Hignett Radford Lawyers
Lawyer in Brisbane

HR Law is a law firm that specialisms in workplace relations law and provides strategic, feasible and commercially realistic advice to employers. They have extensive knowledge and practice in assisting employers across all workplace related issues. Jill has extensive experience and knowledge in all areas of workplace law. Craig has practiced in employment law for in excess of 11 years. Having several years of experience within HR Law, Amy is able to provide special knowledge and service to confront the various needs and requirements of our clients. Law Profile: HR Law is a law steady that specialisms in workplace relations. HR Law is a workplace relations law specialist law steady that provides strategic, possible and commercially realistic advice to employers. As the law currently stands, if an employee claims a day of paid personal carer’s leave, you as their employer can request evidence of the requirement to take leave. It is crucial that you comprehend your obligations as an employer in these situations. This means that where an employee returns to work after taking unpaid parental leave, they are entitled to return to either the position they were in before going on leave, or if that position no longer exists, an available position for which the employee is competent and competent nearest in status and pay to their preparental exit position. If you are looking to hire a replacement employee, we can help you by providing an employment contract that both complies with your obligations under the Fair Work Act and ensures you are protected. As a result 2016 has seen a number of important decisions focused on workplace investigations. Along with other topical issues, to assist you manage your business or support your in house human resources team. The findings of any investigation should not be ignored. Accordingly, in circumstances where an employee leaves your employment, whether you have terminated their employment or they have resigned, it is urgent to produce them with a letter outlining the reasons for the termination or acceptance of their resignation and then remind them of their obligations with regards to confidentiality and post employment restraints. If you need us to look at your contracts of employment or letters provided to employees at the end of their employment, or have any questions regarding this case, delight get in touch with one of the team from HR Law today. The Impartial Work Commission has recently rejected two prejudiced dismissal applications because the employees in both cases earned more than the threshold, when considering allowances and benefits overhead their base salary. Employers should consider reviewing their Award covered lofty income earning employees and utilize the Fair Labor legislation in light of the Impartial Labor Commission’s recent findings. The allowance was paid on annual and personal exit and was included when calculating superannuation and pay in lieu of notice, but was not included for calculating annual depart on termination, lengthy service depart or redundancy pay. The employee commenced proceedings in the Fair Work Commission (the FCC) alleging that he had been unfairly dismissed. Specifically, s19 of the model legislation provides that a person conducting a business or undertaking must ensure the health and safety of their workers and other persons and s28 of the model legislation states that a worker must comply, so far as the worker is reasonably able, with any reasonable instruction that is given by the person conducting the business or undertaking to allow the person to conform with this Act. This suggests that the reasoning in this case may similarly be applied to cases where a person conducting a business or undertaking gives a direction to a worker to terminate labor pending a medical assessment because of a believable danger to their health and safety or the health and safety of others and the employee’s refusal to comply with that direction leads to their dismissal and subsequently an unfair dismissal claim against their employer. However, an employer may tranquil wish to pay such employees. Employers can permit their employees to receive a period of accrued paid exit (for example, annual leave) or.