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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Employers should be aware of the amendments made to unpaid parental leave entitlements and the financial support provided by the Commonwealth Government, both of which provide parents with greater flexibility in taking leave.
Read more...When managing employees with medical conditions, employers are not expected to discern an employee’s capacity to work or identify appropriate workplace adjustments. Instead, decisions should be made based on the medical evidence available to the employer at that time.
Read more...In a recent decision of the Fair Work Commission, an employer has had its reasons for refusing a flexible working arrangement request upheld on the basis that the employee’s primary caring responsibilities created a risk to the accurate and efficient performance of his duties.
Read more...The Fair Work Act 2009 (Cth) provides a defence to an unfair dismissal application made by an employee who has been dismissed as a result of a genuine redundancy.
Read more...The past five years have seen significant legislative reform in respect of workplace sexual harassment, typified by the implementation of the Respect@Work changes to the Sex Discrimination Act 1984 and the Fair Work Act 2009 (Cth).
Read more...Governing sports bodies and sporting organisations, from grass roots to elite professional levels, have a responsibility to provide a safe and healthy environment for everyone involved. We will explore what this means in a WHS context and lead attendees through a range of key topics.
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.
