How do Members engage with Squire Patton Boggs?
APSCo Australia will triage all enquiries for Squire Patton Boggs
Members will provide a brief description of their enquiry, their contact details and details of any other parties that may be involved (for conflict checking purposes).
Members will then receive either a direct phone call or a detailed email response, dependent on the complexity and nature of the enquiry.
Please note that any work/advice that is not able to be provided in the call/email, can be provided by Squire Patton Boggs on a fee paying basis with an offer for APSCo Members of a 5% discount on standard rates
What sort of enquiries can Squire Patton Boggs assist Members with?
Day to day HR advisory issues such as:-
- Performance management
- Absence management
- Disciplinary issues (including termination of employment)
- Bullying, harassment or discrimination complaints
- Compliance with the Fair Work Act (including accessorial liability)
- Underpayment of wages
- Redundancies
- Responding to an unfair dismissal or adverse action claim
- Casual employees, including casual conversion
- Record-keeping
- HR policies – issues involved in introducing, amending or withdrawing policies/ what policies are “must-haves” versus “nice to haves”
Award/enterprise agreements:-
- Award coverage
- Classification queries
- Interpretation of awards/enterprise agreements
- On-hire provisions in awards/enterprise agreements
- Pay rates in awards/enterprise agreements
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Contracts of employment/contractor agreements:-
- What type of employment or contractor arrangement best suits a Member's needs (i.e. permanent employment, casual employment, on-hire agreement, contractor arrangements etc)
- Best practice provisions to include in contracts and agreements
- Interpretation of clauses/provisions in contracts/agreements, including post-termination restraints and bonus and commissions provisions
- Issues and risks of independent contractor agreements and arrangements
Other:-
- Transfer of business (including acquisitions, disposals and outsourcing arrangements)
- Post-termination restraints
- How to interpret them in contracts
- Enforceability and effectiveness of restraints both in respect of your employees or contractors leaving your organisation and for prospective employees and contractors.
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You will be required to identify your company membership upon request.
