Category: Case Studies
A recent decision of the Fair Work Commission (FWC) provides insight into the meaning of “acceptable” alternative employment and when the FWC will use its discretion to reduce a redundancy payment in circumstances where an employee, whose position has become redundant, has declined an offer of alternative employment.
The prevalence of mental health issues and its impact on individuals and the workplace is now well-known and accepted by employers. Around 45% of Australians between 16- 85 experience a mental health condition at some point in their lifetime1. In a given 12-month period, one in 5 Australians will have experienced a mental health condition2.
In recent months there have been several important developments which affect businesses which employ casual employees directly or use casual labour hire workers.
This case study is referred to in our article Redundancy consultation obligations.
The below case studies are referred to in our article The minefield of on-hire workers.
Scleroderma Victoria is a small volunteer-run group which provides support, information and advocacy for those living with scleroderma and their families. The organisation received portable oxygen concentrators (medical equipment) as part of a bequest, and started to loan these to terminally ill members who have lung complications due to scleroderma.
The organisation required a loan agreement which would properly protect them (as far as possible) from liability in the event of something going wrong with the equipment. As a charitable organisation, Scleroderma Victoria did not have the funds to pay a lawyer, and approached Justice Connect for assistance.
Upon hearing of the charity’s need through Justice Connect, Rigby Cooke Lawyers were pleased to offer pro-bono legal assistance to Scleroderma Victoria.
26 February 2016