Want to stay up to date with interesting changes to the law? This is the place to come. However, it is for general information only and does not take the place of hiring a lawyer. If you would like us to act for you, please email  jessica@sinclairmay.com.au or give us a call on (03) 9111 5660.

Christmas shutdown and staff entitlements:

If you own a business and want to shut down over Christmas and New Year, there is nothing stopping you from doing this. However, make sure you understand any obligations you have that will continue during this time. If you decide to close down, you must still pay your full-time … Continue reading

The importance of terms of business for recruitment businesses

It is imperative for recruitment businesses to ensure that their Terms of Business are up-to-date, legally compliant and enforceable. Terms of Business are a legal document commonly used in the recruitment industry to form an agreement between a recruitment business/agency and their client. This agreement sets out the legal relationship … Continue reading

Dismissing an employee who hasn’t worked out in the first 6 months – what are your rights and ensuing risks for the business?

Probationary period Under the Fair Work Act (Cth) 2009 (the Act) an employee is not allowed to make an unfair dismissal application against an employer unless they’ve been employed for 6 months (by an employer with more than 15 employees) or 12 months (by an employer with less than 15 … Continue reading

Employers rights when you catch your employee stealing

Perhaps things are going missing after hours, or the books aren’t balancing, maybe you’ve just got a sinking suspicion that someone isn’t using their work credit card appropriately. Whatever your concerns, you’ve got a right to investigate the situation but you must handle the process delicately to ensure that you … Continue reading

Hiring to fill a parental leave spot? Part 3

Part 3 In Part 1 of this series we looked at having the discussion with the departing employee about their impending leave. Then, in Part 2 of this series we looked at what to ask candidates to assess their willingness to take on a replacement fixed-term role. Now, in Part … Continue reading

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