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.
Full Bench finds that wearing campaign material and badges alone is not industrial action
Full Bench finds that wearing campaign material and badges alone is not industrial action; Casual employee compensated for breach of casual conversion clause; No major change for consultation purposes where just 23 out of 3,000+ employees face possible redundancy; Teacher charged and later acquitted of indecent assault was unfairly dismissed; Employee convicted of WHS offence for activity at client’s premises; NSW WCC says workplace gossip
What is a “close down”?
With Christmas only 6 weeks away, it is important for employers to plan and confirm their Christmas/New Year close down. Decisions must be made as to whether to close down at all and, if so, when the close down will commence and when to give employees notice.
Flexed to the limit
A recent survey conducted by global workplace solutions group, ManpowerGroup, has revealed that almost 90% of workers are opting for, or at least open to, arrangements that allow for flexibility in lieu of traditional “9 to 5” work arrangements.
Safety not guaranteed
Just like other risks to health and safety in the workplace, a person conducting a business and undertaking (PCBU) must take steps to eliminate or minimise the risk of bullying.
Why, I do declare!
In Australia, we rely on statutory declarations for a range of purposes, from declaring identity details when documents are lost to making statements about particular situations, including in the employment context.
Say it, don’t spray it
It’s true that many safety breaches in the workplace are the result of momentary lapses in judgement, however employees who are recklessly indifferent to their health and safety obligations will not always be saved by arguing this point.