Managing Workplace Conflict

Anderson Fredericks Turner assists employers and businesses, as well as executives and managers requiring legal assistance in managing underperformance in the workplace. If you seek lawyers for managing underperforming employees, contact our experienced employment lawyers today.

An employer may seek to take disciplinary action against an employee over conduct or capacity issues relating to their employment. We can assist you to:

  • minimise the risk any action will be found to be ‘unreasonable management action’;

  • minimise the risk of adverse action claims being made against decision-makers; and

  • identify solutions based on the relevant legal framework (laws / awards / contracts).

In all cases, we tailor our approach to the needs of our client and their circumstances.

Our Locations

Brisbane Employment Lawyers
Beenleigh Employment Lawyers
Sunshine Coast Employment Lawyers
Toowoomba Employment Lawyers
Townsville Employment Lawyers

A POINT OF DIFFERENCE

Courtroom Expertise

Anderson Fredericks Turner has some of the few practising solicitors in Queensland who have been accredited as barristers and worked in that role for a number of years before operating a law firm.

Andrew Anderson and Kerri Fredericks both formerly worked as Senior Crown Prosecutors, meaning they have significant litigation experience in courtrooms and contested hearings.

If you want lawyers who are not still trying to find their feet, we have the courtroom expertise to afford you the best representation for your employment law issue.

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Free Case Assessment – Contact Our Firm Today

Workplace and employment law is complex. It requires a real depth of knowledge of both the state and national laws. We have the skills and experience to assist you.

If you engage us to represent you, our employment lawyers will assist you every step of the way. We:

  • inform you of your legal rights and entitlements.

  • inform you of your legal responsibilities, including critical time limitation periods.

  • obtain information that supports the credibility or reliability of any claim you may make.

  • seek an early resolution to your legal claim, including through negotiation and any available conciliation processes.

Failure to exercise certain rights, or acting on the wrong advice, can fundamentally affect the rights or entitlements of an employers, executives or employees facing employment law issues.

WHY CHOOSE US

Courtroom Expertise

Anderson Fredericks Turner has some of the few practising solicitors in Queensland who have been accredited as barristers and worked in that role for a number of years before operating a law firm.

Andrew Anderson and Kerri Fredericks both formerly worked as Senior Crown Prosecutors, meaning they have significant litigation experience in courtrooms and contested hearings.

If you want lawyers who are not still trying to find their feet, we have the courtroom expertise to afford you the best representation for your employment law issue.

Read more
Call Us Today

Book Your Consultation

Workplace and employment law is complex. It requires a real depth of knowledge of both the state and national laws. We have the skills and experience to assist you.

If you engage us to represent you, our employment lawyers will assist you every step of the way. We:

  • inform you of your legal rights and entitlements.

  • inform you of your legal responsibilities, including critical time limitation periods.

  • obtain information that supports the credibility or reliability of any claim you may make.

  • seek an early resolution to your legal claim, including through negotiation and any available conciliation processes.

Failure to exercise certain rights, or acting on the wrong advice, can fundamentally affect the rights or entitlements of employers, executives or employees facing employment law issues.

To book a consultation with one of our employment lawyers Call Now: 1300 AFT LEGAL (1300 238 534)

Managing Workplace Conflict

Successfully Managing Workplace Conflict

Successfully Managing Workplace Conflict

Successfully managing workplace conflict is often important for a business to properly manage productivity and morale issues. In seeking to manage workplace conflict, there are risks and benefits to employers, executives and managers. Anderson Fredericks Turner works with businesses and organisations to manage workplace conflict in fair, impartial and practical ways to allow people to get on with their jobs.

The Importance of Policies and Procedures

The Importance of Policies and Procedures

Policies and procedures can be important in protecting businesses, employers and managers when dealing with workplace conflict. Workplace policies that include expected or prohibit conduct (Code of Conduct) as well as deal with grievance and dispute resolution procedures often allow all staff to feel empowered to understand their rights and obligations in the workplace.

Handling Complaints in the Workplace

Handling Complaints in the Workplace

For any business or organisation, it is important to have a proper and fair process for handling complaints that may be made as a result of workplace conflict. In situations where complaints are mishandled, it can expose businesses and organisations, as well as individuals, to liability and compensation claims. All entities should work to best practices in handling complaints as a result of workplace conflict.

Is it Bulling... Or Reasonable Management Action?

Is it Bullying or Reasonable Management Action?

Employers, businesses, executives and managers can all face allegations of workplace bullying for taking management action to address a capacity or conduct issue in the workplace. The concept of ‘reasonable management action’ is important to those tasked with such decisions, as it is generally the ‘defence’ to any claim that an employee or worker has been bullied or harassed in the workplace.

Workplace Conflict: Risks of Disciplinary Action

Workplace Conflict: Risks of Disciplinary Action

There are risk to taking disciplinary action in situations involving workplace conflict. In some instances, it can be difficult to know whether the conflict arises out of a conduct or capacity issue, or both. For an employer or manager tasked with commencing or continuing disciplinary proceeding, it can be difficult to appreciate the risks they face throughout the process.

Workplace Conflict - Independent Workplace Investigations

Independent Workplace Investigations

While large organisations may be able to conduct an independent workplace investigation by an internal staff member, often external workplace investigators are called in to gather and assess the evidence. If there are conflicts of interest between the investigator and those subject his or her investigation, questions may later be raised about the fairness and partiality of the process.

Managing Workplace Conflict

Successfully Managing Workplace Conflict

Successfully managing workplace conflict is often important for a business to properly manage productivity and morale issues. In seeking to manage workplace conflict, there are risks and benefits to employers, executives and managers. Anderson Fredericks Turner works with businesses and organisations to manage workplace conflict in fair, impartial and practical ways to allow people to get on with their jobs.

Call Our Lawyers
The Importance of Policies and Procedures

Policies and procedures can be important in protecting businesses, employers and managers when dealing with workplace conflict. Workplace policies that include expected or prohibit conduct (Code of Conduct) as well as deal with grievance and dispute resolution procedures often allow all staff to feel empowered to understand their rights and obligations in the workplace.

Call Our Lawyers
Handling Complaints in the Workplace

For any business or organisation, it is important to have a proper and fair process for handling complaints that may be made as a result of workplace conflict. In situations where complaints are mishandled, it can expose businesses and organisations, as well as individuals, to liability and compensation claims. All entities should work to best practices in handling complaints as a result of workplace conflict.

Call Our Lawyers
Is it Bulling... Or Reasonable Management Action?

Employers, businesses, executives and managers can all face allegations of workplace bullying for taking management action to address a capacity or conduct issue in the workplace. The concept of ‘reasonable management action’ is important to those tasked with such decisions, as it is generally the ‘defence’ to any claim that an employee or worker has been bullied or harassed in the workplace.

Call Our Lawyers
Workplace Conflict: Risks of Disciplinary Action

There are risk to taking disciplinary action in situations involving workplace conflict. In some instances, it can be difficult to know whether the conflict arises out of a conduct or capacity issue, or both. For an employer or manager tasked with commencing or continuing disciplinary proceeding, it can be difficult to appreciate the risks they face throughout the process.

Call Our Lawyers
Workplace Conflict - Independent Workplace Investigations

While large organisations may be able to conduct an independent workplace investigation by an internal staff member, often external workplace investigators are called in to gather and assess the evidence. If there are conflicts of interest between the investigator and those subject his or her investigation, questions may later be raised about the fairness and partiality of the process.

Call Our Lawyers