Industrial Relations Law (incorporating John F. Law & Associates) provides representation to employers when employees instigate employment related claims against them, such as  unfair dismissal, underpayment of wages or discrimination.

Further services available to employers include the provision of advice and assistance in drafting individual contracts of employment, collective agreements, policies or procedures to ensure foundations are laid to foster a healthy working relationship.

Just like a team does not take the field without knowing and understanding the rules, an employer should establish the rules of the employment relationship prior to employment.

During the employment relationship, employers may seek advice and assistance in managing performance,    dealing with the day to day nuances of employment or termination however it may arise, including dismissal,   redundancy or assisted exit. Whilst contracts of employment or industrial agreements may provide some guidance when managing and terminating staff, case law may impact on the decisions that must be made.       Industrial Relations Law provides employers with an understanding of how the ever-changing world of case law may impact on their business and the commercial decisions being made.

Like any sporting event, the umpire enforces the rules. In industrial relations, the umpire is Fair Work Australia who can intervene in how you conduct your business. Sporting teams have coaches and managers to deal with the rules and the umpires; employers have Industrial Relations Law to strategise tactics within the rules and liaise with umpires!

At one time or another most businesses will experience some sort of conflict within the employment relationship. Industrial Relations Law will represent employers in claims of unfair dismissal, underpayment of wages or discrimination matters.

Industrial Relations Law is mindful of commercial realities and offers employers an honest assessment of the likelihood of success and an estimate of costs associated with defending a claim through to an arbitrated outcome or negotiating a commercial settlement so that employers can make informed choices to resolve the claims against them.

Should an employer resolve a claim through a negotiated outcome Industrial Relations Law will ensure a Deed of Release is executed to finalise the matter. This protects the employer from any future action that may be instigated by the employee.


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