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当事務所関連
H & H Lawyers is delighted to announce the promotions of Gina Jung to Senior Associate and Laura Oh to Associate. These promotions come as our firm celebrates its 30th anniversary and reflect Gina and Laura’s substantial contributions to our practice and to the international and domestic clients we serve. Since joining H & H Lawyers, Gina has built a reputation as a trusted adviser to Australian subsidiaries of major international corporations and government agencies on workplace and employment matters, with a parallel commercial and corporate practice spanning contracts, disputes and compliance. She is a key member of our commercial and corporate team, particularly valued for her ability to advise on sensitive employment matters where commercial pragmatism is as important as legal accuracy. Thorough and thoughtful in her approach, Gina has a calming influence on colleagues and clients alike – a quality that has made her a steady hand on complex and time-pressured matters. Laura is admitted in both Australia and New Zealand and brings a distinctive blend of regulatory, commercial and litigation experience to the firm. She has become a go-to adviser for foreign banks navigating their licensing requirements and obligations with APRA, AUSTRAC and ASIC, and also advises international franchisor clients on their Australian market entry and operations. Her bilingual fluency in English and Korean, combined with her prior role as a compliance and risk analyst at Nonghyup Bank, Sydney Branch, gives her a commercial sensibility that clients value. Laura brings energy and enthusiasm to every matter she touches and is a much-appreciated presence within the team and with clients. “Gina and Laura have consistently delivered the standard of work our clients expect from H & H Lawyers — sharp legal judgment, commercial pragmatism, and a genuine commitment to client service,” said Ken Hong, Managing Partner. “As we celebrate our 30th anniversary this year, these promotions are a fitting recognition of two outstanding lawyers whose dedication has been instrumental to our continued growth. We look forward to the leadership both will bring as we step into our next chapter.” In their new roles, Gina and Laura will continue to lead matters in their respective practice areas while taking on expanded responsibilities in practice development and client relationship management. Please join us in congratulating Gina and Laura on these well-deserved promotions.
06 May 2026
労働法
On 6 December 2022, the Fair Work Legislation Amendment (Secure Jobs Better Pay) Act 2022 received Royal Assent, amending the Fair Work Act 2009 (Cth). The key amendments to the Fair Work Act are as follows: 1. Casual Conversion – currently in effect Casual conversion is allowing casual employees to become employed on a permanent basis. It is available for an eligible casual employee, being one who: Has been employed for at least 12 months; Has worked regular pattern of hours during the last six months of employment; and Is able to continue working the regular pattern of hours as a full time or part time employee without significant changes. Employers must offer casual conversion within 21 days of an eligible employee’s 12 month work anniversary. This is an ongoing obligation, and employers must consider an employee’s eligibility each year to make the offer. If a casual employee requests casual conversion, employers must respond in writing by accepting or rejecting within 21 days. An employer must have reasonable grounds for rejecting a request, or not making a casual conversion offer. Employers must also provide casual employees with the ‘Casual Employment Information Statement’ in addition to the Fair Work Information Statement, at the commencement of employment. 2. Pay Secrecy Terms – currently in effect The Fair Work Act now gives employees the right to disclose their salary information. It also prohibits employers from entering into a contract (or other written agreement) with an employee which includes a term which prohibits an employee from disclosing their salary or other terms and conditions reasonably necessary to determine an employee’s salary. Any existing employment agreements which do include a pay secrecy term have no effect, and can no longer be enforced. 3. Prohibiting Workplace Sexual Harassment – effective 6 March 2023 The Fair Work Act will prohibit sexual harassment in connection with work. Employers will potentially be made liable for sexual harassment committed by an employee or agent in connection with work, unless they can prove they took all reasonable steps to prevent the sexual harassment. 4. Flexible Working Arrangements – effective 6 June 2023 The amendments allow pregnant employees and employees experiencing domestic violence to request flexible working arrangements. In addition to existing obligations on employers to provide reasons for refusing an employee’s request for flexible working arrangements, employers may only refuse a request for flexible work arrangements if they have: (a) Discussed the request with the employee;(b) Genuinely tried to reach an agreement with the employee about making changes;(c) Had regard to the consequences of refusal for the employee; and(d) The refusal is on reasonable business grounds. Employers must also set out the particular business ground that it relies on for refusing the request, and explain how those grounds apply to the request. The Fair Work Commission will now be able to hear and make orders about disputes regarding flexible workplace arrangement requests. 5. Fixed Term arrangements – effective 6 December 2023 The term of a fixed term employment contract must not exceed 2 years (including extensions). Fixed term contracts may not be extended more than once. Some fixed term contracts are excluded from this rule, e.g. those relating to casual employees, seasonal labour, specialised skill employment and high-income employees. From 6 December 2023, employers will need to give ‘Fixed Term Contract Information Statement’ prepared by the Fair Work Ombudsman. This has not yet been made available. Disclaimer: The contents of this publication are general in nature and do not constitute legal advice. The information may have been obtained from external sources and we do not guarantee the accuracy or currency of the information at the date of publication or in the future. Please obtain legal advice specific to your circumstances before taking any action on matters discussed in this publication.
09 Jan 2023
法律ニュース
The Australian Government has implemented significant amendments to the Franchising Code, with most changes effective 1 July 2021. To find out more about these changes, please refer to the following lihttps://s3.ap-southeast-2.amazonaws.com/hhlaw.com.au/hh-insights-news/%5BHHL+Newsletter%5D+Franchising+Code+Update+8+Oct+2021.pdfnk.
01 Oct 2021
当事務所関連
新たにエリカ・リー弁護士、ジーナ・ジョン弁護士が入所しました。二名の略歴につきましては「所属弁護士」をご覧ください。
27 May 2020