Shane Koelmeyer
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  • Australia
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2 blog posts by Shane Koelmeyer were featured
yesterday
Shane Koelmeyer posted blog posts
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2 blog posts by Shane Koelmeyer were featured
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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
Shane Koelmeyer posted blog posts
Sep 14
2 blog posts by Shane Koelmeyer were featured
Aug 21
Shane Koelmeyer posted blog posts
Aug 17
A blog post by Shane Koelmeyer was featured

Are you ready (willing and able) for it? When employees are unable to perform their contractual duties

One of the fundamental principles of the employment relationship is the work-wages bargain – an employer pays an employee wages in exchange for work performed. The work-wages bargain assumes that employees are ready, willing and able to perform the work requested of them by the employer. This assumption is challenged when an employee is unable to perform the required work because of some limitation such as the loss (or suspension) of an essential qualification such as a driver’s licence.The…See More
Aug 16
2 blog posts by Shane Koelmeyer were featured
Aug 13
Shane Koelmeyer posted blog posts
Aug 13
A blog post by Shane Koelmeyer was featured

The fine cut: Small Business Employers and Anti-Discrimination Legislation

Small businesses have a litany of rules, regulations and red tape they are required to comply with, including registration and tax compliance, employee minimum entitlements, fair trading, work health and safety and privacy obligations.Small businesses are also subject to anti-discrimination legislation which prohibits direct and indirect discrimination on the basis of a protected attribute. Australia’s federal anti-discrimination legislation prevents discrimination on the basis of:Sex under the…See More
Aug 9
2 blog posts by Shane Koelmeyer were featured
Aug 6
Shane Koelmeyer posted blog posts
Aug 6
A blog post by Shane Koelmeyer was featured

The truth Hertz: Vehicle services attendant dismissed for lying on his CV

Employers are often required to exercise a significant degree of trust and reliance in job candidates, believing that they will be truthful in recruitment processes. Whilst it is good practice for employers to double-check a job candidate’s qualifications and experience prior to making an offer of employment, the reality is that information provided in a curriculum vitae or an interview will be relied upon by an employer when considering who to recruit.For employers, the consequences of…See More
Jul 18
2 blog posts by Shane Koelmeyer were featured
Jul 16
Shane Koelmeyer posted blog posts
Jul 16

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

It’s all about me: Employer reasonable in not accommodating employee’s variation of hours request

Posted on September 21, 2018 at 15:42 0 Comments

One of the logistical challenges often faced by employers is the management of rosters and employee working hours. There are a number of factors to take into consideration when it comes to this, such as an employee’s availability, changing circumstances and the particular needs of the business.

It can be difficult for employers to balance these interests but a recent decision of the Fair Work Commission (FWC) has shown support for employers who make reasonable…

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It wasn’t me: Fair Work Commissioner considers Facebook posts as evidence in an unfair dismissal matter

Posted on September 21, 2018 at 15:40 0 Comments

Employees active on social media (such as Facebook) fail to consider who might be able to see their personal online posts at any given time. The consequences can be significant – particularly in an employment context.

It is becoming increasingly common for employers to review their employees’ social media presence at various stages of the employment relationship, particularly when claims are made against the employer by an employee or former employee.  So, what happens when an…

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Notice me! Notice of termination and the common law

Posted on September 21, 2018 at 15:36 0 Comments

It is often said that the essence of the employment relationship is the work/wages bargain – where an employer directs an employee to complete certain work in exchange for wages.  However, the reality of the employment relationship is much more complex.

To manage these complexities, most employers attempt to cement the terms of the employment relationship in a single, written document – the employment contract.

Of course, the employment contract reflects the fundamental…

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No shirt, no service: Fair Work Commission orders the suspension of protected industrial action involving a uniform ban

Posted on September 14, 2018 at 12:35 0 Comments

Under the Fair Work Act 2009 (Cth) (FW Act), employees are entitled to take protected industrial action in circumstances where they are bargaining for a new enterprise agreement.

The action can take many forms – from striking and “go slows”, to changes in the clothes that employees wear.

In circumstances where that statement, impact or disruption has the potential to pose a threat to the life, health, safety or welfare of others, the Fair Work…

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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!

UNENFORCEABLE!

best - wayne

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