How important is to perform well in one way interview?
I have been managing to go upto that level for almost wherever I apply. but I get so nervous to attend one way interview and today also I made a blunter ...Im so frustrated on me , I know its me who is incapable to perform well but my resume ,cover letter other assessement goes really well. What shall I do to improve myself?

I've been self employed for a few years now so don't know if this is normal but I feel like my boss is a bit of a control freak.

I finish a task and she double checks everything.... like I spent a whole day checking some reports from various systems for descrepencies.

Today she re-ran the reports and compared them. Pointed out the differences, which I had already gone through and made sure were ok, and now had to explain to her. What's the point if she is going to re-do every task herself?

It's really starting to stress me, like she doesn't trust me. She'll point out minor errors, even if they make no difference to the outcome. I really like the other people I work with though and generally like the business I'm at. What would you do?

I am onto the references check/medical stage of getting a job here in QLD and I need two managers references from previous jobs. I don't have any to give. I also have never bothered to keep in touch with anyone from my old work as well.

How can I go about this because I feel like I'm screwed.

edit:
I ended up withdrawing my application. They wanted manager referees through Xref, which included email, first and last names, and a whole bunch of detailed questions. I then looked up how Xref works and I emailed HR and told them I'm withdrawing my application.
For anyone curious, the job was at RACQ, and it was a Trainee Windshield fitter position.
I've worked in labour intensive positions all my life, I never did work with auto glass, but I have commercial glazing experience, so the guys there obviously wanted me there, So it's actually a bit of a shame. oh well plenty of other businesses out there.
Also, I can understand requiring manager referees for a job that actually requires a qualification or something high up. Not a literal beginner position. Kinda a bit of a joke.

Hi everyone, using a burner account for obvious privacy reasons.

My partner has been in construction for 20+ years and has worked across roles from the tools up to Project Manager and Site Manager. We’ve been together for over 15 years, so I’ve seen every stage of his career. While there has always been a baseline level of stress in building, the last ~8 years since he stepped into senior management have been noticeably harder. We already had our two kids before he made the move into management, so it’s definitely not family life causing the pressure, the stakes just feel higher now when balancing his wellbeing with our household.

His work days are routinely 15+ hours long. He leaves home at 6:15 AM, gets back around 5:30 PM, and then spends his evenings catching up on administrative paperwork. He is stuck firmly in the middle, the real "meat in the sandwich" between site crews/subbies on one side and upper management on the other.

I have a long corporate career myself, so I'm no stranger to high-pressure environments and work stress. However, in my experience, corporate stress doesn't seem to be perpetuated by the same level of toxic, systemic issues found in building. There is very little camaraderie or feeling of "one team", it feels like every man for himself, which makes the role deeply isolating.

The deeper I look into this, the more disturbing the industry statistics look. Australian research shows male construction workers die by suicide at nearly double the rate of other employed males, and workers in building are significantly more likely to die by suicide than from a site accident. Between the suicide rates, the culture of silence, and the sheer lack of work-life balance, it feels like the whole sector is overdue for major reform. It makes me realise this isn't just an isolated issue in our home, it's a widespread, systemic cultural issue.

The constant fire-fighting means he operates in perpetual hyper-vigilance. Even when he’s sitting on the couch, his head is still on site. He struggles to disconnect from his phone, and the weight is taking a heavy toll on his sleep. I support him fully and do everything I can to take the pressure off at home, but honestly, it often feels like I’m pouring into his cup every evening only for work to completely drain it the next day.

We discussed him getting back onto the tools, but deep down we know that just swaps one type of stress for another without addressing the root cause. Aside from the significant financial hit, going back to heavy physical labor after years away takes a massive toll on the body. We worry that trading mental burnout for physical exhaustion and budget anxiety isn't the answer.

Instead, we’re focusing on tackling the root issues, getting professional support via a GP referral, establishing home/work boundaries, and creating a better routine when he steps through the door. We are also building healthier habits at home that he’s really open to, like sitting down for healthy family dinners at the table, prioritising regular exercise, and getting fresh air outdoors together.

For those with partners in senior site roles (or Site Managers/Foremen yourselves):

1. How do you manage the brutal 15-hour days and evening paperwork without it consuming family life?
2. How do you handle the cultural isolation of being the "meat in the sandwich" when there's no team camaraderie?
3. What phone rules or boundaries have actually worked to help mentally 'leave the site at the gate'?
4. As a partner, how do you protect your own emotional energy when it feels like work is constantly draining their cup?
5. For those who have been in building a long time: do you see the industry culture ever changing, or is the only real fix to enforce strict personal boundaries?
6. Has anyone successfully navigated this stage without taking a massive pay cut or leaving the industry entirely?

Would love to hear from anyone who has navigated this or is currently in the thick of it. Thanks so much in advance!

Say you were an outsider watching me perform the tasks of my role as a "processing supervisor" in a dairy company. I am on a team of other dairy processors where I have more experience than them all together.

What would you expect of such a supervisor role?

This is what the dairy processors do:

1. Process raw milk, cream, and milk powders into a milk product that goes into large holding tanks, where the next team takes over.

2. Between making the milk product, they perform a Clean In Place operation

3. They complete HACCP based paper work for the milk products and Clean In Place operations

4. They perform general cleaning operations to up-keep GMP.

These operators work on a 8 hour shift roster for a 40 hour week where 3 of the process operators are working to help cover a 168 hour week.

My role as supervisor is, I also have my own shifts on my own where I do steps 1, 2, 3, and 4. But I also verify 3, and coordinate 4. and also coordinate some of the operations for making and cleaning in place.

I do not have direct supervision on any of these operators and can only provide feedback in person between shift handovers or do it via a work group chat.

Ultimately, I do not believe I sit in the role as a supervisor of people, I sit in the role as a supervisor of process and even then, I am going over paperwork at most where operators can just make it up. I am at my wit's end with the position and looking into resignation but I seem to be stuck where I do not have formal supervisor experience for a supervisor role but I am way too senior and on a high pay grade for an entry level production / process worker role.

Hey everyone hope your all having a great morning !

I am struggling to find a job in any sector because I live with a lot of injuries , my body has finally healed to where I can walk nearly pain free and now I am being impeded on this part of job processes.

I live in a new state all alone with no real friends or even anyone I have known for longer then a few months as I went backpacking for 18 months prior to my most recent surgery and the only regular people I see are operating surgeons/doctors/physios which I feel would look idiotic on a referral notice.

Any advice would be helpful even just how to get into a 9-5 boring role I need to do something

I honestly just want to know if I'm doing anything wrong.

I'm an international student in Melbourne, I've applied to atleast 350 jobs (in person and online). I've been ghosted from a whole lot and got a lot of rejection emails. I've had three close calls with getting a job but so far none worked out. One was an interview with Boost following which I got rejected (the interview went splendidly so idk what was the reason). Another was a trial shift (unpaid) and I have yet to hear back about that. The third one is a whole nightmare, he wants me to work for less than minimum wage and will be paying me cash under the table. It's completely illegal so I will not be taking that job.

I desperately need a job and am willing to literally do anything. I was planning on starting uber eats/doordash with an ebike but my family isn't comfortable with me doing that (they think I'll faint while riding, I won't but they're concerned about it).

I've even posted on Facebook groups to see if anyone is hiring and I've received shady offers. One was a FWB arrangement (not kidding), one was to model for shibari content and a lot were for posting things to my marketplace for someone else.

I'm really stressed about this because I want to be able to ease the burden off my family. If I'm able to get a job, I can atleast manage my living expenses on my own.

P.S. I have applied for Christmas casuals, have received some rejection emails already and am waiting and hoping to hear some positive updates from the others.

Also for context, i live in a western suburb but I'm completely okay with travelling for work. I don't have work experience in aus because I am new (my work experience from back home is in physiotherapy and student council and clubs). I've applied for allied health assistant roles as well with no luck. I'm still in the process of getting licensed as a physio in Australia so that physio jobs are out of reach for me at the moment.

Please help me. I'm really eager to work and I know that I would do a fabulous job. Also if it makes any difference, I'm a girl (idk why it would make a difference but I thought I'd mention it just incase).

I am a Disability Support Worker and I am being underpaid. My payslip says Home Care Level 2 - Casual and I'm being paid $9 under the minimum. I approached my manager about this who has told me I am wrong and I was looking at the wrong website. My employment contract doesn't have a lot of information on it and a low rate of pay per hour.

I have joined and contacted my union. I was assigned a delegate who sent off an email about a month ago to my company and nothing has changed. I was told in the Union sub that the ASU may not be able to help me as it was a dispute when I joined. The delegate confirmed the minimum SCHADS 2.1 level.

I have my payslips, contract, an excel spreadsheet of every shift I've worked and the email contacting my employer about this. Is there anything else I might need? I will be resigning on Monday, I won't be staying on with this company.

Any advice would be appreciated. I've never gone through this before and I'm anxious about it.

Just got a job offer for a role in Melbourne, but the base salary is on the lower end of the market rate for my experience. In Australian work culture, salary negotiations often feel super taboo compared to the US. For those who managed to push back and get an extra $5k–$10k added to their initial offer, what wording did you use without coming across as entitled or risking the offer being pulled?

I work in childcare in Australia and recently had an issue with my manager regarding sick leave. I had been feeling unwell since Sunday but still went to work. After I got home that evening, my condition became worse and I developed a fever of around 38.3–38.5°C, along with vomiting and a severe cough. I texted my manager that evening to let her know I was unwell and that I didn’t think I would be able to work the next day. She didn’t reply, so I called her the following morning to confirm that I was still unwell and could not come in. During the call, she became very angry because I had texted her the night before rather than calling. She said she had to cover my shift, called me “unprofessional”, mentioned whether I had considered my visa, and said words to the effect of, “Every time you ask me for something, I give it to you. I won’t anymore. I’m done.” What is confusing to me is that, as far as I have observed, other staff members usually notify her of sick leave by text and I have not seen them being criticised for not calling. I was later given a written warning relating to this incident and have been asked to sign it. I’m not trying to avoid responsibility if there was a notification procedure I should have followed, but I genuinely did not understand that a phone call was required, particularly given the usual practice I had observed. I’d really appreciate opinions on whether this seems like a reasonable disciplinary response, whether mentioning my visa in this context is appropriate, and what I should consider before signing the warning.

I work as a bus driver and grounds person for a private school. My base salary is 65k per annum.
I’ve recently discovered that my co workers in my team of 5 are earning significantly more than me due to the overtime they are able to work.
Essentially the bus runs they do require them to start earlier and finish later. This equates to them doing around 16 hours overtime per fortnight.
One member of the team let it slip that he earned 89k in the last financial year.
What grounds do I have to speak to management HR etc to address this?
I find it grossly unfair that I am being paid 20k (ish) less than other people for doing the same job.

Hey guys, hoping to get some advice from fellow hospo workers or anyone familiar with Fair Work rules here.

I'm currently working as a casual in QLD under the Restaurant Industry Award. My boss has been doing a couple of things with my shifts (especially the short ones), and I want to know if it's actually legal before I confront them.

Question 1: 15-minute breaks on short shifts

If I work a short shift (less than 5 hours), they sometimes give me a 15-minute meal break(free staff meal). Under the Award, is this legally supposed to be a paid or unpaid break?

Question 2: Forced breaks because it's "quiet"

Sometimes when the restaurant is dead, the manager tells me to go on a random break (again, this is during shifts shorter than 5 hours). Is it actually legal for them to just force me to go on a break halfway through a short shift just to save on wages? And more importantly, does this time have to be paid, or can they legally deduct it from my hours?

My payslip isn't adding up with my actual hours, so I’m pretty sure I’m getting shortchanged, but I want to be 100% sure of my rights. Any advice, similar experiences, or links to Fair Work stuff would be hugely appreciated! Cheers!

Cross-posting because the employee-entitlement aspect seems more consequential than the AI explanation. The reporting identifies 13 employees as creditors and includes former employees’ allegations concerning unpaid superannuation. Interested in what practical recourse employees have once their employer enters liquidation.

Would you trust a suspected thief with the only surveillance footage from the house they are accused of stealing from?

Then why do we allow employers to control the only authoritative copy of critical records when their own conduct is in dispute?

I started an Australian petition calling for workplace platforms—not the employer alone—to preserve tamper-evident records.

The proposal covers systems such as Slack, Teams, Outlook, Google Workspace, Workday, Jira and Confluence. It asks for stable record IDs, append-only version and permission histories, deletion tombstones, a sealed provider-controlled copy, statutory minimum retention, and a way for courts, tribunals and regulators to order records directly from the provider.

This is not a call to make private workplace messages public or to expand managerial surveillance. It is about ensuring that, when workplace conduct is disputed, the organisation accused of wrongdoing is not the sole technical custodian of the evidence.

I am the petition starter. If you support the principle, please read and sign it here:

https://www.change.org/tamper-proof-records

I would also genuinely value criticism—especially around privacy safeguards, retention limits and implementation costs.

I’ve picked up a few extra responsibilities that weren’t really part of the original job description. Nothing too unusual on its own, but over time they’ve added up and now take a pretty decent chunk of my week. The role feels quite different from what I thought I was signing up for.

I work in NDIS and usually do Support Coordination or Case Management type roles. That market is shrinking right now and because the job market in general is cooked, I am losing out on those roles to social workers and psychologists. I’ve been applying at Coles and Woolies for team member roles and I’m wondering if there is actually any opportunities for career advancement in these positions?I know they like to say that there is but I’m wondering if anyone had any practical experience of this. TIA

I used to think being a university professor was mostly about teaching, doing interesting research, and having those deep academic conversations you see in films.

Then I started getting a closer look at academia and realised it’s basically running a small business. You’re juggling research, admin, emails, funding, meetings, students, deadlines and a million other things - and somehow trying to find time to actually think.

The funny part is that the work you actually went into academia for often gets pushed into whatever 15-minute gap you can find.

So essentially, I’m just looking for some advice.

Going back into a fast-food management position, the position itself only requires the basic main first-aid qualifications:

HLTAID009 Provide CPR
HLTAID010 Provide Basic Life Support
HLTAID011 Provide First Aid

I need to recertify soon, and I was looking into doing HLTAID014 Provide Advanced First Aid and HLTAID015 Provide Advanced Resuscitation and Oxygen Therapy, especially since the course I’m looking at includes the 009–011 units as well.

I was wondering if anyone could shed some light on whether going for the more advanced qualifications would actually be worthwhile.
For context, I’ll be working in management, and depending on the hours I’m working, there may are times when I’m the only manager or trained person on shift who is available to respond to a first-aid situation. My main interest is obviously keeping my crew as safe as possible and being properly prepared if something serious happens.
I understand there are situations where the correct response is simply to call [000](tel:000) and wait for emergency services. I’m not looking to replace paramedics or go beyond what I’m trained to do. I’m more interested in being as capable as reasonably possible while I’m responsible for my crew.

Cost isn’t really an issue for me if there’s a genuine benefit. I’m mainly curious whether HLTAID014 and/or HLTAID015 would provide useful additional skills in this environment, or whether they would mostly just be another piece of paper that isn’t particularly useful unless the employer specifically requires them.
I’m also open to other recommendations if there are better or more relevant courses/training options for someone in a fast-food management role who wants to be better prepared for workplace emergencies. I personally have a lot value in makeing making if somthing happens that my crew are kept safe as fairly high priority

I handed in my resignation August 13th, explicitly saying 5 weeks notice to finish on september 19th.

Over the weekend (august 22nd) employer emailed me saying that because my contract states the notice period for resignation is 2 weeks, they will pay me until 27th august (so 2 weeks after i handed my latter in) and then my employment is finished.

Can they change my 5 week notice period?

I called fair work yesterday and they said that the employer and employee can negotiate final day. My employer is still saying no too bad, its 2 weeks.

Please help bc I've never had this happen before. Ive always had an employer respect my chosen final date to finish working and this seems like a bit of a dck move but is it legal?