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Tel: +61 2 8436 2500
Fax: +61 2 9436 1305
118 Christie Street
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2065
Australia
By Alison Freeman
Union rallies have been held in support of the ACTU campaign for another overhaul of the industrial relations landscape.
By Jacob Reddie
The reality is that it is generally difficult for employers to lawfully dismiss an employee for out of hours conduct.
By Jacob Reddie
The fact that an employee did not intend on breaching a policy or engaging in serious misconduct does not excuse the behaviour.
By Jacob Reddie
Employers are not obliged to pay employees who have put themselves in a situation where they cannot perform their duties.
By Jacob Reddie
Part 1 of this newsletter examines a written contract of employment - and the importance of express and implied terms.
By Brian Powles
Reasonable management action may constitute bullying if the manner, form or frequency it is engaged in is unreasonable.
By Brian Powles
Australian law of independent contractor relationships is confusing and unsatisfactory, so it would be wise to take heed.
By Brian Powles
If employers wish to incorporate another system of law into a contract, it is essential that the contract is clear.
By Alison Freeman
Discussion of HC case regarding protections offered by the FWA which are designed to defend the right to political opinion.
By Brendon Zhu
If elected his Labor government will override, with legislation, the decision of the independent umpire on penalty rates.
By Alison Freeman
3 Cases show that even when employees behave badly, employers need to follow protocol throughout the termination process.
By Brian Powles
An employee does not have to tell a co-worker to stop behaving in a certain way for the behaviours to be misconduct.
By Brian Powles
Employers cannot simply rely upon one medical opinion in isolation, if another opinion with a different prognosis exists.
By Helen Carter
The dismissal of an employee is personally difficult and may create potential legal implications if not done correctly.
By Brian Powles
Consider your options carefully before signing away your case on a 'no win no fee' promise of employment litigation.