Do you require the assurance of having on-call legal assistance, but are wary of the costs involved in employing someone to your team?
‘On-call employment solicitor’ is part of Turnbull Hill Lawyers and provides a service for those businesses that cannot justify employing a solicitor on a full-time basis, as large corporate businesses do. ‘On-call employment solicitor’ allows small and medium businesses to have access to an experienced employment lawyer on an on-call basis, to discuss a full range of employment issues including poor behaviour, poor performance, misconduct, personal leave, annual leave, long service leave, long term absences, discrimination, unfair dismissal, constructive dismissal, wrongful dismissal, redundancies, work place policies, show cause letters, Fair Work Commission conciliations and Fair Work Commission hearings.
The ‘On-call employment solicitor’ is a fixed fee six monthly or annual retainer service, whereby I am on-call to provide business owners support and guidance with our complex employment and discrimination laws.
‘On-call employment solicitor’ essentially offers you unlimited telephone and email advice about employment issues..and if you would prefer for me to draft a short letter or email to a recalcitrant employee, of course I will do that for you as part of the retainer. I will want you to continue to use me as your on-call employment solicitor.
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Fixed Fee Monthly Retainer
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Unlimited Phone & Email Support
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Correspondence Drafting
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Additional Services Available
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Who am I?
I am Gavin Hanrahan. I have been a solicitor of the Supreme Court of NSW and the High Court of Australia, and worked as an employment lawyer and litigator, for 25+ years. I’ve been an owner of Turnbull Hill Lawyers for almost 20 years, and it’s managing partner for the past 10 years. I practise what I preach, and I aim for my advice and recommendations to be both commercial and pragmatic.
My philosophy about employment law and HR is pretty straight forward. As the employer, you need to be in control. To be in control, you need to know what you can and cannot reasonably require your employees to do. Armed with this knowledge, you take control and give the employee clear instruction, and hold him or her to account if your instruction is not followed. Done well, the outcome will be: a transformed employee; a resignation; or, a dismissal.
How I can help you?
Where I help in this process is that my ‘bread and butter’ is knowing what you can and cannot reasonably require your employee to do. I can give you the knowledge you need.
The earlier you contact me, the more in control you will be…even if initially I just reinforce what you already knew. By keeping me in constant contact with you as you work through each step of an issue, I can alert you to any opportunity that may present for you to seize a moment.
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Escalate an act of poor behaviour
Escalate an act of poor behaviour to serious disciplinary action and a dismissal. It amazes me how often employers tolerate poor language. If an employee blows up and calls someone a “f**K w*t”, the chances are you can off-load the employee instantly.
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What I won't do... and adding value to your employees
You have to have the difficult conversations with your employees. I can have those conversations, but I shouldn’t. Part of you being in control (and being seen to be in control) is having those conversations.
But a tip, if I may; treat most of these conversations as if you are the coach of the team, providing constructive feedback to a team member. I find such an approach takes the angst out of the conversation.
