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Employment & Industrial law

Segelov Taylor Lawyers provides cost effective, high quality representation coworkers in employment matters.

About Employment & Industrial Law

Segelov Taylor Lawyers are specialist employment and industrial law lawyers. We act in a comprehensive range of workplace and employment concerns, primarily for employees and unions. Employment law is a complex area of law – expert advice and representation is critical.

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David Taylor, Principal at Segelov Taylor Lawyers speaks about what options you have when workplace bullying occurs. 

Free Case Assessment

We offer a free initial case assessment.

We will obtain preliminary instructions from you and advise you whether we believe we are able to assist you in your matter. If we believe we may be able to assist you we will discuss with you the the process and the terms of which we can act (including the likely costs). The case assessment may be by phone, or in person. There is no cost associated with this case assessment, nor any obligation to instruct us in your matter.

You can contact Tanya Segelov, or David Taylor directly, or contact our office by phone, email or the web-chat to arrange your free case assessment.

Date and Time for Case assessment.

David Taylor

Segelov Taylor Lawyers principal, David Taylor is an accredited specialist in employment and industrial law. David has extensive experience in all areas of employment and industrial law, having represented clients in the Fair Work Commission, as well as in all relevant Courts. He acted for a number of individuals in the Trade Union Royal Commission and for the Finance Sector Union in the Royal Commission into Banks. He has run a number of significant test cases including the first successful claim under the Independent Contractors Act. With his wealth of experience, David focuses on providing clear, constructive and effective advice and representation.

Fee policy

The terms on which we act in employment and industrial matters varies depending on the circumstances of each matter. We do not generally act on a no win, no fee basis in employment law matters but we act in such matters on a variety of terms including (most commonly) on the basis of an hourly rate basis or a fixed fee. We are committed, where possible, to ensuring that legal costs do not prevent people from enforcing their rights.  As part of the process of providing initial advice as to options we will have a conversation with you about our terms.  Find out more…

Common Questions

The terms on which we act in employment matters varies depending on the circumstances of each matter.  We act in such matters on normal fee basis, fixed fee, and on occasions, no win, no fee (as well as a combination of the above).  As part of the process of providing initial advice as to options we will have a conversation with you about our terms.  Find out more…

The difference between an employee and an independent contractor is complex but can be crucial.  Minimum rates of pay, and many protections contained in the Modern Awards and  the Fair Work Act (including unfair dismissal protections) apply only to employees.  Taxation, superannuation and other payments may operate differently on employees and contractors.

Courts assess whether a person is an employee or a contractor by considering a variety of factors such as:

  • Degree of control over how work is performed – Employees are subject to a higher level of control than contractors.
  • Method of payment – employees are generally paid by reference to the hours they work, while contractors are often paid by reference to the tasks they perform.
  • Hours of work – employees are more likely to work defined hours while contractors are more likely to have a discretion as to when they work.
  • Tools and equipment – employees generally do not supply their own tools or equipment.
  • Tax – Contractors normally have an ABN and charge GST, while employees have PAYG tax deducted.
  • Manner of work or whether the work can be delegated or must be done personally – An employee is required to do the work themselves, while a contractor can often have someone else perform the work.
  • How the parties characterize the relationship – While not conclusive, whether the parties describe the relationship as being between a contractor or an employee is a consideration.

Please contact us for more information.

Adverse action is a term used in the Fair Work Act. Where adverse action is taken by an employer or principal contractor for a prohibited reason, it is unlawful. Adverse action includes the termination of employment, and any other action that causes a person detriment in their work. There are three classes of prohibited reasons: around the exercise of workplace rights, around the exercise of industrial rights (such as being a member of a union), and because of a characteristic a person has (such as being a woman). Unlike unfair dismissal claims, adverse action claims do not require a person to have been employed for more than 6 months, or to earn less than the high income threshold.
Employment is the contractual relationship between an employee and an employer. By definition, all employees have a contract of employment. The contract does not need to be in writing and can consist of oral terms, implied terms, as well as written ones. Not all terms and conditions that apply to employment will be reflected in the contract of employment. Terms of modern awards, enterprise agreements, and various statutes may also apply. These terms are not normally contractual. However, any other term (such as for example, a rate of pay in excess of the Award), will be contractual in nature. One of the tasks an employment lawyer performs is working out the terms of the contract of employment. Segelov Taylor can help assist in the drafting and reviewing of contractual terms, and restraint of trade disputes. Please contact us for more information.
Legal fees are tax deductible in matters related to employment in some, but not all cases. The broad proposition is that fees paid in connection with the performance or maintenance of employment (such as for example underpayment claims) are deductible, while fees paid in connection with allegations about the termination of employment are not. You should obtain specific advice on whether your legal fees are deductible.

Employment & Industrial law articles

Client Testimonials

5/5

I approached David regarding an issue that I thought I would have difficulty winning as the company we were dealing with is large and well-funded.

After the first consultation, I felt reassured after the first meeting with the other companies’ solicitor I knew I had made the right decision in having David represent me and glad David was on my side, I even felt slightly sorry for the other solicitor for about one second as David berated him and pursued him regarding the matter at hand.

I got everything I wanted and felt vindicated, having David in my corner made the difference although mild mannered and seemingly placid, once the discussion began, a dogged, fierce and aggressive person took over, coming out punching.

M.M.

I had a difficult issue with work.  David was able to provide advice that cut through the uncertainty and to provide strategic alternatives which in the end delivered a favourable outcome despite unlikely odds.  I recommend him for employment law matters both simple and complex.

B

Hello David,

Thank you again for helping me through this challenging time and for delivering the best possible outcome on my behalf. I am grateful for your support, professionalism and excellent advice throughout.

This has been a very difficult time for my family and it has helped immensely to have your guidance throughout this process. Without your assistance, we would certainly be in a more precarious situation.

Most of all, thank you for your caring approach.

Kind Regards,

JC

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