• Don’t let employee uncertainty affect the productivity of your business
• Quick Tip of the Week: Implementing reward systems
• Workplace Helpdesk Q and A: Sick leave on a planned protected action day
• Workplace Wackies: Clueless customer

Dear Reader,

Given the current economic climate, it is more than likely that one or more of your employees are among the 67% of Australian workers that are now said to be worried about losing their jobs (according to www.seek.com.au). This figure has jumped significantly from August of this year, when only 35% of those surveyed were concerned about their job security.

If your employees are overly concerned about their job security, it could impact on their confidence and motivation to do their jobs properly. If this is the case, productivity in your workplace could suffer.

So how can you avoid this happening to your business?

1. Talk to your employees. The head of your business should be ready to engage in a regular dialogue with employees about the strengths of the business, particularly with reference to the workforce.

2. Do everything you can to create a positive workplace environment, whether it be installing espresso machines in the tea rooms or increasing paid parental leave. If employee can see that you are still working actively to improve their working life despite the economic climate, they will have greater confidence in the business.

Quick Tip of the Week: Employees respond very well to being rewarded, or at the very least, recognised for their efforts. If you haven’t already done so, consider implementing a reward program in your workplace. Remember, this doesn’t have to be an expensive exercise. For example, you could simply acknowledge an employees efforts in a company wide email.

Workplace Helpdesk: Sick leave on a planned protected action day

Answered by Charles Power, editor-in-chief, Employment Law Practical Handbook.

Q: I have a question regarding union members applying for sick leave on planned protected action days in NSW. Does my company legally have to pay sick leave on these days? Also, can we legally ask for a doctor’s certificate if they are absent on this day of protected action?

A: In your circumstances, when it comes to granting sick leave, your obligations will be governed by an award or workplace agreement. Generally, however, if an employee provides a medical certificate or a statutory declaration proving they are unfit for work because of illness or injury, then you must grant them paid sick leave for that day. In the absence of sufficient evidence that an employee is unfit for work, you are entitled (in fact obliged) to withhold payment on a work stoppage day, whether the action is protected or otherwise.

Have you got a short employment law question? Can’t find the answer in your handbook?

Just e-mail your query to helpdesk@workplacehandbook.com.au and our experts will get back to you within 72 hours.

Workplace Wackies: Clueless customer

A travel agent received a call from a man who asked, “Is it possible to see England from Canada?” The agent replied that it wasn’t, then the man said, “But they look so close on the map.”

Until next time…

Claire Berry

Editor

• Facebook: Your Friend, or Foe?
• Quick Tip of the Week: How to implement a social networking website usage policy
• Workplace Helpdesk Q and A: When can employees use their personal leave?
• Workplace Wackies: Out of the Loop

Dear Reader,

If you haven’t already considered this question, you no doubt will soon. Should you allow access to social networking sites such as Facebook and MySpace in your workplace?

On the one hand, it could potentially cost you dearly in terms of employee productivity. But, on the other, it can be an invaluable networking and e-recruitment tool. So what should you do?

Weigh up the pros and cons and consider what will work best for your business. But make sure you are aware of the legal risks that come with allowing Facebook access in your workplace. For example, you could be held vicariously liable for any bullying, harassment, or discriminatory conduct committed by an employee online. Also, there is a greater potential that confidential information about your business could be leaked online or become vulnerable to hackers.

Quick Tip of the Week: If you decide to allow your employees access to social networking sites, implement a policy regarding their use at your workplace. The policy should clearly spell out relevant examples of confidential information and outline what is acceptable and what is not when it comes to using social networking sites. You should also outline the consequences of breaching the policy. In doing this, you can be sure that your employees will be fully aware of their obligations and the risks posed to your business when they use sites such as Facebook and MySpace.

Workplace Helpdesk: When can employees use their personal leave?
Answered by Charles Power, editor-in-chief, Employment Law Practical Handbook.

Q: When exactly are employees entitled to use their personal leave? For example, are they entitled to personal leave when:

• They go for a medical check-up?
• They go for a regular doctor’s appointment?
• They go for a dental check-up?
• They undergo an elective surgery?

A: An employee is only entitled to take paid sick leave when they are unfit for work because of a personal illness or injury. Obviously this would apply when someone is recovering from an operation. It would also apply if the employee is consulting a doctor or having a medical procedure during a period of illness or injury. If an employee is not unfit to work, then personal leave is not available.

However, if your organisation has afforded flexibility to employees on this issue in the past, it might be problematic to treat someone differently because they have an impairment that does not render them incapable of work but necessitates frequent doctor’s visits. This less favourable treatment might amount to unlawful discrimination. You would need to implement the change in policy or practice on a universal basis, but show a willingness to be flexible in exceptional cases.

Have you got a short employment law question? Can’t find the answer in your handbook?
Just e-mail your query to helpdesk@workplacehandbook.com.au

Workplace Wackies: Out of the Loop

A harried passenger called his travel agent from the airport with an urgent question. “How do I know which plane to get on?” The agent asked exactly what he meant, and the man replied, “I was told my flight number is 823, but none of these darn planes have numbers on them.”

Source: Idiots at Work

Until next time…

Claire Berry
Editor

• Are you reaping the benefits of e-Recruitment?
• Quick Tip of the Week: Recruiting Younger Employees
• Workplace Helpdesk Q and A: Cashing out Annual Leave in NSW
• Workplace Wackies: This Job Sucks!

Dear Reader,
As you have no doubt experienced, finding the right new employee for the position you have on offer can be a long, difficult, and expensive process. Increasingly, businesses both large and small are using e-recruitment to find potential candidates for employment.
E-recruitment, (or online recruitment), refers to the use of the internet to attract candidates and aid the recruitment process. Its many advantages include:

• A reduction in the cost of the recruitment process. By advertising for candidates online, you can significantly reduce your advertising and recruitment agency costs.
• An increase in the efficiency of the recruitment process. E-recruitment allows you 24/7 access to resumes and candidates, and can also considerably reduce the time it takes to hire your new employee/s.
• Access to a bigger and more diverse pool of candidates. Research has shown that the internet is now the main port of call for the majority of job seekers.

Quick Tip of the Week: If your business is looking specifically for younger employees, or recent graduates, utilising e-recruitment is especially important. Statistically, the younger generations are avid internet users. Also, if you want to employ a graduate, consider advertising on university websites.

Workplace Helpdesk: Cashing out Annual Leave in NSW

Answered by Charles Power, editor-in-chief, Employment Law Practical Handbook.
Q: I’m an employer in NSW. Can an individual Employment Agreement/Contract for a non-award employee include a clause enabling the employee to cash out annual leave? My understanding is that only registered workplace or collective agreements may include such a clause.
A: Yes, that is correct; you cannot cash out annual leave in NSW unless an appropriate provision in a statutory workplace agreement permits this.

Workplace Wackies: This Job Sucks!
A door-to-door salesman filed a complaint with the police in Essex (United Kingdom) stating that while he was demonstrating a vacuum at a residence, the family dog attacked him. The complaint was rejected when it came to light that the salesman was demonstrating the strength of the vacuum by trying to clean the dog. “You see, it’s also a Spot remover!”

Until next time…

Claire Berry
Editor

• Illegitimate “sickies”: What are your rights?
• Quick Tip of the Week: Combat absenteeism by offering flexible work practices
• Workplace Helpdesk Q and A: Privacy Laws
• Workplace Wackies: Weird Resume Quotes

Dear Reader,

As you know, employees taking illegitimate sick days can cost your business big bucks. Many of you would have heard last week about the Sydney employee who got busted faking a sickie after his manager saw his Facebook status on the day in question - “….is not going to work, I’m still trashed. SICKIE WOO!”

In this particular case, the manager had proof that the employee was not taking leave for medical reasons as he claimed. Therefore, the manager was justified in requesting a medical certificate, despite the fact that the employee’s contract stipulated he was not required to provide a medical certificate for taking one day off work.

But what can you do if you do not have proof that your employees “sickie” is illegitimate?

If you have reason to believe that your employee’s absence is not legitimate, remember that you can request a medical certificate. If the employee provides you with one, you must accept it as evidence of their illness. If you doubt the accuracy of the certificate, all you can do is seek clarification from the doctor who signed it. Once you have received confirmation from the doctor, you cannot take the issue further. However, if the employee cannot provide a medical certificate legitimising their absence, you are well within your rights to deny them paid sick leave.

Quick Tip of the Week: If absenteeism is a constant problem for your business, consider offering your employees the option of working flexible hours. For example, if your employees have the option of starting earlier or finishing later, they may be less inclined to take days off.

Workplace Helpdesk: Privacy Laws
Answered by Charles Power, editor-in-chief, Employment Law Practical Handbook.

Q: We ask our employees for copies of their drivers’ licenses when they are inducted on to a new construction site. Some of them are not happy about doing this. What are their rights in regards to privacy laws?

A: Privacy laws apply to information collected from candidates before they are employed, but not when they become employees. In your case, you would also be required to establish that the personal information disclosed on driver’s licenses is necessary for employment purposes. The fact that you need to prove the identity of candidates to avoid prosecution under the Migration Act would be sufficient (Div 12 Subdiv 3 makes it an offence to allow an unlawful non-citizen to work). However, once collected, you must not use this information for any other un-related purpose. You must also delete it if the candidate is unsuccessful, or leaves your employment.

Have you got a short employment law question? Can’t find the answer in your handbook?
Just e-mail your query to helpdesk@workplacehandbook.com.au

Workplace Wackies: Weird Resume Quotes

These are quotes from actual resumes:

• “Personal: I’m married with 9 children. I don’t require prescription drugs.
• “I am extremely loyal to my present firm, so please don’t let them know of my immediate availability.”
• “Qualifications: I am a man filled with passion and integrity, and I can act on short notice. I’m a class act and do not come cheap.”
• “I intentionally omitted my salary history. I’ve made money and lost money. I’ve been rich and I’ve been poor. I prefer being rich.”

Until next time…

Claire Berry
Editor

• Does your workplace have an employee handbook?
• Quick Tip of the Week: Keep your workplace policies current
• Workplace Helpdesk Q and A: Substitute Public Holidays
• Workplace Wackies: Weird Warning Labels

Dear Reader,

Here at the Workplace Bulletin and indeed throughout the Employment Law Practical Handbook, we encourage you to put numerous policies and procedures in place to protect the interests of your business. Sexual harassment, OHS and privacy policies, out of hours conduct rules, employment conditions, disciplinary procedures…the list goes on.

But do your employees really understand how to put your workplace procedures into practice?

An employee handbook could be the answer. To create an employee handbook, simply collect all your workplace policies and procedures and put them together in a manual that is easily accessible to your employees.

By compiling an employee handbook, you will allow your employees to more easily understand their obligations and what you expect of them. It will also make it easier for employees to follow all your workplace policies and procedures correctly.

An employee handbook should:

• State all the policies and procedures of your business.
• Inform employees what their obligations are in regards to your policies and procedures.
• Contain legally compliant documents.
• Be easily accessible for all employees.
• Be updated whenever you change your polices or relevant legislation is amended.

Quick Tip of the Week: Make sure you keep your workplace policies and procedures current and ensure that your employees are informed of any changes that are made to them. Your policies and procedures should always be completely up-to-date and legally compliant. Future Employment Law Practical Handbook updates will take care of this for you!

Workplace Helpdesk: Substitute Public Holidays

Answered by Charles Power, editor-in-chief, Employment Law Practical Handbook.

Q: Anzac Day falls on a Saturday next year (25th April). Is there a substitute public holiday in Victoria?

A: No, there is no substitute public holiday for Anzac Day in Victoria in 2009.

Have you got a short employment law question? Can’t find the answer in your handbook?

Just e-mail your query to helpdesk@workplacehandbook.com.au

Workplace Wackies: Weird Warning Labels

Probably due to the litigious nature of our society, many companies have resorted to placing outrageously obvious warning labels on their products.

Here are some of the more “obvious” examples:

• On a packet of Nytol sleeping tablets - “Warning: May cause drowsiness.”
• On a Halloween Batman costume - “This cape does not give the wearer the ability to fly.”
• On a package of Marks and Spencer Bread Pudding - “Warning: This product will be hot after heating.”

[Source: Idiots at Work]

Until next time…

Claire Berry

Editor

Editor-in-Chief of Port Phillip Publishing’s Employment Law Practical Handbook. Partner and head of the employment law department of Holding Redlich.

Charles’ Expertise:

Charles has a strong practice representing employers in all aspects of employment and industrial law and is accredited by the Law Institute of Victoria as a Workplace Relations Specialist. He is a member of the Advisory Board to the Centre for Employment & Labour Relations Law, University of Melbourne and the Australian Human Resources Institute.

Charles is a former associate to a Senior Deputy President of the Australian Industrial Relations Commission and a former senior adviser to a federal government minister. He was the joint winner of Industrial Arbitration Prize in 1992.

Charles’ fellow contributors include such experts as:

Stephen Trew LLB (University of Auckland),
Master of Laws (University of Auckland)
Partner, Holding Redlich

Stephen is a member of the firm’s Commercial Dispute Resolution and Employment & Industrial Relations practice groups. He provides a wide range of advice and services to clients on employment issues and disputes as well as commercial disputes.

Paul Hardman BA, LLB (University of Tasmania)
Partner, Holding Redlich

Paul is a partner of the firm’s Employment and Commercial Dispute Resolution department. He is a registered Migration Agent, specialising in business, investment and skilled migration.

Paul previously worked with the Department of Immigration and Citizenship (DIAC) in Canberra. He also acted for DIAC in numerous Administrative Appeals Tribunal, Federal Court and High Court matters while he was a lawyer with 2 national law firms who were on DIAC’s panel of legal advisers.

Paul is a member of the Migration Institute of Australia (Executive Committee Member) and the Australian Institute of Administrative Law.Telecommunications, Television and Health.

Elizabeth Price BA, LLB (ANU)
Solicitor, Holding Redlich

Elizabeth is a solicitor in the law firm, Holding Redlich, practising in employment and industrial relations law. She has a Bachelor of Laws degree from Australian National University and is the winner of the Prize for Labour Law for being the best graduating student in that subject in her year. Elizabeth is a member of the Law Institute of Victoria’s Employment Law Committee.

James Schluter BApp Sci, LLB (Hons),
Graduate Diploma of Legal Practice, Master of Laws
Senior Associate, Holding Redlich

James specialises in Employment & Industrial Relations, Commercial Dispute Resolution, Workers Compensation and Occupational Health & Safety and is a member of the International Industrial Relations Association and the Safety Institute of Australia.

Meg Crawford BA, LLB (Monash),
Senior Associate, Holding Redlich

Meg specialises in Employment & Industrial Relations and Occupational Health & Safety.

Dale Wiese CSM
Behaviours At Work - Principal Consultant

Dale specialises in Equal Opportunity & Discrimination, Workplace Behaviours, Workplace Investigations and Employer Advocacy.

Samantha Easton-Cavanagh BA, Bus (Monash) CAHRI, MIMC, AIMM
Balancing Business - Principal Consultant

Samantha has over 10 years experience in HR and is currently a certified practitioner at the Australian Human Resources Institute. She has worked with small, medium and large companies in areas such as Recruitment, Training, Performance Management, Strategic Development, Employee & Industrial Relations, Terminations, Policy Development, Systems Reviews and Occupational Health & Safety.

Lisa Ryan BA, MCom (Hons) (University of Auckland)
Ryan Gately - Director

Lisa is a qualified Human Resources professional with over eight years experience. A certified member of the Australian Human Resources Institute, Lisa has established a boutique human resources management consulting firm; Ryan Gately Human Capital Management, which specialises in providing strategic human resources advice to a range of clients across various industries.

Angela Godfrey BA (Hons) Politics, Masters in HR Management
Angela Godfrey and Associates, HR Consultants - Director Employee Relations Specialist, Ericsson Australia

Angela is an experienced Human Resources professional with over 15 years experience. Angela has worked in both the public and private sectors in Australia and England. Her career spans diverse industries including Financial Services, Telecommunications, Television and Health.

• Quick Tip of the Week: Inject some color into your workplace!
• Workplace Helpdesk Q and A: Strike Pay
• Workplace Wackies: Fly Me to the Moon

Dear Reader,

Did you know that depression affects more than 1 million Australians each year? This means that almost everyone will be touched by it - including you and your workplace.

As well as causing a significant loss in productivity and increased absenteeism, undiagnosed depression in the workplace can cost your business big bucks. In fact, national depression initiative beyondblue estimates that each full-time employee with untreated depression costs their organisation $9, 665 a year.

So what can you do as an employer? You can look for signs of depression in your employees.

Sudden changes in an employee’s personal appearance, personality, mood, productivity levels or attitude to work can often be a sign of depression.

Also, by fostering a positive, accepting and supportive workplace culture, you can help to encourage employees suffering from depression to come forward.

Quick Tip of the Week: The workplace environment can have a significant effect on the mental wellbeing of employees. Consider injecting some yellow colours into your workplace. Many psychologists see yellow as inspiring feelings of optimism and happiness. It is also traditionally a colour that stimulates intellect.

Workplace Helpdesk: Strike Pay

Answered by Charles Power, editor-in-chief, Employment Law Practical Handbook.

Q: Do I have to pay my employees strike pay?

A: No. Under federal laws it is unlawful for you to pay an employee strike pay. It will also be illegal for an employee to request or accept strike pay. Exceptions apply where workers stop work because of real fear to their safety and there is no other work that they can safely perform. Another exception occurs when the stoppage is authorised by the employer (in the building and construction sector this authorisation must be in advance and in writing).

Have you got a short employment law question? Can’t find the answer in your handbook?

Just e-mail your query to helpdesk@workplacehandbook.com.au

Workplace Wackies: Fly Me to the Moon

A woman called her local travel agency requesting information to plan a trip to Cape Town. The agent started giving her all the information on the length of the flight, price and organising passports. When he got to the part about passports, she stopped him. “I’m not trying to make you look stupid”, the woman said, “but Cape Town is in Massachusetts.” By his very trade, the travel agent is extremely familiar with the locations of cities and countries, and he said, “I’m sorry, but Cape Cod is in Massachusetts, Cape Town is in South Africa.” The woman quickly responded by slamming down the phone.

[Source: Idiots at Work]

Until next time…

Claire Berry

Editor

PLUS:

• Quick Tip of the Week: Dealing with stressed employees
• Workplace Helpdesk Q and A: Changing an employees conditions of employment
• Workplace Wackies: Misleading Advertising

Dear Reader,

In a report presented last week, the Productivity Commission proposed a number of changes to the current parental leave system. While the recommendations of the Commission have not yet been put into practice, it seems that if their recommendations are passed by the federal government then:

• All eligible employees will be entitled to 18 weeks of paid parental leave paid at the federal minimum wage, and
• All partners will be entitled to 2 further weeks of paid leave.

So, what could these changes mean for you?

The recommendations propose that you, as the employer, will pay for the super contributions of any employee who takes paid parental leave. You will also have to pay the parental leave entitlements to your employees upfront and then await reimbursement from the government.

For further information on changes to parental leave entitlements, stay tuned to future Workplace Bulletins and Employment Law Practical Handbook updates. You can rest assured they will help you stay on top of all important changes!

Quick Tip of the Week: Dealing with stressed employees

Uncertainty about job security or role expectations can often cause employees to become stressed. By conferring with your employees about their expectations and ensuring they are consulted in advance about any restructuring or changes to their role, you will go a long way towards alleviating stress in your workplace.

Workplace Helpdesk: Changing an employees conditions of employment

Answered by Charles Power, editor-in-chief, Employment Law Practical Handbook.

Q: Can I change an employee’s employment status from a salary earner to a wage earner (hourly rate of pay)?

A: You may or may not be able to change an employee’s remuneration from an annual salary to an hourly rate (wage earner). Essentially, it depends upon which instrument governs their employment, i.e. an Award, a Collective/Enterprise Agreement, an Australian Workplace Agreement, or a common law contract of employment. After determining this, you should then look to the terms of the relevant instrument to decide if you could change the employee’s employment status or not.

Generally speaking, if your employee is on an individual contract, you will have to vary their contract and instruct them in writing of your intention to do so. However, if your employee is governed by an award or collective agreement, you may only do what the terms of that award or agreement allow. If the award or agreement says nothing about how the employee’s salary is to be paid, then you must ensure that they are paid the same amount at the end of the day.

Also, if your employee is subject to a workplace agreement made under the Workplace Relations Act, be mindful that this Act contains certain requirements for changing the terms of such an agreement that you must abide by. For example, the employee must be left ‘no worse off’ under the varied agreement.

Have you got a short employment law question? Can’t find the answer in your handbook?

Just e-mail your query to helpdesk@workplacehandbook.com.au

Workplace Wackies: Misleading Advertising

The following sign is posted outside a furniture store in northern Virginia:

ANTIQUE TABLES MADE HERE DAILY

[Source: Idiots at Work]

Until next time…

Claire Berry

Editor

• How to keep on top of IR changes with the Employment Law Practical Handbook
• Workplace Helpdesk Q and A: Compassionate Leave
• Workplace Wackies: How Did They Get Hired?

Dear Reader,

It seems like every week new announcements are being made about further amendments to Australian Workplace Law. Just last week, the Workplace Bulletin updated you on numerous new announcements made by the federal Government.

If you are concerned or in any way confused about how these changes will affect you and your business, rest assured. Future updates of the Employment Law Practical Handbook will thoroughly cover all aspects of these changes and how they will affect you. Each future update will also contain a comprehensive collection of checklists, tips, tools, guidelines and step-by-step instructions to help you deal with all your workplace problems. With the help of the Employment Law Practical Handbook you can ensure that your business is 100% legally protected.

In the meantime, if you are a paid subscriber, remember that you can direct all your short enquiries to the Labour Helpdesk: helpdesk@workplacehandbook.com.au. Our team of legal experts will respond to your query within 72 hours. Don’t forget to include your client number in the subject line of your email!

Workplace Helpdesk: Compassionate Leave

Answered by Charles Power, editor-in-chief, Employment Law Practical Handbook.

Q: One of my employees has requested compassionate leave for an incident that occurred over a month ago now. A close family member of his had a severe accident, and at the time the employee took 2 days of unpaid leave, as he had no sick or annual leave left. He is now claiming that he should be paid back pay for the 2 days, as the leave he took should have been compassionate leave. What should I do?

A: If your employee’s family member faced a serious threat to their life, he will be entitled to up to 2 days compassionate leave. You can require reasonable evidence of this to be provided - you could even insist on medical evidence.

However, if the family member’s accident was not life threatening, your employee would only be entitled to carers leave - and if all his other leave entitlements have been exhausted, the carers leave must be unpaid.

Have you got a short employment law question? Can’t find the answer in your handbook?

Just e-mail your query to helpdesk@workplacehandbook.com.au

Workplace Wackies: How Did They Get Hired?

The following are actual excerpts from resumes and cover letters:

1. “I demand a salary commiserate with my extensive experience.”
2. “Received a plague for Salesperson of the Year.”
3. “You will want me to be Head Honcho in no time.”
4. “Marital Status: single. Unmarried. Unengaged. Uninvolved. No commitments.”
5. “Note: Please don’t misconstrue my 14 jobs as ‘job-hopping’. I have never quit a job.”
6. “Marital Status: often. Children: various.”
7. “Reason for leaving last job: They insisted that all employees get to work by 8.45am every morning. I couldn’t work under those conditions.”
8. “Finished eighth in my class of ten.”

[Source: Idiots at Work]

Until next time…

Claire Berry

Editor

Problem is, not only is the new legislation often vague and open to misinterpretation, it is constantly changing, with the courts setting new precedents and requiring you, the employer, to constantly adapt your policies to comply.

Even something that used to be simple - working out an employee’s minimum wage entitlement - now depends on such things as the ‘legal personality’ of the employer… what instrument regulated the wage immediately before Work Choices commenced on 27 March 2006… when the employer first started employing people… and when the employee started with the employer

A lot of my clients have indicated that they are waiting for a simple guide with all the answers explained in plain English. With that in mind, we have developed The Employment Law Practical Handbook: a hands-on guide to labour law written in layman’s terms to help you protect your business and stay on the right side of the law. We’ve done all the hard work for you. By following our step-by-step instructions, numerous checklists, sample forms, handy tips and suggestions, you can rest assured that you have covered all the bases.

More than 10 professional labour experts who serve on our specialist panel of writers.

Here is the difference this information will make to your everyday relations with your staff:

• You’ll have access to a variety of sample forms, letters, policies and contracts to save you the trouble of writing and developing your own from scratch.
• You’ll always be 100% up-to-date with important cases, changes in legislation and ground-breaking developments in the labour field via updates sent to you every 8 weeks and our fortnightly free email newsletter, the Workplace Bulletin.
• You’ll have consultants and lawyers sitting on your bookshelf 24/7.
• You’ll be guided every step of the way through procedures by following our comprehensive instructions and numerous checklists.To avoid the risks, and make the most of your entitlements, I recommend The Employment Law Practical Handbook. You pay nothing up front. Just let us know where to send your copy of The Employment Law Practical Handbook, and we’ll rush it to your address. Take 14 days to read through the handbook to see if this is information you can use. If, after 14 days you decide it’s not what you expected, you can send it back and there will be no charge. Claim your copy right now or learn more about The Employment Law Practical Handbook.Not convinced? For a taste of the sort of information you’ll find in the Handbook, I invite you browse the website archives and sign up for our free, fortnightly e-letter, the Workplace Bulletin for ongoing updates. I am sure you’ll come across at least one valuable hint you can put in place today.

Yours sincerely,

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

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