Employment Workplace Relations

The relationship between employee and employer is often a complex and sometimes confusing legal arrangement. It consists of a network of rights and obligations between the two. Massive changes to the law over the last few years with the Work Place Relations Act and the Work Choices legislation by the previous government, and now the repeal of that legislation by the Fair Work Act, have made this area bewildering to say the least for employees and employers alike. Ever changing statutory obligations in particular, present uncertainties and cost pitfalls for the unwary and uninformed. These changes do add complexities, but they also present some opportunities for employers and employees.

For business, increasing labour costs are usually their largest overhead. Yet, small business in particular is often over burdened by the many demands on their time that little attention is paid to workplace relations. And from the employee's side, employment contracts are often signed without regard to the implications or effect it may have on them and their career. Often all it would take is some simple advice to avoid a situation developing into a costly and time wasting problem for everyone concerned.

The partners at Carneys can draw on their long and very broad experience in employment law and workplace relations. Our firm has advised and represented the whole spectrum - unions, employer organisations, and companies of all sizes down to the sole trader. This broad experience gives us an uncommon insight into industrial problems that is not readily available to employers, particularly those operating small businesses.

Carneys Lawyers has expertise in the following areas:

  • The implementation of enterprise agreements. Employment contracts.
  • Wrongful/unlawful terminations of employment and applications for reinstatement and/or compensation.
  • Industrial dispute prevention, management and resolution.
  • Employment law aspects of insolvency administration.
  • Employee share schemes and other schemes to remunerate employees in accordance with their productivity.
  • Discrimination and equal opportunity claims. Restraint provisions for employees and the principals of businesses.
  • Rights of independent contractors.