Indemnities are a common talking point during contractual negotiations and a common cause of disputes if poorly drafted.

Service as a casual employee prior to becoming permanent must be taken into account for redundancy pay entitlements.

Organisations should have policies dealing with Bullying, Harassment & Discrimination, WH&S and Workplace Surveillance.

A discussion of Kilcran, in the matter of Allco Finance Group Limited (Receivers and Managers Appointed) (In Liquidation ).

The Plan It sets limits on the quantities of surface water and groundwater that may be taken from the Basin's resources.

ASIC has taken steps to close a loophole in the capital raising rules, by requiring a compliant disclosure document.

Employers should update or develop bullying/harassment/discrimination policies and any other health and safety policies.

This case will provide useful guidance when dealing with the distribution of trust assets in an insolvent trust estate.

The High Court will consider ordinary principles of contractual construction and those specific to letters of credit.

The difference in hourly rates was one of the most important considerations when appointing insolvency practitioners.

The Bell Group case, now Australia's most expensive and longest running court case, is now headed to the High Court.

Insolvency and other notices must be now lodged with ASIC for publication on ASIC's new website.

A recent judgment has upheld a liquidator's claims of privilege over communications with legal advisers.

We discuss the matter of The Retail Group (Darlinghurst) Pty Limited & Cohort D Pty Limited.

The new APPs replace and significantly modify the former National Privacy Principles and Information Privacy Principles.

Summary of Queensland Mining Corporation Limited (QMCL) v Howard Victor Renshaw & Ors.

The legislation was introduced to prevent developers intentionally delaying registration of plans past the sunset date.

The guarantee document appeared to bear the signatures of two directors but one of the signatures was forged.

This new online function allows anonymous reporting of suspected breaches of workplace laws and unlawful practices.

The employer must not refuse the request unless the employee is given a reasonable opportunity to discuss the request.