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The What and the Where – Some Short facts about Sexual Harassment law in Australia

Modern businesses reject the notion that sexual harassment in the workplace is acceptable. However, confusion about what legally constitutes workplace sexual harassment under Australian law continues and might inadvertently lead to inappropriate behaviour, resulting in claims against employers and individuals.
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Accommodating difference - discrimination in schools and universities: what reasonable adjustments does the law require?

Access to Education is considered a basic human right and education providers across Australia strive to support students of all abilities. Unfortunately, issues continue to arise where students believe they have not been adequately accommodated and subsequently initiate action against a service provider.
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Eye in the sky – Drones, employees and surveillance

If your work place involves a large site, the use of a drone can be a way monitor many types of risks. 
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Company directors and officers beware – Imprisonment for WHS breaches a reality

The risk of officers and workers being imprisoned for breaches of WHS legislation has been a possibility for many years but is now becoming a reality.
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Did the Deed Discriminate? – Short facts about Discrimination law in Australia

Modern approaches to discrimination acknowledge that people are legally entitled to equitable treatment.
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Discrimination Policies – Implementation is as important as Intent

Discrimination and harassment are currently under a worldwide spotlight and a significant issue with workplaces and service delivery organisations, including education providers
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Discrimination - the Data and the Gaps

There is a genuine drive by Australian employers to improve responses to discrimination and harassment within their workplace and broader client environment.
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There are good reasons to always provide reasons for terminating employment

If no reasons for terminating an employee’s employment are given then the employer is exposed  to a finding that the real reason was a prohibited reason under the Fair Work Act.
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Christmas comes early: Casual Loading Offset Regulation 2018 passed

Yesterday, in response to the decision in Workpac v Skene (the Workpac Decision),[1] the Government brought into effect the Fair Work Amendment (Casual Loading Offset) Regulation 2018 (the Regulation).  
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…If it quacks like a duck – Fair Work Commission rules on Foodora and employment relationships

A recent Seminar I presented, Dancing with the Gig economy – Risk, liability and responsibility in the modern workplace, drew the attention of insurers and business leaders to the inherent structural risks embedded in the emerging gig or share economy.
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Modern Slavery: the implications for your business

NSW has passed the Modern Slavery Act 2018 (NSW) (the NSW Act) and the Modern Slavery Bill 2018 (Cth) (the Cth Bill) has passed the House of Representatives and will now go before the Senate.  
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Underpayment of staff? ‘Don’t blame me – I am only the accountant’

Regardless of whether a party is a business’ owner, internal HR staff or an external consultant, all persons knowingly concerned with underpaying employees can be subject to large fines.
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If an employee cannot carry out their job, does an employer have to allow them in to work?

For those who have the privilege of reading Fair Work Commission (FWC) decisions, they can be forgiven for believing that, in that domain, employees are frequently free from the consequences of their poor (or worse) decision making.
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Foodora NoMora – implications for the gig economy

Two sets of proceedings involving food delivery company Foodora have been put on hold with the appointment of voluntary administrators to the company. These cases, if determined, could have had big implications for the gig economy.
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Employers Beware – Court opens the door to casuals double dipping

It has long been understood that casual employees are paid a loading to cover entitlements that usually only permanent employees get, such as annual leave. In finding that a casual mining employee was entitled to be paid in lieu of annual leave upon the termination of his employment the Full Federal Court has potentially opened the door to regular and systematic casual employees gaining access to these entitlements and arguably double dipping in the process.
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