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.
By taking a “safety first” approach, workers are educated in WHS matters, how to report WHS issues, concerns or near misses and are assured that such matters will be taken seriously.
Brand -new day
The 76ers are in the spotlight again following recent posts on the Twitter account of Bob Muscala, the father of one of its players.
With so much information at our finger tips, it is easy for the personal and the professional to be confused. This is particularly the case where employees can BYOD (bring your own device) and use their personal devices for work purposes.
I’m sorry, Dave. I’m afraid I can’t do that
As the functionality of HRIS increases and technology generally gets smarter, will an employer’s reliance on the recommendations or decisions of a HRIS put the employer at risk?
Perth restaurant allegedly discriminated against a pregnant casual worker calling her “disgusting”.
Perth restaurant allegedly discriminating a pregnant casual worker calling her “disgusting”
I’m no Wonder Woman
Reports estimate that 45% of Australians will experience a mental health condition at some stage in their lifetime and the mental health and wellbeing of employees is recognised as a significant workplace issue.