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Kim Milnes

About Kim Milnes

Posts by Kim Milnes:

Priorities (200 × 200 px)

ALERT!

Fair Work Ombudsman announces 2022-23 priorities

On 22 June 2022, the Fair Work Ombudsman (‘FWO’) Sandra Parker announced the Regulator’s priorities for the next 12 months, which have been expanded from focusing on supporting workers and businesses in recovering from the impacts of COVID-19 to include the university sector. The new focus on the university sector comes amid regular self-reports to […]

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EMPLOYMENT UPDATE

What does an ALP Government mean for employers?

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In our pre-election Alert, we analysed what the impacts of an Albanese-led Labor Government might look like for employers. Having won the election, the Australian Labor Party (‘ALP’ or ‘Labor’) will now seek to implement the industrial relations reforms we examined. Some of the proposed reforms announced by the ALP during the election campaign will […]

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Elections (200 × 200 px)

ALERT!

Employment law and the Federal election – what are the impacts of party policy for Employers?

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With less than a week to the Federal election, many employer associations, unions and industrial relations stakeholders are eagerly awaiting a result that will determine the next 3 years, or more, of industrial relations reform. With wage growth dominating public discourse, industrial relations reform has arisen as a central factor in the election. But what […]

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Are you allocating the right breaks?

Modern awards and enterprise agreements contain provisions for meal and rest breaks. It is important for employers to take a proactive approach to managing these breaks, and to be aware of the entitlement their employees have to such breaks. In this video, Kate Simpson from Aitken Legal looks at how employers can remain compliant and […]

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4 tips to improve psychological safety in the workplace

Mental illness costs the Australian economy billions of dollars every year, due to a combination of presenteeism, absenteeism and workers’ compensation claims. In this video, Senior Associate and Employment Lawyer, Kate Simpson looks at ways to improve psychological safety in the workplace. Managing an employee who is suffering from a mental illness can be incredibly […]

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EMPLOYMENT UPDATE

Employer vicariously liable for sexual harassment and assault ordered to pay $150k

This month we will look at a recent decision of the Victorian Civil and Administrative Tribunal (‘Tribunal’), where an employer who failed to prevent the sexual harassment and assault of a female employee was ordered to pay $150,000 in general damages. Background The 27-year-old Beauty Therapist (‘employee’) commenced part-time employment at the salon, Man Oh […]

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What to expect if you receive a general protections application involving dismissal

Aitken Legal often assists employers to defend general protections applications involving dismissal. In this video, Senior Associate and Employment Lawyer gives you an overview of what to expect when you first receive a general protections application involving dismissal. Typically, these claims involve an employee alleging that they have been dismissed because they made a complaint […]

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Managing performance under the Public Service Act 2008 (Qld)

The Queensland Public Service Act requires the application of best practice human resource management, in relation to its workforce. This includes the use of performance management principles, as set out in the Act. In this video, Kate Simpson from Aitken legal and this video shares a summary on the key performance management principals. Public sector […]

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What to expect if you receive a workers’ compensation claim involving a psychological or psychiatric injury or illness

Aitken Legal regularly assists employers with contesting workers’ compensation claims involving alleged psychological injuries. In this video, Hamish Procter from Aitken Legal gives Queensland employers some insight as to the immediate steps that need to be taken if they receive a workers’ compensation claim involving an alleged psychological injury. Typically, an employer will first be […]

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