In the wake of challenging economic circumstances and increasing episodes of poor employee behaviour, employers may be required to make difficult, but necessary, decisions in relation to its workforce.
In the wake of challenging economic circumstances and increasing episodes of poor employee behaviour, employers may be required to make difficult, but necessary, decisions in relation to its workforce.
Decisions to end employment relationships expose employers to adverse action or unfair dismissal claims by aggrieved employees. So, it’s important that employers understand their legal obligations to give themselves the best chance to defend those claims.
Please join our Managing Director and Principal, Athena Koelmeyer as she takes an in-depth look at:
the general protections and unfair dismissal jurisdiction of the Fair Work Act 2009 (Cth);
the ‘must know’ HR and legal fundamentals; and
real world case examples of successful and failed adverse action and unfair dismissal claims.
This webinar is a “must attend” for those who are responsible for making decisions about the management of employees, including CEOs, COOs, HR professionals and managers.
The webinar will begin at 11.00am (AEST) on Thursday, 5 September 2024.
Working remotely? Not at your desk? No problem, simply download the GoToWebinar app and listen wherever you may be.
This webinar is FREE for our valued clients!
If you are not a client, please email sydney@workplacelaw.com.au to express your interest in attending this webinar and we will be in touch.
Clients should register now to avoid missing out as places are strictly limited.
Please note Workplace Law reserves the right to decline registrations at its discretion.
Where there is a factual dispute about allegations made against an employee, employers must ensure that the allegations are properly tested before proceeding to a disciplinary process. This will ensure that the employee has been provided with procedural fairness and any reasons relied on by the employer as grounds for dismissal are valid.
When engaging overseas workers to perform work for an Australian entity, employers need to be mindful of the risks that such workers may be considered employees to whom the Fair Work Act 2009 (Cth) might apply.
The probation period is commonly used by employers to assess the suitability of an employee for ongoing employment. One of the reasons that the probation period is of benefit to employers is because, when aligned with the minimum employment period set out in the Fair Work Act 2009 (Cth), it allows an employer to end the employment relationship before an employee becomes entitled to protection from unfair dismissal.
Many employees are excited about upcoming Christmas parties and end of year functions. However, increasingly complex employment laws and the rise in work-related complaints are causing employers to carefully think about hosting such events.
Workplace Law's Managing Director and Principal, Athena Koelmeyer, explores two key areas that have undergone significant change over the past few years and will undergo yet another change under these amendments – that is, the changes to casual employment and the new definition of employment.
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