Our Employment Law and Workplace Relations team advises employers and employees/contractors in relation to employment and contractor agreements, workplace policies, redundancies, unfair dismissals and other workplace disputes. We act for both employers and employees at the Fair Work Commission, Federal Circuit Court and Federal Court.
Our Expertise
- Employment agreements
- Workforce restructuring
- Advising on employment legislation
- Dismissals
- Redundancies
- Confidentiality, IP and privacy obligations
- Workplace training and OHS
- Drafting internal policies and procedures
- Discrimination issues
- Post-employment restraints
- Contractor agreements
- Employee share schemes
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New Workplace Bullying Laws: For Employers
By Wisewould Mahony
March 23, 2015
New anti-bullying laws from 1 January 2014
The Fair Work Commission’s (FWC) new bullying jurisdiction and anti-bullying laws commenced operation on 1 January 2014 and forms part of the Fair Work Amendment Act 2013 (Cth) giving “workers” the right to apply to the FWC for an Order to stop bullying at work from continuing.
March 23, 2015
New anti-bullying laws from 1 January 2014
The Fair Work Commission’s (FWC) new bullying jurisdiction and anti-bullying laws commenced operation on 1 January 2014 and forms part of the Fair Work Amendment Act 2013 (Cth) giving “workers” the right to apply to the FWC for an Order to stop bullying at work from continuing.
How enforceable restraints protect your business
By Wisewould Mahony
March 23, 2015
Restraint of trade clauses are often used by employers to prevent former employees competing against them and soliciting their clients.
A well drafted restraint ensures that an employer’s hard earned goodwill is protected once the employment relationship comes to an end. On the other hand, a poorly drafted restraint is likely to be held unenforceable and is basically worthless to an employer.
March 23, 2015
Restraint of trade clauses are often used by employers to prevent former employees competing against them and soliciting their clients.
A well drafted restraint ensures that an employer’s hard earned goodwill is protected once the employment relationship comes to an end. On the other hand, a poorly drafted restraint is likely to be held unenforceable and is basically worthless to an employer.
Federal Court to rule on alleged sham contracting this month
By Wisewould Mahony
September 16, 2015
Sham contracting arrangements are used by some employers to avoid legal obligations towards workers such as payment of payroll tax, workers compensation premiums, employee entitlements and superannuation contributions. Businesses found to have engaged in sham contracting are liable for significant pecuniary penalties under the Fair Work Act 2009 (Cth) (FW Act) sham contracting provisions.
September 16, 2015
Sham contracting arrangements are used by some employers to avoid legal obligations towards workers such as payment of payroll tax, workers compensation premiums, employee entitlements and superannuation contributions. Businesses found to have engaged in sham contracting are liable for significant pecuniary penalties under the Fair Work Act 2009 (Cth) (FW Act) sham contracting provisions.
Why Employment Agreements and Policies are Important
By Wisewould Mahony
September 16, 2015
The importance of having well drafted employment contracts and policies in place cannot be understated, as these set out the framework in which the employment relationship is regulated.
September 16, 2015
The importance of having well drafted employment contracts and policies in place cannot be understated, as these set out the framework in which the employment relationship is regulated.
Employee entitlements – Get it right the first time
By Wisewould Mahony
November 25, 2015
Now more than ever employers need to be vigilant in ensuring that they are compliant with the complex legal framework governing pay and entitlements, or potentially face exposure to underpayment claims and prosecution by the Fair Work Ombudsman.
November 25, 2015
Now more than ever employers need to be vigilant in ensuring that they are compliant with the complex legal framework governing pay and entitlements, or potentially face exposure to underpayment claims and prosecution by the Fair Work Ombudsman.