How we can help
At Workplace Law we encourage a proactive, preventative approach to solve employment or workplace issues at the earliest opportunity. To that end, our firm offers an array of services to help our clients achieve their business goals and avoid expensive workplace-related litigation.
An industrial dispute can have a profound and lasting negative effect on your business and its reputation in the marketplace, unless addressed quickly and efficiently to produce a positive result.
Workplace Law offers services to Australian companies in the USA and UK and, to companies in those countries doing, or wanting to do, business in Australia.
At Workplace Law we understand that a harmonious workplace is a productive workplace. For this reason it is important that issues raised by employees are investigated by highly skilled and experienced people and then resolved quickly and effectively.
Work Health & Safety
Workplace Law assists clients in understanding and managing duties and obligations under Work Health and Safety legislation.
Workplace Law offers specialist services in the area of Workers Compensation to both employers and insurers in response to claims by injured employees.
A primary objective of anti-discrimination law is the elimination of discrimination against persons in the workplace. Such discrimination may occur on the basis of (for example) race, sex, disability, age, or sexuality.
Workplace Law provides a range of services to sporting organisations. Building on our expertise in workplace relations advising local councils and state sporting organisations, our lawyers are able to assist sporting organisations at all levels.
One strike and you’re out
In a proactive attempt to combat the issue of workplace sexual harassment, Facebook and Google have implemented new policies on dating in the workplace. This new approach adopts a “one strike and you’re out” rule, which states that employees only have one opportunity to ask a co-worker out on a date.
Let me go
While it is often an unpleasant process, in some circumstances (depending on the nature of the workforce) employers may choose to call for expressions of interest for voluntary redundancies before moving to compulsory redundancies.
The need for checks and balances on cheques and bank balances
Financial misconduct committed by employees is unfortunately all too common in Australian businesses. It can range from invoice forgery to stealing from the register to abusing expense reimbursement entitlements or corporate credit cards.
Welcome to our February edition of Conversations.
The last straw
In a recent decision of the Queensland Industrial Relations Commission, a self-insured employer’s decision to deny a worker’s workers compensation claim was upheld on the basis that the worker’s own serious and wilful misconduct lead to his injuries.
Living together in (im)perfect harmony
Most employers have a clear understanding of the importance of cultural “fit” to having a happy and productive workforce. Questions about “fit” usually arise during the recruitment process, but are rarely addressed in circumstances involving redundancy and redeployment.