We are proud to announce that our Principal Lawyer, Michael Doherty, is again a recommended employment lawyer in the Doyles Guide 2023, and Michael Doherty Legal is again a recommended employment law firm.
We are proud to announce that our Principal Lawyer Michael Doherty is again a recommended employment lawyer in the Doyles Guide 2022 and Michael Doherty Legal is again a recommended employment law firm.
We are proud to announce that for the for sixth year in a row our Principal Lawyer Michael Doherty is a recommended employment lawyer in the Doyles Guide 2021 and for the fifth year in a row since our inception, Michael Doherty Legal is a recommended employment law firm.
The COVID-19 outbreak is quite rightly causing all of us great concern. We as a society are facing a situation the likes of which, the world has not experienced before. My number one priority is to protect the health and well-being of clients and the public at large while continuing to provide a high level…
Change is indeed something of a badge that we wear with honour at Michael Doherty Legal or more to the point, our ability to continually adapt to it. As employment law and workplace relations matters are becoming increasingly more complex and often setting new precedents, the manner in which I deliver legal representation has also…
We are proud to announce that for the for fourth year in a row our Principal Lawyer Michael Doherty is a recommended employment lawyer Australia wide in the Doyles Guide 2019 and for the third year in a row since our inception, Michael Doherty Legal is a recommended employment law firm.
In a landmark decision in a case under the anti-bullying jurisdiction of the Fair Work Act, Fair Work Commission (“FWC”) restrained an employer from imposing disciplinary sanctions on an employee, (including dismissing the employee), or taking further steps in a disciplinary investigation until the FWC had determined the employee’s anti-bullying application.
A Full Bench of the Fair Work Commission (“FWC”) recently handed down a decision that will no doubt cause debate amongst employer and employee groups. The case raises the bar somewhat on the question of whether costs are available to parties in matters arising under the Fair Work Act (“FW Act”).
In a recent speech to the Law Institute of Victoria, the Fair Work Ombudsman (“FWO”); Natalie James, provided a rare window into the way in which the FWO operates including providing “tips” on how lawyers and the FWO can work effectively together to avoid “pitfalls” when advising clients regarding matters involving the FWO.
A recent decision of the Victorian Supreme Court in Just Group Ltd v Peck has brought sharply into focus the circumstances in which even though an employer can establish that it has a legitimate interest in protecting its confidential information, a post-employment restraint of trade clauses that is too wide can be found to be unreasonable hence…