Employment / Workplace Relations

Employment and industrial law is an ever-changing area of the business landscape in Australia. Legislation is continuously evolving and employment claims and compensation payments continue to rise. The right expertise and experience can make all the difference in enabling businesses to effectively manage their risks, and in ensuring individuals fully understand their rights.

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Overview

Keypoint’s workplace relations team has the experience and expertise necessary to navigate this complex area of law. We advise on all employment related issues from the hiring of new staff to the termination of employment, including performance management, disciplinary issues and grievances, redundancies and the protection of company goodwill. We help companies ensure their employment documentation is up to date to reduce risk and improve employee efficiency. Our lawyers appear in all industrial tribunals and courts and can assist with any employment related litigation. We assist clients with enterprise bargaining, complying with good faith bargaining obligations, workplace health and safety, and equal opportunity and anti-discrimination matters.

We also help individuals on their own employment rights, regularly scrutinising contracts and giving guidance on employment documentation, discrimination, bullying and harassment. We offer proactive solutions ranging from mediation and conciliation, all the way to the prosecution of claims in employment tribunals.

Keypoint Law’s experts provide a full range of advice to clients on employment matters, including:

Executive service agreements
Employment contracts
Employment policies
Employment rights
Change management and redundancy
Human rights and equal opportunity law
Restrictive covenants and the protection of company goodwill
Bullying
Unfair dismissal / general protection claims / breach of contract
Whistleblowers
Enterprise agreements and good faith bargaining
Work health and safety
Training
Investigations

For further information, please email enquiries@keypointlaw.com.au or telephone (02) 8035 5200 to speak with one of our lawyers.

Lawyers

Australia

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Lisa completed law through the Legal Profession Admission Board, University of Sydney in September 2016. Prior to her admission as a lawyer, Lisa gained a wealth of practical legal experience working as a Paralegal and Legal Secretary in various law firms, including a leading industrial relations law firm, accredited criminal law practice and a large national firm.

Lisa

Aguilar (nee Faisca)

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Douglas has 22 years' experience advising businesses on a broad range of commercial matters and transactions, with a particular focus on Australian companies looking to export or expand into the UK, and in supporting UK government export initiatives into the Australasian market. Douglas is dual qualified in both jurisdictions. Prior to joining Keypoint, Douglas was a Consultant with Kemp Strang (now Thomson Geer) and before that, was a Co-Principal of a boutique corporate and commercial law firm. Douglas originally trained in London with commercial and banking practice Wilde & Partners.

Douglas

Linnette

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Shana has over 20 years' experience as an employment and industrial lawyer. She began her career as a barrister in South Africa. She has a Masters in Law from Cambridge University, and was most recently the Chief Executive Officer of Harmers Workplace Lawyers. She is an experienced litigator in the employment arena and is the trusted advisor for all employment related matters for her corporate and government clients.

Shana

Schreier-Joffe

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Dean graduated with distinction from the University of Technology, Sydney in 2013 having completed a combined Bachelor of Business and Bachelor of Laws degree. During his university career, Dean completed specialist subjects in employment law, insolvency, family law and alternative dispute resolution. Prior to joining Keypoint, Dean worked at national specialist employment relations firm, Harmers Workplace Lawyers.

Dean

Tolkin

Keynotes

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Australia

Performance management – How to do it right

This time of year is typically when both employers and employees buckle down for mid-year performance appraisals. It can be a stressful time for some for many reasons. From an employer perspective, performance management and annual or bi-annual reviews instill dread as managers are tasked with conducting individual performance reviews. However, despite the angst and stress that accompanies performance reviews, not much else is achieved as a result of the review, other than to tick the relevant box stating they have been done. This surely cannot be the purpose of performance reviews.

Posted on:

12 Apr 2019

Workplace investigations – Not just an expensive waste of time

It is perhaps not surprising that, at one point or another, a need will arise at the workplace for an investigation – formal or informal – regarding a complaint or grievance about a work related matter. For many employers, conducting workplace investigations is not only daunting but often mishandled.

Posted on:

29 Mar 2019

2019: Quarterly Employment Law Update – Stronger Regulation on the Horizon for Employers

It has become a practice to provide our readers with a quarterly update of potential significant developments and reforms about which all employers should, at a minimum, be aware. We encourage our readers to start thinking about these issues and those aspects that may affect them, so they can take appropriate steps to protect their business.

Posted on:

15 Mar 2019

Prevention is better than a cure: The importance of training and communicating workplace policies

The most effective way of ensuring a productive, harmonious and safe workplace is to create a workplace culture that fosters and nurtures the core values, standards and behavioural and performance requirements of the employer. Policies are important in in this regard as they helps reinforce and clarify the standards expected of employees and allows the employer to manage staff more effectively.

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1 Mar 2019

Can we get our money back? – How to lawfully recover overpayments made to an employee

It is not that uncommon for employers to mistakenly overpay an employee, or to allow employees to take leave in advance, resulting in a benefit to the employee. The question then arises as to whether the employer can recoup the overpayment.

Posted on:

15 Feb 2019

Key Legislative Change Already Taking Effect In 2019

Welcome back to all our readers and best wishes for a successful 2019!

Posted on:

1 Feb 2019

#Metoo – why this year’s festive season should be different

It is now 12 months since the insidious discriminatory and sexually predatory behavior of powerful Hollywood moguls was exposed by a few very brave women. It is also 12 months since the phenomena of the #metoo movement. The fallout from all this publicity is certainly a heightened awareness of the unacceptable behaviours that occur at work, mostly against women. Now with the Christmas and New Year period upon us, many employers will be celebrating the end of 2018 with their employees.

Posted on:

7 Dec 2018

You need to take a holiday, no why, if or buts..

It is that time of year again. Employers are looking at the holiday period and how this is managed. Many employers will be closing down operations over the festive season and want employees to take this time as annual leave. However, employees are not always so willing to take annual leave at this time.

Posted on:

26 Nov 2018

The Importance of Human Rights

Last night I attended the eightieth commemoration of Kristallnacht, or the Night of Broken Glass at Sydney’s Great Synagogue. The events that occurred in Nazi Germany and its surrounding European countries, on Kristallnacht was the precursor to the worst atrocity committed by humans against one another in modern times, if not all times.

Posted on:

9 Nov 2018

Sexual harrassment in the workplace under the microscope

In this week’s article we consider the continued effect of the #MeToo movement on Australian workplaces, the legal definition of sexual harassment and an employer’s responsibilities in relation to sexual harassment in the workplace. Most importantly, we consider what steps employers should be taking within their business to reduce the risks in this area. We also examine a recent decision which demonstrate the changing attitude of the Fair Work Commission towards sexual harassment in the workplace.

Posted on:

26 Oct 2018

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