Coercive, unfair or deceptive recruitment Discrimination Employment contracts Health and safety Reporting Wage manipulation, non-payment or withholding of wages
(1) Remuneration payable to an employee must be paid in money and, if demanded, at least once each fortnight.
(2) Payment is made in money only if it is made:
(a) in cash, or
(b) with appropriate authority, by cheque payable to the employee, or
(c) with appropriate authority, into an account in the name of the employee (whether or not jointly with another person) at a financial institution by electronic transfer of funds or other means.
(3) Payment of remuneration is to be made in advance if the employee is entitled to payments in advance by agreement, custom or otherwise.
(4) An employer must not pay remuneration to an employee contrary to this section.
Maximum penalty: 100 penalty units.
Law / 13th June 1996 / Australia / Industrial Relations Act 1996 (NSW)
The objects of this Act are as follows:
(a) to provide a framework for the conduct of industrial relations that is fair and just,
(b) to promote efficiency and productivity in the economy of the State,
(c) to promote participation in industrial relations by employees and employers at an enterprise or workplace level,
(d) to encourage participation in industrial relations by representative bodies of employees and employers and to encourage the responsible management and democratic control of those bodies,
(e) to facilitate appropriate regulation of employment through awards, enterprise agreements and other industrial instruments,
(f) to prevent and eliminate discrimination in the workplace and in particular to ensure equal remuneration for men and women doing work of equal or comparable value,
(g) to provide for the resolution of industrial disputes by conciliation and, if necessary, by arbitration in a prompt and fair manner and with a minimum of legal technicality,
(h) to encourage and facilitate co-operative workplace reform and equitable, innovative and productive workplace relations.