With over 40 years’ experience in representing employees with employment law issues, formerly for 4 decades as a lawyer and now as an industrial agent, Stephen has advised about and been counsel in an enormous range of workplace disputes. If you need assistance with advice and representation with any of the following issues of employment and fair work law, he offers a one stop shop for employees throughout Western Australia. Most of his work other than representing clients in the industrial tribunals is conducted by telephone and Skype conferencing which allows him to offer billing rates which are a fraction of those imposed by the legal profession. He no longer maintains a flash CBD or West Perth office and staff and accordingly can keep his rates affordable for all employees with concerns about budget.
Stephen offers employees legal advice and representation about such employment law issues as:
- Unfair dismissal
- Wrongful dismissal
- Termination of employment
- Enterprise bargaining negotiations
- Workplace Rights
- Denied contractual benefits
- Discrimination at work
- Equal Opportunity at work
- Bullying at work
- Severance and fair work settlement deeds
- Whistleblower protections in the workplace
- WA Public Sector Management Act and General Order issues for WA public servants and government officers
I offer advice and representation for Western Australian employees about their workplace rights including such diverse workplace issues as redundancy, termination of employment, equal opportunity, discrimination at work and generally support employees in what are sometimes highly stressful and difficult situations. As a former lawyer with a record of 40 years of unblemished legal practice in Western Australia until very recently (see the Stephen Edwards tab), and now as an industrial agent, I offer superb value for money and and provide advice and representation for these matters at a fraction of the rates which lawyers typically charge.
This remedy under the Fair Work Act 2012 is increasingly being accessed by employees whose incomes exceed the high income threshold and cannot thus take proceedings for unfair dismissal to ventilate grievances about dismissals. And one of the most powerful reasons for this is sec 361 of the Act which contains a provision which reverses the traditional burden of proof in civil cases, by placing the effective onus of disproving an allegation of a breach of the general protections provisions of the Act (adverse action) upon the entity or person alleged to have breached them .