Many workers are required to obtain and maintain licences or registration in order to work. A failure to hold or maintain a licence (or to have it placed subject to conditions) can mean loss of a right to work, at the extreme, and loss of particular employment, and loss of clients, patients and customers.
Such matters arise is the following contexts:
- Allegations of professional misconduct or breaches of professional standards made by clients, patients, etc;
- Allegations of breaches of obligations made by professional registration organisations;
- Impact of criminal charges (which may be unrelated) on professional registration;
- Recognition of overseas qualifications;
- Clearances to work, such as working with children checks.
These matters are often difficult and stressful, and can impact on the professionals mental health and capacity. Ensuring that responses to allegations are made carefully is crucial.
Decisions made by professional registration organisations, and others are, at a minimum, subject to requirements of procedural fairness and generally reviewable as administrative decisions. Segelov Taylor can provide expert, cost effective and pragmatic advice and assistance.
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 containing in Modern Awards and the Fair Work Act (including unfair dismissal protections) apply only to employees. Taxation, superannuation and other payments may apply operate different on employees and contractors.
Courts make the assessment of whether a person if an employee or contractor by reference to a variety of factors such as:
- Degree of control over how work is performed – Employees are subject to 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.
- Whether the work can be delegated or must be done personally. A 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 contrcator or employee is a consideration.
Please contact us for more ifnormation.
Adverse action is a term used in the Fair Work Act. Where adverse acted 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 determinant 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 women).
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 defintion, all employees have a contract of employment.
The contract does not need to be in writing, but can consist of oral terms, or 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, an 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.
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.