Shane Koelmeyer
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  • Sydney
  • Australia
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Shane Koelmeyer posted blog posts
8 hours ago
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

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

Send me your location: Use of GPS devices in the workplace

Posted on December 12, 2017 at 12:00 0 Comments

Most workplaces utilise some form of surveillance, the most obvious of which is monitoring the use of email and internet. Surveillance can also extend to the use of GPS tracking in company vehicles or the use of location services in devices, like mobile phones or tablets.

The use of GPS trackers in vehicles and devices is most common in roles where employees work away from a desk, at multiple different locations throughout the day – like couriers or delivery drivers, tradespersons or…

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You’re invited! (but BYO party): Organising social events for employees

Posted on December 12, 2017 at 10:56 0 Comments

It is almost undisputed that the majority of Australian workers are spending more of their time at the workplace. It is therefore unsurprising that employees and employers are becoming more concerned with the quality of the time that employees spend at work and the relationships they have with their co-workers.

As a result, there has been an increased focus by employers on establishing a positive “workplace culture” through employer-sponsored social events and team-building activities…

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

Posted on December 12, 2017 at 10:46 0 Comments

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…

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A bird, a bus and a bruised (but not broken) employment relationship: Remedies for unfair dismissal applications

Posted on December 12, 2017 at 10:27 0 Comments

There are two remedies available to an employee claiming unfair dismissal under the Fair Work Act 2009 (Cth) (FW Act) – reinstatement (with any required back-pay) and compensation.

Section 390 of the FW Act makes it clear that reinstatement will be the primary remedy and that the Fair Work Commission (FWC) must not make an order for compensation unless it is satisfied that reinstatement of the person is inappropriate.

When considering…

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