Employment Law
RKL advises employers and employees in relation to some aspects of employment and occupational health and safety laws:
- Recruitment
- Review, preparation and advice on employment and contractor agreements
- Discrimination and equal opportunity advice and disputes under the Equal Opportunity Act 1995 (Vic)
- Workplace bullying and harassment
- Confidential information and intellectual property
- Workplace training and policies and procedures
- Defamation in the workplace
- Occupational Health and Safety
- Restraint of trade
- Unfair dismissal
- Risk management
- Advice and representation in WorkSafe investigations and prosecutions
For more information on how Rudstein Kron Lawyers can assist you with Employment Law please contact us, request an appointment with one of our staff or give us a call on (03) 9519 9888 .
When will your private life affect your job security?
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- Published on Wednesday, 03 April 2013 12:22
- Written by Dominique Mavroyeni & Magda Kron
An employer’s right to dismiss its employees for conduct engaged in outside of work hours is a contentious issue. Although it is generally accepted that an employer does not have the right to control its employees outside the workplace, there are certain circumstances where the conduct of an employee will constitute a breach of the employment contract, or offend the employment relationship to such an extent that the action will warrant termination of the employee’s employment.
Employers’ obligations to employees working from home
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- Published on Monday, 25 March 2013 22:12
- Written by Dominique Mavroyeni & Magda Kron
With the introduction of the national employment standards in 2009, an increasing number of employees are requesting flexible working arrangements, and in particular, the option of working from home or “telecommuting”. While the option of working from home has the potential to deliver benefits to both employees and employers, it can also expose employers to various legal risks that should be carefully considered by employers. However, like any working arrangement, such risks can be managed effectively, and to some extent minimized, by implementing policies and having proper protocols in place.
Swearing at your boss does not justify dismissal, says Fair Work Australia
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- Published on Friday, 13 July 2012 08:18
- Written by Magda Kron & Dominique Mavroyeni
In a recent Fair Work Australia decision, Symes v Linfox Armaguard Pty Ltd [2012] FWA 4789, Armaguard was ordered to reinstate one of its employees, Mr Symes, after he swore at his boss. The case is useful in demonstrating Fair Work Australia’s considerations in determining whether a dismissal is justified.
Brodie’s Law: new workplace bullying laws passed
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- Published on Friday, 03 June 2011 08:00
- Written by Magda Kron & Danielle Roberts
The Crimes Amendment (Bullying) Bill 2011 (Vic) was introduced after Brodie Panlock, a 19 year old Melbourne waitress, was severely bullied at work. Brodie’s work colleagues spat at her and called her offensive names, and on one occasion poured oil on her. Tragically, having endured relentless and vicious workplace bullying, Brodie committed suicide in 2006.