Kingston Reid

🎺 We're Hiring! 🎺 Knowledge Counsel We’re seeking a passionate employment lawyer (3+ years PQE) for a unique part-time role driving our Knowledge function, with ties to business development, learning, and operations. If you love the law and developing people and client connections, this might just be for you! Thrive with us as colleagues, professionals, and client supporters. We’re open to talent from anywhere in Australia! Please contact [email protected] to learn more. #employmentlaw #kingstonreid #flexiblework

In a novel NSW case, an employer recently learned the hard way that making threats to a juror’s employment or altering their position - because that person was undertaking jury duty - is illegal under the Jury Act 1977 (NSW), noting equivalent provisions exist in other states. In this case, which examined the intersection between the employment relationship and the obligation to attend for jury service, the court stressed that even a “light” threat or a veiled implication of disciplinary action can land an employer in hot water. What happened? While the employer (a retail clothing store) did not require the employee to work during her actual jury service hours, she was required to otherwise work her normal rostered days (which included weekends), when court was not in session. The employee indicated to her employer (and to the court) that she was too exhausted from her jury duty obligations to perform both her duties as a juror as well as her ordinary weekend shifts at the store, which prompted the judge to write to the employer and request that she be given the time off. Despite the judge and the employee writing to the employer regarding her need to be excused from her weekend shifts, the employer initiated a disciplinary process, writing to the employee to positively assert that she had engaged in breaches (an unauthorised absence and a failure to follow reasonable instruction) that would be addressed when she returned to work. Ultimately, the Court held this to amount to a threat (to her employment), as there was a ‘clear and unavoidable implication’ that the breaches would be addressed in a manner adverse to the employee. The employer pleaded guilty and was convicted under the Jury Act 1977 (NSW). The employer has not yet been sentenced, however the maximum penalty for contravening section 69 of the Act is $22,000 for corporations, or $5,500 and / or imprisonment for individuals.  #workplacerelations #employmentlaw

📢 We’re Hiring! Workplace Investigations specialists! A unique opportunity is available for fabulous people with strong experience in employment and workplace relations to join our team, handling complex investigations for a diverse client base. With offices in Sydney, Melbourne, Brisbane and Perth, this role offers complete flexibility, with the option to be based remotely. Please send your resume to [email protected], or follow the link below 👇 https://lnkd.in/gsbfQfZm #workplaceinvestigations #employmentlaw #workplacerelations #hrcommunity #azuhr

Missed Safety & Regulatory specialists John Makris & Sarah-Jayne Rayner's recent insight about WHS accreditation vs compliance in the latest edition of Kingston Reidable? If so, HRD Australia, has you covered in their republishing of the article. #safetyandregulatory #whs #safetymatters

🎃 Halloween can be a scary time of year ... Ghouls, goblins, the potential ban of TikTok and the sequel to the Joker movie top the list of frightening things on this horrifying day. For employers however, the real fear is making it to the end of the year without any significant employment or workplace safety issues arising. With this in mind, and to guard against the risk of any skeletons coming out of the closet, Kingston Reid Partner Shelley Williams, Senior Associate Matt Wichlinski and Associate Kat Bennett have provided a spooky summary of recent workplace decisions and some tips to keep in mind as we head into the festive season. Link in comments below 👇 #employmentlaw

🎺 We're Hiring! 🎺 Senior Associate / Special Counsel – 100% remote role! How does a zero-minute commute and the opportunity to work at Australia’s largest specialist workplace law firm sound? We call it "Kingston Regional". If you’re a frank, fearless and fantastic senior lawyer with strong experience in employment and workplace relations who will thrive in a remotely-based position offering complete flexibility of location, please reach out to us. We strongly encourage suitably experienced employment lawyers from anywhere in Australia to apply. Please send your resume to [email protected]. #employmentlaw #kingstonreid #flexiblework #remotework

With the legalisation of medicinal cannabis in Australia, employers are increasingly confronted with complex challenges, particularly in balancing their obligations under Work Health and Safety laws and the rights of workers who use prescribed medicines. In this insight, Kingston Reid Safety & Regulatory Partner Liam Fraser and Lawyer Salim Daoura unpack the current legislative landscape, consider a recent Australian case study and share some key recommendations for employers to help navigate this issue. Link in comments below 👇 #employmentlaw #workplacerelations #whs

📣 We're Hiring! Senior Associate! An exciting opportunity is now open for a Senior Associate with extensive experience in employment and workplace relations law to join the Kingston Reid team. The chosen candidate can opt to work from our Sydney, Melbourne, or Perth office. We highly encourage experienced employment lawyers from these locations to apply. Please submit your resume to [email protected] #employmentlaw #kingstonreid

📣 We're Hiring! Senior Associate! An exciting opportunity is now open for a Senior Associate with extensive experience in employment and workplace relations law to join the Kingston Reid team. The chosen candidate can opt to work from our Sydney, Melbourne, or Perth office. We highly encourage experienced employment lawyers from these locations to apply. Please submit your resume to [email protected] #employmentlaw #kingstonreid

In the second episode of our special three-part series to mark Safe Work Australia's 'National Safe Work Month', Safety and Regulatory Partners Michael Stutley, John Makris and Liam Fraser join forces again for a frank discussion about what should form a 'reasonable belief', statutory notices and the current approach being taken by Australian regulators with respect to the management of both physical and psychosocial hazards. Link in comments below 👇 #SafeWorkMonth #SafetyIsOurBusiness