to continue employement regardless of whether they agree or not. Their contract and mandatory certifications has been changed by law mid employment contract.
I work for a not for profit organisation who manage recreation facilities and in the tender business and on many occasions we take over management of previously Council managed facility.
As a rule of thumb Council facilities pay a much higher pay rate than us. Once our management contract begins though they are required to have a contract with us according to our ECA. Their Council contract and conditions become completely null and void. It's normally a mixed bag because we have a high level of permenant staff so staff generally get offered permanency opportunities but are required to take a hourly rate cut. This can get pretty heated when they were a casual getting regular permanent hours previously
Cheers everyone.
I sent them an email saying I travel thru regional bushfire prone areas for work and feel it would be a safety issue if I lost Telstra, didn't think it would work but it did.
