|Start time||28 Aug 2019 9:00am (Australia - Melbourne)|
|End time||28 Aug 2019 1:30pm (Australia - Melbourne)|
|Location||Leo Cussen Centre for Law, Level 16, 15 William Street, Melbourne|
|Speaker||See full program for details.|
|Catering||Includes light lunch and refreshments|
|Designed for||Legal practitioners|
Employment Law Half Day Conference
Leo Cussen Centre for Law, Level 16, 15 William Street, Melbourne
This session will cover cases up to August 2019, covering issues including:
Freedom of Speech And The Employment Contract - The Intersection
Recent high profile cases illustrate the growing confusion around an employee's ‘right’ to freedom of speech. Issues including personal, religious or political views that may target or offend particular groups, or reflect in an adverse way on their employer.
Public forums such as Instagram, Twitter and Facebook are potential breeding grounds for the line to be blurred between what is acceptable and what crosses the line.
Using three hypothetical case studies, our panel will outline their views and challenge various viewpoints and perceptions. A unique opportunity to watch and be a part of.
Workplace Investigations – Advising Clients Facing a Workplace Investigation Plus Case Update
Allegations of workplace misbehaviour are increasingly common and clients facing those allegations require high level advice in stressful, complex and urgent situations. What advice should you give, and steps should you take when advising:
This session by reference to significant cases and examples, will provide guidance on the obligations on an employer when conducting workplace investigations and the grounds for the employee to object or dispute the terms of an investigation. It will also address the non-negotiables when advising a client in these situations.
Philip Brewin, Director and Accredited Workplace Relations Specialist, Nevett Ford Lawyers;
Melita Demirova, Lawyer, Nevett Ford Lawyers.
Tracking and ‘Sign In’ Requirements - Privacy and Consent
The technological options for tracking staff including ‘sign in and sign out’ are varied and may require an employee divulging ‘sensitive’ information. This can also occur without the employee’s knowledge or consent.
This session will outline recent developments surrounding cases dealing with what is and is not permissible in tracking and monitoring employees.
Substantive Law: 4.0