Workplace Discrimination Claims (NSW)
It is essential for all Employers to be fully advised and informed of their obligations when it comes to Workplace discrimination. Not only do we advise on Discrimination Claims we also advise employers on how to minimise these claims and implement best practice programs to prevent issues of discrimination arising.
LAC Lawyers are the employment lawyers of choice because we have;
- 8 Employment lawyers
- Offices in Sydney and Melbourne
- One of the largest employment practices of any boutique commercial firm
- Legal knowledge coupled with commercial common sense
NSW Anti- Discrimination Law
As an employer in NSW you must be fully aware of NSW Anti-discrimination laws. The combined effect of Federal and State Laws means that employees have several options to seek advice in relation to related discrimination. Under NSW legislation, as an employer you have an obligation to treat your employees and job applicants fairly. You must not discriminate against an employee because of their:
- Age;
- Carers’ responsibilities;
- Disability;
- Homosexuality;
- Marital status;
- Race;
- Sex;
- Transgender.
To learn more, call LAC Lawyers today on 1300 799 888 (Sydney) or 1300 734 638 (Melbourne).
Duty of Care
As an employer you must ensure that not only yourself, but also your managers and supervisors treat all of your companies employees fairly. This duty of care extends to you ensuring that your employees are not harassing any other employee or job applicant.
If an employee is harassed or discriminated against in the workplace they have a legal right to complain to the Anti-discrimination board. Upon receiving the claim the board will investigate it in a confidential and impartial manner. For more information, call LAC Lawyers today on 1300 799 888 (Sydney) or 1300 734 638 (Melbourne).
Investigations
If an investigation reveals that the law has been broken the board will attempt to conciliate the complaint. The settlement will generally comprise of the following components:
- Financial compensation;
- Appropriate action against the harasser/s;
- The development of appropriate anti-harassment procedures and policies;
- Management and/or staff training programs to help ensure that the same thing does not happen again.
For a more detailed discussion in relation to workplace anti-discrimination laws, and your company can avoid these, do not hesitate to contact LAC Lawyers today on 1300 799 888 (Sydney) or 1300 734 638 (Melbourne).
Our Industrial Relations Lawyers
The following is a selection of LAC Lawyers' team of experienced employment lawyers ready to defend you.
Workplace Discrimination Claims (NSW) Articles
Employment Law - Redundancy - Unfair Dismissal - Should Employers Offer a Lower Paid Position to Employees?
Date: November 29, 2011
Author(s): Patrick Mulligan B.A., LL.B.
The purpose of this article is to review Margolina v Jenny Craig Weight Loss Centres Pty Ltd [2011]FWA 5215. This case addressed issues of whether it would have been reasonable to redeploy the employee into a lower paying position when she was made redundant. She argued that it was not a genuine redundancy as the employer never offered her alternative employment in a lower paid position.
Employment Law - Unfair Dismissal or a Genuine Redundancy? When is Redeployment Reasonable?
Date: November 29, 2011
Author(s): Patrick Mulligan B.A., LL.B.
A common issue in termination of employment is determining whether the employee has been unfairly dismissed or made redundant. The employer may have told the employee that it is a genuine redundancy.