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To determine the “real reason” for our client`s termination, Hall Payne had to introduce a complex university redundancy and redeployment clause in the Macquarie University Enterprise Agreement. The clause created a façade of adequacy and natural justice that was used to mask the illegal actions of Macquarie University. During the review of the case, Luke Forsyth, CEO of Hall Payne, immediately found two potential breaches of the enterprise agreement that previous companies had apparently missed. He found that, contrary to the advice of other companies, the employee appeared to have a case of dismissal in violation of the Fair Work Act 2009 of general protection for exercising an occupational law by complaining about the behaviour of her supervisor. The worker claimed that she was dismissed because she had filed complaints of moral harassment against her superior and that the university had violated its enterprise agreement by failing to meet its redundancy and redeployment obligations. The fines were ordered directly to our customers to pay. 14. SALARIES AND PAYMENTS15. SUPERANNUATION 16. ALLOWANCES On July 31, 2019, the Court issued its decision on liability. Our client won! SCHEDULE 3: HEW LEVEL 10, BAND 3 AND BAND 4 LEGACY RATES SCHEDULE 5: MINIMUM STANDARDS FOR ACADEMIC LEVELS (MSALS) PROGRESS 40. PERFORMANCE EVOLUTION AND VERIFICATION 41. CAREER EVOLUTION 42.

HIGHER DUTIES 43. CLASSIFICATION OF POSITIONS 17. HOURS OF WORK 18. MANAGING STAFF WORKLOADS 19. FLEXIBLE WORK 20. OUTSIDE OF WORK UP TO 21. INTELLECTUAL FREEDOM 22. HEALTH AND SAFETY23.

SUSTAINABLE DEVELOPMENT 49. 44. CHANGE MANAGEMENT AT WORK 45. REDUNDANCY, REPLOYMENT AND RETRENCHMENT 26. COMMON LEAVE PROVISIONS 27. ANNUAL LEAVE 28. PERSONAL HOLIDAYS 29. LONG SERVICE LEAVE 30.

PARENTAL LEAVE 31. LEAVING DOMESTIC AND DOMESTIC VIOLENCE 32ND COMMUNITY LEAVE 33. RELIGIOUS, CULTURAL AND SOLEMN HOLIDAYS 34. STUDY AND GRADUATION LEAVE 35. SPECIAL LEAVE 36. BOUGHT LEAVE 37. VACATION WITHOUT PAYING 38. PUBLIC HOLIDAYS AND CONCESSIONAL DAYS The worker then undertook several experiments during a change phase to apply for various positions at the university. Not everyone succeeded. The university also refused to allow her to apply for positions for which she was qualified and qualified. But our client was determined to right the wrongs she had suffered. LONG SERVICE LEAVE 30TH PARENTAL LEAVE 31.

DOMESTIC AND DOMESTIC VIOLENCE ON 32. COMMUNITY LEAVE 33. RELIGIOUS, CULTURAL AND SOLEMN HOLIDAYS 34. STUDY AND GRADUATION LEAVE 35. SPECIAL LEAVE 36. BOUGHT LEAVE 37. HOLIDAY WITHOUT PAYMENT 38 HOLIDAYS AND CONCESSIONS . 24. ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT SCHEDULE 3: HEW LEVEL 10, BAND 3 AND VOLUME 4 LEGACY RATES SCHEDULE 5: PROFESSIONAL STAFF POSITION CLASSIFICATION DESCRIPTORS SCHEDULE 5: MINIMUM STANDARDS FOR ACADE LEVELS (MSALS) 39. 7. SETTING AND SELECTING8. Appointment instrument9.

CONTINUED EMPLOYMENT10. TEMPORARY EMPLOYMENT11. SUITE (CONTINGENT FUNDED) NOMINATIONS 12. CASUAL EMPLOYMENT 13. PROBATION The Federal Court of Justice decision serves as a warning to employers that workers are protected when a complaint or investigation is made against their employer. Negative actions taken against the employee can result in serious consequences and violations of the FW Act. “Nowhere in the entire redeployment process is there any evidence that the university has actively sought, except on one occasion, to seek positions where Ms. Tran has relevant skills and could be re-educated.” The court calculated that the worker owed $271,163.19.