Many dismissed employees seek money from their employer as a result of unfair dismissal. Our aim is always to achieve the highest possible agreed sum possible. However, there are a number of other remedies available as a result of the unfair dismissal remedy conciliation process.
Common remedies include:
Depending on the details of your case, any one of these forms of compensation may be an adequate settlement for the client. Our goal is to get you the best possible result based on current legislation and the conditions of your dismissal. You can count on us to give you professional advice at every turn and ensure the case is settled fairly.
Please contact Principal Jamie Hawkins LLB to discuss the remedies available and find out what is achievable to best suits your needs. Simply call Jamie on 0419 774 330 or use our online free case appraisal form. We’re here provide support, wherever you live in Australia, including QLD, VIC and WA.
The Fair Work Commission will first determine if reinstatement is an appropriate remedy. This is sometimes achievable in cases where there has been a simple misunderstanding between parties or where a compromise can be agreed upon for the future. However, reinstatement is not always possible or advised.
For instance, the employer may no longer be conducting a business that the client can be appointed to. Or, the employee may have a loss of trust and confidence in their employer, due to misconduct, serious wrongdoing or embarrassing behaviour.
Reinstatement may also not be appropriate if:
In this instance, Unfair Dismissal Solutions will walk you through the different forms of compensation, helping you understand the likelihood of each so you can make an informed decision going forward. For more information, call Jamie for a free case appraisal today. We serve clients across the country, including in Queensland, Victoria and Western Australia.
This is an agreement signed between a dismissed employee and their previous employer, stating that the former will not speak negatively about the latter in any form of communication. Often, this is done in exchange for some form of severance pay, so that the agreement is mutually beneficial for both parties.
For instance, if you as an employee are able to demonstrate or prove unfair workplace practices or negligence, your employer may choose to compensate you under the agreement that you do not pass this information on. Our team can help you work through this to determine if a non-disparagement agreement is the right outcome for you.
In certain cases, a detailed Statement of Service may be agreed upon between the two parties. This means your previous employer can issue you with a reference to assist you in searching for new employment. For instance, if your dismissal is determined as fair under the Fair Work practices, you may still be entitled to a positive reference.
Unfair Dismissal Solutions gives you the insight and industry knowledge to determine which form of compensation will best serve your needs. This process can be stressful, especially when an employer feels a lack of trust or confidence in their previous employer. Let Jamie and the team take the stress off your shoulders and give you the information you need.
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