O’Reilly Workplace Law has recently contributed the Queensland chapter for Wolters Kluwer’s premium workplace relations and employment law service, the Australian Labour Law Reporter (ALLR).
The chapter, written by Denise O’Reilly and Jessica Haddley and edited by Annelies Herrmann (Senior Content Specialist, Wolters Kluwer), is an in depth analysis of the new industrial relations legislation which commenced in Queensland on 1 March 2017. We discuss the provisions of the new Industrial Relations Act 2016 (Qld) (IR Act) (which repeals the previous legislation), as well as other legislation relevant to the public sector.
The topics covered include:
- background to the introduction of the IR Act and previous workplace relations legislation
- coverage of the Queensland industrial relations system
- modern awards and collective bargaining in the Queensland system
- right of entry
- minimum conditions of employment, including the recently introduced domestic and family violence leave
- industrial disputes and industrial action in Queensland
- Queensland’s new anti-bullying and general protections provisions
- payment of wages and record keeping
- regulation of industrial organisations
- unfair dismissal jurisdiction
- anti-discrimination law, and
- legislation specific to the public sector in Queensland.
Here is an introduction to the commentary about the new domestic and family violence leave entitlement – the first legislated in Australia.
You can organise a free trial of ALLR here.
[¶9-705] Domestic and family violence leave in Queensland
As a result of recommendations made by the Special Taskforce on Domestic and Family Violence in Queensland in February 2015, provisions were included in the Industrial Relations Act 2016 (Qld) (Industrial Relations Act) to allow for the taking of specific leave related to the effects of domestic and family violence. Queensland is the first state to legislate for this entitlement.
The relevant provisions, which commenced on 1 March 2017, are contained in Ch 2, Pt 3, Div 7 of the Industrial Relations Act.
Employees, other than casual employees, are entitled to a maximum of 10 days domestic and family violence leave per year on full pay if:
Long term casual employees have the same entitlement as permanent employees, albeit unpaid (s 52(2)). Short-term casual employees have a lesser entitlement …