At Workplace Law we encourage a proactive, preventative approach to solve employment or workplace issues at the earliest opportunity.
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Workplace Law assists clients in understanding and managing duties and obligations under Work Health and Safety legislation.
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The culture of an organisation will determine how successful it will be so, it is vital employers set themselves up to provide the best environment for their employees to be happy and to produce their best effort.
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An industrial dispute can have a profound and lasting negative effect on your business and its reputation in the marketplace, unless addressed quickly and efficiently to produce a positive result.
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A primary objective of anti-discrimination law is the elimination of discrimination against persons in the workplace. Such discrimination may occur on the basis of (for example) race, sex, disability, age, or sexuality.
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Workplace Law offers services to Australian companies in the USA and UK and, to companies in those countries doing, or wanting to do, business in Australia.
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Workplace Law provides a range of services to individual athletes, coaches, clubs, associations and governing bodies. Our legal expertise and organisational values, together with our ethical and professional standards, makes us the benchmark when it comes to supporting the female sports industry.
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At Workplace Law we understand that a harmonious workplace is a productive workplace. For this reason it is important that issues raised by employees are investigated by highly skilled and experienced people and then resolved quickly and effectively.
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Corporate issues including negotiating and drafting agreements, resolving disputes, fraud, theft and injunctions.
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Classifications, rates, advice and representation related to Award Compliance
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When it comes to drafting post-employment restraints in employment contracts, it is important for employers to consider the purpose of the restraint and whether or not the restraint reasonably serves that purpose.
Read more...The Fair Work Act 2009 (Cth) sets out the union right of entry to entitlements and requirements. The right of entry provisions are intended to draw a balance between the right of organisations to represent their members and the right of employers and occupiers to operate without undue inconvenience.
Read more...This webinar will guide employers through the tangled web of legislative obligations they face when dealing with an ill or injured employee.
Read more...Section 389(2) of Fair Work Act 2009 (Cth) provides that a dismissal will not be a case of “genuine redundancy” if it “would have been reasonable in all of the circumstances” for the employee to be redeployed within the employer’s enterprise or the enterprise of an associated entity.
Read more...Under work health and safety legislation, persons conducting a business or undertaking have duties to ensure, so far as reasonably practicable the health and safety of workers in the workplace. It is also accepted that workplace bullying is a risk to health and safety of workers which needs to be managed as any other health and safety risk.
Read more...Various Australian jurisdictions have been slowly introducing an offence of industrial manslaughter, dealing with workplace fatalities that arise as a result of negligent conduct by a person conducting a business or undertaking or its officers.
Read more...We acknowledge the traditional owners and custodians of our country throughout Australia and their continuing connection to land, waters and community. We pay our respect to them and their cultures, and elders past, present and future.
