Mondaq Australia: Employment and HR
Sparke Helmore Lawyers
The Queensland Government has recently turned its attention to the state's work health and safety compliance regime.
Holding Redlich
Casuals who work regular hours are entitled to request a conversion to permanent status after twelve months of service.
Sparke Helmore Lawyers
Persons conducting a Queensland business or undertaking must report a health and safety incident or risk prosecution.
Sparke Helmore Lawyers
It is timely to provide an updated list of the statutory rates under the Safety, Rehabilitation and Compensation Act.
Pointon Partners
This dispute highlights the importance of restraint clauses in the competitive market for legal services in Australia.
Bartier Perry
A business does not need to make redundancy payments when it is because of the ordinary and customary turnover of labour.
Thynne & Macartney
The decision could have a significant impact, particularly on employers who have substantially casualised workforces.
Bartier Perry
Casual conversion clauses in Modern Awards will allow casual employees to convert to part-time or full-time permanency.
DibbsBarker
Employers should be aware of this decision so as to manage casual to permanent conversion requests when the time comes.
Bartier Perry
Not many cases run to judgment in the Dust Diseases Tribunal, but these recent decisions relate to interest and damages.
Holding Redlich
The Queensland Government is taking steps to prevent vulnerable workers from being exploited by labour hire operators.
Marque Lawyers
Modern awards should contain a mechanism for casual employees to elect to convert to full-time or part-time employment.
McCullough Robertson
Employers should be aware of the proposed model casual conversion clause and minimum engagement period in modern awards.
Norton Rose Fulbright Australia
Modern awards could contain a provision by which casual employees elect to convert to full-time or part-time employment.
Holman Webb
The Fair Work Commission has this week handed down its decisions in relation to two major claims sought by the unions.
Clayton Utz
Even where the Fair Work Commission finds bullying conduct has occurred, orders are not a fait accompli. .
Holding Redlich
Update on work health & safety matters.
Clayton Utz
Right of entry has been a complex issue for employers, particularly construction sites.
Clayton Utz
The rapid rise of an unregistered union is causing concern for employers and traditional unions alike.
Carroll & O'Dea
On or about Christmas day 2017, changes to the Workers Compensation Scheme announced in June 2012 will take effect. .
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PCC Employment Lawyers
It is important that businesses act with some caution when investigating the misuse of personal leave.
Bartier Perry
Employers have legal duties to protect the health and safety of all employees at work, so excessive hours may be a risk.
MDC Legal
Formal written warnings and performance improvement plans are not essential to prove that a dismissal is fair.
Coleman Greig Lawyers
An employer may need to prove it is reasonable to assess an employee's work capacity or work health and safety risks.
Coleman Greig Lawyers
Have a social media policy in place to enable you to take appropriate action if an employee misbehaves on social media.
Watkins Tapsell
Some claims made in the class action relate to individuals classified as independent contractors, rather than employees.
Bartier Perry
A common defence relied upon by employers in psychological injury cases is the section 11A(1)[1] defence.
Bartier Perry
The anti-bullying provisions have a broad reach and stretch beyond the traditional limitations of employer and employee.
Coleman Greig Lawyers
Bullying behaviour is not tolerated at employee level, and the same consideration applies at board and management levels.
Bartier Perry
Preserving workplace safety should be your main priority and should guide any workplace policy you decide to adopt.
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