Western Australia, the largest state in Australia has a total area of more than 2,500,000 sq.km. Perth, one of the most populous city with over one million people is the capital city of Western Australia.

Western Australia is divided into 5 regions: the Kimberley, the North West, South West, the Interior, and the Wheat Belt.

Situated between the Darling Ranges and the Indian Ocean, and along the banks of the Swan River, 12 km from the ocean, Perth is the city of lights, sun, fun and beaches.

Australia’s sunniest capital city embraces a relaxed outdoor lifestyle. Overseas travelers can enjoy the 400 hectares of Kings Park in the city or can immense themselves in the inviting clear waters and spectacular sunsets at Cottesloe Beach.

Port city of Fremantle is the junction of maritime history and the happening multicultural energy. People can take a short ferry ride to Rottnest Island for swimming, snorkeling, fishing and relaxing.

Venture inland to the Western Australia’s oldest wine growing region, Swan Valley. Scenic vineyards,produce farms, and art galleries speckle the valley, creating a visionary feast.

Discover the vibrant, open energy passing through Perth: the gateway to Western Australia with a Australia Tourist Visa.

Know more about the visa details, call now on 1800 103 1555 or mail at visa@opulentuz.com.

If an employer terminates an employee without giving an opportunity to the employees to respond to the situation and information, the dismissal can be investigated by the Fair Work Commission (FWC) and termed as unfair if it is so.

The case of Leimonitis & Hourigan v Qube Logistics (Vic) Pty Ltd ([2013] FWC 3)) highlights a similar case where 2 night shift drivers were dismissed for alleged irregularities in timekeeping.

FWC investigated and came to know that there were only 3 occasions where Hourigan clocked on for Leimonitis when he was late to work. This provided a valid reason for dismissing both of them, including Leimonitis because he accepted the action and took no action to correct it.

Dismissal letter stated that the decision to terminate was based on cheating on regular and systematic basis while the evidence was found only for 3 occasions.

Few Things Employers should learn from this case:

• Have sufficient evidence about the activity for which you are dismissing the employee
• Don’t exaggerate the grounds to the employee.
• Give an opportunity to the employee to present his/her view on the situation and the reason
• Provide time to the employee to bring the evidence or information which can protect him/her from dismissal

Know more about the work culture of Australia, call now on 1800 103 1555.

Share your thoughts with us on our Australia Facebook page.