Legal Updates

All the rules and regulations governing us today can make us groan at the thought of yet another Policy! Yet without a Social Media Policy in place, you’re likely to find yourself in a difficult place to take action when an employee posts something harmful to your Practice. Social media is an everyday communication tool […]

Australian workplaces reflect the cultural diversity of our nation. Within your practice, you may have employees of varying religious and cultural beliefs all working together. Sometimes it may not be clear what is acceptable regarding the practice or assertion of someone’s religious belief while they are at work. You can minimise the risk of an

By Rebecca Hyde, Workplace Compliance Advisor at ClinLegal in Adelaide. Rebecca holds a Bachelor of Laws and Legal Practice (Hons) and a Bachelor of Behavioural Science (Psychology). Enacting redundancies within the practice can be a stressful task. To minimise the risk of an unfair dismissal claim from a redundancy that is not genuine, one requirement

By Rebecca Hyde, Workplace Compliance Advisor at ClinLegal. Rebecca holds a Bachelor of Laws and Legal Practice (Hons) and a Bachelor of Behavioural Science (Psychology). What are the odds of an employee on a work trip suffering injuries during sexual intercourse in a Practice-designated motel and suing the employer for compensation? In the following case

Some tasks within a healthcare practice may require a particular skill set to perform them. Practices may wish to utilise the skill of particular professionals by contracting them to perform work within their practice, rather than have them on the payroll as an employee of the business. This may be appealing to employers as there

Summary All complaints regarding harassment and bullying should be treated as serious and hence should be considered as quickly as possible to prevent further discourse within the workplace. When investigating a complaint ensure that you document EVERYTHING through written record of any witness statements, personal accounts of events, and communication between parties to the dispute.

By Rebecca Hyde, Workplace Compliance Advisor at ClinLegal. Rebecca holds a Bachelor of Laws and Legal Practice (Hons) and a Bachelor of Behavioural Science (Psychology). Resolving workplace conflict in small business environments where staff work side by side demands management skill and quick responses. The longer you leave it, the bigger it gets. The team

FAIR WORK DECISION: Worker was an employee, not a contractor By Rebecca Hyde, Workplace Compliance Advisor at ClinLegal in Adelaide. Rebecca holds a Bachelor of Laws and Legal Practice (Hons) and a Bachelor of Behavioural Science (Psychology). Georgios Adalopoulos lodged a claim with Fair Work against CMC International Pty Ltd. He had been performing work

This is a true story about an employee who accidentally sent a text to her employer in which she called him a “complete dick”. The employee was terminated by her boss for gross misconduct. The employee then applied to the Fair Work Commission for an unfair dismissal claim. The question for the Commission was whether

By Rebecca Hyde, Workplace Compliance Advisor at ClinLegal. Rebecca holds a Bachelor of Laws and Legal Practice (Hons) and a Bachelor of Behavioural Science (Psychology). In all healthcare practices, large or small, there will always be differences of opinion, occasional personality clashes and/or people who simply don’t get along. Under pressure, accusation, or disappointment it