Mondaq Australia: Employment and HR
Holding Redlich
This newsletter has links to recent media releases, reports, cases and legislation relating to work health & safety.
Holding Redlich
Redundancy provisions in agreements should include express exceptions for the ordinary and customary turnover of labour.
Clayton Utz
This decision supports employers in enforcing policies to maintain a workplace that is safe for employees and customers.
This financial year brings changes to minimum wages, unfair dismissal regulations and various tax thresholds and rates.
Bartier Perry
Preserving workplace safety should be your main priority and should guide any workplace policy you decide to adopt.
Thynne & Macartney
Just because a worker is a high-income employee does not necessarily prevent them bringing an unfair dismissal claim.
Bartier Perry
The right of entry provisions in the Fair Work Act require a serious re-think, with modernisation and professionalism.
Coleman Greig Lawyers
As a result of this 2016 decision, prior service as a casual is factored into the calculation of redundancy payments.
Coleman Greig Lawyers
Have a social media policy in place to enable you to take appropriate action if an employee misbehaves on social media.
Coleman Greig Lawyers
The FWO has developed a reputation as being more than just an industrial watchdog, but as an aggressive cop on the beat.
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.
Watkins Tapsell
The accounting firm shut its eyes to the underpayments in a manner that amounted to connivance in the contraventions.
Watkins Tapsell
Minor payroll and employment errors can lead to major issues for employers, as this MasterChef judge recently discovered.
Watkins Tapsell
Some claims made in the class action relate to individuals classified as independent contractors, rather than employees
Corrs Chambers Westgarth
The Court handed down an important decision relating to union right of entry for occupational health and safety purposes.
McCullough Robertson
This article outlines recent developments in industrial law and their impact on a Queensland local government workforce.
MDC Legal
Formal written warnings and performance improvement plans are not essential to prove that a dismissal is fair.
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.
McCullough Robertson
The accounting firm had actual knowledge of the FWA contraventions by its client and failed to take appropriate action.
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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.
Pointon Partners
Restraints of trade in employment contracts may be difficult to enforce if contractual obligations were not performed.
Holman Webb
Staff at health, aged care and life science centres can experience bullying and harassment when dealing with complaints.
Norton Rose Fulbright Australia
Employers need to be alert to the broad interpretation of a 'worker' and its possible impact upon an Executive Board.
Coleman Greig Lawyers
These flexible working arrangements can be changed by the employer, but it is essential to do so fairly and reasonably.
HHG Legal Group
Employers need a well developed strategy to minimise exposure to liability for unfair dismissal of senior employees.
MDC Legal
Employers will need to ensure that there are genuine operational reasons underpinning any decision of redundancy.
Holding Redlich
The changes will be effective on 1 July 2017 so employers should ensure that they are ready to implement the increases.
Cooper Grace Ward
This is a significant concession from the ATO and advisers should be aware and take advantage of it where appropriate.
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