Employment Lawyers for Australian Executives

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Call 1300 789 302 to speak
to an employment lawyer

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+61 3 9653 9123

16th June 2022

Call 1300 789 302

16th June 2022

  • Fast Facts
  •     How to avoid the 10 most common mistakes made by executives
  •     Employment Contracts
  •     Redundancy Entitlements
  •     Bonus Plans
  •     Wrongful Termination and the Law of Contract
  •     Restraint of Trade Covenants
  •     Deductibility of Legal Expenses
  •     The Fair Work Act 2009 – Unfair Dismissal and Implications for Executives
  • Emergency Checklists
  •     10 things you need to know if you are facing possible wrongful termination
  •     10 Basic rules to follow if you are confronted with a disciplinary meeting
  • Expatriates - Employment Law Issues
  •     Australian employment law and the Fair Work Act 2009
  •     Negotiating an Expatriate Employment Agreement
  • Employment Contract Review

Instructions that we need for Wrongful Termination Matters

Instructions that we need in order to advise you in these types of matters include the following:

  1. A copy of all contracts of employment or letters of appointment that you have been given during the course of your employment;
  2. A copy of the relevant pages of the company manual (if it exists) that deal with notice and redundancy. We also need an explanation of when and how you first became aware of this manual and how the provisions of this document were brought to your attention;
  3. A copy of any letter, e-mail or office memorandum that purports to set out terms and conditions of employment;
  4. Your own detailed witness statement setting out:
    1. your history of employment;
    2. your promotions and awards;
    3. prior disciplinary allegations and how they were resolved;
    4. details of your present position description, remuneration package, and how long you have been in that role;
    5. the events leading up to your termination/demotion or, if neither of these events has yet occurred, the present crisis;
    6. if a termination interview has occurred, who was present, where and when it was conducted and what was said by all those present;
    7. an indication from you as to what you are seeking to achieve i.e. whether you wish to continue working on or whether you wish to leave and, if so, on what basis and your expectations as to compensation; and
    8. witness statements from any cooperative past or present employees as to the circumstances of your termination/demotion.

back... Wrongful Termination & Unfair Dismissal