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By Conor Fahey
Formal written warnings and performance improvement plans are not essential to prove that a dismissal is fair.
By Conor Fahey
Employers will need to ensure that there are genuine operational reasons underpinning any decision of redundancy.
By Mark Cox, Joanne Knoth
Employment law covers a broad range of legal issues from common law and statute across state and federal jurisdictions.
By Noella Silby
Employers need to think carefully about termination, due to risks of unfair dismissal and general protections claims.
By Noella Silby
Sticking to what you know in new employment may backfire when client-specific restraints protect an employer's interest.
By Ruth Collins
This decision is a reminder on the importance of carefully drafting restraint of trade clauses in commercial agreements.
By Mark Cox, Joanne Knoth
Redundancies resulting from a process of workplace restructuring could present a significant legal risk to employers.
By Mark Cox, Joanne Knoth
Everyone has the right to work in an environment that is free from harassment, bullying and discrimination.
By Noella Silby
Employers must take reasonable steps to prevent employees engaging in or being exposed to sexual harassment or assault.
By Mark Cox, Joanne Knoth
Unfair dismissal occurs when an employee's dismissal from employment is considered harsh, unjust or unreasonable.
By Mark Cox, Joanne Knoth
Restraint of trade clauses should specifically outline what needs to be protected for the sustainability of a business.
By Nicholas Parkinson
Ensuring that you meet employment obligations and have sound employment practices in place is essential to your success.
By Mark Cox, Joanne Knoth
A well-written contract that is appropriate for the circumstances is the key to a successful employment relationship.
By Jessie Poon
The FWC has, for the first time, published data on the outcomes of general protection applications involving dismissal.
By Conor Fahey
To limit incorrect classifications, the ultimate question is whether the worker is acting for another or for himself.