The information and instruments are available on the Commission`s website to support an agreement. Visit an agreement for more details. Communication, electricity, electronics, energy, information, postal, Plumbing and Allied Services Union of Australia v Kentz Pty Ltd  FCA 581 INDUSTRIAL LAW – Request for finding that the respondent v. 50 of the Fair Work Act 2009 (Cth) (Cth) (Cth) (Cth) and the resulting compensation – if the plaintiff and the respondents in obtaining a Greenfields agreement under the Act (the agreement) are entitled to compensation prescribed under the agreement – taking into account the proper construction of contractual terms – If you have sought and are unable to reach an agreement: WorkPac Pty Ltd / Rossa  FCAFC 84INDUSTRIAL LAW – An employer`s request for an explanation that a worker has not been able to enforce national standards for the use of paid leave rights , personal/caregiver leave and compassionate leave because he was a casual employee within the meaning of ss 86, 95 and 106 of the Fair Work Act 2009 (Fth) (FW Act) and was unable to enforce the corresponding rights of the existing enterprise agreement, because it was a «casual Field Team Member» (FTM) – given the character of the worker`s employment – taking into account the term «fixed prior obligation» used in some authorities with respect to casual employment – workers are not casual workers under the FW Act or a casual FTM Act. RESTITUTION – Workers paid by employers at a flat-rate hourly rate under the employment contracts alleged by the employer contain an identifiable occasional burden – the employer stated that if the Court of Justice found that the worker was not a casual worker under the FW Act or an occasional FTM under the enterprise contract, it was legitimate to return the occasional burden, since the worker was unjustly enriched – the employer sought restitution for error and non-consideration. INDUSTRIAL LAW – Employers have argued that, if the Court of Justice found that the worker was not a casual worker under the FW Act or that it was a fortuitous MTC under the enterprise contract, it was entitled to take into account the sums paid to him as compensation against the rights he invoked, that the employer should have the right to take into account a portion of his compensation paid to the worker in order to fulfill his obligations. it asserted – the benefit of an employer contractually paid to a worker to fulfil its legal obligations to the worker – the employer`s wages were not used to fulfill the legal obligations to claim paid leave from the worker – against reg 2.03A of the Fair Work Regulations 2009 (Cth) – an employer that has no right to take into account the amounts. Registered contracts apply until they are terminated or replaced. Yang v DS Shopfitters Pty Ltd – Ors  FCCA 84 INDUSTRIAL LAW – applicant requests underpayments as part of and violation of carpentry and construction price 2010, Or, violation of the verbal agreement – the wrongd complainant during the work of the holidays – if the plaintiff was covered by the bonus – were payslips – evidence of a verbal agreement of work – a dispute over the plaintiff`s wages – the plaintiff was led to work on the spot – if the plaintiff, which was identified by the distinction – that the applicant was constructively excluded from his employment – that other alleged violations of the modern distinctions or fairwork Act 2009 (Cth) – that the worker is because of labour law – the ancillary liability of the respondents.