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.
“Employers should always think about the timing of announcements”
Worker dismissed for fiery Facebook post criticising his employers’ memo after death of fellow employee
Our Director, Shane Koelmeyer, spoke to Emma Koehn at Smart Company about best practice tips for enforcing a social media policy and communicating with employees.
Hand it over
When an employee refuses to hand over information or evidence that the employer considers is relevant to an investigation, a formal direction may be issued.
Should I stay or should I go
Employers can often find themselves in a difficult position when they are advised by an employee that they have been charged with a non-work related criminal offence and may be unable to attend for work.
Where possible, employers should be upfront with their workers about changes to usual business processes and procedures and the reasons for those changes.
Let’s keep it casual
Issues arise when casual employees are engaged on a long-term basis, have regular and systematic hours and a reasonable expectation of ongoing employment.
Don’t be so reckless
Codes set out the minimum standards to meet work health and safety requirements and are admissible in WHS prosecutions. Guides and Australian Standards will also be relevant safety material that employers should consider when creating safety documentation.