Shane Koelmeyer
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  • Sydney
  • Australia
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A blog post by Shane Koelmeyer was featured

No Vacancy: Employee’s drunken attempt to re-enter workplace warranted dismissal

An employer who relied on their zero-tolerance alcohol policy when dismissing an employee who drunkenly tried to access the workplace out-of-hours has successfully defended the dismissal before the Fair Work Commission (FWC).In Lewer v Inco Ships T/A Inco Ships Pty Ltd [2017] FWC 6666, the FWC heard that an employee, who worked on a tanking vessel, attempted to re-enter the vessel after dinner and a few drinks so that he could sleep-off the alcohol. When he was refused entry by security guards,…See More
Thursday
4 blog posts by Shane Koelmeyer were featured
Wednesday
Shane Koelmeyer posted blog posts
Jan 10
A blog post by Shane Koelmeyer was featured

Social savvy – Our 2017 wrap-up of social media in the workplace

There is no doubt that social media has changed workplace relations. It has impacted the employment relationship and the relationships employees have with each other.Throughout 2017 the courts, the tribunals and employers more generally have continued to iron out the wrinkles in how they deal with social media in the workplace.In this blog, we look back on some of the more interesting social media cases from the year that was 2017.The employee in competition with her employer – Baird v June…See More
Dec 18, 2017
4 blog posts by Shane Koelmeyer were featured
Dec 15, 2017
2 blog posts by Shane Koelmeyer were featured
Dec 13, 2017
Shane Koelmeyer posted blog posts
Dec 12, 2017
A blog post by Shane Koelmeyer was featured

Flexed to the limit: How the Fair Work Act encourages flexibility in the workplace

A recent survey conducted by global workplace solutions group, ManpowerGroup, has revealed that almost 90% of workers are opting for, or at least open to, arrangements that allow for flexibility in lieu of traditional “9 to 5” work arrangements.The research report, #GigResponsibly – The Rise of NextGen Work, uses the term “NextGen Work” to define a new way of work that encourages flexibility. The report also provides examples of NextGen Work that are now particularly attractive to workers,…See More
Nov 13, 2017
2 blog posts by Shane Koelmeyer were featured
Nov 9, 2017
2 blog posts by Shane Koelmeyer were featured
Nov 8, 2017
Shane Koelmeyer posted blog posts
Nov 7, 2017
2 blog posts by Shane Koelmeyer were featured
Nov 7, 2017
Shane Koelmeyer posted a blog post

Let me restart: Anti-bullying orders issued to employer and employee to reset the employment relationship

The anti-bullying jurisdiction of the Fair Work Act 2009 (Cth) (FW Act) gives the Fair Work Commission (FWC) a broad power to make any order it considers appropriate to prevent a worker from being bullied at work (except an order which requires monetary payment).In Burbeck v Alice Springs Town Council; Davison; Price; Fisher [2017] FWC 4988, the FWC issued orders against the Applicant and her employer after it found that the Applicant’s own conduct and behaviour was at times unreasonable and…See More
Nov 6, 2017
2 blog posts by Shane Koelmeyer were featured
Nov 3, 2017
Shane Koelmeyer posted blog posts
Nov 2, 2017
2 blog posts by Shane Koelmeyer were featured
Oct 20, 2017

Profile Information

What would you like to share about yourself?
Experienced Workplace Relations Lawyer specialising in representing & advising Employers from small business to international companies.
Workplace Law is a boutique law firm specialising in all aspects of workplace relations in the areas of Industrial Relations, WHS, Change Management & Workers Compensation for Employers
Company website/blog
http://www.workplacelaw.com.au
How many employees in your company?
1-49
What areas of HR are you particularly passionate about?
Industrial Relations, Employee Engagement, WHS, Performance Management, Workers Compensation for Employers
What kind of networking are you open to?
Open networking, Referrals between friends

Shane Koelmeyer's Blog

No Vacancy: Employee’s drunken attempt to re-enter workplace warranted dismissal

Posted on January 10, 2018 at 13:24 0 Comments

An employer who relied on their zero-tolerance alcohol policy when dismissing an employee who drunkenly tried to access the workplace out-of-hours has successfully defended the dismissal before the Fair Work Commission (FWC).

In Lewer v Inco Ships T/A Inco Ships Pty Ltd [2017] FWC 6666, the FWC heard that an employee, who worked on a tanking vessel, attempted to re-enter the vessel after dinner and a few drinks so that he could sleep-off the alcohol. When he…

Continue

Lawful but not reasonable: Employer unreasonably ends Bryon Bay “work from home” arrangement

Posted on January 10, 2018 at 13:13 0 Comments

Employees have an implied duty to obey their employer’s reasonable and lawful directions. Whilst employers cannot direct an employee to engage in conduct which is unlawful, the reasonableness of an employer’s direction will depend on the individual circumstances.

In Parkes v Fat Prophets Pty Ltd [2017] FWC 6121, the Fair Work Commission (FWC) held that an employer’s “unreasonable ultimatum” to an employee that he relocate to Sydney or lose his job was a…

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Puddle trouble: $275,000 damages bill flows from shallow puddle injury

Posted on January 10, 2018 at 12:54 0 Comments

In a recent decision of the Victorian County Court, a university has been ordered to pay $275,000 in damages to a security control room operator who worked on the university campus (Savage v Monash University and Programmed Maintenance Services Ltd [2017] VCC 1774).

The control room operator was walking from her car to the security control room in steel capped boots when she stepped through a puddle onto the uneven surface below and injured her ankle. The ankle injury…

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I can show you the world – Misleading and deceptive conduct in recruitment

Posted on January 10, 2018 at 12:30 0 Comments

During the recruitment process, employers want to present their best side to prospective employees in order to entice top talent to join them. Employers can potentially expose themselves to litigation for representations made or made on their behalf that are misleading and deceptive and later relied upon by prospective employees in the recruitment process. 

The Australian Consumer Law (ACL) provides that it is illegal for a business to engage in conduct that…

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