Employment Law Specialist in Queensland Assists Clients to Proactively Minimize Workplace Hassles

1. Employment Law Specialist in Queensland Assists Clients to Proactively Minimize Workplace Hassles Queensland has strong labor laws that protect employees from unlawful discrimination and harassment at the workplace. According to the legislation passed by state and federal government, both employers and employees must regulate their conduct in relation to one another by imposing certain minimum standards. Employment law specialist in Queensland follow genuinely strategic, practical and commercial approaches to deliver exceptional value to their clients and help them to proactively minimize their workplace hassles. In Queensland, a compulsory workers compensation scheme is provided by the Workers Compensation Act, requiring all employers to insure their employees against injury or illness arising from the work place. Similarly all employees in the federal system come under the anti-discrimination act and WHS act. Sexual harassment, bullying, refusal to comply with instructions, or failure to attend work are such acts for which the employee may face disciplinary action. Disciplinary action can involve informal discussions, formal warnings, and may result in the termination of employment. Our Workplace law specialists in

2. Queensland offer clients the most comprehensive and up-to-date information in a wide spectrum of employment law matters. The purpose of employment policies and procedures is to guide the parties in their day to day interactions. Employment contacts and workplace agreements should set out the legal entitlements and obligations of the employer and the employee. The needs of every organization vary but there are common issues such as occupational health and safety, bullying, equal opportunity, sexual harassment, dismissal and leave application among others, which need to be taken care by all organizations. While drafting polices, employment law specialist in Queenslandtakes care to avoid using “promissory” or contractual language and ensures that the employer retains discretion. There are a number of legal risks that can arise if the employer wishes to terminate the employee who is absent due to illness or injury. The reason for the termination could relate to the employee’s performance as well. Our workplace law specialists help clients in making the correct legal decision and to know the extent to which the employer must consider the performance of an employee is affected by the injury or illness in making its decision. The termination could constitute a breach of the Fair Work Act 2009, the Disability Discrimination Act 1992, and/or the Equal Opportunity Act 1985. In case the termination arises due to redundancy, the employer will need to demonstrate that the criteria for selecting the

3. employee for redundancy were not biased against the employee who suffered the injury. The employer should be aware that he needs to oblige the employee, if the injury occurred at the workplace and is the subject of a claim for workers compensation. The employer should be aware that he should not terminate the employee without first checking his obligation under those laws.