Shane Koelmeyer
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  • Sydney
  • Australia
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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
2 blog posts by Shane Koelmeyer were featured
Nov 9
2 blog posts by Shane Koelmeyer were featured
Nov 8
Shane Koelmeyer posted blog posts
Nov 7
2 blog posts by Shane Koelmeyer were featured
Nov 7
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
2 blog posts by Shane Koelmeyer were featured
Nov 3
Shane Koelmeyer posted blog posts
Nov 2
2 blog posts by Shane Koelmeyer were featured
Oct 20
3 blog posts by Shane Koelmeyer were featured
Oct 18
Shane Koelmeyer posted blog posts
Oct 17
A blog post by Shane Koelmeyer was featured

Someone to Lean On: Who can be a support person?

In determining whether an employee’s termination was harsh, unjust or unreasonable, s 387 of the Fair Work Act 2009 (Cth) (FW Act) provides a list of criteria the Fair Work Commission (FWC) will consider. One such criterion is whether there was any unreasonable refusal by the employer to allow the person to have a support person present in any discussions relating to dismissal.Best practiceBest practice for affording an employee procedural fairness in a disciplinary or termination process is to…See More
Oct 16
2 blog posts by Shane Koelmeyer were featured
Oct 12
Shane Koelmeyer posted blog posts
Oct 11
A blog post by Shane Koelmeyer was featured

New car, zero interest (in employee’s wages): Labour-hire operator gets referral to public prosecutor for non-payment of wages

The power of the courts to make orders in response to a contravention of a provision of the Fair Work Act 2009 (Cth) (FW Act) is a broad one. It is derived from section 545(1) of the FW Act, which states:“The Federal Court or the Federal Circuit Court may make any order the court considers appropriate if the court is satisfied that a person has contravened, or proposes to contravene, a civil remedy provision.”  [emphasis added]In most cases, a finding of deliberate non-compliance by a business…See More
Oct 3
A blog post by Shane Koelmeyer was featured

Swing and a miss: Dismissal for injured employee discovered playing golf

In unfair dismissal applications, the Fair Work Commission (the Commission) must look at the factors under section 387 of the Fair Work Act 2009 (Cth) (FW Act) when considering whether a dismissal was ‘harsh, unjust or unreasonable’.The first of these factors is whether there was a ‘valid reason’ for the dismissal relating to the person’s capacity or conduct. Where there is no valid reason for the termination of employment, it is likely that the termination will be found to be unfair. It is…See More
Sep 29

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

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

Posted on November 7, 2017 at 12:00 0 Comments

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…

Continue

Safety not guaranteed – Workplace bullying and work health and safety

Posted on November 7, 2017 at 11:48 0 Comments

The anti-bullying measures in the Fair Work Act 2009 (Cth) were introduced in response to the Government Inquiry report, Workplace Bullying: We Just Want it to Stop, which recognised the problem of bullying in workplaces as both an industrial relations issue, and a risk to the work health and safety of workers.

The SafeWork Australia…

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Why, I do declare! – Statutory declarations in the employment context

Posted on November 7, 2017 at 11:31 0 Comments

In Australia, we rely on statutory declarations for a range of purposes, from declaring identity details when documents are lost to making statements about particular situations, including in the employment context.

What is a statutory declaration?

In…

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Say it, don’t spray it: Paint gun operator summarily dismissed for serious misconduct

Posted on November 6, 2017 at 13:01 0 Comments

The Fair Work Regulations 2009 provide a non-exhaustive list of instances that might constitute “serious misconduct” warranting summary dismissal. We have previously discussed these Regulations and what might or might not constitute serious misconduct in our blog, “If I can be serious for a moment – getting serious about serious…

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