Employers can expect a sharp increase in requests for alternative working arrangements as new legislation aimed at employees with young kids "formalises" and "normalises" flexibility across the board, according to employment lawyer and consultant, Juliet Bourke.
Managers looking to implement alternative working arrangements in a bid to avoid sacking staff throughout the GFC are at risk of exposing themselves to litigation if they fail to adequately consult, a workplace lawyer warns.
Employers that fail to take adequate measures to prevent the spread of disease should a swine flu pandemic take hold could find themselves in breach of OHS laws, says Deacons partner Michael Tooma.
Employers forced to make redundancies after the Fair Work Act comes into force in July must prove they have proactively pursued all redeployment alternatives before letting workers go - and an internal job board won't cut the mustard, says a workplace relations lawyer.
Employers must ensure they understand the modern award system before it comes into effect in just nine months, according to workplace lawyer Shana Schreier-Joffe, who warns that the new Fair Work Australia regulator is likely to be vigilant in pursuing employers for non-compliance.
Employers should get ready to deal with trade union requests to disclose company information - and determine what they can keep confidential - before the first part of the Fair Work Act 2009 takes effect mid-year, says University of Adelaide Professor of Law, Andrew Stewart.
Of the 10 National Employment Standards the Federal Government aims to have commence next year, employers are most concerned by the least novel ones - those covering workplace flexibility and family responsibilities - new research shows.
Employers compelled to make employees redundant because of the economic downturn are still entitled to enforce restraint clauses, says Minter Ellison Lawyers partner, Gareth Jolly.
Employers looking to implement workplace drug and alcohol testing must ensure that the process is completely transparent to avoid possible litigation - especially when it comes to sacking workers who test positive to prohibited substances, says Harmers Workplace Lawyers partner, Jamie Robinson.
