Document Chunk
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Section : Consultation requirements when terminating 15 or more employees
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the section discussing the legal requirements for consultation in the workplace, specifically addressing the obligations of employers under the Fair Work Act when dismissing a significant number of employees. It highlights the necessity for employers to notify or consult with unions and Centrelink in such situations, emphasizing the importance of compliance with consultation laws during major workplace changes.
Text Content
The Fair Work Act requires an employer to notify or consult with a union if:
- they decide to dismiss 15 or more employees for economic, technological, structural or similar reasons; and
- they knew or should have known that at least 1 of the employees was a union member. The employees don't need to be covered by an award or enterprise agreement. Employers are also required to notify Centrelink before dismissing 15 or more employees.
- What does the Fair Work Act require an employer to do before dismissing 15 or more employees?
- Under what circumstances must an employer consult with a union according to the Fair Work Act?
- Is it necessary for the employees to be covered by an award or enterprise agreement for the employer to notify a union?
- What is the minimum number of employees that triggers the requirement for employer notification to a union?
- What additional notification requirement do employers have when dismissing 15 or more employees?
- What types of reasons for dismissal are mentioned in the Fair Work Act?
- If an employer is aware that one of the employees is a union member, what action must they take before proceeding with the dismissal?
- How does the Fair Work Act ensure that union members are considered in the dismissal process?
- What implications might arise for an employer who fails to notify a union when required by the Fair Work Act?
- Can you explain the significance of notifying Centrelink in the context of employee dismissals?