The dismissal for a wilful misconduct

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How a spoonful of Milo landed Coles in hot water

Wednesday, 19th February, 2014
By Jessica Oldfield 

In today's Workplace Bulletin:

• Case study: Homes v Coles Group Limited

Dear Reader,

Dismissing an employee for misconduct can be risky. You must understand when dismissal is unlawful.

Your decision to dismiss an employee must be based on defensible and lawful reasons. This means you must be able to show:

• that the dismissal relates to the employee's capacity or conduct; and
• that the facts and circumstances constituting the reason for the dismissal can be proven.

If a tribunal, such as the Fair Work Commission (FWC), reviews your decision to dismiss on fairness grounds, it will expect you to justify that dismissal was the appropriate response to the problem. That means, the punishment must fit the crime!

Today, Charles Power is going to take us through a recent case in which the Fair Work Commission considered these things.

Over to Charles…

Jessica Oldfield
Editor
Workplace Bulletin

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It’s now more likely than ever before that the Australian Taxation Office will audit your business Here’s how to make sure all your books are in perfect orderbefore the ATO pays you a visit…

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Case study: Homes v Coles Group Limited

By Charles Power
Editor-in-Chief, Employment Law Practical Handbook

In Homes v Coles Group Limited T/A Coles Warehouse Edinburgh Parks (2014), the FWC reinstated a worker who was found to have been dismissed unfairly.

The facts of the case are as follows:

Coles Warehouse provided Milo, among other things, in its break room for the staff to consume during their breaks. An employee regularly took some of the Milo home in a container to mix it with his own drinking chocolate, coffee and raw sugar. He would then bring the mix into work for consumption during his breaks. 

On 30 August 2013, management at Coles Warehouse was informed by another worker that the employee had been seen spooning Milo into a container and putting it in his bag.

Dismissal of an ill or injured worker

Home | About Us 7 must DOs before you dismiss an ill or injured worker Tuesday, 17th February 2014, by Joanna Weekes In today's Health & Safety Bulletin: What to do if an ill or injured worker cannot resume their pre-injury duties 7 things you need to do to dismiss an ill or injured worker .................................................Advertisement................................................. Want access to over 50 sample employment law contracts, policies, letters and forms you can copy and start using in your workplace? Click here to learn more .......................................................................................................................................................... Dear Reader, If you have an ill or injured worker, you might think that it is in your best interest to get them back into the workplace and working as quickly as possible - but this is not always the case. Early return to work is not always the right approach, it can agitate and extend an issue that could have been resolved in a shorter time with more rest. The decision to return a worker to work should be based on what the worker is capable of safely doing when they return to work. The decision about when a worker should return to work should be made with consultation between management, the worker, and after seeking professional medical advice. What if the worker is not fit for their pre-injury duties? If you determine (with the advice of a medical professional) that the worker will not become fit for their pre-injury duties for the foreseeable future, you will need to decide whether: you can offer the worker ongoing employment in a modified role to accommodate their condition; or you are going to terminate their employment. If both parties agree to the modified duties, then a new contract of employment can be drawn up. If this is the case, you can set goals that you and the injured worker have agreed on to ensure there is a clearly communicated expectation that the injured worker will return to their pre-injury duties. Remember, if a worker continues on modified duties for a prolonged period with no current plan to return to their pre-injury duties, it is arguable that the worker has been permanently appointed to a new role. When this occurs, the worker's old contract of employment is effectively terminated and replaced with a new one. If this were the case, you would be unable to dismiss the worker on the basis that they are permanently unable to return to their original position, as they have been appointed to a new role. 7 things you MUST do before dismissing an ill or injured worker Employers are generally prohibited from dismissing an employee because of incapacity due to illness or injury. However, there are certain circumstances in which you can dismiss an employee who is ill or injured. Before you terminate an injured worker, you must ensure that you do the following things: Obtain sound medical evidence regarding the worker's incapacity. Determine, and be able to prove, that the worker is unable to perform the job they were employed to perform. Determine, and be able to prove, that there is no reasonable measure you can take to accommodate the worker's injury or illness. Do not create an expectation in the worker that you will provide them with modified duties on an ongoing basis. Give the worker an opportunity to respond to the allegation that they are unfit for their duties and to the intention to terminate their employment. Consider the worker's length of service, employment history and the impact of dismissal on them. Check that you have no obligation to provide suitable employment under the workers' compensation legislation in your jurisdiction.  Until Thursday, Joanna Weekes Editor Health & Safety Bulletin

Medical information from emloyee

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When can you ask an employee for 

medical 

information?

Monday, 17th February, 2014
By Jessica Oldfield 

In today's Workplace Bulletin:

• When can you ask an employee for medical information?

Dear Reader,

Employees have an entitlement to take accrued paid personal (sick) leave under the Fair Work Act 2009 (Cth)(FW Act) if they are not fit for work because of a personal illness or injury. You can ask an employee to provide you with reasonable evidence of their reason for taking sick leave, such as a medical certificate.

But often medical certificates don't give very much information… so what happens if you need to know more about the employee's illness or injury? Charles Power is going to address that question today.

Until next time…

Jessica Oldfield
Editor
Workplace Bulletin

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When can you ask an employee for 

medical 

information?

By Charles Power
Editor-in-Chief, Employment Law Practical Handbook

To exercise the entitlement to sick leave, the FW Act provides the employee must give his or her employer evidence that "would satisfy a reasonable person" that sick leave is being taken for this reason.

The kind of evidence an employee must give to take paid sick leave can be explained by a modern award or enterprise agreement applying to the employee and his or her employer.

The right to dismiss an employee for conduct on social media - Part 2

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When you CAN'T dismiss an employee 

for 

comments made via social media - Part 2

Friday, 7th February, 2014
By Jessica Oldfield 

In today's Workplace Bulletin:

• An easy way to manage your own super
• Case study: Fired for a Facebook comment – Part 2

Dear Reader,

In Wednesday's Bulletin, Charles Power told us about a recent case in which an employee was dismissed for comments she made via Facebook private messages. The employee lodged an unfair dismissal case and won. Today, Charles will explain a little more about the ruling.

But before we get to today's article, I just wanted to take a moment to let you know about something that may be of interest to you…

Finally – an easy way to manage your own super

The popularity of self-managed super funds (SMSFs) has been skyrocketing of late – and it's little wonder…

With an SMSF, you get to decide when, how and where your retirement money is invested, not to mention make all the crucial decisions that affect your financial future.

But knowing exactly how to go about starting an SMSF can be a daunting task...

For starters, how do you set it up? What about all the duties you will have as a trustee? And how will you stay up-to-date with any changes to the law that affect your role?

If you're considering setting up an SMSF and don't know where to start – or you already have one but you're concerned about how you'll stay on top of your responsibilities – there is now a simple, cost effective solution...

Click here to be one of the first to hear about the SMSF Handbook

Have a great weekend!

Jessica Oldfield
Editor
Workplace Bulletin

The right to dismiss an employee for conduct on social media

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When you CAN'T dismiss an employee 

for 

comments made via social media - Part 1

Wednesday, 5th February, 2014

By Jessica Oldfield 

In today's Workplace Bulletin:

• How to protect your business from the risks of social media
• Case study: Fired for a Facebook comment – Part 1

Dear Reader,

As we've discussed in a past bulletin (see HERE), employers are able to dismiss employees for conduct on social media.

However, an employer doesn't always have the right to dismiss an employee for conduct on social media. This week, Charles Power is going to take us through a case in which an employee made a claim for unfair dismissal after she was fired due to comments she made through social media. 

But before we get to today's article, I just wanted to remind you all about our eBook, Social Media & The Law…

How to protect your business from the risks of social media

Portner Press' 40-page eBook Social Media and the Law: Managing the Legal Risks for Your Business is written by Employment Law Practical Handbook Editor-in-Chief Charles Power, and it covers:

• The legal risks your business faces due to social media - and how to minimise them
• How to regulate and monitor your employees' social media use
• Where you stand if your business' confidential information gets shared online
• How to implement and enforce a legally sound social media policy
• And more!

Social Media and the Law: Managing the Legal Risks for Your Business will help you build and implement a legally sound social media policy for your business - one that maximises the opportunities and minimises the risks when you or people working for you use social media.

It costs just $49.95, and you can download it right now here.

Over to Charles…

Jessica Oldfield

Editor

Workplace Bulletin

В Республике Беларусь снижен лимит платежа наличными средствами/ The limit for cash payment for consumers, $13500, is set in Belarus

Нацбанк Беларуси снизил предлагаемый предельный размер платежа наличными для населения до 1 тыс. базовых величин (базовая величина в настоящее время Br130 тыс.). Об этом сообщила сегодня журналистам начальник управления развития банковских платежных карточек и электронных денег Национального банка Беларуси Людмила Стефанович.

Национальный банк разработал проект нормативного документа, которым предлагается установить для населения предельную сумму платежа наличными денежными средствами на уровне не более 1 тыс. базовых величин ($13,5 тыс.). «Мы считаем, что это оптимальная величина, хотя некоторые министерства и ведомства считают, что ее нужно еще уменьшать», - сказала Людмила Стефанович.

Ранее предлагалось установить предельный размер наличных розничных платежей на уровне 1,5 тыс. базовых величин. Уменьшение суммы связано с динамикой базовой величины, которая выросла с 1 октября 2013 года до Br130 тыс., а сейчас планируется ее увеличение во втором полугодии текущего года до Br150 тыс., пояснила Людмила Стефанович. Также предлагается предоставить Национальному банку право снижать предельный размер платежа наличными денежными средствами.

«Ограничение расчетов наличными обусловлено международной практикой и необходимо для расширения использования безналичных платежей», - подчеркнула представитель Нацбанка.

При этом предусмотрены административные меры по взысканию штрафов за несоблюдение требований по установке и функционированию терминалов и за расчеты наличными деньгами свыше установленной суммы. Штрафы будут применяться к организациям, не обеспечившим возможность безналичных расчетов, пояснила представитель Нацбанка. Также планируется перевод всех работающих граждан страны на «зарплатные» проекты с выдачей карточек.

Проект документа будет направлен на рассмотрение органам государственного управления. «Это основные нормы, которые, как мы считаем, должны повлиять на увеличение доли безналичных расчетов», - резюмировала Людмила Стефанович.

http://www.pravo.by/main.aspx?guid=140993

Limit for cash payments in EU

The safe workplace design

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What safe workplace design means for you

Friday, 7th February 2014, by Joanna Weekes

In today's Health & Safety Bulletin:

• What safe design means in your workplace
• Benefits of safe workplace design

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If you're considering setting up a self-managed super fund and don't know where to start - or you already have one but you're concerned about how you'll stay on top of your responsibilities - there is now a simple, cost effective solution... Click here to be one of the first to hear about Portner Press' brand-new SMSF Handbook

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Dear Reader,

It is your obligation under health and safety legislation to ensure (as far as is reasonably practicable) the prevention of risks to the health and safety of people in your workplace.

As part of your plan to achieve this, safe design principles should be used whenever a workplace is constructed or modified.

When workplace design is discussed, it is referring to:

• the layout of the workplace;
• the design of plant and equipment; and
• the construction, maintenance and use of buildings and structures.

It is usually more cost-effective and practicable to eliminate hazards in the design and planning phase than to make changes once hazards are recognised, or have caused an injury.

Your duty to design a workplace safely

Duties owed under the WHS Act and the Victorian OHS Act include those in relation to:

• the management and control of the workplace;
• the design of plant, substances and structures;
• the management or control of fixtures or plant; and
• the installation, construction and commission of plant or structures.

In Western Australia under the OSH Act, the obligations around design are limited to plant and equipment.

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Some employers neglect design by 'blaming the user' when workplace accidents occur. While workers must perform their work carefully, a poorly designed system makes it much harder for them to do so.

Some other benefits of designing safety into your workplace include:

• prevention of injury and disease by eliminating hazards at the design stage;
• improved effectiveness of the work area;
• increased morale, productivity and efficiency;
• compliance with health and safety legislation;
• reduced costs by improved production or environmental efficiency; and
• innovation (safe design demands new thinking).

In relation to our discussion in Wednesday's Health & Safety Bulletin, it means that as we become more safety-minded and as safety becomes the first consideration when constructing work spaces, modifying current work spaces and tasks or purchasing new plant or equipment, manufacturers and designers will also need to think safety first because employers will expect nothing less for their workforce and workplace.

Always think safety first – enjoy your weekend,

Joanna Weekes
Editor
Health & Safety Bulletin

Self-managed super funds (SMSFs)

Dear Reader,

As I'm sure you're well aware, self-managed super funds (SMSFs) are fast becoming one of the most popular ways for Australians to manage their superannuation.

There are now over 509,000 SMSFs in existence in Australia (an increase of more than 25% on the amount that existed just 5 years ago!) – and that number is continuing to grow.

Given that SMSFs allow you to decide when, how and where your retirement money is invested, not to mention make all the crucial decisions that affect your financial future, it's little wonder they are so popular.

But knowing exactly how to go about starting an SMSF can be a daunting task...

For starters, how do you set it up? What about all the duties you will have as a trustee? And how will you stay up-to-date with any changes to the law that affect your role?

If you're considering setting up an SMSF and don't know where to start – or you already have one but you're concerned about how you'll stay on top of your responsibilities, I'd like to introduce you to a simple, cost effective solution...

Everything you need to know about running a self-managed super fund – in one place!

Portner Press will soon be launching the SMSF Handbook, a user-friendly print and online guide that gives you all the information you need to set up and run your own SMSF.

It covers everything you need to understand to manage your SMSF IN FULL – from setting it up, to complying with difficult and ever-changing super legislation, to the investment rules you need to follow and more.

With the help of the handbook, you'll be able to manage your SMSF with the peace of mind that you have all your legal and trustee responsibilities down pat – so you'll have more time to spend working towards the lifestyle you deserve in retirement.

Click here if you'd like to be one of the first to hear about the SMSF Handbook

Kind regards,

Pippa McKee
Publisher
Portner Press Pty Ltd

Речь Януковича В.Ф. от 21.02.2014 "Возврат к Конституции 2004 года" / The Speech of Viktor Yanukovych on 21.02.2014 "The Move to The Constitution, 2004"

Речь Президента Украины Виктора Фёдоровича Януковича от 21.02.2014

Уважаемые сограждане!

В эти трагические дни, когда Украина понесла такие тяжелые потери, когда погибли люди по обе стороны баррикад, считаю своим долгом перед светлой памятью погибших заявить - ничего нет важнее человеческой жизни. И нет таких шагов, которые бы мы все вместе не должны были сделать, чтобы восстановить мир в Украине.

Я объявляю о шагах, которые нужно сделать, чтобы восстановить спокойствие и избежать следующих жертв противостояния.

Заявляю о том, что я инициирую досрочные президентские выборы.

Я инициирую также возвращение к Конституции 2004 года с перераспределением полномочий в пользу парламентской республики.

Призываю к началу процедуры формирования правительства национального доверия .

Как Президент Украины и гарант Конституции я выполняю сегодня свой долг перед народом , перед Украиной и перед Господом Богом во имя сохранения государства, во имя сохранения жизни людей, во имя мира и спокойствия на нашей земле.

http://korrespondent.net/ukraine/politics/3309132-yanukovych-obiavyl-dosrochnye-vybory-prezydenta-y-vozvrat-k-konstytutsyy-2004-hoda

The Speech of the President of Ukraine, Viktor Yanukovych on 21.02.2014

(The unofficial translation)

My Dear Citizens!

Now, in tragically hard days, when Ukraine has got such sensate parting, when death has arrived for peoples of the both sides of the barricade, I, thinking about  those who have been killed, say   - nothing is more important than a life, human life.  And there are steps that all we should do for the peace in Ukraine.  

I declare the moves, which should be made for the peace and for exclusion of new deaths for both sides.  I state that I am going to initiate the early presidential elections.

I am also going to do the move to the Constitution, 2004 and the review of the full powers in favor of a parliamentary republic.

I call to form a government of national trust.

As President of Ukraine and as guarantor of the Constitution,   I should fulfill now my obligations for people, for Ukraine and with thought about God, for saving of the state, saving of human lifes, for peace and unity  at our land.  


Список и фотографии  погибших / The list and photos of perished humans 

The balance between work and family responsibilities / Трудовые и семейные обязанности работника

Dear Reader, In order for your business to run as efficiently and effectively as possible, you need to consider implementing measures that enable your employees to balance both their work and family responsibilities (Для того, чтобы управлять вашим бизнесом настолько эффективно насколько это возможно Вам нужно рассмотреть применяемые на практике меры, которые позволят Вашим работникам балансировать между их служебными и домашними обязанностями). If you don't, you not only risk disrupting your workplace and your relationship with your staff, but you also risk seriously breaching the law (Если Вы не будите применять данные меры, то Вы не только рискуете причинить помехи работе вашей организации и нарушить отношения с Вашим персоналом, но и рискуете существенно нарушить законодательство) Just take this recent case as an example (Приведем в пример только один из последних случаев): Last year, a part-time employee of an aged care facility was on maternity leave when a new roster was introduced that reallocated her shifts to other workers (В прошлом году, работник учреждения по уходу за престарелыми находился в декретном отпуске, в то время как ее обязанности были распределены между другими работниками). She was given no notice of the change and on returning to work was only offered night shifts which were obviously unsuitable for a new mum (Указанная работница не была предупреждена об упомянутых изменениях, лишь, по возвращении на работу ей было предложено работать в ночную смену, что, само-собой  разумеется, не подходит для молодой мамы). When the employee explained she would be unable to work the shifts (Когда работница объяснила, что не сможет работать в ночную смену), her employer took it that she had resigned (наниматель предпринял действия, из-за которых работница уволилась). The employer's actions were later found to have contravened the NES (Позже было выявлено, что указанные действия нанимателя противоречили Национальному стандарту трудоустройства ) and the general protections provisions of the Fair Work Act (и общим положениям по охране труда Закона о надлежащем трудоустройстве), and the Federal Court ordered the employer to pay a penalty of $27,720 (Это привело к тому, что Федеральный Суд вынес решений о том, чтобы наниматель выплатил компенсацию 27 720 Долларов). This is just one example that highlights why it is so important that you have a strategy in place to manage employees who have family responsibilities (Это только один пример, который ярко свидетельствует о том почему так важно, чтобы Вы имели надлежащую  стратегию в отношении работников, которые имеют соответствующие семейный обязанности).

Русская Правда / аудио (звуковая) версия

Русская Правда 

Краткая редакция

Текст по Академическому списку

Перевод Б.Б.Кафангауза 

Setting aside an arbitral award /Отмена решения арбитража

Kluwer Arbitration Blog

2011 CPR Institute Award Winner – Outstanding Electronic Media

 

A New Episode In The Jnah vs. Marriott Saga : The 17 December 2013 Decision Of The Paris Court Of Appeal (Новый эпизод в деле Jnah против  Marriott: Решение Парижского Апелляционного Суда от 17 декабря 2013 года) 

• 
  
• By Roland Ziadé, Linklaters     

By Roland Ziadé and Claudia Cavicchioli, Linklaters LLP

On 17 December 2013, the Paris Court of Appeal added a new chapter to the Jnah vs. Marriott saga (17 декабря 2013 Парижский Апелляционный Суд добавил новый эпизод по делу Jnah против  Marriott), when it ruled on an action to set aside an arbitral award issued on 3 February 2012 (во время рассмотрения вопроса об отмене решения арбитража, вынесенного 3 февраля 2013 года)  by which an arbitral tribunal denied jurisdiction over claims brought on behalf of Jnah relating to the termination of a hotel management contract (в связи с тем, что арбитраж не принял иск, поданный от лица Jnah по причине отсутствия полномочий на то у арбитража рассматривать его. Иск был связан с расторжением контракта на управление гостиницей). 

This decision, which applies the new regime of French arbitration law (Данное решение, в связи с вынесением которого был применено новое правило арбитражного права Франции)  confirms that, as had been held by the French Cour de cassation in the Abela case (подтверждает то, что было принято Французским Кассационным Судом в делу   Abela)  (Cour de cassation, 6 October 2010, Rev. Arb. 2010, p. 815) under the previous arbitration law (на основании действовавшего ранее арбитражного порядка), the French juge de l’annulation conducts a full review of an arbitral tribunal’s decision that it lacks jurisdiction (Французский судья полностью пересмотрел решение арбитража, которое было вынесено неправомерно по причине отсутствия полномочий у арбитража рассматривать его). Just as it does if a positive finding of arbitral jurisdiction is the subject of a setting aside action (Так же как это делается  в случае если выясняется, что арбитраж имел право рассматривать дело, что ведет к отмене решения арбитража об отсутствии его юрисдикции), the juge de l’annulation examines all legal and factual elements that allow it to assess and determine the existence and scope of the arbitration agreement (судья проверяет все необходимые правовые и фактические данные, что позволит ему оценить и определить, что арбитражное соглашение существует, и существует в  определенных рамках). 

By way of background, the underlying dispute stems from five agreements relating to the construction and the management of a hotel (Предисловие. Предшествием, рассматриваемого дела являются пять соглашений, связанных со строительством и управлением гостиницей) concluded    between the Lebanese company Jnah Development SAL (“Jnah”) and the US company Marriott International Hotels Inc. (“Marriott”) (заключенных между ливанской компаний Jnah Development SAL (далее - Jnah) и американской компаний Marriott International Hotels Inc. (далее - Marriott).), all of which contained an ICC arbitration clause (Все эти соглашения содержали арбитражную оговорку).