How to make sure your
business is prepared for
the new Fair Work Act

It's the most important piece of workplace legislation for DECADES... and it changes everything... To minimise the effect of the Fair Work Act on your business, read on...


Dear Workplace Manager,

Forget everything you thought you knew about running your department and managing your people.

Since the Fair Work Act came in on July 1st all bets are off.

Changes to the amount and type of leave employees can claim... standards in wages and working conditions... and procedure relating to redundancies and retrenchments will revolutionise and standardise workplaces across Australia.

Yours included.

Please be aware: the Fair Work Act is not a small collection of minor legislative edits.

The IR system is being completely overhauled. Old laws are being thrown out or altered significantly. New ones are being introduced. Much legal terminology has changed.

And the bad news for busy managers is that only HALF of the Fair Work Act has been made law so far. The second stage of changes is due on January 1st, 2010.

This letter will show you how to process what's already happened - and prepare for what's coming.

Why is this so important?

These Changes to the Law WILL Affect the Way You
Do Your Job and How You Manage Your Staff


Since part I of the Fair Work Act came in on 1 July 2009 sweeping changes have been made that are already causing confusion in Australian workplaces. Here's a sample...

  • Unfair Dismissal laws: MAJOR CHANGE
    - Now, you are only exempt from unfair dismissal laws if your business employs 15 or less people, and the only during the first year you employ them…


  • General Protection legislation: SIGNIFICANT CHANGE
    - Did you know that if you take an employee off a roster because you want to reduce shift loading the employee may be able to challenge the move in the new "General Protections" regime in Fair Work Australia?


  • Agreement making laws: BIG DEVELOPMENT
    - If you make an enterprise agreement that covers one to 100 non-union members and one union member you still have to negotiate the agreement "in good faith" with the union….


  • Transfer of Business laws: HUGE CHANGE
    - You now have to pass a tough new test to make sure your employees are not disadvantaged…
I don't have space here to list the other major changes to employment law already brought in by the Fair Work Act... or to preview any of the 'part II' changes you can expect from Jan 1st 2010. The Act itself runs to nearly 700 pages!

Suffice it to say that if you manage people, or are responsible for your firm's HR policies and procedures, this WILL affect your job and you WILL need to be prepared for it.

Because Make No Mistake:
Employment Lawyers WILL Be Prepared!


And they'll be ready to pounce on any firm that isn't compliant the first chance they get - however minor the perceived infringement...

Your choice today is simple:

Either... get hold of a copy of the Fair Work Act, read it from cover to cover, then devise a new set of workplace policies, rules and contracts that comply with the new legislation...

Or... hire an HR consultant to undertake a full analysis of your business, talk you through the changes you need to make, then help you adjust your policies accordingly...

No, it's not much of a choice.

You either have to put work on hold for a couple of months while you wade through reams and reams of mind-bending, jargon-heavy legislation, or spend an arm and a leg paying a consultant to make sense of it all for you.

But there is another way...
How to Understand the Fair Work Act
Quickly - for a Fraction of the Cost of an HR Consultant


Today I'd like to introduce you to a resource that has been designed for busy managers who want to do right by their firm, but don't have the time to spend all day checking and double checking legislation to see what they can and cannot do at work... and don't have the money to lavish on an expensive HR consultant.

"As a new subscriber (and relatively new HR practitioner) the whole handbook has been fantastic. 2009 workplace law changes will be interesting and I look forward to being kept up-to-date through your updates." - Adam Blately

"Great reference book to refer to in today's ever-changing legislations. A must have for every employer as a guide." - Kim Buswell

"I find the topics to be informative and I am pleased that an updating service is provided." - Tracey Biddiss

Give me the next 5 minutes of your busy day and I GUARANTEE I can save you hundreds of hours of wasted time, a ton of money, boat loads of hassle and the pain of many a complicated legal headache... particularly where the Fair Work Act is concerned.

The resource is called the Employment Law Practical Handbook. It's an 'at-a-glance' desktop guide full of legal shortcuts, tips and tools for on-the-go managers, and those who baulk at the hefty legal fees charged by some employment lawyers and consultants.

It covers the Fair Work Act in FULL - distilling the hard-going legal speak into clear concise actionable English - so that you can implement any changes you need to quickly and easily - with the FULL confidence and peace of mind of knowing that you're 100% compliant with the most significant changes to IR laws in a generation.

Hundreds of Australia's biggest and best loved companies - from Qantas to Rio Tinto to Rip Curl - are long-time subscribers.

Today I'm going to give YOU the opportunity to review a copy of the Employment Law Practical Handbook for 14 days - completely FREE of charge.

Details of how to get your hands on a free preview copy coming up. First I want to address something else that might be on your mind... particularly if you're worried about how the unfolding global financial crisis is affecting your bottom line...

How to Make Redundancies Quickly, Cleanly
and Sensitively ...Without Breaking the Law

On paper it's easy.

When you need to cut costs in tough economic times, there's a big chunk of it sitting on your wage bill.

Moving some of that cost off your P&L gives your balance sheet an instant shot in the arm. If revenues are down, it's the quickest way to redress the balance.

In reality, though, it's very different...

Making someone redundant is the most difficult and legally complicated thing you'll ever have to do as a manager.

It's not just the effect on the unfortunate staff member you're letting go. There are also lots of tricky employment laws you need to understand... plus plenty of technicalities to navigate your way around.

It used to be much more straightforward for Australian managers who wanted to increase their department's profitable contribution. What happened?

In a nutshell: rapid changes to Australian workplace legislation have tied us all up in knots. Whether they are necessary or not, the fact is there's so much more for managers of people - in any industry - to be aware of.

In the last five years these changes, including those in the Fair Work Act, have tipped the scales firmly in favour of employees, making it almost impossible to let someone go without the threat of a legal challenge to your decision.

This has left most honest managers utterly confused - and too scared to act for fear of the consequences.

You may remember a time when you were free to run your department how YOU saw fit. Nowadays, you need to think very carefully about the potential legal comeback on you and your company before you act - regardless of what's happening to your bottom line.

If you put even one foot wrong, any employment lawyer worth his salt will have you up in court quick smart - and that could end up costing you and your firm big time...


Look How Easy It Is To Get Stung With a Big Fine
When You Try And Trim Your Workforce

Earlier this year, a New South Wales cleaning contractor retrenched an employee using a standard retrenchment letter.

Fairly routine stuff, you'd think.

Not so.

The employer hadn't taken the step of consulting with the employee about the possibility of redeployment, but the letter hinted at the fact that he had.

That was enough for one particularly keen employment lawyer. He argued in court that the employer was "going through the motions" - and that this amounted to unfair dismissal. The employer lost the case and was ordered to pay the retrenched employee $6,750 in compensation.

You see what can happen if you get these things even slightly wrong?

And there's even worse news for cost-conscious managers...


The 6 Things You Need to Know About How The Fair Work Act Affects Your Ability to Make Redundancies


As if things weren't already complicated enough, the Fair Work Act has made huge amendments to redundancy and retrenchment laws - with more slated for January 1st 2010.

If you need to make cutbacks because of the economic downturn, here are 6 VITAL new legal redundancy requirements you need to be aware of:

  1. If you employ 15 or more staff, from 1 January 2010 you will have to pay retrenched employees minimum notice and redundancy pay.


  2. If you employ less than 15 staff, from 1 January 2010 you will have to pay the same amount of redundancy pay to retrenched award-based employees as larger employers.


  3. The decision to retrench an employee is no longer yours alone to make.


  4. Previously, WorkChoices exempted you from unfair dismissal in redundancy cases. Now, an employee you retrenched may be able to bring an unfair dismissal claim against you!


  5. Your redundant employees may now be entitled to 'interview leave'.


  6. You will now only be able to terminate an employee by delivering them a written notice that clearly states their last day of employment.
It's a minefield isn't it?

You have to jump through so many hoops, when all you want to do is act in the best interests of your firm. That's why thousands of Australian managers are scared to death about retrenchments. And it's why many - maybe even you - have decided to leave redundancy alone and pursue other cost cutting avenues.

But don't rule it out just yet...




There's Still a Way You Can Implement Redundancies and Retrenchments quickly, cleanly, sensitively and legally!

Let me show you the kind of help you'll find in the Employment Law Practical Handbook when you have to take the tricky decision to make someone redundant.
  • Find out which employees do and do not qualify for redundancy pay... Page R2/5


  • Discover 4 instances in which you can be exempt from making a redundancy payment... Page R2/4


  • Learn exactly how much an employee should receive in a redundancy payment... Page R2/12


  • Find out the minimum redundancy pay for federal system and Victorian employers... Page R2/13


  • Discover how to make sense of Forward with Fairness and other changes to existing redundancy pay laws... Page R2/7


  • Learn what the non-standard redundancy entitlements are and how to abide by them… Page R2/14


  • Learn what the redundancy entitlements for executives and managers are (the answer will probably surprise you)…Page R2/15


  • Find out the ACTUAL difference between redundancy and retrenchment…Page R2/2


  • Discover how redundancy payments are taxed - crucial information to stop you landing yourself in hot water...Page R2/17


  • Find out how to consult with employees professionally and sensitively about the threat of redundancy in your business... Page R2/18


  • Learn what your redundancy obligations are in a "transmission of business" situation... Page R2/5
If you don't want to leave yourself wide open to costly fines, censure and even prosecution - but equally don't want the added cost of hiring expensive legal support, you should join the likes of Volkswagen Group Australia, Caterpillar Underground Mining, Red Rooster, Simonds Homes, First State Super, Kodak, Porsche Retail Group Australia, Warner Village Theme Parks and others in becoming a subscriber to the Employment Law Practical Handbook.

There's a whole section devoted to redundancies and retrenchments, telling you exactly what you can and cannot do within the law - and according to the new Fair Work Act - in PLAIN ENGLISH.

Subscriber Julie Grant, from Global IT Services says:

"I think the handbook is fantastic. It is exactly what I have been looking for. In a small business, it is near impossible to gather all this ESSENTIAL information together without paying $1000's of dollars in legal fees, but the handbook achieves it!"

The Employment Law Practical Handbook can help you if you have tricky decisions to take right NOW, and show you exactly how to prepare for further important changes on the horizon...




It's The Only Place You'll Learn How to Properly Prepare Your Business For 'Fair Work Act' Part II

Thanks to these huge sweeping changes to Australian IR law, niggly legislation now governs virtually everything you do. That's why the Employment Law Practical Handbook is such an essential tool to have in your workplace now.

If you're interested to find out more about how to even up the scales, you can take a 14-day, no-obligation free trial of the Employment Law Practical Handbook by completing the simple order form here.

Alternatively you can claim your trial copy of the Employment Law Practical Handbook right now by calling our priority order hotline on 1300 78 22 11.

Your free trial is really simple: you only pay for the handbook if you think you can benefit from the tips, advice and support inside. If you don't, just send it back within 14 days and you can rip up our invoice, no questions asked!


We Think it's Only Fair You Should Be Able Try
the Employment Law Practical Handbook Before You Buy

Yes, it's a generous offer, but I'm pretty sure once you've taken a look, you'll see exactly how much time, effort, energy and hassle you'll save on those petty - but potentially very expensive - legal issues every business encounters from time to time.

Just like Michael Gerolemou from Simonds Homes, who emailed recently to tell us he'd be holding on to his copy of the handbook:

"I've already had a couple of issues that I would normally have contacted our solicitor on. The handbook has proven valuable in dealing with these issues and has certainly paid for itself!"

You're in Good Company!

Here are just a few of the big Australian employers who swear by The Employment Law Practical Handbook

  • 7-Eleven Australia
  • Adecco
  • Assa Abloy Australia
  • Australian Aero Space
  • Best & Less
  • Bev Marks Australia
  • Caterpillar Underground Mining
  • DHL
  • Energizer Australia
  • First State Super
  • Kodak Australia
  • National Museum of Australia
  • Nike
  • Porsche Retail Group Australia
  • Qantas
  • Red Rooster
  • Rio Tinto
  • Rip Curl
  • Simonds Homes
  • Sussan Corporation
  • Terex Mining Australia
  • Virgin Mobile Australia
  • Volkswagen Group Australia
  • Warner Village Theme Parks

...And subscriber Susanne Dale:

"I LOVE IT! It is very helpful, has all the answers I require right at my fingertips. I look forward to receiving my updates. I use my handbook everyday for cross referencing."

...And Jon Nolan from Ansell Corporation, who told us:

"The handbook provides quick and easy access to important employment law issues at the time most needed - now! Used recently to ensure legal compliance, fairness and equity were attained in an urgent matter."

Many of our subscribers tell us that the time-saving benefits of the Employment Law Practical Handbook are reason enough to keep a copy to hand. But there are also huge cost-saving benefits too.

If you ever encounter a fiddly legal or procedural issue at work, the temptation is often to reach for the phone or email, and incur expenses at the hands of costly lawyers and consultants.

But with a copy of the Employment Law Practical Handbook on your desk, your problem is only ever minutes away from being solved.

One of the costliest workplace issues of all is absenteeism. Direct Health Solutions reports that employee absence from work costs the Australian economy more than $26.6 billion each year... A study by The University of Western Australia found that on average, 2.7 per cent of the Australian workforce is absent on unapproved leave on any given day...

Absenteeism blights many Australian workplaces - and can be a legal nightmare to tackle. Here's how the Employment Law Practical Handbook can help...


How to Stop Your Employees Taking Regular "Sickies"


How to stop unauthorised 'sickies' ...
your questions answered

 How to determine if your employee is telling the
truth about their day off "sick? Page A1/3

  • How do you effectively tackle an employee who
    takes regular "sickies"? Page A1/3


  • How can you lawfully obtain accurate medical
    information about an employee Page A1/10


  • What are the main causes of absenteeism in the
    workplace? And how can you purge your office
    of them? Page A1/2


  • Will you be exposed to an unfair dismissal or
    discrimination claim if you sack an employee for
    taking regular "sickies"? Page A1/7


  • Do you HAVE to accept a medical certificate
    from an employee? Page A1/4
    •
    Hundreds of thousands of Aussies are at it! A survey conducted by Hallis found that a whopping 42 per cent of the Australian workforce admits to taking unscheduled days off for reasons other than being sick. Many take the classic "Monday morning sickie". Then there are those who are conveniently "ill" on the third day of the final Ashes test, on Grand Prix qualifying day, or the day after a public holiday.

    You might suspect an employee is pulling a fast one- but you can't prove a thing.

    As much as you'd love to confront a member of staff - even sack them for repeated absences - there are important new IR laws you need to abide by.

    As unfair and frustrating as it is, this needs to be handled carefully and properly. Getting it wrong could leave you exposed to an unfair dismissal or discrimination claim - and a whole heap of bother you don't need.

    You might think that absenteeism is a country-wide problem, and there's nothing you can do as an individual employer to tackle it. But you'd be wrong. Instead of having to deal with the productivity sapping effects of sickies, you can actually reduce the number of them with a few clever moves...
    4 Ways to Reduce Absenteeism In Your Workplace - quickly


    The Employment Law Practical Handbook will not only help you address incidences of absenteeism as they arise, it also offers plenty of practical, helpful advice to help you prevent high absenteeism rates in your department, so that they never get to the 'epidemic' stage.

    We've dedicated a whole section of the handbook to addressing the "sickie" issue - from prevention to how to deal with employees that continually abuse your trust. Here's a quick sample of some of the things you can do to rapidly reduce the number of lost days in your business year (simply announcing these measures to employees will more than likely reduce the number of sickies in your workplace!)

    • Step 1: Identify the causes for an employee's absenteeism. If you can find out why an employee is consistently absent, you can deal more effectively with the problem. For example, if an employee is often absent because of issues with childcare, you could offer them the option of more flexible working hours... more detail on page A1/2

    • Step 2: Implement a thorough record system. For each employee, you should record the date, duration and reason for each case of absenteeism. This way you will have evidence of each absence if you need to refer back to them. These records could win you a dismissal case... more detail on page A1/13

    • Step 3: Meticulously follow up on each case of absenteeism. You should write a letter recording each case of absenteeism and distribute it to the employee. This will make them aware they are being monitored... more detail on page A1/14

    • Step 4: Properly inform and regularly update your employees about your standards and policies regarding absenteeism If you make a change to your absenteeism policy, make sure you let your employees know. Even if you don't make a change, you should still remind your employees regularly of the standards you have in place. You could do this via a company-wide email or memo... more detail on page A1/14
    The modern workplace is undoubtedly changing - and labour law is adapting and evolving accordingly. As an employer, you can't afford not to have a progressive attitude. You simply cannot deal with problems such as absenteeism in the "old way".

    Often, working WITH an employee - offering MORE flexibility and showing MORE trust - can be a really effective way of solving an unauthorised leave problem. That might grate a bit, but productivity in your department will most probably rocket because of it.


    5 things you can do now to
    manage poor performance in your
    workplace fairly and lawfully

    Poor performing employees can cost your business dearly in lost productivity, time and wages. But they don’t have to. Take these 5 steps to manage poor performing employees effectively:

    1. Set specific performance standards and communicate them to your employees. If you don’t, you could find yourself hit with an unfair dismissal claim... more information on page H2/9

    2. Conduct regular performance evaluations and provide the employee with any training they need to perform their role properly. This way, if you dismiss an employee for poor performance down the track, you will have evidence of your attempt to help them do their job properly and that could avert an unfair dismissal claim... more information page H2/9

    3. If an employee is not meeting performance standards, explain this to them and give them an opportunity to respond. Together, you should determine how the employee can fix the situation and decide a specific period in which they should show improvement. You will need to give the employee a fair opportunity to meet the required performance standard – if you don’t you could be held liable for unfair dismissal...more information on page H2/10

    4. After this, if your employee’s work performance does not improve sufficiently, you can issue them with a written warning. If they still fail to improve after this, issue them with a final warning. But remember, you need to be able to prove that you gave them a chance to improve... more information on page H2/10

    5. After you have followed all the above steps and no improvement has been shown, inform the employee that you intend to dismiss them. Explain why. Give them an opportunity to state any reason they believe dismissal should not occur, and take it into account before finalising you decision. This will minimise your chance of being exposed to an unfair dismissal claim... more information on page H2/11

    For other tips on dealing with the issue of employee performance,
    arrange your 14-day free trial of the Employment Law Practical Handbook today!



    6 Things You Need to Know About Flexible Work Arrangements

    Perhaps you've considered introducing a flexible working scheme - but you've got no idea where to start... perhaps you're aware that from January 1st 2010, your employees may have a legal right to request flexible working arrangements...

    Maybe you have questions like: What's considered "best practice"? How 'flexible' do you need to be? What should you allow - and what should you disallow? And what controls should you retain?

    The Employment Law Practical Handbook has the answers you need. You'll learn how to legally implement a flexible working arrangement - and boost productivity and employee job satisfaction quickly and significantly in the process!

    Here are a few of the flexible work arrangement issues covered in the handbook:
    • How to deal with requests for flexible work practices...Page W3/8

    • When is it unlawful to refuse a request for flexible work practices?...Page W3/11

    • What factors should you consider when assessing a request for flexible working arrangements?... Page W3/9

    • How can you avoid discriminating against working parents? (it's more difficult than you might think - and lawyers ARE watching)... Page W3/4

    • Can you trial a flexible work arrangement before committing to it?...Page W3/10

    • How to go about implementing flexible work practices in your business?...Page W3/15
    Bringing in flexible work arrangements can transform your productivity, boost morale and improve staff turnover. The Employment Law Practical Handbook will show you exactly what you need to do to implement them in your workplace straight away with the minimum of hassle.
    It Costs You Nothing to Take A 14-Day, No-Obligation Trial


    INTRODUCING
    YOUR EDITOR

    Charles Power,
    Editor-in-Chief
    BEc (Hons) LLB (Monash)

     Charles is Editor-in-Chief of the Employment Law Practical Handbook. He is also partner and head of the employment law department of Holding Redlich.

    Charles has a strong practice representing employers in all aspects of employment and industrial law and is accredited by the Law Institute of Victoria as a Workplace Relations Specialist.

    He is a member of the advisery board to the Centre for Employment & Labour Relations Law, University of Melbourne and the Australian Human Resources Institute.

    Charles is a former associate to a Senior Deputy President of the Australian Industrial Relations Commission and a former senior adviser to a federal government minister. He was the joint winner of the Industrial Arbitration Prize in 1992.

    Charles says:

    “A lot of my clients have indicated that they are waiting for a simple labour law guide with all the answers in plain English, with no confusing legal jargon.

    With that in mind, we have developed the Employment Law Practical Handbook: a hands-on guide to labour law written in layman’s terms to help you protect your business and stay on the right side of the law. We’ve done all the hard work for you.

    By following our step-by-step instructions, numerous checklists, sample forms, handy tips and suggestions, you can rest assured that you have covered all the bases.

    But don’t just take my word for it – why not take a no-commitment-required 14 day free trial now?”
    I can get a copy of the Employment Law Practical Handbook sent out to you in the next few days. Don't worry, you won't be invoiced until AFTER your trial period has expired - so there's nothing to pay up front.

    All I ask is that you take a look at the handbook, then let me know one way or the other.

    If you're not convinced the Employment Law Practical Handbook would be a valuable cost saving and time saving tool in your workplace, just send it back to me within those 14 days and tear up your invoice. No one will chase you for payment - you won't be asked for a cent.


    "The Book I Call 'My Bible'"

    Arranging your trial couldn't be simpler. Just complete the short order form here, and we'll rush it your address.

    Or if you'd like to speak to a human being, you can call our priority order hotline now on 1300 78 22 11.

    I'm sure once you've received your copy you'll realise pretty quickly how useful and indispensable this 'employment law made simple' guide can be.

    In fact, you'll probably wonder how you ever survived without it - just like Jacqueline Miegielsen from AC & R Company Group who emailed recently to say:

    "We have gained a lot of knowledge from the handbook. The book has been excellent. We have been trying to read the book from end to end; there are a massive amount of tips in the book which have proven to be very helpful. It's the book I now call 'My Bible'."

    High praise indeed - and we're happy to receive it.

    But we gain our biggest satisfaction from knowing that we've helped 'under-the-pump' Aussie managers even up the scales a bit. Australia is a much more litigious and less 'loyal' place than it used to be for businesses - you'd be surprised at how many employees are waiting for an opportunity to trip you up.

    Particularly when it comes to contracts of employment. You fall out with an employee and watch how quickly they pore over their contract with a fine toothcomb - hunting for an irregularity or technicality they can get a hotshot lawyer to pull you up on.

    It's SO important all your bases are covered where contracts are concerned. Leaving things to chance can result in a whole heap of legal bother. If this is something that worries you, you'll find the next section of the Employment Law Practical Handbook particularly useful...
    3 Clauses All Your Employment
    Contracts MUST Have

    Aside from being a chore, drawing up employment contracts can be like picking your way through a minefield. You need to protect things such as your intellectual property... BUT your contracts must also be legally compliant. They're there to protect the employee as well as your firm.

    Please understand: It is not enough to write something yourself and expect it to be legally binding. Sure, the contract might look okay to you - but a well trained employment lawyer will know exactly how to pull it to pieces. Get it wrong - even slightly wrong - and you could find yourself held liable and ordered to pay compensation.

    The Employment Law Practical Handbook includes a detailed section on employment contracts, explaining what absolutely must go in them. Here are three essential clauses all of your contracts need to contain...

    1. A confidentiality clause. This will keep your employees from disclosing your company's private and confidential information to your competitors... more information on PAGE E1/8

    2. An intellectual property clause. This will make it clear to your employees that you own all copyrighted material that was created during their employment, even if the employee created or invented that material themselves... more information on PAGE E1/8

    3. A restraint provision. This will stop an employee from working for a competitor for a certain period after they leave your employment. This will also prevent employees from using your clients, suppliers and staff against you and will provide protection for your confidential information... more information on PAGE E1/9
    And don't forget, it's not just in the case of hiring new staff where you need to be ultra vigilant about your contracts. You may also need to make changes to an employee's contract if you promote them, move them to another department or change their pay structure.

    All of that adds yet more to your workload...

    But What If You Haven't Got Time - Or Aren't Confident -
    Putting Together Your Own Contracts, Policies and Forms?

    Drawing up workplace contracts, forms, agreements or policy documents takes a lot of care and attention to detail.

    Ideally this is not something you should be doing yourself - particularly if you're not comfortable with (ever changing) employment law terminology.

    Seriously, Australian employment law is under such scrutiny right now, these documents have to be so watertight you could sail across the Pacific Ocean on them!

    Not only do correctly compiled documents help your business run more smoothly, they also protect you in the event of legal action. All it takes is for one employment lawyer to challenge one clause in one contract and you could find yourself subject to a raft of expensive claims.

    Of course, you may not feel qualified, confident, or have time to draw up your own legally binding contracts, policies and forms...

    BUT - you probably don't want to pay vast sums to an employment lawyer every time you promote someone, give someone else a pay rise, employ a new member of staff, or change an official procedure, either.

    "I have used your templates for probationary periods and warning letters. It has been a great help!"
    - Eliza Lynch

    "I love the templates as suggestions for policies. Makes writing company policies a whole lot more enjoyable when you have a place to start."
    - Belinda Matthews

    "Very clear and useful. The template letters, procedures etc really save time." - Hilary Ing

    "I recently used the template of the informal separation agreement which helped me have an easier and successful negotiation with an employee." - Hayley Finch

    "I have found the templates very useful as a guide, when framing a letter. They are a great time saver."
    - Richard Warren
    Don't worry...

    The Employment Law Practical Handbook contains an abundance of ready-made, legally correct, contract, agreement, policy and form templates that you can copy and use - with 100% confidence.

    It doesn't matter how qualified, comfortable or confident you are... and it doesn't matter if you haven't got hundreds of dollars to spend on getting a law professional to draw up contracts for you - or to make minor changes to existing ones...
    Just Copy the 'Good-To-Go' Form You Need,
    Fill In The Gaps, And Use As Many Times As You Like!

    Here's a small sample of the legally watertight form, policy and contract templates you'll find in the Employment Law Practical Handbook:

    • Drug and Alcohol Policy...Page D3/6

    • Summary Dismissal Notice…Page D2/13

    • Employment Agreement…Page E1/18

    • Casual Contract…Page E1/28

    • Sample Award Flexibility Agreement...Page A3/13

    • Termination Letter…Page D2/6

    • Sole Trader Contractor Agreement... Page I2/14

    • Labour Supply Agreement…Page L1/10

    • Workplace Health and Safety Policy…Page O1/17

    • Email and Internet Usage Policy... Page P2/11

    • Application for Employment Form...Page R1/27

    • Formal and Informal Separation Agreements...Page S1/7

    • Sexual Harassment Policy…Page S2/24

    • Risk Management Policy…Page O1/20
    These templates - and more besides - are yours to use at will.

    They are 100% legal…and completely FREE OF CHARGE - and they're yours if you agree to take a free 14-day, no obligation trial of The Employment Law Practical Handbook.

    To do so couldn't be simpler. Just complete the short reservation form here, and we'll rush it to your address.

    Do it now - while it's on your mind - and I'll send you a copy of the Employment Law Practical Handbook, complete with all of these legally binding contract templates. This is a practical time, hassle, effort and money-saving benefit you won't find anywhere else in Australia.

    Talking of which, there's another fantastic benefit you can use at will as a subscriber, completely free of charge...

    You Can email Our Team of Legal Advisers Any Time - With Any Employment Law Issue - And Get an Answer Within 72 Hours!


    This is one of the most useful benefits of your subscription - and it's completely free; yours to use as regularly as you want. Here's how it works...

    Whenever you have a legal issue at work - however small - and you need to be absolutely sure you're on a sound footing before acting, just email our workplace helpdesk with your query and our employment law experts will get back to you, with an answer, within 72 hours - GUARANTEED.

    It doesn't matter which area of Australian employment legislation your question relates to - or how insignificant you think it is - by emailing us, you'll know you can be 100% sure of the action to take, and you'll be able to move forward with complete confidence.

    This is a FREE service. Unlike when you pick up the phone to an employment lawyer, we won't charge you a cent for our time or our expertise. And all of our advice will be accurate, up-to-date and fast. Most of the time our legal team will get back to you by return of email. But on the occasions we can't, we'll take no more than 72 hours to find you the answer - and the action to take - you need.

    To give you an idea, here's a sample of the questions our email helpdesk has fielded in recent weeks - and how we responded to them...

    Q: "In the current climate, our company has enforced a maximum 2 week leave allowance. However, I have an employee wanting to take Long Service Leave- are we able to enforce this ruling on Long Service Leave as well?"

    A: Be careful applying a universal rule in either case. Instead I suggest you convey the message to employees in the following terms (The 4 week minimum I suggest for LSL reflects the QLD LSL Act): "Given current economic conditions the Company will only grant periods of paid annual leave in excess of 2 weeks and long service leave in excess of 4 weeks if, having regards to the circumstances of each case, there is a fair balance between the needs of the business and the employee concerned."

    Q: "How can I ensure my confidential information is protected when employees leave?"

    A: The best way to protect your confidential information is to ensure the employee's contract of employment contains an 'express restraint' clause. This can require an ex-employee not to utilise your confidential information if they commence employment with a competitor to your business when their employment with you ends. You will need to make sure these restraints are properly drafted.

    Q: "Can I speak to an employee's doctor to confirm their inability to work?"

    A: You will not be able to obtain a copy of a medical report or speak to an employee's doctor, unless the employee consents. It is advisable to have the employee provide their consent in writing. This is because doctors often require a signed medical authority from their patients before they will release any medical reports or discuss a patient's condition.

    Q: "How often should I review my employee's contracts?"

    A: When employment roles change, you should use this as an opportunity to review the terms of your employee's contracts.

    Imagine hiring a top employment law firm... having them at your beck and call around the clock... and NEVER getting an invoice!

    That's what our legal email helpdesk gives you.

    That alone is worth the small subscription cost. But there's much more to the Employment Law Practical Handbook than just the free labour law email hotline service...


    1,127 labour law tips, tricks, tools and shortcuts, in PLAIN ENGLISH, on call when you need it!


    No two days are ever the same at work - As a busy manager myself I know that as well as anyone!

    Is your Occupational Health and Safety plan compliant with new legislation?

    If someone has an accident in your workplace, you could be held personally responsible.

    Do you know your obligations under the new labour laws... and do your policies cover you should the worst happen?

    The Employment Law Practical Handbook will show you how to implement an effective OH&S plan quickly...

    Here are some of the things you'll find out:
    • How to mitigate your personal liability for OH&S breaches... Page O1/14
    • How to integrate the management of OH&S into your workplace practices...Page O1/7
    • How to run an OH&S system that works to identify workplace hazards, assesses potential risks to health from those hazards, implements appropriate measures to control risks, monitors those controls regularly, and provides feedback and information to stakeholders...Page O1/10
    • How to ensure your managers and employees are trained to make effective OH&S decisions...Page O1/8
    • How to ensure that your employees are aware of the relevant OH&S risks and how they can solve them - legally...Page O1/12
    • How to ensure your OH&S plan is adaptable enough to accommodate changes to legislation... Page O1/8
    For more tips on how to make sure your policies comply with new Occupational Health and Safety laws, claim your 14-day free trial of the Employment Law Practical Handbook TODAY!
    That's why you'll find answers to virtually every legal issue you're ever likely to face in the 618 pages of the Employment Law Practical Handbook.

    We work closely with some of the top employment lawyers in the country, with expertise in every area of labour law including: dispute resolution... Industrial Relations... Occupational Health and Safety... Compensation... Human Resources... Recruitment...

    Training... Performance Management... Policy Development... migration... and many other skills, specialities and niches.

    We wanted to make sure you're completely covered - whatever legal challenge you have to face - so you can deal with it quickly and get on with your day.

    Our subscribers certainly seem to value the service we give them...

    Subscriber Katreena Callaghan recently emailed to tell us she'd be keeping her review copy of the Employment Law Practical Handbook: "I wish I had found the book years ago," she said. "It is a very useful resource that I refer to regularly."

    Reader Helen Bruger went even further, writing in to say: "Everyone in business should have a copy of this handbook."


    There's no Wading through Chapter
    after Chapter to Find What You Need


    That's the other thing we wanted to make sure we got right.

    The handbook is modular, with each section clearly referenced for ease of use. If you can find what you're looking for quicker, you can deal with any issues quicker - which means you need to spend less time bogged down in procedure, and more time delivering a great performance at work.

    Subscriber Dianne Silvestro contacted us soon after she signed up to say: "Just purchased the handbook and have found it easy to read and find topics."

    Reader Leanne Bloomfield is in agreement: "I love the handbook with its practical approach, and the ease of finding sections quickly," she said.

    If the Employment Law Practical Handbook is something you think you could benefit from having in your workplace - why not take a 14-day free trial and see for yourself?

    Remember - you'll pay no money today.

    Just review the handbook at your leisure over the next two weeks to see if it's the kind of thing that could save you time, money and hassle at work. If it is, simply pay our invoice.

    If not, just return the handbook to me and you'll never have to pay a cent.

    But don't decide just yet - there's something else I want to give you, by way of saying thanks...
    FREE GIFT! You'll get a Complimentary
    Copy of the Report: "How to Stop Stress
    Claims Costing Your Company Money"
    (worth $29.95) When You Agree to Take
    a 14-day Free Trial!

    Your Handbook will never be out-of-date!

    If you’re worried that your handbook will be obsolete within a couple of months, don’t be. Your handbook will ALWAYS be up-to-date!

    The Employment Law Practical Handbook is regularly updated to ensure you are kept fully aware of important changes to Australian labour legislation as it happens.

    You’ll receive updates every 8-12 weeks which you simply slot into your handbook in the appropriate places. That means you’ll never have to buy a newly updated version.

    Each update consists of approximately 100 pages and is priced at 97c per page to cover print and postage costs.

    These updates are not compulsory – you can opt out of receiving them at any time – but we strongly advise that you don’t!

    As a subscriber to The Employment Law Practical Handbook, you’ll also receive a FREE weekly e-letter packed full of even more labour law tips and advice – plus alerts of any important changes on the horizon.
    The law is pretty clear. You are required to provide a working environment that is safe and free of risks to health. For the most part, these risks are easily identifiable and easily avoidable.

    But did you know that these risks can also include psychological hazards, such as stress, bullying and workplace violence?

    These can be a lot more difficult to detect and address. But as an employer, it is your responsibility to protect your employees under these guidelines.

    According to a study by Medibank, workplace stress costs the Australian economy $14.81billion a year... this cost is mainly borne by employers in terms of lost productivity.

    For sure, it's a huge problem for businesses. But how do you identify stress in the workplace... and how do you provide a safe, stress-free environment for your employees while protecting your own interests?

    Arrange a 14-day, free trial of the Employment Law Practical Handbook today, and I'll send you a copy of our 'special situation' report: "How to Stop Stress Claims Costing Your Company Money".

    You'll learn exactly what you can do to prevent stress in the workplace - and deal with it swiftly, sensitively and legally when it arises. The report covers, amongst other things:
    • How to detect psychological hazards in the workplace

    • How to create and implement an effective bullying policy.

    • How to approach disability discrimination issues sensitively and fairly.

    • How to manage performance fairly and reasonably - so that you don't 'overload' workers.

    • How to deal with stress-related compensation claims in the proper way.
    We normally sell "How to Stop Stress Claims Costing Your Company Money" for $29.95. But it's yours for free - and to keep - when you take a 14 day free trial of the Employment Law Practical Handbook - regardless of whether you stay on as a subscriber!


    All Over Australia, Managers Are
    Benefitting From Our Help

    Some of Australia's biggest employers are subscribers to the Employment Law Practical Handbook - businesses like Adecco, Nike, DHL and Sussan Corporation.

    They like us because we take all of the legal queries, worry and frustration away from them completely. We remove all of those "grey areas" so they can plan and implement HR policy with confidence. Subscriber Garry Wescombe emailed in to tell us:

    "I recently had to deal with an anomaly in a particular work group caused by inconsistent HR decisions made some time ago. I found all the information I required and was able to brief my manager with confidence. The handbook has already proven to be of great use to me in my work."

    We received this email from subscriber, Darlene Moore:

    "I have been able to find guidance on any issue I have looked for. I have followed your procedure when dealing with the performance issues of two workers. Being in a new workplace and normally having an HR manager to do this for me, I was a bit lost, so I really appreciated having your guidelines to follow."

    And a further note from Susan McKay:

    "Working in a corporate HR function, we often have to offer advice when a more unique situation arises. The handbook provides us with support and verification - particularly on leave/discipline issues. It means we can be confident in our answers."

    We can take away all of the hassle, effort and cost off YOUR plate too. In fact, we'd be happy to.

    But I'm guessing you have a question...
    What will The Handbook cost your business
    if you decide to keep it after your 14-day free trial?


    "All the latest legislation and standards, all one place!"
    Employment Law Practical Handbook subscribers speak out...

    "Useful, relevant guide. An excellent resource that I have recommended to others". - Robyn McPherson

    "A very useful tool, and I refer to it for many day to day issues". - Robina Woolley

    "I am finding it very useful, especially the tips on terminating staff." - Lou Lourenco

    "I think it's great, I am trying to rewrite our policy procedure, so I am constantly referring to the book for ideas and wording etc." - Doris Edwards

    "I love this book. It is very practical and comprehensive. Just what I wanted." - Russel Botha

    "Very easy to read and the practical tips are very handy." - TA Group

    "Extremely user friendly." - Kenny Lambly

    "Has proved a reliable reference." - Wade Starr

    "Fantastic. I have had it only 2 months and I refer to it at least once a week." - Sharon Lupton

    "Handy, easy to use manual." - Kristina Smith

    "My first point of reference." Alison Ryder, D&R Henderson

    "A very comprehensive and useful reference guide for HR practitioners." - Saad Gillani, MTC Work Solutions

    "A great reference guide in an easy to understand format." - Peter Galvin

    "I am enjoying the quick, easy reference. Big fan of a 'hard copy' reference as opposed to trawling through a website and printing off." - Jeanine Hickery

    "It is very handy and I've looked up important topics often." - Martin Levitt

    "I've already referred to the handbook many times; it is very easy to use." - Kelley King

    "I have applied more than one strategy from the handbook in our workplace which has helped me achieve a peaceful and desirable outcome without conflict." - Michelle Coleman
    The Employment Law Practical Handbook is the best and most useable resource of its kind in Australia. Dollar for dollar, you won't find better, more accurate or more quickly actionable workplace law advice anywhere.

    As two of our readers succinctly put it:

    "Far better, more practical and up to date than HR Advance"- Peter Staples

    "This book is so practical and easy to use, much better than the CCH publications." - Carol Hampson

    When you consider all of the time and cost saving benefits of the Employment Law Practical Handbook, you'd expect it to command a high price.

    But you'd be wrong.

    A copy of the Employment Law Practical Handbook will set your company back just $197. Updates are priced at just 97c a page to cover print and postage.

    This is a tiny investment for your business to make when you consider the untold cost and hassle of having to fight an unfair dismissal case in court... trying to get your head around "The Fair Work Act"... or if your next wave of planned redundancies is challenged. And remember: you only pay if you decide to keep it.

    By acting today you can review the handbook for a whole fortnight without paying us a single cent!

    To see how the Employment Law Practical Handbook could help you do your job more effectively, simply complete the short reservation form here and submit it online. Alternatively you can phone your order in now, to 1300 78 22 11.





    We're shaping up for some of the most difficult
    times ever in the workplace - are YOU prepared?

    In these trying times it's essential you have a set of HR policies with teeth.

    No grey areas. No ifs or buts.

    Whether you want to cut costs with the minimum of fuss and hassle, bring disruptive employees into line effectively, or stop leaking company sick days like a broken bucket, The Employment Law Practical Handbook can help you proceed and succeed.

    This could be the best and most important decision you make for your business all year...

    Make it wisely!

    Complete the simple reservation form and submit it online now, or call our order hotline now on 1300 78 22 11. I'll rush your review copy to you in the post.

    Don't put this off - important changes to employment law happen all the time... the next wave of The Fair Work Act comes in on 1st January 2010... there's only one way to make sure you don't get caught out!

    I look forward to hearing from you.

    Yours Sincerely,

    Linda Coffey
    Publisher
    Employment Law Practical Handbook

    P.S. I almost forgot! You'll also get the Workplace Bulletin: A FREE weekly email alerting you to all the important labour deadlines and events in the 2009/2010 calendar, so you can keep one step ahead!

    Plus you'll be able to plunder our Information Archive - all our past articles and workplace law updates are on the subscribers only area of our website - you'll get full access!

    PPS: Don't forget - you'll receive your free copy of our urgent report: "How to Stop Stress Claims Costing Your Company Money", worth $29.95. This is yours to keep, even if you decide to return the handbook after your 14-day trial has expired!