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What Is a General Protections Claim in Australia?
A general protections claim is a legal claim that may arise when a person is subjected to unlawful conduct at work because they have exercised, or proposed to exercise, a workplace right, engaged in industrial activity, or because of a protected attribute. The...
Constructive Feedback to Employees: Better Conversations, Fewer Workplace Conflicts
Giving feedback is part of managing people, but it is not always easy to get the conversation right. A manager may have a legitimate concern about someone's work, communication or behaviour, yet the way that concern is raised can determine what happens next....
How Long Does a Workplace Investigation Take? Understanding the Workplace Investigation Timeline
When a workplace complaint is raised, one of the first questions organisations ask is: how long does a workplace investigation take? There is no standard timeframe. The time required depends on the nature and complexity of the matter and what is required to...
Did you know that there are four main ways an employment contract can be terminated?
The four ways are: Termination at the employer's initiative - dismissal or constructive dismissal. Termination at the employee's initiative - resignation. Termination by the effluxion of time - a fixed term contract. By mutual agreement. It is the fourth of these...
Are cascading restraint clauses in employment contracts valid and enforceable under Australian employment law?
The answer is - possibly, depending on how well they are drafted.But first, what is a cascading restraint of trade clause?These clauses are also sometimes referred to as "step", "ladder" or "waterfall" clauses.They offer layered restrictions on post-employment...
Restraint of trade clauses in employment contracts – are you handcuffed to your employer?
In Australia, post-employment restraints are often included in employment contracts. They are intended to prevent former employees from competing with their former employer, soliciting their former employer's clients or employees or misusing confidential information...
Are there differences between an adverse action involving dismissal application and an unfair dismissal application under the Fair Work Act?
The answer is "Yes". While they both involve the dismissal of an employee and potential reinstatement and/or orders for compensation, they are otherwise two fundamentally different causes of action.An unfair dismissal application primarily enquires into: 1. Whether...
Should workplace investigators audio record interviews?
The answer is absolutely, “yes”. I have been conducting workplace investigations for nearly 25 years and I will not conduct ANY interview unless it is recorded. There are three main reasons why. First, it saves time as I don't have to write down everything the...
As an employer responding to an unfair dismissal application in the Fair Work Commission, can you spot a jurisdictional objection?
The Fair Work Commission can only deal with unfair dismissal applications that fall within its powers, also known as its 'jurisdiction'. When an employer believes that the Commission lacks jurisdiction to handle an unfair dismissal application or the applicant isn't...
Executive termination without reason – not so quick!
In Australia, many executive contracts have a clause that allows an employer to terminate the contract without giving a reason (or without cause) simply by the giving of a prescribed period of notice or paying the equivalent amount in lieu of notice.And a lot of...
What does s. 361 of the Fair Work Act do and why is it so important for employers to understand?
Section 361 of the Fair Work Act 2009 is an extraordinary provision because it reverses the traditional onus of proof in civil proceedings. Ordinarily it is the plaintiff or applicant that must prove their case to the requisite standard of proof. However, if an...
Is language important when you are issuing a direction or instruction to an employee?
The answer is “yes”.With a few exceptions, employees are contractually obligated to follow any lawful and reasonable direction issued to them by their employer and a failure to do so can have disciplinary consequences for the employee.However, to be a direction, the...