Fundamental to the success of any business is ensuring that employees comply with directions given to them by their employer. However, it is not uncommon for employees to be unaware of the consequences to their employment, should they not follow their employer’s reasonable directions. [Read more…]
We are often asked by employers whether or not they can summarily dismiss an employee for various reasons ranging from persistent poor performance to blatant disobedience. Termination on this basis is also referred to as ‘termination without notice’. [Read more…]
The Australian Government initiated a series of changes in superannuation entitlements, the first of which came into force in July 2012.
The Fair Work Amendment Act 2012 (FWAA) was assented to on 4 December 2012, and came into partial effect on 1 January 2013. The legislative changes were made in response to industry demands, and relate to unfair dismissals, general protections and enterprise agreements.
A recent Federal Court decision has thrown a spanner in the works. The spanner in this analogy is the finding that all employment contracts imply a duty of mutual trust and confidence. The works is anyone who is party, either as an employer or an employee, to an employment contract who is trying to comprehend the implications of this decision.
In Barker v Commonwealth Bank of Australia  FCA 942, the Federal Court awarded Mr Barker $315,700 in damages after finding that the Commonwealth Bank of Australia (CBA) had breached a duty that was previously unrecognised in Australian employment law. The single Judge Besanko J recognised that Mr Barker was entitled to damages for loss of chance to be redeployed due to the CBA’s breach of the implied term of mutual trust and confidence by acting in serious breach of its stated redeployment policy.
We are often asked to advise whether an individual engaged by an organisation is an employee or contractor. The answer to this question can have profound implications for commercialisation of intellectual property.
The answer to this question is often not straightforward as the law needs to be examined in the context of all the facts. [Read more…]
If a Lawyer is asked the simple question “who owns an employee’s Tweets”? the likely answer will be “that depends”. Like most legal issues, the question of “who owns your Tweets”? – if they are produced on work time, is not simply answered. Each case will turn on its own facts, therefore what may be an easy answer in some instances may be more complicated in others. [Read more…]