At Work e'Newsletter November/December 2011
Wednesday, 30 November 2011
Welcome to the November/December 2011 edition of At Work, the HWL Ebsworth Workplace Relations and Safety practice group e’Newsletter.
At Work provides you with timely, practical and meaningful updates on pertinent issues in the ever-changing landscape of employment law, industrial relations and workplace health and safety.
We trust that you find the information in this edition of At Work useful.
In this edition of At Work, you’ll find the following:
1. Human Rights and Labour Law: Some Reflections
Professor Emeritus Ron McCallum AO, Consultant with HWL Ebsworth, provides his views on the need for better integration between labour law and discrimination law in Australia.
To read full article click here.
2. Changes to the Sex Discrimination Act – are you up to date?
The Federal Government has introduced significant changes to the Sex Discrimination Act which increase the scope of employers’ liability in a number of areas. This piece gives employers some useful guidelines on complying with and minimising legal exposure resulting from these changes.
To read full article click here.
3. ‘tis the season to be cautious: The office Christmas party
With Christmas once again around the corner, it is an appropriate time to give consideration to the important responsibilities of organisations and potential risks involving staff Christmas parties. This article provides some practical tips on how businesses can minimise their exposure while enjoying the festive season.
To read full article click here.
4. Redundancy – getting it right
Redundancy, particularly the question of whether a dismissal is a ‘genuine redundancy’, remains an ongoing theme under the Fair Work Act. This article looks at some employer lessons from a recent Fair Work Australia in relation to key steps which must be taken during a redundancy process.
To read full article click here.
5. Too much Red Bull – directors forced to resign
Two former Red Bull executives were recently ordered to give up their positions with their new employer because their acceptance of these positions breached their restraint of trade agreements with Red Bull. This article highlights some important lessons for employers who wish to protect their business from former employees.
To read full article click here.
6. Recovery of mistaken payments to employees
While employers have a general right to recover money mistakenly overpaid to employees, the Victorian Supreme Court has recently ruled that an employee who received a redundancy payment of over $27,000 in error from the employer was not required to pay the money back.
To read full article click here.
How HWL Ebsworth can help
HWL Ebsworth’s Workplace Relations and Safety practice group is focused on achieving results that reflect the business needs and strategic goals of our clients. We understand that in the workplace, the right outcomes require more than just strict ‘legal’ advice. We see ourselves as partnering our clients in achieving legal compliance, strong business performance and the fostering or harmonious workplace relationships.
If we can be of assistance in relation to the content of this e’Newsletter, or in relation to any other workplace relations or safety matter, please do not hesitate to contact a member of our team at the details below.
Please forward this e’Newsletter to anyone who you believe may be interested in its content. If you, or anyone else, is interested in receiving further information regarding our upcoming publications and seminars do not hesitate to contact a member of our team at the details below.
Our Products and Services
Click here to see details of our Beyond Compliance package, HWL Ebsworth’s comprehensive, pro-active and practical solution to your business’ employment law and industrial relations needs.
For further information please contact:
Sydney
Melbourne
Brisbane
Canberra
Important disclaimer: The material contained in this publication is of a general nature only and is based on the law as at 30 November 2011. It is not, nor is intended to be, legal advice. If you wish to take any action based on the content of this publication we recommend that you seek professional advice.
For information on our Workplace Relations & Safety Group click here.
|
