Industrial and Workplace Relations Conference

WELCOME FROM THE CHAIR

Adrian Barwick, Solicitor Director, WilliamsonBarwick

New IR legislation reform

• Implications of new IR reforms – outcomes of the federal election 2022
• Labour market trends, state of great resignation post covid, Staff shortages and sectors impacted
• Trends in salary growth
• Round up and looking ahead to 2023

Drew Pearson, Partner, Herbert Smith Freehills

Hybrid workplace and implications for workplace relations

• Workplace models hybrid and WFH, flexible working, and returning to work and adjustment for teams
• Addressing changes and issues in various working arrangements and flexible working
• Dealing with an employee’s resistance to be in the office
• Avoiding unlawful unequal treatment or discrimination

John Rodney, Special Counsel, K&L Gates

COVID-19 what it means for employers for safety and IR obligations

Employers and employees are seeking clarity on their workplace rights and obligations for COVID-19 and current legal challenges for 2022. Fair Work Commission upholds dismissals of unvaccinated workers and confirms that there is no entitlement to paid personal leave whilst suspended from work due to vaccination status. Session to cover the overlap between safety and industrial issues.

Brigid Clark, Senior Counsel
Bruce Heddle, Partner, Employment, Safety & People, Maddocks

Changes to enterprise agreements, enterprise bargaining strategies and reforming processes

The rules governing collective bargaining have become more complex while the issues that employers are dealing with have become more varied. This session will equip you with information and strategies to negotiate and implement workplace agreements and practical steps to comply with procedural and technical requirements in negotiation, voting and FWC approval processes.

Toby Walthall, Special Counsel, Minter Ellison

Changes to independent contracting arrangements and casual employment

• Changes to independent contracting
• Casual conversion process
  • legislation and some of the complexities around this definition
  • Extensive assessments that employers must now do of their casual workforces
• How the FWC can deal with disputes over the new provisions
• The requirement to give employees the new Casual Information Statements
• The impact of the Rossato decisions in relation to set off and double dipping of entitlements and how this interacts with the new legislation
• Trial of paid sick leave for casual workers in Victoria

Luis Izzo, Managing Director Sydney Workplace, Australian Business Lawyers & Advisors

Sexual harassment, and family and domestic violence impacts and obligations in the workplace

• Recent focus on psychosocial hazards and the Respect@Work report
• Family and domestic violence impacts and obligations in workplace

Sharissa Thirukumar, Senior Associate, Clayton Utz

Post-employment obligations, restraint of trade clauses contained in the contract of employment

• What are they and why use them?
• The scope and operation of restraint of trade clauses
• Drafting effective restraint terms in commercial and employment contracts
• Proceedings for enforcement
• Restraints in other state jurisdictions outside and internationally
• How to address restraints post-employment: for employees and employers
• Use of confidential information by former employees

Ben Marshall, Partner, Holding Redlich

Managing performance, managing poor or difficult behaviour, and misconduct

• Performance matters and disciplinary actions
• Managing work performance, targets and hours
• Performance management best practice
• Navigating the obstacles during counselling

Adrian Barwick, Solicitor Director, WilliamsonBarwick