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Louise Rumble

Expertise

Louise is a Partner in our Sydney office. Louise has extensive experience advising employers on the full range of workplace and safety issues with a focus on achieving commercial and pragmatic solutions. Louise has assisted public and private sector employers in various industries including arts, media, security services, professional services, shipping, infrastructure and oil and gas. 

Experience

Louiseā€™s experience includes:

  • acting for employers in State and Federal tribunals in respect of employment-related litigation including unfair dismissal claims, general protections claims, discrimination disputes and breach of contract claims
  • advising and assisting businesses in respect of the full cycle of employment, from negotiating employment contracts including senior executive agreements, advising during the employment relationship including disciplinary processes and managing ill and injured employees, through to the end of the employment relationship including negotiated separations, dismissals and redundancies
  • advising on obligations arising from the Fair Work Act 2009 and other employment-related legislation with a focus on achieving practical and commercial solutions for businesses
  • drafting workplace policies and training employees and senior managers on their obligations pursuant to those workplace policies
  • undertaking workplace investigations involving allegations of inappropriate workplace conduct
  • advising on compliance with industrial instruments and modern awards including providing strategic advice to franchisors and holding companies in respect of their obligations arising from the Vulnerable Workers amendment legislation
  • advising on employment-related aspects of corporate restructures including the transfer of business provisions
  • advising and defending employers in Fair Work Ombudsman investigations and prosecutions
  • advising and defending employers in safety related investigations and prosecutions.

Publications

27 October 2021 - Knowledge

The statutory minimum period of notice does not displace the common law term of reasonable notice

#Workplace Relations & Safety

The Federal Circuit Court has implied a term of reasonable notice into an employment contract, costing the employer nine months’ pay.

25 October 2021 - Knowledge

Victorian Government Bulletin

#Government, #Workplace Relations & Safety

In this edition, we look at key learnings from a recent decision by the Victorian Court of Appeal that ruled the State of Victoria breached its procedural fairness obligations with a ‘heavily redacted’ report into a harassment claim against an employee.

20 October 2021 - Knowledge

Supreme Court dismisses challenges to NSW Government’s COVID-19 public health orders

#Workplace Relations & Safety, #COVID-19

The NSW Supreme Court has dismissed two legal challenges seeking to invalidate public health orders which require workers in the aged care, construction, education and healthcare sectors to be vaccinated and impose strict lockdown restrictions for residents in areas of concern.

20 October 2021 - Knowledge

Major changes proposed to NSW Modern Slavery Act

#Procurement

The Modern Slavery Act 2018 (NSW) now has a proposed commencement date and other impending amendments, courtesy of an amending bill introduced to NSW Parliament last week.

13 October 2021 - Knowledge

NSW Government Bulletin

#Government, #Workplace Relations & Safety

In this edition, we look at key learnings from a recent decision by the Victorian Court of Appeal that ruled the State of Victoria breached its procedural fairness obligations with a ‘heavily redacted’ report into a harassment claim against an employee.

06 October 2021 - Knowledge

Court of Appeal finds ‘heavily redacted’ investigation report denied employee procedural fairness

#Workplace Relations & Safety

The Victorian Court of Appeal found that the State of Victoria breached its procedural fairness obligations with a ‘heavily redacted’ report into a harassment claim against an employee.

29 September 2021 - Knowledge

Can a business refuse to provide goods or services to unvaccinated customers?

#Workplace Relations & Safety, #COVID-19

Businesses should tread with caution before implementing a blanket ‘no jab, no service’ requirement as this may amount to ‘indirect discrimination’ if a customer cannot be vaccinated for a reason that is protected by discrimination laws. In this article, we explain what indirect discrimination entails and the considerations for businesses in these situations.

22 September 2021 - Knowledge

Employer obligations in response to the Respect@Work legislation

#Workplace Relations & Safety

With the commencement of the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 now in operation, we outline six steps employers can take to prevent sexual harassment.

08 September 2021 - Knowledge

COVID-19 employer vaccination incentives – a cash grab for the jab?

#Workplace Relations & Safety, #COVID-19

The Therapeutic Goods Administration now permits employers to incentivise and advertise the COVID-19 vaccine. We set out what employers can and cannot do, and the applicable rules and legal risks regarding vaccination incentives.

28 July 2021 - Knowledge

Government introduces new Respect@Work legislation

#Workplace Relations & Safety

The Government’s Sex Discrimination and Fair Work (Respect at Work) Amendment Bill 2021 aims to amend federal laws to clarify and simplify the current sex discrimination and sexual harassment laws in Australia.

03 February 2021 - Knowledge

Workplace relations: What’s on the horizon for 2021?

#Workplace Relations & Safety, #COVID-19

We look at the proposed workplace relations reform, developments in casual employment and the continuing impacts of COVID-19 on employers this year.

24 November 2020 - Knowledge

Working from home: Employer not required to furnish home office with desk

#Workplace Relations & Safety, #COVID-19

The Fair Work Commission recently provided much needed guidance for COVID embattled employers, clarifying the lengths to which an employer is required to furnish an employee’s home office as a result of Government directives to work from home.

27 October 2020 - Knowledge

Minimum rates for Group 2 modern awards increase from 1 November 2020

#Workplace Relations & Safety

Following the Fair Work Commission’s Annual Wage Review decision, minimum wages for Group 2 modern awards will increase by 1.75 per cent from the first full pay period on or after 1 November 2020.

30 September 2020 - Knowledge

‘Genuine redundancy’ held despite similar new role created one month later

#Workplace Relations & Safety

A Fair Work Commission decision sheds light on whether a ‘genuine redundancy’ occurs when an employer creates a new role similar to the redundant role within one month of dismissing the employee.

16 September 2020 - Knowledge

JobKeeper direction that disproportionately reduced an employee’s hours deemed unreasonable

#Workplace Relations & Safety

The Fair Work Commission has reversed an ‘unreasonable’ JobKeeper enabling stand down direction that reduced an employee’s hours disproportionately to other team members and with no prior consultation.

19 August 2020 - Knowledge

High Court clarifies the meaning of a ‘day’ for personal/carer’s leave entitlement

#Workplace Relations & Safety

The High Court of Australia has allowed an appeal from a Full Federal Court judgment concerning how the entitlement to paid personal/carer's leave is calculated under the Fair Work Act 2009.

17 June 2020 - Knowledge

Court confirms long term casual employment is not all it seems

#Workplace Relations & Safety

A ruling from the Full Bench of the Federal Court has confirmed that annual leave, compassionate leave and personal leave is payable to employees who have been incorrectly regarded by employers as long-term casuals.

20 May 2020 - Knowledge

When can employees refuse an employer’s request to take annual leave under the new JobKeeper provisions?

#Workplace Relations & Safety, #COVID-19

We look at the Fair Work Commission’s first decision on a dispute arising from an employee who refused to take annual leave at half their regular rate while receiving the JobKeeper payment.