“My first day on the job at Preston Russell found me sitting in on an employment mediation. After witnessing a settlement play out rather favourably for our client, it occurred to me that what you don’t learn at law school is how to be a good lawyer in real life. This is where experience becomes crucial. Learning to be a lawyer without hands on experience would be like learning to ride a bike with only the manual. Other practical things I’ve learned on the job include how to use document management systems, draft letters to clients, complete internal memos, use precedents and how to record time (very important). Time spent at any law firm during study breaks will not only mean you’ve got your foot in the door when it comes time to finding a full time job, it’ll ease the transition from study to work” Alice Milne 2017.
If you’re looking for hands-on experience to complement your law studies, then apply for a Preston Russell Summer Clerkship.
Applications are online here and close 30 June. If you want to know what it’s like to work for us, see what Georgia Woodward and Alice Milne had to say.
This item was posted on 10 June 2019
The Employment Relations Amendment Bill reverses a lot of the changes introduced by the National Government. Below are the key changes all employers and employees need to know about.
- The use of 90 day trial periods will be limited to employers with fewer than 20 employees. Employers over this threshold and currently using 90 day trial periods will need to review and modify their employment agreements before the Bill comes into force.
- Prescribed rest and meal breaks will be restored. Currently there is no prescribed time and length of rest and meal breaks and the new change will mean an eight hour shift must include two 10 minute rest breaks and one 30 minute meal break. However, there are some exceptions, such as companies providing essential services.
- Reinstatement will be restored as a primary remedy for employees that successfully raise an unjustified dismissal claim.
- Small employers with 19 or fewer employees will no longer be exempt from providing the protections afforded to vulnerable employees such as cleaners and caterers and those who are deemed to be at a greater risk of losing their job due to a restructuring. All vulnerable employees will now be able to elect to transfer to the new employer on the same terms and conditions.
- Union and collective bargaining rights will be strengthened with the changes aimed at restoring union rights in the workplace. Of the number of changes, union representatives will have better access to the workplace and the duty for businesses to conclude single-employer collective bargaining will be restored.
Please do not hesitate to contact our employment team with any queries relating to the changes and how to comply.
This item was posted on 7 May 2019
We are now able to offer alternative dispute resolution, in particular mediation and arbitration. To find out more about these services, click here
This item was posted on 10 October 2018