At Workplace Law we encourage a proactive, preventative approach to solve employment or workplace issues at the earliest opportunity.
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Workplace Law assists clients in understanding and managing duties and obligations under Work Health and Safety legislation.
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The culture of an organisation will determine how successful it will be so, it is vital employers set themselves up to provide the best environment for their employees to be happy and to produce their best effort.
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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.
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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.
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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.
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Workplace Law provides a range of services to individual athletes, coaches, clubs, associations and governing bodies. Our legal expertise and organisational values, together with our ethical and professional standards, makes us the benchmark when it comes to supporting the female sports industry.
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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.
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Corporate issues including negotiating and drafting agreements, resolving disputes, fraud, theft and injunctions.
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Classifications, rates, advice and representation related to Award Compliance
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Employers should be mindful that the nature of casual employment does not necessarily mean that a casual employee can be terminated without notice that the employment relationship has ended.
Read more...A recent decision of the Queensland Industrial Relations Commission has sent a clear message that employers must do more than “set and forget” training to be able to secure a defence against vicarious liability for employees’ unlawful conduct.
Read more...In a recent decision, the Fair Work Commission has emphasised that an employer’s obligations to consult during the redundancy process under the Fair Work Act 2009 (Cth) is not a mere procedural formality, but a mandatory requirement for genuine redundancy.
Read more...The COVID-19 pandemic normalised working remotely and as a result, employers may be finding it difficult to roll-back working from home policies and giving lawful and reasonable directions that require employees to return to the office.
Read more...Section 65A(5) of the Fair Work Act 2009 (Cth), outlines the non-exhaustive list of reasonable business grounds that employers may consider when refusing a flexible working arrangement request, most commonly considering the cost, practicality and capacity of the employer to accommodate the request.
Read more...It is important that employers carefully consider and weigh any mitigating factors when undertaking disciplinary processes. A fair and balanced approach ensures that behavioural risks in the workplace are managed effectively without losing sight of the broader context in which the behaviour occurred.
Read more...We acknowledge the traditional owners and custodians of our country throughout Australia and their continuing connection to land, waters and community. We pay our respect to them and their cultures, and elders past, present and future.
