The findings of the Court in this highly unusual compensation claim should provide some comfort to employers but is a reminder to remain focused on practical measures to minimise foreseeable ...
The findings of the Court in this highly unusual compensation claim should provide some comfort to employers but is a reminder to remain focused on practical measures to minimise foreseeable risks of injury to employees.
Changes to legislation affecting casual employment have sparked the need for employers to review casual contracts to ensure their employees are truly casual under the Fair Work Act. .
New legislation governing casual employment commenced today. The new legislation has significant implications for casual employees and their employers.
Whether an individual is an employee or contractor continues to cause disputes.
As an employer, are you taking all reasonable steps to manage the impact of stress on the workplace?
The scope of a principal contractor’s common law and statutory duty of care toward a subcontractor’s employee has been identified as less stringent than the duty of care owed by the relevant employee’s employer, even in circumstances where the principal contractor has the ultimate control of the workplace.
In this recent decision, a café and its general manager were ordered to pay penalties exceeding a combined total of $230,000 for contraventions of the FW Act described by the Court as being brought about by ‘deliberate indifference’ to obligations arising under the FW Act and the applicable modern award.
Section 392(3) of the Fair Work Act 2009 (Cth) provides that, if the Fair Work Commission (FWC) is satisfied that misconduct of a person contributed to the employer’s decision to dismiss the person, the FWC must reduce the amount of compensation it would otherwise order by an appropriate amount on
In the recent decision of Amy Greene v Floreat Hotel Pty Ltd [2020] FWCFB 6019, the Full Bench of the Fair Work Commission has reiterated that casual employees’ hours need not be consistent or predictable for their employment to be regular and systematic.
On 31 August 2020, Mr McLean pleaded guilty in the Brisbane Magistrates Court to 10 charges of dishonesty in relation to a claim for compensation made under the Workers’ Compensation and Rehabilitation Act 2003. On 19 November 2020, Mr McLean received a prison sentence for the offences.
Safe Work Australia has released a new work health and safety (WHS) guide to assist persons conducting a business or undertaking (PCBUs) prevent sexual harassment in the workplace.
The promoted team members include Mali Karunaratne from the litigation and dispute resolution practice, Michael Donnelly from the property team and Megan Pool from the workplace relations and safety practice.
Cooper Grace Ward acknowledges and pays respect to the past, present and future Traditional Custodians and Elders of this nation and the continuation of cultural, spiritual and educational practices of Aboriginal and Torres Strait Islander peoples.
Fast, accurate and flexible entities including companies, self-managed superannuation funds and trusts.