BlandsLaw - Blog posts from alternative acceptable employment
Please select your page
  • Twitter
  • Facebook
  • Google+
  • LinkedIn

A recent Fair Work Commission decision has addressed the potential conflict of interest involved when employees are in a relationship with each other, particularly where there is a direct reporting relationship and the employees have failed to disclose their personal relationship.

The case involved a senior manager at Westpac who was in a relationship with his direct subordinate. Not only did the manager fail to disclose the relationship, but he in fact denied it when questioned by his superiors on two separate occasions.

Read more

Employers must consider opportunities for redeployment within the company or its associated entities in order for a redundancy to be genuine, according to the Fair Work Act 2009. Typically the courts have applied and interpreted these provisions quite widely; for example consideration of redeployment options should include positions that are more junior or on less pay. But does this include employee redeployment to an overseas operation?

Read more

We regularly provide advice around redundancy and know from practice that it can be an area fraught with pitfalls. To meet the test for genuine redundancy under the Fair Work Act the redundancy process must include the employer exploring, with the employee, any available redeployment options. Related to this concept is that of ‘alternative acceptable employment’ which may affect the redundancy pay.

Read more

More Articles