Category: Workplace Law (page 2 of 2)

Workplace Law Explained (For Free)

Did you know these workplace law facts . . . ?

  • Last year there were over 14,000 claims of unfair dismissal.
  • On average, unfair dismissal claims take over 150 days to resolve.
  • Compensation for an employee who suffers from ‘Adverse Action’ is uncapped.
  • In Adverse Action, the onus of proof is against you, the employer.
  • The process of making employees redundant is always a challenging one.

Attend a free ‘Workplace Law Explained’ online briefing with leading Australian employment lawyers.

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Workplace Law

Instead, click here: employment law advice.

Workplace Law Explained

The highly experienced Australian workplace lawyers will talk you through:

  • Unfair Dismissal: What are the risks and what you should do.
  • Adverse Action: What are the risks and what you should do.
  • Redundancies: What are the risks and what you should do.

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Good Workplace Law Advice SA

At HRwisdom, as an HR resources website that helps SA businesses with staff and human resources issues, we have high expectations when it comes to providers of good workplace law advice SA.

Good Workplace Law Advice SAThis is particularly important when we continue to face ongoing changes to legislation that affects employers in SA.

This includes pay and conditions, unfair termination, occupational health & safety, anti-discrimination and other such areas.

[box type=”note”]Click here to get: SA Employment Law Advice [/box]

Being well-organised and having the right advice before things go wrong is the best thing to manage any business.

 

Good Workplace Law Advice of SA

The types of problems that businesses in SA regularly seek expert advice on include:

  • Handling unfair and adverse action claims
  • Restraint of trade clauses
  • Dealing with} under-performing employees
  • Handling workplace redundancies
  • Drafting of employment contracts
  • Dealing with awards
  • Occupational health & safety incidents
  • Discrimination and harassment claims
  • Fair Work Ombudsman issues
  • Bargaining for enterprise agreements
  • Buying and selling businesses
  • Union representative right of entry
  • Responding to government inspectors
  • And other such legal issues

These are the types of hurdles that can seriously impact on the performance, profitability, and well-being of any employer.

We have been lucky to find a number of friendly and professional workplace law advice firms that really know their stuff.

One of the key things we like about these legal firms is their focus on being proactive so that you can prevent dramas before they arise.

This is important because unfair dismissal claims, employment documentation disputes and other such hassles tend to appear just when your major report is due or just as you’re about to give a significant briefing.

[box type=”note”]Click here to get: Local Employment Law Advice [/box]

Having your workplace systems and processes audited and properly in place is definitely the best way to prevent the majority of workplace claims and disputes.

Good Workplace Law Advice in SA

Whilst it is your decision which lawyer you use, HRwisdom trusts and enjoys dealing with these smart, pleasant and on the ball workplace legislation advisors.

You can find their contact details right here:

Click here to see your: Local Employment Law Experts

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Good Workplace Law Advice in SA Related Video

 



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Employment Law and Social Media Part 2

In this HRwisdom Blog post, we bring you the second half of our article on employment law and social media.

Employment Law and Social MediaThe post comes courtesy of Tim Capelin, a Partner based in the Sydney office of law firm Piper Alderman.

Tim has acted for leading organisations in most industry sectors including food and beverage, retail, health & hospitality, pharmaceutical, logistics, resources, construction, government, finance and insurance. He frequently presents on workplace law topics, is a regular contributor to industry and legal publications and is sought by the media for comment on workplace law issues.

[box type=”alert”]Have you attended one of our free daily online workplace law Employer Briefings yet? To attend, click here: Free Employment Law Briefing [/box]

Over to Tim for the second half of his HRwisdom Blog update on employment law and social media . . .

When drafting a social media policy, the content should be organisation specific to a certain degree, but should address the following topics:

  • A definition of social media.
  • Your organisation’s view of and approach to social media.
  • Who is authorised to use social media as a representative of the organisation.
  • If authorised to represent the organisation within social media, what guidelines should be followed.
  • Whether non-authorised people are allowed to identify themselves as someone connected with the organisation when using social media in their private lives.
  • Whether access to social media will be allowed during work hours and if so, what limits should be followed.
  • How the organisation will monitor usage and what it will do with information gained from such monitoring.
  • The need to protect the organisation’s confidential information.
  • Whether employees have a positive obligation to inform the organisation if they become aware, even in their private use of social media, of comments made about the organisation.
  • Potential ramifications of breaching policy.
  • Who the policy applies to, namely does it only apply to employees or does it apply to all workplace participants.

Further to Tim’s excellent advice, HRwisdom always recommends that employers be proactive and plan ahead.

Such an approach is just smart business, particularly when it comes to the new world of social media.

[box type=”alert”]Have you attended one of our free daily online workplace law Employer Briefings yet? To attend, click here: Free Employment Law Briefing [/box]

To get in touch with Tim Capelin, you can find his contact details here: employment law advice Sydney.

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The Australian Union Movement vs Monty Python

In a recent HRwisdom Blog post, we looked at how industrial action and strikes in Australia are measured and reported.

We also looked at the recent change in the number of working days lost to industrial action.

The article drew on information from both the ABS (Australian Bureau of Statistics) and the Sydney Morning Herald.

To see the specific HRwisdom Blog post, click here: Strike Action On The Rise?

Australian Unions Re-Work A Classic

Australian Union CampaignHowever, as a sidebar, our investigation into Australian strike activity led us to a golden oldy from an old union campaign.

The union movement’s ‘YourRights At Work’ was, by most assessments, an extremely successful media campaign which had a significant impact on Australian politics at the time.

Here at HRwisdom we’re wondering if the video below rings any bells for fans of Monty Python?

If so, feel free to share this excellent re-working of an old classic.

Enjoy . . .

Warning: A couple of rude words make an appearance during the video.

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Strike Action On The Rise?

With high profile strikes being seen in recent times in the education sector, aviation industry as well as the construction sector, HRwisdom has taken a quick peek at what’s actually happening from a numbers perspective.

This investigation also led us to a golden oldy…

How Strikes Are Measured In Australia

The Australian Bureau of Statistics (ABS) produces regular updates on industrial action and strikes in Australia.

ABS Strike Activity Statistics

Here’s how the ABS measures industrial disputes in Australia . . .

The Industrial Disputes (ID) collection produces quarterly statistics on the number of industrial disputes, employees involved in industrial disputes, working days lost and working days lost per thousand employees where at least ten working days are lost as a result of the dispute.

The following types of industrial disputes are within the scope of the ID collection:

  • unauthorised stopwork meetings;
  • general strikes;
  • sympathetic strikes (e.g. strikes in support of a group of workers already on strike);
  • political or protest strikes;
  • rotating or revolving strikes (i.e. strikes which occur when workers at different locations take turns to stop work);
  • unofficial strikes;
  • work stoppages initiated by employers (e.g. lockouts).

Excluded from the scope of the collection are work-to-rules, go-slows and bans (eg. overtime bans).

Also excluded are effects of disputes on locations other than where the stoppages occurred, such as stand downs because of lack of materials, disruption of transport services and power cuts.

Knowing the categories and definitions is useful to understanding what’s going on for employers.

Highest Number of Working Days Lost To Industrial Action Since 2004

Now let’s turn our attention to what’s actually happening in the bigger picture.

According to the Sydney Morning Herald which reviewed the recent ABS data release:

“The highest number of working days lost to industrial action since June 2004 was recorded in the June 2012 quarter.

A total of 101,700 working days were lost in April, May and June – almost three times more than in the March quarter.

They involved 70,000 employees in 53 disputes.

In the 12 months to June, the number of disputes dropped by one from the previous year, but almost double the number of working days were lost.”

A Golden Oldy From The Union Movement

Finally, as mentioned above, this investigation into Australian strike activity led us to a golden oldy from an old union campaign.

Enjoy . . .

Warning: A rude word makes an appearance during the video.

Share/Like This

As always, feel free to Like/Share this HRwisdom Blog Post on Facebook and Twitter.

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