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Transcript & link to video discussing common pitfalls in discretionary trusts.

Scammers often seek to confer legitimacy by impersonating reputable law firms or IP practitioners.

Queensland has lifted restrictions on attending the office, encouraging workers to discuss a safe return to work.

Article about first entity in Qld to be charged with industrial manslaughter under section 34C of the WHS Act 2011 (Qld) .

Beware that workers sometimes make multiple claims in relation to an injury that they have already been compensated for.

Recent case sheds light on potential consequences of unilateral action by an employer impacting conditions of employment.

On 4 December 2008, the Same-Sex Relationship (Equal Treatment in Commonwealth Laws - Superannuation) Act was passed.

The FWC Expert Panel completes a review of the national minimum wage and minimum wages in modern awards each year.

Industrial Union United Voice is set to challenge the rollout of a series of Individual Flexibility Agreements.

Transcript & link to video discussing whether you can make an in-specie contribution to your self-managed super fund.

Employers should check the updated wage rates in the applicable modern award, including when it will become effective.

In the decision in Ben Starkey v Cootes Transport Group Pty Ltd [2011] FWA 228, Fair Work Australia dismissed an employee’s unfair dismissal application. The employee had been dismissed for serious misconduct when he was observed using a mobile phone while driving the employer’s fuel tanker.

If passed, this change will mean that a prospective employer could no longer obtain a copy of a claims history summary.

This amendment bill reinstates right of entry powers that were previously held by work health and safety representatives.

In certain circumstances a court can imply into an employment contract a period of "reasonable notice" upon termination. Past cases have shown that this notice period can be as much as 12 months; meaning, in such a case, that the court would order the employer pay the employee 12 months' salary.

It was not unjust or unreasonable for the employer to implement a random drug testing scheme using both saliva and urine.

Link to video & transcript about the distinction between employees & contractors.

Recent case highlights that a risk assessment must consider anyone a particular activity may affect, not just employees.