Shane Koelmeyer
  • Male
  • Sydney
  • Australia

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Latest Activity

3 blog posts by Shane Koelmeyer were featured
Dec 19, 2018
Shane Koelmeyer posted blog posts
Dec 14, 2018
2 blog posts by Shane Koelmeyer were featured
Nov 29, 2018
A blog post by Shane Koelmeyer was featured

Anyone can accessorise: The accessorial liability provisions of the FW Act

Findings of accessorial liability for contraventions of the Fair Work Act 2009 (Cth) (FW Act) are now frequent occurrences. Most commonly, the individuals found to have been involved in contraventions of the FW Act are directors of companies, and those findings of personal liability result from prosecutions brought by the Fair Work Ombudsman (FWO).However, employers and their managers should be aware that it is not only the FWO that is able to bring claims alleging accessorial liability for a…See More
Nov 23, 2018
Shane Koelmeyer posted blog posts
Nov 22, 2018
2 blog posts by Shane Koelmeyer were featured
Nov 6, 2018
3 blog posts by Shane Koelmeyer were featured
Nov 1, 2018
Shane Koelmeyer posted blog posts
Nov 1, 2018
2 blog posts by Shane Koelmeyer were featured
Sep 27, 2018
2 blog posts by Shane Koelmeyer were featured
Sep 24, 2018
Shane Koelmeyer posted blog posts
Sep 21, 2018
2 blog posts by Shane Koelmeyer were featured
Sep 20, 2018
A blog post by Shane Koelmeyer was featured

A Moving Experience: What to expect and what to consider when relocating

In Part 1 of this blog, we looked at a number of commonly overlooked, but important, consideration for employers in the relocation process.In this Part 2, we turn to the types of employment issues employers can expect to face during the process.Relocation redundancyThe possibility of relocation redundancy generally arises if an employee’s contract of employment links their position directly to a location. If the work in that location no longer exists, then it is possible that the position is…See More
Sep 17, 2018
Shane Koelmeyer posted blog posts
Sep 14, 2018
2 blog posts by Shane Koelmeyer were featured
Aug 21, 2018
Shane Koelmeyer posted blog posts
Aug 17, 2018

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
How many employees in your company?
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

Free fallin’: Worker injured whilst visiting the workplace suffers work-related injury

Posted on December 14, 2018 at 15:16 0 Comments

The NSW Workers Compensation Commission (WCC) has made an interesting decision relating to workers who sustain an injury whilst at the workplace volunteering to perform work.

Under workers compensation legislation, an employer will only be liable for an injury if that injury arises out of or in the course of the worker’s employment.

In a major decision last year, the NSW Court of Appeal found that an injury sustained by a worker who had visited the workplace on…


Pistol Pete: Employee who brought firearms and explosives to workplace not unfairly dismissed

Posted on December 14, 2018 at 15:06 0 Comments

We all have different hobbies, activities or interests we want to share with our friends and colleagues. However, not all interests are appropriate for the workplace.

In Rodger v ACT Government – Transport Canberra and City Services T/A ACTION [2018] FWC 6970, the Fair Work Commission (FWC) held that an employee’s conduct in bringing ornamental duelling pistols and inert booster charges in to work to show his colleagues created a risk to safety and…


In conTEXT – FWC finds employee not dismissed by text message

Posted on December 14, 2018 at 15:00 0 Comments

Under the Fair Work Act 2009 (Cth), an employee is only protected from unfair dismissal if the employee is actually dismissed. Section 386 of the FW Act sets out the meaning of “dismissed” for this purpose and states that a person has been dismissed if their employment has been terminated on the employer’s initiative or if the person was forced to resign because of the conduct of the employer.

In most cases, it is clear when an employee is dismissed or has resigned.…


Fly, eagle, fly – Lessons from the Manly Sea Eagles head coach resignation saga

Posted on November 22, 2018 at 14:08 0 Comments

The NRL’s Manly Sea Eagles have faced an uncomfortable situation regarding a key employee in recent times. Just as the club’s pre-season was about to start, it had two head coaches ready, willing and able to show up for training. Trent Barrett had tendered his resignation from the position in June 2018 and was serving out his twelve-month notice period. In the meantime, the club had also hired Des Hasler to replace Barrett as the head coach.

Despite hiring a new coach, the club…


Comment Wall (1 comment)

At 8:56 on March 1, 2018, wayne faulkner said…

Shane - interesting article. Funny but a request for a date might see you on your date - as in on your arse. What constitutes 'a one strike'?

Is it: -- 'Like to join me for a coffee?'  'Look I've got 2 tickets for a movie - I can't use them - can you?'   ' Can I join you at your table for dinner tonight after the conference?'   'We are on the same flight - like to sit together?'    ' I'm wondering if you might like to review my conference paper I'm presenting tomorrow - I'd appreciate you reviewing it. We can meet in the bar and I'll do drinks'    ' I'm flying back business class - i'll see if I can upgrade you"   ' Want to join me for a jog in the morning before the training?'   ' I'll let you into a little secret - I've been offered the job (CEO). I think that you have great potential and would like to chat about your future -will need to do it off-site'

' I know that your recent divorce has caused you great anguish. If you need to talk call me anytime - here is my private number'  ' A few of us are playing the pokies after work - want to come?'

Any of these can be male to female. female to male, male to male, female to female, boss to subordinate, subordinate to boss, gay to gay, hetro to hetro, transgender to transgender, old to young, young to old, et al

Fair dinkum - it's a bloody mine field those policies and will doubtless create great grief!


best - wayne

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