work place law (australia)
have attached the question below. i choose the first one cause it seems fairly easy. we have to follow the IRAC format and also relate the case to only australian laws and acts
CHOOSE ANY ONE QUESTION.
Assignment Question 1
In January 2014 Technicalities Ltd., a labour hire company, hired Maisy, an office worker. She was re-entering the workforce after being a full-time mother at home for two years. Technicalities placed her with a client, Innovative Storage. IS had Maisy work for them regularly throughout the year, and again in early 2015. Maisy also worked for other firms, but only on a casual basis. Technicalities reported that IS was satisfied with her work in May 2015, when they told her they would continue to need her until further notice, and she worked full-time for them until December 2015.
When she started work for Technicalities Maisy registered an Australian Business Number, as required by them. Technicalities said this was so they could pay her a flat hourly rate for all of the hours she worked and not offend any laws about penalty rates. She did not take work instructions from Technicalities though, but accepted directions from IS on a daily basis. She does not get paid when she takes sick leave or carers leave. Maisy always wore the IS uniform while at work and was receiving training in an accounts system on Friday afternoons in a spare office at IS until December 2015. Maisy made her own superannuation contributions and taxation payments. IS told Maisy when her hours of work were, what her duties were and with whom she would be working.
In late November Maisy had an accident at work. She slipped and fell down some stairs while carrying office equipment. A spill had occurred the day before, and although the cleaner had mopped up the oil, there was a residual coating on the stairs. Maisy injured her back, shoulder and left arm. She took a couple of weeks off work and asked IS to pay her medical expenses. They were reimbursed in full. Maisy continues to have a sore back and shoulder.
In early December 2015, Maisy saw a job advertisement online. It was for an office worker at IS. She applied in writing but did not succeed in her application. Maisy was not sure why she missed out and was not advised that the position advertised would make her continued services obsolete. The following week and after making inquiries of management she was informed by IS that she would receive two weeks pay in lieu of notice. Maisy has not received any further work allocations from Technicalities.
(a) Is Maisy an employee or another type of worker?
(b) Assuming Maisy is an employee, who is Maisyâ€™s employer, Technicalities or IS?
(c) Assuming Maisy is an employee, has Maisyâ€™s employer breached any contractual duty owed to her?
Assignment Question 2
Anna used to earn $150000 per annum, paid fortnightly. As a photographer, she worked with Max, producer and director of Creative Juices Pty. Ltd. Creative Juices began operation in 1996 with only Max and Anna, and saw $2 million gross profit last year. Anna enjoyed taking on jobs that challenged her to produce innovative television advertisements. She and Max had been friends since University and had developed an exciting work relationship involving Maxâ€™s production of her visual expertise. Max promised Anna, when they first started working together, that she would receive a large bonus payment when she left the company, at least 50% of the most recent annual profit made. Although, with the growth of the company, they now worked separately most of the time, they would meet frequently to discuss the income and expenditure of the company, and also to agree on her income increases, taxation contribution rates and insurance premiums. Max usually followed Annaâ€™s advice on money matters, although he had to sign all formal documentation as the director of the company. No contract was ever written concerning Annaâ€™s work with Max.
In March, when she was on an assignment in the Blue Mountains, New South Wales, Anna fell over her tripod and down a mountainside, injuring her back. She was not wearing climbing boots or a safety helmet and her injury was not minimised by their protection. There were no work policies on wearing safety equipment although Max had often reminded Anna to be careful, especially when she was trekking. Anna had to cancel the photo shoot at the time, and, while she has attempted short assignments since, has not been able to maintain a full time load of work. Anna has continued to receive her regular income since then, despite taking considerable amounts of time off to recover from her injury. Anna takes anti-inflammatory prescription drugs and has to see a physiotherapist twice a week to lessen her back pain.
Max has understood Annaâ€™s intermittent absence at work is because of recurrent back pain. However, he recently asked Anna if she thought that they could meet to discuss the future of their working together. In the discussion that followed, Max got tense and advised Anna he no longer want to work with her, offering her 4 weeksâ€™ notice paid in lieu. He said he was reflecting on the early days of the company when neither Max nor Anna took home any pay, to determine this period of notice. Anna considers 4 weeks is grossly inadequate and reminds Max of his promise about a bonus payment. Max doesnâ€™t remember making such a promise.
(a) Discuss whether or not Anna is an employee.
(b) Assuming Anna is an employee, detail whether she could claim her contract has been breached on the basis she is entitled to a much larger termination payment.
(c) Assuming Anna is an employee, discuss whether Max has breached any contractual duty in relation to her injury.
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