Employees should have policies that are consistent with the Employment legislation in the correct jurisdiction. In New South Wales the Fair Work Act applies. Inconsistent policies expose an employer to risks of not complying with the legislation and incurring penalties. The case of Scullin v Coffey Projects (Australia) Pty Ltd highlights what can happen if an employer follows outdated policies.
Just like self-diagnosing medical issues can be dangerous, so too can legal self-help or trying to fix your own legal problems. It is becoming more common that people are choosing to represent themselves or take legal action into their own hands, but have they considered the real risks?
How Can an Employer Protect their Social Media Contacts When an Employee Leaves? LinkedIn is a perfect example of how important social media in the
From 1 July 2015 there are some important changes that our Employment Lawyers would like to make you aware of: The high income threshold for
We are now four years in to the operation of the Fair Work Act, which means that any enterprise agreements that were entered into at the start of the new regime will be coming up to their nominal expiry date.
Employers can no longer direct an employee to undertake a workplace health assessment unless they have a particular concern that the employee is unable to perform the inherent requirements of its job
Is the Fair Work Ombudsman coming after you? Most employers try to do the right thing by their employees. They pay them what they believe
The Loss of Mutual Trust and Confidence Part III – The implied term of “good faith” in Employment Law and how this may impact your employment
The Loss of Mutual Trust and Confidence Part II – what does it mean for your employment documents? So, you have gone to the trouble