Help For Employers
Assisting employers to navigate through employment law challenges
We are here to help with all employer legal matters.
It is difficult to determine how much you must pay your employees. As a result, many firms fail to pay their workers what they are owed. This occurs because the laws are difficult to grasp, not because businesses attempt to defraud their employees.
Businesses require help in navigating the process of dealing with underpayment allegations, including representation before the Fair Work Ombudsman, Fair Work Commission, and Federal Courts.
Many situations are likely to result in employee underpayment. Some include:
- Failure to apply the correct penalty rates, especially on a weekend or public holiday
- Inadequate payment of leave entitlements
- Not being mindful of wage raises mandated by legislation and awards
- When an employee takes on new duties and responsibilities and moves up a grade in their award, and their salary is not adjusted
If you discover an underpayment, you must determine how long it has occurred and whether it may affect other employees.
For help with underpament issues, call us!
If you have an employee who has been accused of significant misbehaviour, you must respond quickly. Take action as soon as you learn of a complaint or observe any questionable activity.
Serious misconduct might involve illegal behavior, endangering someone’s health and safety, or bullying or harassment. Serious misconduct can also include conduct that harms the company’s reputation or violates the terms of an employment contract.
If you suspect someone of wrongdoing or if someone has told you anything informally, it is critical to launch an inquiry as soon as possible.
It’s a good idea to seek the advice of impartial counsel if you’re going through an inquiry. They can help if there is a conflict of interest, if you want to prevent distraction, or if you do not have someone on staff who is knowledgeable about investigations and employment law.
Call us, if you need to consult on a workplace investigation.
Employees may struggle to meet the performance standards that are required of them.
Before an employee begins work, you must communicate your expectations via a clear job description and setting performance targets for the individual.
You should have a mechanism to recognise when individuals fail to reach their objectives. This will mean checking in on their work regularly and reviewing statistics to determine objectively how they are performing.
If you have all of this in place, the next stage is to oversee the performance of your employees. If they are not meeting an acceptable level, you must support them in resolving the problem.
When an employee’s performance does not progress to the agreed-upon level, the next step is to dismiss them. But you can’t just fire someone without giving them fair warning.
You can find more information on performance management by calling us.
Terminating an employee may be risky. You need to follow all the proper rules and give the employee a chance to fix any problems.
If you don’t do it correctly, the employee could sue you. They may allege that you underpaid them, sacked them unfairly, or even breached the law.
You have the right to terminate an employee when their contract expires, they violate their contract, or they fail to perform successfully in their position by failing to satisfy their Key Performance Indicators or Job Description. You can also fire them if they have committed substantial wrongdoing or if their position is no longer required.
You must ensure that you have adequate grounds to terminate the individual. You should provide the employee the opportunity to remedy any flaws with their work or explain their side of the story if they are suspected of wrongdoing.
Call Us for advice on properly terminating an employee.
To effectively manage your employees, you must first define what you expect from them.
A few crucial documents will establish the expectations for the job. The Employment Contract, Job Description, KPIs, and Workplace Policies & Procedures all help your employee understand what you expect of them.
If you can’t successfully manage your employees, you may face the Fair Work Commission for unfair dismissal or wrongful termination charge.
An attorney can assist you in selecting the appropriate documents for a case, filling out information on awards and job terms, creating Job Descriptions and Key Performance Indicators, and setting up a mechanism to track how employees are performing.
For Customised consultation, Call Us. We’ll help you set the documents for your workforce.
If you argue with an employee about a work issue, you might have to go to the Fair Work Commission.
After a claim is made, you will go through the following steps:
- Mediation – an informal, voluntary process where an officer of the Commission helps the parties resolve their dispute between themselves.
- Conciliation – an informal process where a Conciliator from the Commission oversees the discussions more closely.
- Case conference – a meeting where a Commission Member will decide how the case will be handled.
- Hearing – a formal process in which the parties argue their position in front of a Member who can make a decision.
Lawyers may not do a lot of work on your behalf in front of the Commission. This means you will mostly have to represent yourself.
However, they can help you negotiate with your employee before the case is heard. They can help you form a response strategy and train you to argue your case well. They can also help you prepare and submit documents.
If you need help with a fair work commision case, call Us for a free consultation.
In today’s economy, almost every company relies on its intellectual property. This intellectual property is crucial to your business because it gives you a competitive advantage.
Copyright is an intellectual property right awarded to persons who create something, such as when an employee writes something down.
The good thing for employers is that every copyright created by an employee while on the job is automatically transferred to the company. But different rules apply to contractors.
Apart from copyrights, there are other sorts of intellectual property. Trademarks, designs, and patents are examples of these. Unlike copyrights, you must apply to a government entity to register these.
We suggest that you develop a strategy for dealing with your intellectual property. This includes how to keep it safe when your workers are involved.
Call us for a no-obligation consultation on protecting your IP.
We can help you with human resources in addition to legal assistance. Everything you need is included in our HR service.
If you need to hire someone, we can assist you in finding the ideal candidate. We’ll help you create a job description, key performance metrics, and an appropriate employment contract. We’ll also figure out what modern reward the employee qualifies for, as well as how much you should pay them.
We also handle performance management, including creating goals, conducting regular reviews, and dealing with underperformance.
Our team can provide your employees with HR training on workplace health and safety subjects.
We can assist you with terminating an employee or handle it for you. We will ensure that the dismissal is legal and fair and that the employee is treated with dignity.
We can also assist with issues such as sexual harassment, bullying, and discrimination in the workplace. We can help with everything from a minor complaint to a significant workplace conflict.
Call Us today, for all your HR needs.