Monthly Archives: September 2019

Thomson Geer has advised Club Super on its merger with Host-Plus. Club Super’s 22,000 members along with $600 million of Funds Under Management will be transferred to Host-Plus on 1 November 2019. The lead lawyers advising on the deal were Partner, Scott Charaneka and Lawyer, Lincoln Rodgers. Club Super is a Queensland-based hospitality industry fund […]

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Welcome to this fortnight’s issue of our Banking Sector newsletter. There have been some interesting articles in the media this fortnight, with APRA indicating there may be more lending curbs to come; continuing reforms resulting from the Royal Commission; the introduction of legislation to implement the First Home Loan Deposit Scheme; and ASIC taking steps […]

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Australia has seen a proliferation of shareholder class actions in recent years. There are a number of drivers of this trend, but probably the most distinctive one is the disclosure regime that has Boards of listed companies running scared and plaintiff lawyers rubbing their hands with glee. With a largely buoyant background macroeconomic context and […]

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Entitlement Summary of key changes Individual flexibility arrangements Previously, an employer was required to take measures to ensure an employee who does not understand written English understands a proposal to enter into an individual flexibility agreement. Now the obligation only falls on an employer if the employer is aware, or reasonably should be aware, that […]

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Entitlement Summary of key changes Redundancy As before, if an employee is transferred to lower paid duties because of the redundancy of the role and the employer does not provide notice, the employer must make up the difference in pay for the notice period. This is now expressed to include the difference in any all-purpose […]

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Entitlement Summary of key changes Individual flexibility arrangements Previously, an employer was required to take measures to ensure an employee who does not understand written English understands a proposal to enter into an individual flexibility agreement. Now the obligation only falls on an employer if the employer is aware, or reasonably should be aware, that […]

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Entitlement Summary of key changes Redundancy As before, if an employee is transferred to lower paid duties because of the redundancy of the role and the employer does not provide notice, the employer must make up the difference in pay for the notice period. This is now expressed to include the difference in any all-purpose […]

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Entitlement Summary of key changes Redundancy As before, if an employee is transferred to lower paid duties because of the redundancy of the role and the employer does not provide notice, the employer must make up the difference in pay for the notice period. This is now expressed to include the difference in any all-purpose […]

Read More

Entitlement Summary of key changes Individual flexibility arrangements Previously, an employer was required to take measures to ensure an employee who does not understand written English understands a proposal to enter into an individual flexibility agreement. Now the obligation only falls on an employer if the employer is aware, or reasonably should be aware, that […]

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Entitlement Summary of key changes Reasonable Overtime As before, an employee can refuse to work any overtime hours that are unreasonable. The following new factors must now be considered: whether the employee receives any monetary benefits for working the additional hours (e.g. overtime or penalty rates); the usual patterns of work in the industry; the […]

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