- CPD Points: 0.75 [PM] [PS] [SL]
- Price: $75.00
- Area: Defamation; Industrial Relations; Workplace Relations
- Delivered: August 2024
Digital Content
Recording
Handout and Slides (39 pages)
To purchase login below
Description
This session is delivered into the 2024 Employment Law Conference. This presentation will consider the concepts of freedom of expression, freedom of speech and political opinion through the prism of Australian workplace law and regulation. It will canvass the federal and state legislation and general law rights and obligations applicable to employee expression and speech, and will also outline key decided cases in relation to employee speech and expression in the workplace. The presentation will seek to address the question: to what degree can employers lawfully restrict employees' speech and expression in relation to matters unconnected to their day to day work?
Key takeaways from this session include:
- Employees in Australia have no standalone right to free speech.
- Various aspects of workplace law and regulation affect the degree to which employees are protected in respect of their speech and expression on non-work matters.
- Employers should carefully consider the individual circumstances of their workplace, and the application of relevant laws, before implementing any policy or directive concerning employee expression of political or other opinions on non-work matters.
- CPD Points: 0.75 [PM] [PS] [SL]
- Price: $75.00
- Area: Defamation; Industrial Relations; Workplace Relations
- Delivered: August 2024
Digital Content
Recording
Handout and Slides (39 pages)
To purchase login below
Description
This session is delivered into the 2024 Employment Law Conference. This presentation will consider the concepts of freedom of expression, freedom of speech and political opinion through the prism of Australian workplace law and regulation. It will canvass the federal and state legislation and general law rights and obligations applicable to employee expression and speech, and will also outline key decided cases in relation to employee speech and expression in the workplace. The presentation will seek to address the question: to what degree can employers lawfully restrict employees' speech and expression in relation to matters unconnected to their day to day work?
Key takeaways from this session include:
- Employees in Australia have no standalone right to free speech.
- Various aspects of workplace law and regulation affect the degree to which employees are protected in respect of their speech and expression on non-work matters.
- Employers should carefully consider the individual circumstances of their workplace, and the application of relevant laws, before implementing any policy or directive concerning employee expression of political or other opinions on non-work matters.
Imogen Szumer, Senior Associate, Maurice Blackburn
About the Presenter:
Ms Imogen Szumer, Senior Associate, Maurice Blackburn. Ms Szumer is based at Maurice Blackburn’s Melbourne office. Prior to starting at Maurice Blackburn, Imogen gained experience working as a national industrial officer for a trade union, and subsequently as a solicitor for Legal Aid NSW. Imogen acts for clients in a wide array of matters including workplace investigations, unfair dismissal and redundancy, general protections, underpayments, contractual disputes and restraints of trade, discrimination and sexual harassment. Imogen also advises and acts for trade unions in various matters, including in enterprise agreement and bargaining matters, contested dispute hearings, regulatory investigations and proceedings and right of entry matters. Imogen’s previous matters include acting for unions in contested Fair Work Commission arbitrations; representing clients in Federal Court litigation; representing union members in unfair dismissal cases; and representing employees in discrimination and adverse action conciliations in the Fair Work Commission and the Australian Human Rights Commission.
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About the Presenter:
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