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Aitken Legal Gold Coast
Lawyer in Sunshine Coast

www.aitkenlegal.com.au
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The Rocket, Level 6, 203, Town Centre Dr. Birtinya. Sunshine Coast, QLD, 4575.
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What you should know about Aitken Legal Gold Coast

Law Firm in Sunshine Coast, Legal Services in Sunshine Coast, Legal in Sunshine Coast, Law in Sunshine Coast

Employment law specialists for employers. We also keep our clients well informed through our e-newsletter, the employment update, as well as through workshops and conferences. Due to the complexities with interpreting the legislation and industrial instruments governing employee rights and entitlements, employment law has become a very specialised area of the law. The team of lawyers at aitken legal appreciate this and devote their entire practice to employment and workplace relations law ensuring we can always provide our clients with accurate and up to date advice. Employment law covers a broad spectrum of laws and regulations including contracts of employment, redundancies, workplace health and safety, discrimination, termination, performance management, employee entitlements, enterprise agreement, transmission of business and much more. Employment law has become a very specialised area of law and the team at aitken legal ensure they are up to date with the latest changes in legislation and recent decisions of relevant courts and tribunals. Aitken legal is constantly evolving and growing in order to satisfy the needs of our clients. Aitken legal is a boutique employment law firm for employers with offices on the sunshine coast and the gold coast. There are no other firms on the sunshine coast or the gold coast dedicated in this way and therefore this specialised.

Aiken Legal can advise Employers with regard to Employee entitlements. Aiken Legal can assist Employers to ensure their employees are paid correctly. Providing training to employees, managers and directors on what discrimination, harassment and workplace bullying is and that it is not warranted in the workplace this would include training in relation to the company's own policies and procedures and informing them of the ramifications for this conduct. Aiken Legal can aid Employers with managing an employee with a workplace injury and through the worker’s compensation process. Aiken Legal can advise Employers in relation to the legal risks associated with restructuring their workplaces whether it be to make it more efficient or due to a need to downsize. Workplace health and safety providing an understanding of the obligations of employers, employers, managers and directors managing an accident in the workplace or specific safety legislation related to an industry business. Aiken Legal can aid Employers with many aspects of workplace health and safety including: The obligations of employers, employees, directors, managers, contractors and others lower the workplace health and safety legislation. Providing workplace health and safety training to employees, this can be general or tailored to meet a specific workplace. Lisa advises employers in relation to transmissions of business issues, employee performance and misconduct, terminations and redundancies, and represents employers in unfair dismissal and general protection claims, breach of contract claims, discrimination and harassment complaints, HHS prosecutions and investigations by the Unbiased Labor Ombudsman. Employment legislation has for a lengthy time entitled casual employees to bring an prejudiced dismissal claim. Genuine redundancy arises where an employee’s employment is terminated because their position is no longer needed to be performed by anyone as a result of changes in the operational requirements of a business. Annual exit accident results in workers compensation claim. Workplace Health Safety is solemn business. Through engagement with Lisa and the team, our business has been in a strong position to shield ourselves against any claims against our business. The employee had taken important time off and had exhausted her personal exit and annual depart entitlements. Upon being made mindful of this, the three employees made biased dismissal applications some 40 days behind their dismissal and well outside the fourteen day time period for prejudiced dismissal applications provided in the Act at that time. If a pregnant employee who is entitled to parental leave continues to labor 6 weeks before the expected date of beginning of the child, the employer may request a medical certificate from the employee to determine whether: The period of parental leave may be reduced at any time upon agreement between the employer and employee. If paid annual exit is agreed upon for a specified period, then payment must be based on the base rate of pay for the employee’s ordinary hours of labor in that specified period. Also, if the period during which an employee takes paid annual leave includes a period of any other depart (other than unpaid parental leave), or a period of absence from employment such as community service leave, the employee is taken not to be on paid annual leave for the period of the other exit or absence. If compassionate leave is taken, the employee is entitled to payment of their base rate of pay for the employee’s ordinary hours of labor in the period that is
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