In the recent case of Richardson v Oracle Corporation Australia Pty Ltd [2013] FCA 102, the Federal Court highlighted the importance of employers having proper policies and training which reflect Australian laws in order to avoid liability for sexual harassment and discrimination in the workplace.
The case demonstrates the risks for employers in adopting 'off the shelf' or standard international discrimination and harassment policies and training packages. Employers should ensure their policies and training are specifically adapted to the requirements under Australian laws and their workplaces to avoid potential liability for their employees' conduct.
Leading independent Australian law firm, Johnson Winter Slattery (JWS) has appointed industrial relations (IR) specialist, Alexis Agostino as a partner in the firm’s IR/Employment team based in...
As Australia debates reforms to non-compete clauses, the implications for venture capital (VC) and private equity (PE) firms are significant, particularly regarding business sales and funding...
The right to disconnect, a new definition of employee/employer, casual employment, unfair contract terms and regulated workers – these changes are now in force (as of 26 August). While the second...