Discrimination, Harassment and Bullying

The Employment Law team at Coleman Greig can provide expert assistance with the full range of human resources, workplace and industrial relations issues.

Developing up-to-date and effective workplace policies for businesses of all sizes is one of our strengths and we can assist you with ensuring your policies in the areas of discrimination, harassment and bullying are up-to-date and implemented, as well as providing advice and representation with regard to their enforcement.
 
We can assist with: 
  • advising on possible discrimination issues 
  • advising on or drafting policies to minimise risks associated with discrimination, harassment or bullying 
  • advising how to avoid risks of claims of discrimination in connection with other issues such as termination of employment or implementation of workplace change, 
  • representing you with respect to discrimination, harassment and bullying allegations or proceedings, including conciliation processes and litigation, if required.

For more information, or to make an appointment at one of our offices, please select from the below.

Discrimination, Harassment and Bullying - Our Clients

Coleman Greig’s team of experienced employment lawyers provides quality advice and representation to a diverse range of clients. These clients include family businesses employing less than fifty staff members, through to subsidiaries of multi-national organisations with hundreds of employees, public and privately owned companies. 
 
Our employment and OHS experts have earned an enviable reputation over the years. Working closely with clients from a range of industry sectors, the team provides quality advice that ensures compliance with relevant legislation, and expert representation in the Courts and Tribunals when required.
 
We currently act for clients from fields as diverse as banking and finance, local government, franchising, retail, manufacturing, building and construction, professional services, food and hospitality and the not-for-profit sector.
 
"Coleman Greig take a much broader and longer term perspective approach to their client base, helping solve issues which may not be great revenue raisers for Coleman & Greig but assist in cementing our relationship on a longer term basis."

Michael Biddle, Managing Director, Capital Safety

"Imation ANZ would like to thank Coleman Greig for the sound uncomplicated advice we have received over the years. It really makes a difference knowing we can reach out and be assured to receive timely sound advice from you. Also, the very informative and enlightening Workshops and Seminars we attend help ensure the running of our business in a compliant manner."

Bernadette Strang, APAC Region HR Coordinator, Imation ANZ

Publications

  • Juggling Mental Illness and Performance Management - 5 Dec 2018
    Anna Ford
    Dealing with an employee who is not performing to the standard required of someone in their position can be a complex situation, so when you throw into the mix knowledge that they may be suffering from a mental illness, an already difficult situation can become a whole new level of complicated!
  • Romance in the Workplace - Yay or nay? - 7 Sep 2018
    Anna Ford
    Many workplaces have sexual harassment policies in place to protect their employees, but often do not know how to navigate consensual romantic relationships. Here’s why your organisation needs a Relationships in the Workplace Policy and what it should look like.
  • Cyberbullying: An Employer’s Response Spot On - 31 Jan 2018
    Stephen Booth
    In a recent Queensland District Court decision, Robinson v Lorna Jane (Judge Koppenol, 3 November 2017), Ms Robinson made a common law claim for psychological and physical injuries, which she claimed arose from her employment between July and December 2012 as the manager of a Lorna Jane store.
  • Two of my employees are in a close personal relationship. Is it any of my business? - 1 Nov 2017
    Stephen Booth
    Two recent situations involving Channel 7 and the AFL which gained a lot of media attention have raised the question of whether an employer can intervene in such a relationship, or even forbid personal relationships between employees.
  • New Financial Year Employment Law Update - 3 Jul 2017
    Stephen Booth
    We’re in a new financial year, which means many reference points relevant to employment law will alter. Here are some of the most important changes applying from 1 July, 2017.
  • Can a director be bullied? - 19 Jun 2017
    Stephen Booth
    Two recent cases have provided a reminder of the broad scope of the anti-bullying jurisdiction of the Fair Work Commission (FWC), as it applies to directors.
  • 10 things you need to know about discrimination in the workplace - 24 Aug 2016
    Lisa Qiu
    Discrimination in the workplace is one of the most common areas of public life that people lodge formal discrimination complaints about. Here are 10 things you need to know about discrimination in the workplace.
  • Reasonable management action: What is “reasonable”? - 25 Nov 2015
    Stephen Booth
    The concept of “reasonable management action” arises both in relation to workers compensation claims for psychological injury (including claims concerning stress and anxiety), and in relation to bullying claims in the Fair Work Commission. Reasonable management action, carried out in a reasonable manner, may be a defence to these claims. What is reasonable will vary depending on the circumstances. Click to read some examples.
  • Plain English Guide to Termination of Employment: Dismissal & Redundancy - 1 Jul 2015
    Termination of employment is a serious step to take because of the cost of business disruption and the potential cost of an unfair dismissal claim or other litigation. Managing employment termination involves understanding and managing the risks. What are the legal risks from termination of employment?

Discrimination, Harassment and Bullying - Useful Links