Join our JFM Law team as we answer your FAQs about Deeds of Release. https://www.youtube.com/watch?v=llSFAcH0q6o&list=PL9OZYlmMxihorXVROYZ-O0QgcFVZQIlUa&index=1 Transcript What is a deed of release in employment law? A deed of release, it's something that's...
If you are an employee who is facing a performance improvement plan and you don’t believe it’s warranted, you may be wondering if you can be terminated for refusing to comply. The answer is not a simple yes or no. However, by understanding your legal rights and obligations, and seeking the guidance of a skilled employment lawyer, you can put yourself in a better position to protect your job and your future career prospects.
Disciplinary meetings with employers can be stressful and uncomfortable. They can also have serious consequences for your employment, and it's important to be prepared. In this blog, we'll explore what to expect from a disciplinary meeting, how to prepare for one, and...
Many of the difficulties associated with the management and running of a company title building can be traced back to outdated or unsuitable governing documents. Is it time for your company title building to put in place an up-to-date modern constitution and effective...
If you are a senior employee who has been made redundant make sure you understand your rights.
Redundancies come with a unique set of rules that must be followed carefully. Failing to do so puts employers at risk of facing an unfair dismissal claim from their employees. Get informed and protect your business by following these steps.
Investing in a Company Title unit might seem like great value for money, but it’s important to understand the unique features that come with it. Company Title buildings can have their own set of rules and restrictions around leasing out units, which can impact your investment.
For a long time, it has been common in employment contracts to enforce clauses which prohibit employees from discussing their salary or benefits with their colleagues. These clauses have now been banned under recent legislative amendments to the Fair Work Act, with impacts to both employers and employees.
You may need to manage an employee’s behaviour or actions that are causing concern in the workplace. One way to do this is to place the employee on a Performance Improvement Plan (PIP) that identifies specific examples of the employee’s behaviour or actions that are causing concerns in the workplace and the steps that must be taken to improve it. Before, implementing a PIP you need to ensure that this strategy is a reasonable management action for this employee and doesn’t result in an adverse action claim.
A poorly managed Performance Improvement Plan can be a gateway to an adverse action claim in the Federal Circuit Court of Australia. It is important as an employer that you know how to properly implement a performance improvement plan, and as an employee that you understand when your rights are being infringed on.
Ignoring a Compliance Notice to defer payment to a more suitable time may seem attractive to employers who have been unsuccessful in their claims. However, is the risk of an additional penalty really worth a few extra weeks?
If you are a Home Unit owner, then no doubt you are aware of how pets can bring both joy and strife. For Company Title buildings, it is important to ensure that your policies protect the rights of all members and occupants, while managing responsible keeping of pets. So how does a Board of Directors accomplish this?
Don’t let the lack of a Pet Ownership Policy cause disputes and conflicts in your company title building. Well run Company Title Buildings have ‘House Rules’ that regulate the management of the building and the conduct of its residents on a day-to-day basis, including pet ownership. What are some of the things you need to think about when implementing a Pet Ownership Policy?
Participants in the workforce do so in two ways as an employee or an independent contractor. Whether the law sees you as an employee or an independent contractor has an impact on several important aspects of your working life. If you are an employer understanding who are your ‘employees’ is equally important as it will dictate the extent of your responsibilities. For these reasons the true nature of workplace relationships can often be the subject of a dispute.
When a relationship of this kind breaks-down, the last thing business owners want to be thinking about are the employment law implications of firing a close family member. Thankfully this consideration doesn’t need to be complicated so long as the groundwork is laid out early, and expectations are managed appropriately. This article is aimed to help you navigate the (legal) complexities of employing family, so that you can set clear expectations with your loved ones and maintain your most important relationships long into the future.
Background For an employer, being able to correctly identify an employee as a casual employee or a permanent part-time employee is important because permanent employees have a right to leave entitlements and access to unfair dismissal laws and redundancy payments. By...
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