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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During periods of financial downturn, employers are often faced with the difficult decision to make operational changes to its business to reduce costs, which may include implementing redundancies.
Read more...For employers, poor workplace behaviour can be difficult to identify and address – and often when it is too late. Where poor workplace behaviour arises, including at end of year Christmas parties and social functions, employers are left to deal with the aftermath.
Read more...The COVID-19 pandemic and associated public health orders which were issued saw employees stopping their daily office commute and work from their kitchen tables or bedrooms. In those circumstances, many employees were also providing domestic care and education support to their families and young children.
Read more...A recent penalty decision of the Federal Circuit and Family Court of Australia has provided a useful reminder to employers that genuine remedial action can have an effect on the penalties in the event they are found to have contravened the Fair Work Act 2009 (Cth).
Read more...Employers should be aware of the amendments made to unpaid parental leave entitlements and the financial support provided by the Commonwealth Government, both of which provide parents with greater flexibility in taking leave.
Read more...When managing employees with medical conditions, employers are not expected to discern an employee’s capacity to work or identify appropriate workplace adjustments. Instead, decisions should be made based on the medical evidence available to the employer at that time.
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.
