The last few years have seen an increase in employees, managers, directors, officers and advisors subjected to personal investigation and prosecution under the accessorial liability provisions found in s.550 of the Fair Work Act 2009 (Cth).
The last few years have seen an increase in employees, managers, directors, officers and advisors subjected to personal investigation and prosecution under the accessorial liability provisions found in s.550 of the Fair Work Act 2009 (Cth).
Record penalties have been handed down to employers and individuals for contraventions covering a range of issues such as; underpayment of wages, unlawful deductions and breaches of the NES.
In this webinar, our Managing Director, Athena Koelmeyer will guide you through:
The basics – including key definitions so you understand when these provisions apply.
What not to do – an examination of recent investigations and prosecutions by the Fair Work Ombudsman.
Penalties – find out just how bad it could be for you.
This webinar is a must for directors, HR personnel, payroll professionals, in-house lawyers, accountants and C-level executives.
The webinar will begin at 11.00 am (AEST) on Wednesday, 23 May 2018. Not at your desk? No problem, simply download the GoToWebinar app and listen wherever you may be.
A reminder that this webinar is FREE of charge to our valued clients and subscribers!
So, reserve your spot today as places are strictly limited. Please note Workplace Law reserves the right to decline registrations at its discretion.
The webinar will begin at 11.00 am on 23 May 2018. Not at your desk? No problem, simply download the GoToWebinar app and listen wherever you may be.
When starting a new job, employees and HR are often inundated with administration and paperwork which must be prepared or completed. There are certain documents which must be provided to new employees and their importance should not be overlooked.
In most cases of redundancy, employers have an obligation to consult with affected employees about the proposed redundancy and consider whether or not anything can be done to mitigate or minimise the impact on the employee, such as redeployment or obtaining other acceptable employment for the employee.
Access to the unfair dismissal jurisdiction under the Fair Work Act 2009 (Cth) is on the basis that the employee is “dismissed” from the employment. A jurisdictional objectional can be raised if the employee has not been actually dismissed by the employer.
Please join our Managing Director and Principal, Athena Koelmeyer, for the next webinar in our 2021 Education Series. In this webinar Athena will safely navigate you through the minefield that is ‘casual employment’
Please join Workplace Law's Managing Director & Principal, Athena Koelmeyer, as she tackles the challenges faced by modern employers when it comes to managing workplace behaviour.
2020 continues to deliver unprecedented challenges to employers as they manage the economic and workplace culture impact of COVID-19. Difficult, but necessary, decisions taken in relation to workforce numbers together with increased poor employee behaviour has seen a dramatic rise in the number of unfair dismissal and adverse action claims.
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