Relaxed Covid-19 restrictions, after so many have worked at home during various lockdowns, raises the question of employers being able to force their employees back into the office and if so, on what grounds and under which conditions.
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Once a client has made a “rogue” comment on social media about your business, what options are open to you?
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Can you protect yourself against social media abuse by your employees?
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Terminating a casual employee who has reasonable expectations of regular and systematic work may have legal consequences.
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We’ve all heard of problems that can arise at Christmas parties. Make sure you know what your obligations as an employer are and that you have suitable policies in place now.
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There are now criminal penalties in place for employers who dishonestly withhold wages, superannuation or other employee entitlements.
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Here’s a quick update on a case we and others are watching that could have wide ramifications on the definition of casual employee in the workplace.
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Employement awards are complex and it can be difficult from the inside to know you are paying your staff correctly.
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In a landmark decision, the Federal Court on Wednesday ruled that some 'casual' workers are actually entitled to paid leave. The decision essentially redefines the definition of a casual employee.
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New business models such as Uber Eats bring with them new questions. Follow this Fair Work Commission case with Siobhan Liston as she monitors the question of whether or not Uber Eats’ drivers are employees or contractors.
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A dismissal will be unfair where it is harsh, unjust or unreasonable. In those circumstances the employee can make a claim for compensation or even reinstatement. Dismissing an employee where there is still work available, despite a downturn, could be harsh or unreasonable.
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Lachlan has an update on employment law covering safe work at home and temporary changes to awards by Fair Work.
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One question our well-intentioned clients frequently ask is 'can I stand my employees down until this is over?'.
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With covid-19 or conroavirus now being upgraded to a pandemic, business owners may be wondering how to deal with the impact this may have upon their employees and leave. The short answer is that if an employee has or is suspected to have coronavirus, you should treat them as if they were away from work due to any other illness. However, as we all could of guessed.. it isn't quite that simple.
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Superannuation payments to employees are compulsory and there are serious ramifications if not paid on time.
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Each employee has a set of rights and entitlements under the National Employement Standards and as an employer you need to notify them of their rights.
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When you receive complaints about an employee or their work or other behaviours are a problem, you can't just let them go. There are strict rules in place.
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Buying and selling a business is not just goods and equipment. Employees must also be factored in to the conversation at an early stage.
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Some "employers" enter into sham contractor arrangements with their "employees" in order to reduce their level of responsibility and cost. Knowingly or unknowingly this article will get you started on knowing what to look for when deciding if your contract arrangements are genuine or suspect.
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It is a sad fact of business life that sometimes a business is unable to afford to keep all its employees. If this happens to you there are rules you must follow and legal advice you may need.
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