Transporter E-News, Issue 57 - Highlights

• CEO Message
• Trucking Australia 2022 - QTA team's experience
• Trucking Australia 2022 Awards
• Qld Small Business Month
  • QTA Resources for your Small Business
• Rehabilitation & Return to Work - Worksafe Qld
• NQ Smart Business Seminar - Register Now
• QTA Golf Day - Get your teams ready, Registrations open soon
• In the News
• QTA Member Finalist in Resource Industry Network Awards
• Gallagher News
  • Insurance for business incurred injuries
  • Handle business insurance renewals with confidence
• Have your say - Proposed changed to Port Botany Landside Operators Mandatory Standards
• Heavy Vehicle Toolbox Talks Series
• Roadworks Updates
  • Peak Downs Highway, Moranbah - Change to night time access conditions
  • Flinders Highway, Townsville-Charters Towers - resurfacing works postponed
  • Have your Say - Barron River Bridge near Kuranda

Transporter E-News, Issue 56 -  Highlights

• CEO Message
• Consumer Price Index - March 2022 Quarter
• Queensland changes COVID-19 Close Contacts Requirements
• NQ Smart Business Seminar - Register Now
• QTA Golf Day - Save the Date, Registrations open soon
• In the News
• A sense of adventure: Expedition truck to be raffled for MND research  - NTI
• NHVR News
• eSafe News - Department of Workplace Health & Safety
• Fast and Free Digital Training
• Roadworks Updates
  • Flinders Highway, Macrossan Bridge closure near Charters Towers
  •  Bruce Highway Upgrade Program - Maryborough to Gin Gin (Torbanlea to north of Howard)
  •  Mount Lindesay Highway (Palen Creek) - Emergency Repair Works, 3 May 2022
  • NSW: NorthConnex Tunnel maintenance and closure

In a recent ruling, the Federal Circuit and Family Court (Federal Circuit) has required an employer to pay around $100,000 in penalties and damages. The high value of the penalties (a total of $66,150 for two separate breaches) is intended as a reminder to employers that the court has the ability to significantly punish deliberate contraventions involving victimisation. The case, and its findings highlight what to expect should an employer seek to use legitimate performance management practices as cover for illegal adverse action.