It is important for any organisation to stay on top of regulatory changes. For associations incorporated in the ACT (Associations) there have been at least two important changes to be aware, changes to the Associations Incorporation Act 1991 (ACT) (Associations Act) and the potential new requirement to have a Whistleblower Policy, brought in by the …
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A closer look at biometric data in the workplace A recent decision of the Fair Work Commission (FWC) has provided some insight into the collection and use of sensitive information in the workplace. In the case of Jeremy Lee v Superior Wood Pty Ltd [2019] FWCFB 2946, the FWC found that it was unfair for an …
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The ACT Planning and Land Authority has lost a case in the ACT Supreme Court where the Applicant, Capital Recycling Solutions, sought an order that a decision to revoke planning approval was void ab initio – or for most of us that aren’t familiar with Latin – had at no time legal validity. This is …
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Overview A number of Unfair Dismissal decisions before the FWC this year confirm that the #MeToo movement is gaining traction in Australia, with employers beginning to adopt a much higher standard of what is appropriate in the workplace and taking swift action in dismissing workers engaging in inappropriate behaviour. The #MeToo movement has encouraged victims …
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As we all know, often termination is challenging and if not handled delicately can result in a dispute. The common disputes that arise out of employment termination are: Unfair Dismissal; and General Protection claims. In this article, we examine unfair dismissal. Who can claim for unfair dismissal? The unfair dismissal regime applies to national system …
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As we all know, often termination is challenging and if not handled delicately can result in a dispute. The common disputes that arise out of employment termination are: Unfair Dismissal; and General Protection claims. In this article, we examine general protection claims. General Protections One of the primary objectives of the Fair Work Act 2009 …
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It is fair for an employer to dismiss an employee without notice or warning when the employee’s conduct is sufficiently serious to justify immediate dismissal (summary dismissal)[1]. The reasons must be sound, defensible and well founded. It cannot merely be a matter of the employer showing that it believed on reasonable grounds that the employee …
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The most common form of employment separation is where an employee provides an employer with Notice of their intention to end the employment relationship. This is usually consensual and the key consideration is normally whether sufficient Notice has been provided. Notice The required Notice can be set out in an enterprise agreement, employment agreement or …
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The short answer is no. There are many options available to individuals and organisations in order to resolve a dispute without going to Court. At Griffin Legal, we understand that Court is rarely the best way to achieve a successful outcome to a dispute, and we encourage our clients to consider other options that are …
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Defamation is a routine matter to take to Court. Like all legal matters, there are tricks of the trade, but it is a fairly simple process – albeit costly because it is time consuming. In the past, defamation cases largely involved journalists and authors. These days, Twitter, Instagram, blogs, review websites, news websites are all …
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