OWS launches duress case against major transport operator
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Bloggs,
Sorry I should have been more clear and you are correct.
The situation I am referring to is when an AWA has reached its nominal expiry date and there are no future wage increases written in the document. In such a circumstance (which is the vast majority of cases) although you can't have your wages cut, you certainly have no entitlement to future wage increases (except as per the Fair Pay Commission).
It's just a sh!t system.
Sorry I should have been more clear and you are correct.
The situation I am referring to is when an AWA has reached its nominal expiry date and there are no future wage increases written in the document. In such a circumstance (which is the vast majority of cases) although you can't have your wages cut, you certainly have no entitlement to future wage increases (except as per the Fair Pay Commission).
It's just a sh!t system.
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Capn Bloggs
[QUOTE]This is different from the more draconian Workchoices AWAs, where the words are "until replaced or terminated". "terminated" can be by unilateral action by the employer (or employee for that matter) with 90 days notice and no recourse.[QUOTE]
This little gem came into effect in March 2006.
Will someone remind me again whos benefit AWA's are for
John Howard keeps telling me that people on AWA's are so much better off. Perhaps if he was on one he might think otherwise.
[QUOTE]This is different from the more draconian Workchoices AWAs, where the words are "until replaced or terminated". "terminated" can be by unilateral action by the employer (or employee for that matter) with 90 days notice and no recourse.[QUOTE]
This little gem came into effect in March 2006.
Will someone remind me again whos benefit AWA's are for
John Howard keeps telling me that people on AWA's are so much better off. Perhaps if he was on one he might think otherwise.
Metrosexual
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John Howard keeps telling me that people on AWA's are so much better off. Perhaps if he was on one he might think otherwise.
And he knows what's best for 'workers'.
Thread Starter
Hearing date set in case against National Jet Systems
The Directions Hearing for the Office of Workplace Services (OWS) case against National Jet Systems has been set for 9am on 3 July 2007, in the Federal Magistrates Court in Perth.
OWS last week initiated prosecution of transport company, National Jet Systems Pty Ltd, for allegedly attempting to force pilots to sign new Australian Workplace Agreements (AWAs) and withholding pay increases due under their existing AWAs.
Australian workplace law expressly forbids anyone from applying duress to an employee in connection with an AWA (section 400(5)) of the Workplace Relations Act 1996).
The OWS case seeks penalties for underpayment of entitlements totalling $5377.31 for three pilots, and for duress in two of those cases, as well as full recovery of the underpayment. OWS had previously indicated duress in all three cases.
OWS, soon to be the Workplace Ombudsman, is committed to ensuring that the rights and obligations of workers and employers under workplace law are protected, understood and enforced fairly.
In just over one year as an independent agency, OWS has recovered over $11.4 million for more than 7400 employees across Australia.
Employers and employees who would like more information on their rights and obligations should contact the Workplace Infoline.
Media Enquiries: Contact David Cornford on 0423 820 852 or email david.cornford @ ows.gov.au
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31 May 2007
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The Directions Hearing for the Office of Workplace Services (OWS) case against National Jet Systems has been set for 9am on 3 July 2007, in the Federal Magistrates Court in Perth.
OWS last week initiated prosecution of transport company, National Jet Systems Pty Ltd, for allegedly attempting to force pilots to sign new Australian Workplace Agreements (AWAs) and withholding pay increases due under their existing AWAs.
Australian workplace law expressly forbids anyone from applying duress to an employee in connection with an AWA (section 400(5)) of the Workplace Relations Act 1996).
The OWS case seeks penalties for underpayment of entitlements totalling $5377.31 for three pilots, and for duress in two of those cases, as well as full recovery of the underpayment. OWS had previously indicated duress in all three cases.
OWS, soon to be the Workplace Ombudsman, is committed to ensuring that the rights and obligations of workers and employers under workplace law are protected, understood and enforced fairly.
In just over one year as an independent agency, OWS has recovered over $11.4 million for more than 7400 employees across Australia.
Employers and employees who would like more information on their rights and obligations should contact the Workplace Infoline.
Media Enquiries: Contact David Cornford on 0423 820 852 or email david.cornford @ ows.gov.au
On this page
31 May 2007
Office locations
Find your closest OWS office.
Western Australia|Northern Territory|Queensland|New South Wales|Victoria|Australian Capital Territory|South Australia|Tasmania
Comment?
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Ref my #19
The AFAP said that individual contracts were not the way to go as did the majority of the group affected.
NOT one other union stood up and agreed
The bear got his nose in the door and now sits in front of the TV and eats us all out of house and home - if you get the parable.
The current situation is deplorable BUT as I have said, you are what you sign and with so many prepared to sign away their soul for any advancement, real folks are stuffed.
I have seen 46 years of this Aviation Industry, the worst and best from pre "North American Contract" conditions to '89 then to European, Asian and Australian INDIVIDUAL Contracts.
Regrettably Pilots have had their status, conditions and lifestyles seriously eroded in recent history, it's up to those still in the active Pilot part to sort it out.
1,000 bean counters at the bottom of the sea would be a good start.
Cheers
The AFAP said that individual contracts were not the way to go as did the majority of the group affected.
NOT one other union stood up and agreed
The bear got his nose in the door and now sits in front of the TV and eats us all out of house and home - if you get the parable.
The current situation is deplorable BUT as I have said, you are what you sign and with so many prepared to sign away their soul for any advancement, real folks are stuffed.
I have seen 46 years of this Aviation Industry, the worst and best from pre "North American Contract" conditions to '89 then to European, Asian and Australian INDIVIDUAL Contracts.
Regrettably Pilots have had their status, conditions and lifestyles seriously eroded in recent history, it's up to those still in the active Pilot part to sort it out.
1,000 bean counters at the bottom of the sea would be a good start.
Cheers
Last edited by greybeard; 2nd Jun 2007 at 13:34. Reason: spelling
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Grey, I and alot of others at NJS tried to convince all in sundry for years that AWAs only benefited the company.
But the fence sitters and lickers out weighed us..............well, I think it's time those guys ran into a little trouble in the staff car park, it's awfully dark down the back there.
But the fence sitters and
lickers out weighed us..............well, I think it's time those guys ran into a little trouble in the staff car park, it's awfully dark down the back there.
Hammered by the Law :OWS and rogue employers
Let's hope Nat?et and other operators who subject their employee's to unlawful activitie's get "hammered" with the full extent of the law.
aviation has been full of "sharks and shonks" for more year's than i care to remember.
perhaps between the looming "pilot shortage" and the "full arm of the law" we might see some changes in the industry.
as greybeard "sais" we (as a general commnunity/society) have let the "bear" inside the house and let it "roam" freely.
we need some "pilot (and community solidarity)" on our "T&C"/"general working conditions" and the "full arm of the law" to enforce it.
cheers
dijon moutard
aviation has been full of "sharks and shonks" for more year's than i care to remember.
perhaps between the looming "pilot shortage" and the "full arm of the law" we might see some changes in the industry.
as greybeard "sais" we (as a general commnunity/society) have let the "bear" inside the house and let it "roam" freely.
we need some "pilot (and community solidarity)" on our "T&C"/"general working conditions" and the "full arm of the law" to enforce it.
cheers
dijon moutard
