Australia

Up to 10 stores are set to open in the first year.

The move is part of the chain’s celebrations of Australia Day.

Regular contributor on employee relations matters ER Strategies has compiled a short list of some of the more important recent changes made to the Fair Work Act, which regulates employment across most of Australia. Unfair dismissal and General Protection dismissal applications Under the Fair Work Act there was a gap in the time limits between lodging an unfair dismissal and a ‘general protections’ dismissal application. This meant an employee could lodge an unfair dismissal application and if unsuccessful there, have a second bite of the cherry by lodging a general protection application, where in practice the rules for employers defending themselves are generally tougher. Effective from 1 January 2013, the time limits have been changed to be the same for both, with some good, some bad aspects for employers: • The time limit for lodging unfair dismissal applications will now increase from 14 to 21 days, giving employees more time to lodge their unfair dismissal application; whilst • The time limit for lodging a general protections dismissal application will be reduced from 60 to 21 days. In addition to the time frame changes, the renamed Fair Work Commission will be given further powers to dismiss unfair dismissal applications and to make cost orders against parties, lawyers and paid agents in unfair dismissal matters. Examples of when the FWC may exercise its discretion to dismiss an application under these provisions may include where the dismissed employee / applicant fails to attend an FWC proceeding relating to the matter without providing prior advice and/or without any reasonable excuse for their failure to attend, or an employee / applicant continues to pursue an unfair dismissal application despite a settlement agreement having been concluded by the parties. Enterprise agreements Small technical changes have been made to the rules around making enterprise agreements to clarify some disputed interpretations that have arisen. Effective from the first of January 2013 the following changes came into effect in relation to making enterprise agreements: • Enterprise agreements cannot be made with a single employee • Employers cannot modify the notice of employee representational rights prescribed by the regulations (this notice must be given to all employees once enterprise bargaining commences). • Terms allowing an employee to opt out of an enterprise agreement are prohibited • A union official cannot act as bargaining representative for an employee unless the union has coverage to represent that employee The ER Strategies website is at www.erstrategies.com.au. They also have a specialist enterprise bargaining website at www.enterprisebargaining.com.au. Related QSR Media article - https://qsrmedia.com.au/in-community/news/fast-food-employers-confused-employment-obligations

It is for Queensland.

In this Q&A with Luke Baylis, MD Sumo Salad we find out what the Tulla deal means for Sumo Salad.

Three franchisees allege they were misled.

The store is now inoperable after being set alight.

From online training to continuing education, see what training innovations are gaining traction in the Australian QSR industry.

This week leading strategy advisor Rod Young of DC strategy gives us his predictions for the year ahead.

According to BIS Shrapnel, on average, across all Fast Food consumers, 22% consumed Wraps.

Santa is on his sleigh and the elves won't be back until Jan 2. Have a Happy Christmas and see you back in the new year .

General Manager Scott Meneilly bags the award for Boost Juice.

It is believed to be the first QSR to do so in Australia.

The coffee franchise is set for major expansion.

According to a report in the Sydney Morning Herald, insiders believe McDonald's benefited from high-value coins being in high circulation in Australia.

Jason Ball was Managing Director of Starbucks Coffee Australia for four years.