Employment Law

Some years ago I had a client known by all as “Tex”. Tex was a cowboy of the trucking industry. When Tex paid me a visit with a bunch of folders under his arm, I…

Preamble We are all full of hope we can bring the Covid beast under control with vaccines. For a while, Zombie movies looked like instructional videos. With the decision of SPC to mandate vaccination for…

Suffering a serious work-related injury is devastating. Fortunately, getting workers’ compensation benefits can help make ends meet and relieve some anxiety in the short term. Nevertheless, you will likely have ongoing concerns about what will…

I think I am being underpaid, what can I do? In Australia, there are employment laws with which employers must comply. Laws are laws and you cannot be required to negotiate away lawful conditions of…

Contemplating starting your own business inspires equal parts excitement and fear. Terrible statistics are quoted about small business failure. Failure should not be an option! Set out below are the 7 things that if done…

The Fair Work Commission decision of James Deeth v Milly Hill Pty Ltd [2015] FWC 6422 shows that whilst serious misconduct outside the workplace can be a valid basis for dismissal, the employer must still afford the employee procedural fairness.

No one wants a workplace where humour is outlawed, but employers must make sure that their employees are not exposed to language they may consider offensive or inappropriate.

What is “offensive” will usually depend upon the context in which the language is used and the sensitivity of the listener.