Jonathan Mamaril's Page
Latest Activity
Does serious misconduct still require a reasonable opportunity to respond before termination of employment? 2 prime ways to mitigate risk and liability
Sexual harassment changes coming in the workplace – 4 changes indicated by the Respect@Work report
Redundancy: 3 pitfalls for HR to avoid a (almost) $300K claim – the story of pizza, beer and Toyota
Upward bullying: The rise of the remote working “bully” - 5 tips all employers need to know
When you get it wrong, 3 mistakes an employer made leading to a general protections order of $85K
When you get it wrong, 3 mistakes an employer made leading to a general protections order of $85K
Celebrity searches and confidential information – 2 tips to deal with misuse of client information
Zombie companies: “Cut the fat not the muscle” - 6 post JobKeeper tips for employers
Zombie companies: “Cut the fat not the muscle” - 6 post JobKeeper tips for employers
Long needed IR changes lose the BOOT and 4 that are still in – Update for HR and employers
COVID-19 vaccinations are coming – what now? 5 questions for Australian employers to consider
Profile Information
- What would you like to share about yourself?
- Jonathan advises clients on all aspects of Employment Law, including enterprise agreements, collective bargaining and interpretation of Modern Awards. He has represented clients in unfair dismissal, general protections and discrimination matters—from the conciliation conference stage, through to arbitration in the Fair Work Commission.
Jonathan also navigates his clients through complex Workplace Health and Safety legislation, providing them with practical solutions and workplace policies to ensure they abide by their various statutory Employment Law obligations. He has a wealth of experience in advising on restructures, redundancies and performance management, as well as extensive knowledge in matters involving restraint of trade, drafting and reviewing employment contracts and advising on contractor arrangements. Jonathan is particularly interested in Employment Law issues that concern decision makers and human resource practitioners, and he prides himself on providing practical legal advice that aligns with the strategic objectives of his clients.
Before joining NB Lawyers, Jonathan worked for a Trade Union as an Industrial Officer, where he gained experience advising union members on termination of employment and workplace bullying issues. He also worked at a mid-tier Brisbane-based law firm, where he advised several small- to medium-sized businesses and not-for-profit organisations in all aspects of Employment Law.
- Company website/blog
- http://www.lawyersforemployers.com.au/
- How many employees in your company?
- 1-49
- What areas of HR are you particularly passionate about?
- Employment Law, Enterprise Agreements, Workplace Bullying, Employment Contracts, Contractor Agreements, Discrimination, Unfair Dismissal, General Protections and Restraint of Trade
- What kind of networking are you open to?
- Open networking, Referrals between friends, Very targeted/niche, Invitation only
Jonathan Mamaril's Blog
Does serious misconduct still require a reasonable opportunity to respond before termination of employment? 2 prime ways to mitigate risk and liability
Posted on April 15, 2021 at 8:00 0 Comments 0 Likes
A question asked many times by clients is when a scenario involving serious misconduct is put to us – can we now terminate their (the employee’s) employment? Our response (with some adjustment) is usually – “of course you can – you are the Employer, however the key question really is – what would happen if you had to explain your actions to a Judge…
ContinueSexual harassment changes coming in the workplace – 4 changes indicated by the Respect@Work report
Posted on April 12, 2021 at 10:30 0 Comments 0 Likes
Scott Morrison and the Federal Government have announced a clear initiative to (in principle) accept a significant amount of the 55 recommendations around sexual harassment. There are some overarching themes with the changes and what has been pushed is a more clear path and more distinctive grounds for employees to file sexual harassment complaints,…
ContinueRedundancy: 3 pitfalls for HR to avoid a (almost) $300K claim – the story of pizza, beer and Toyota
Posted on April 8, 2021 at 8:00 0 Comments 0 Likes
The District Court of NSW has made a decision on a case involving a termination of employment mere days before a significant redundancy payment was owed to a long standing employee (20 years). Ultimately the Court found in favour of the employee awarding almost $300,000.00 in damages.
The case of…
ContinueUpward bullying: The rise of the remote working “bully” - 5 tips all employers need to know
Posted on April 1, 2021 at 8:00 1 Comment 0 Likes
The pandemic has led to a number of changes in the workplace – words such as workplace flexibility, working from home, remote working, Zoom, Teams, virtual meeting are now common lexicon of the modern workplace. A number of…
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