SECOND SAC

• termination 


  end of employment relationship where employee leaves a particular workplace, usually managed by HR to ensure employee is treated fairly and within the law
• retirement 


  employee voluntarily leaves workplace and no longer be part of the workforce, choice to depends on what a person can afford
• resignation

  or "quitting" is a voluntary ending of employment relationship, people resign to start promotion elsewhere or change of lifestyle, usually sufficient notice must be given to do so
• redundancy


  when a persons job no longer exists, usually due to technological changes or business restructure voluntary= employees given opportunity to nominate themself involuntary= employee asked to leave, not their fault
• dismissal 


  when behaviour of employee is unacceptable and business terminates their employment, however there is procedures to follow, failure to do so results in an unfair dismissal
• entitlement considerations


  rights to benefits employees have when leaving the workplace, either on voluntary/involuntary basis can include any wage or salary owing
• transition considerations


  issues relating to process of changing from one job/circumstance to another, providing support or advice is above and beyond requirements yet shows responsible acting
• workplace relations


  interaction between employer and employee to achieve working conditions/objectives
• employees role


  to actively work to achieve business objectives perform duties with diligence follow safety procedures
• unions role

  an organisation that represents/protects the rights of employees in a particular industry
• employers role


  to assign work for employee to achieve objectives ensure employee pay/work conditions meet national standards ensure appropriate training for a safe workplace
• employer associations role


  advisory body that represents/assists to promote common interests of employers and uphold legal obligations
• HR manager role


  involved in ongoing management of employer/employee relationship acting as mediator between conflicting interests recruiting staff and organising training programs ensure legal minimums are met
• fair work commission (FWC)

  aus national workplace relations tribunal deals with unfair dismissal claims makes orders to suspend industrial action
• awards 


  provide pay rates + conditions of employment for a particular industry or occupation should offer equal or better conditions than National Employment Standards (NES) FWC is responsible for maintaining/reviewing these
• agreements (enterprise agreements)


  legal document that outlines wages+ conditions for work applicable to a certain business must meet BOOT so employees are better off overall in conditions when compared to the relevant award
• collective agreements 


  on pay and conditions of work made between groups of employees and employers