Services

No matter the size of your enterprise, having certainty around the cost of workplace legal advice is prudent and makes good business sense. Reid Legal Advisory provides a range of fixed fee services to enable you to confidently engage with your employees to achieve mutually beneficial outcomes on all workplace legal matters. It is available to suit your business needs and can be paid annually or monthly.

We can provide you with:

• Telephone and email advice 

• Employment contracts and policy suites

• Targeted bulletins on changes in the law

• Programmed meetings to discuss your needs

Reid Legal Advisory offers a complementary 1 hour consultation so that we can learn about your business workplace legal requirements. 

We will then tailor a fee structure that is appropriate to your organisation's size and needs.  This will ensure peace of mind knowing that you are up-to-date with the increasing volume of employment regulation - ensuring you avoid employment disputes.

About

High quality legal services addressing clients’ legal problems in the broader context of their business operations.  We help our clients’ achieve solutions that suitably manage their legal needs and risks.

At Reid Legal Advisory we offer a range of services for government agencies as well as national and local businesses. We ensure our clients remain one step ahead through guidance and legal advice that is thorough and multi dimensional. 

We also understand that businesses don’t like surprises when it comes to legal fees.  To provide peace of mind Reid Legal Advisory can offer a range of fixed fee services to support businesses manage their staff and prepare for the future.

Expertise

Dedicated practice specialising in workplace relations, employment and occupational safety law.  We have worked extensively across multiple industries ensuring we can prepare our clients against unforeseen risks and provide the appropriate solution.

We want to be by your side throughout the employment relationship, across every aspect of employment law including industrial relations and unions, enterprise bargaining, discrimination, executive appointments and exits, restructuring and redundancy, HR policies and contractual documentation and post termination restrictions.

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Sexual Harassment Policy & Technology Considerations

In the Australian workplace, "sexual harassment" has formally been unlawful since at least 1984. One major issue for employers to deal with is displaying or circulating sexual material in the workplace.

Back in 1984, desktop computers, laptops and mobile phones, SMS, Skype and the internet were still largely future technologies, let alone texting, skyping and other apps.

Efforts to eliminate sexual harassment then may have focused simply on ridding the workplace of tangible sexual material, like raunchy calendars, sexually explicit posters and pictures, and dirty magazines. More than three decades on, explicit material such as pornography is available and able to be accessed, circulated and displayed in quicker, smarter and less obvious ways. This means that, as technology evolves, harassment and discrimination can also happen in less obvious and more covert ways.

Today sexual harassment also encompasses things such as offensive and explicit emails, social media communications, texting (and sexting), screen savers, and accessing sexually explicit websites and apps. Some obscene communications and behaviour would also be an offence under criminal law (e.g. child pornography and using a carriage service to cause offence), but other communications are simply inappropriate in the workplace, like using an explicit dating app on a mobile phone. In either case, such use of technology can facilitate sexual harassment.

If you get it wrong and fail to meet your obligations, you risk having to pay penalties and charges. If you need assistance or advice on how to proceed call 0400 077 448 or contact me via email mreid@rlad.com.au

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Avoiding Redundancy Traps

Employers can easily fall into dispute with their employees by failing to properly handle redundancies. There is often uncertainty surrounding redundancy, in terms of handling it within the law, as well as cost.

Redundancy commonly occurs when a business is sold and a new owner offers jobs to the vendor's existing workforce. Some employees decline the offer of employment by the new owner. In this context, an issue can arise as to whether or not redundancy payments need to be made to an employee who rejects an offer of employment by the new owner.

Let’s examine what redundancy means. The best way to define redundancy is that the employer no longer wishes the duties the employee has been performing to be undertaken by anyone. Termination of the employee on this ground has therefore nothing to do with poor performance or misconduct. Essentially the work or role is no longer required to be performed by any employee. Redundancy can also happen when an employer becomes insolvent or bankrupt, or following a re-structure, in order to increase the competitiveness or profitability of a business.

It is easy to fall into one of these employment law traps and employers should be satisfied as to the circumstances that constitute a redundancy, carefully review payments to be made and comply with the Act's requirements in relation to a "genuine redundancy".

If you get it wrong and fail to meet your obligations, you risk having to pay penalties and charges. If you need assistance or advice on how to proceed call 0400 077 448 or contact me via email mreid@rlad.com.au

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Employee or Contractor - Do You Know the Difference?

It's important for all businesses to have systems in place to determine whether workers should be classified as employees or independent contractors, as tax, super and other government obligations are different depending on whether the working arrangement is employment or contracting.

Employees generally have PAYG withholding, super and fringe benefits tax paid by the employer. Contractors generally look after their own tax obligations.

If you get it wrong and fail to meet your obligations, you risk having to pay penalties and charges. If you need assistance or advice on how to proceed call  0400 077 448 or contact me via email mreid@rlad.com.au