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Fair Work setting its sights on Melbourne’s inner east

As part of the latest compliance and education campaign, the Fair Work Ombudsman’s will be focusing on at least 200 businesses in Melbourne’s inner east.

Fair Work Inspectors will be auditing a cross-section of businesses within Hawthorn, Kew, Camberwell, Doncaster and surrounding suburbs, including those in the retail, accommodation and food services and education and training industries, seeking to check their wage and time records to ensure that employers are complying with their obligations.

The Fair Work Ombudsmen are reportedly targeting this region due to the large numbers of young workers and the significant culturally and linguistically diverse community in these areas. This region is currently ranked 9th in Australia in terms of the proportion of disputes received from young workers (primarily within the cafe, restaurant and takeaway foods industries), and with the area being projected to experience strong growth over coming years, it is hoped that these proactive compliance activities will help to ensure that employer fully understand and comply with employment laws.

Fair Work Inspectors will be on the lookout for any instances of non-compliance and will take appropriate action in response to any identified breaches. Potential action may include issuing letters of caution, on-the-spot fines up to litigation in the courts for the most serious cases. In the last financial year, the Ombudsman received some 244 disputes from Melbourne’s inner east region, and more than $530,000 was recovered for more than 140 employees in the region.

Similar audits will also take place for businesses across Albury-Wodonga, with the Fair Work Ombudsman making unannounced visits to approximately 60 establishments in the region.

Information in HR Advice Online guides and blog posts is meant purely for educational discussion of human resources issues. It contains only general information about human resources matters and due to factors such as government legislation changes, may not be up-to-date at the time of reading. It is not legal advice and should not be treated as such.

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