Archive for the ‘Newsletters’ Category

Technology facilitated abuse – what you need to know

Advances in technology and the use of social media have led to an increase in technology-assisted violence and abuse.

Social media, texting, email, and surveillance devices can be used by domestic violence perpetrators as methods and tools to stalk, harass, and abuse their victims. This results in the victims of this type of abuse feeling like they are unable to escape their abusers.

It is important to recognise abuse through means of technology and understand what you can do to stop it.

What is technology facilitated abuse?

Technology facilitated abuse can take many forms, such as:

  • abusive messages or calls
  • account take overs – where someone accesses your online accounts and locks you out of them
  • image-based abuse – when someone shares or threatens to share an intimate image of you without your consent
  • fake social media accounts – when fake accounts are being used to harass you or post negative comments about you online
  • being tracked through a phone or device – when tracking techniques or spyware are used to see where you are

What is online abuse?

This type of abuse includes using social media, games or other forums to make:

  • abusive, degrading, or hateful comments directed at someone
  • threats of physical or sexual violence against a person
  • repeated or unwanted sexual requests directed at someone

Accessing a person’s email or social media account to gather information or impersonate them is also considered online abuse. There have been cases where abusers have set up fake social media accounts in another person’s name in order to harass or humiliate them.

Sharing, or threatening to share, intimate images of a person is considered image-based abuse.

Spreading lies or malicious rumours about a person through social media is another form of online abuse.

What is Cyberstalking?

Cyberstalking is also a form of online abuse and these terms are often used interchangeably. It may include:

  • false accusations
  • abusive comments
  • attempts to smear someone’s reputation
  • threats of physical or sexual violence or repeated unwanted sexual requests

Stalking a person through their social media accounts, calling, and texting them can amount to cyberstalking and is often accompanied by real life stalking.

What is image based abuse?

Image-based abuse is also referred to as ‘revenge porn’ and occurs when intimate, nude or sexual images or videos of a person are shared, or threatened to be shared, without that person’s consent or permission.

Image-based abuse can be used to control someone through:

  • threats to share intimate images unless a person does what an abuser requests
  • pressure to send intimate images against someone’s will
  • intimate, nude or sexual images that have been taken without someone’s permission that are then used to threaten and harass

Images can include real, photo shopped and drawn pictures and videos.

What to do if you are experiencing online abuse

The most important thing to do is to develop a safety plan and to plan for your online safety before requesting the removal of any abusive images.

A safety plan involves steps to help someone leave an abusive relationship or deal with image-based abuse from an ex-partner.

If you would like to develop a safety plan, you can call 1800RESPECT (1800 737 732) for assistance and advice. For your safety, you should use a public or friend’s phone to make the call so that the abusive person cannot track your call history.

Online safety planning

Online safety plans (OSPs) can assist people to deal with image-based abuse as part of an encompassing safety plan.

eSafety can help with OSP by:

  • The use of the online safety checklist to help you keep people safe, while living with and after leaving an abusive partner. You can request to go through this checklist with a domestic violence support worker or lawyer.
  • The social media checklist is available to help think about how people can use social media more safely.
  • People can also learn about how to make their accounts and devices more secure.

For more information on how to stay safe online, see the esafety commissioner website.

Conclusion

Although technology has its benefits, it also provides opportunities to be used to abuse or threaten people as part of domestic, family and general violence. It can also be used to stalk victims on- and offline.

There are tools to combat online abuse and help people stay safe, such as OSPs that help adults and children stay connected and prevent abusers from locating them through social media and their online accounts and devices.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email mail@powerlegal.com.au.

FAQs about your motor vehicle accident claim – Queensland

If you have sustained an injury as a result of a motor vehicle accident (MVA) and want to claim compensation for your injuries, it is important to be familiar with the most FAQs in relation to making a claim.

Many people think claiming compensation for MVA injuries is an easy process, however it can leave you exposed to insurance companies who have plenty of experience in defending compensation claims.

You have one shot at obtaining the best compensation outcome, so we strongly recommend you obtain legal advice from our experienced personal injury lawyers before proceeding with your claim.

What do I need to do to start a claim?

Notify the police

If you were involved in an MVA and wish to lodge a CTP insurance claim for any injuries, you must complete a Report of Traffic Incident to Police Form and submit it to a police station. You will then be provided with an accident report reference number so that you can proceed with your claim.

Obtain registration numbers

In order to lodge a claim you will also need the registration number of the vehicle who caused the crash and the registration number of any other vehicle involved in the MVA.

If you were unable to obtain the registration number for whatever reason, you may have to make a claim against the Nominal Defendant. The Nominal Defendant is a statutory body which compensates people injured in an MVA as a result of the negligent driving of unidentified or uninsured motor vehicles.

Complete a claim form

You need to complete a Notice of Accident Claim Form (Non-Fatal Injury). This form can be found on the Motor Vehicle Insurance Commission’s (MVIC) website.

You will need to include an honest account of the accident, all injuries sustained and the impact on your physical and mental well-being.

Your medical practitioner must also complete the Medical Certificate part of the claim form in order for the insurer to consider funding of treatment and rehabilitation.

You will also be required to complete a Claimant Certificate as part of lodging a Notice of Accident Claim Form.

Provide proof of identity

If you are 15 or over you need to provide a certified colour copy of an accepted document such as a driver’s licence or passport.

Law Practice Certificate

If a lawyer is representing you, your lawyer must complete a Law Practice Certificate form at the start and finalisation of your claim and lodge the certificate with the insurer.

Once you have completed the above, you can then lodge your claim.

Making an MVA claim can seem straight forward, however it can become overwhelming. This is why we recommend you seek legal advice from an experienced lawyer.

Are there time limits to start a claim (and when might these be extended?)

If you are submitting a claim against a CTP Insurer, you must lodge your claim:

  • nine months after the MVA or, after the first appearance of symptoms of an injury; or
  • one month after a first consultation with a lawyer regarding the possibility of making a claim.

If you are claiming against the Nominal Defendant, you must lodge your claim:

  • within three months after the MVA or,
  • one month after your first consultation with a lawyer regarding the possibility of making a claim.

If you have not reported the MVA within the specified timeframe of the incident occurring, we strongly recommend you speak with one of our lawyers who will be able to assist you.

What’s the average time taken to finalise a claim?

This depends of the nature and complexity of your matter, generally the more complex and severe your injury, the longer it takes to finalise a claim. Also, the fact that claims are assessed individually and there may be issues about who caused the accident can impact the time taken to finalise your claim.

Our lawyers will be able to provide you with an estimated timeframe once they are familiar with the facts of your case.

What amounts might I receive?

The amount of compensation awarded is determined on a case by case basis and depends on the extent and severity of your all injuries.

According to statistics from the MAIC, the average payout for minor injuries sits at around $68,905.00, all the way up to $1,414,990.00 for severe injuries.

Our lawyers will be able to provide you with further information as to the amount of damages usually awarded for your type of injury.

Will I have to go to Court?

If the insurer denies your claim or you cannot come to a settlement agreement, you have the option of taking the matter to court where the court will decide how much compensation, if any you should be paid. We recommend you discuss this with one of our experienced personal injury lawyers as the court process can be complex.

Conclusion

Making a claim for compensation for an injury sustained as a result of an MVA can be confusing, complex and overwhelming, not to mention dealing with insurance companies who do not have your best interests at heart. This is why we strongly recommend seeking legal advice for anyone wishing to make an MVA compensation claim.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email mail@powerlegal.com.au.

What employers need to know about new casual employment laws

The Fair Work Act (FWA) was recently amended to change workplace rights for casual employees, and places new obligations on employers.

A new definition of casual employment has been introduced, as well as a pathway for casual employees to move to permanent employment, through casual conversion or offer of permanent employment. Essentially, the laws confer a statutory entitlement for long-term casual employees to be offered, or to request permanent employment in certain circumstances.

Employers must also give a copy of the Casual Employment Information Statement (CEIS) to their casual employees.

This information is general only. If you are an employer employing casual staff, you should be aware of your obligations under these laws and obtain professional advice specific to your workplace and circumstances.

Casual Employment Information Statement

Employers are required to give every new casual employee a CEIS before or as soon as possible after they start their new job. They also need to give their existing casual employees a copy of the CEIS as soon as possible. For further information, see Casual Employment Information Statement.

Definition of a “casual employee”

Generally, a person is a casual employee if an employer makes an offer of employment on the basis that the employer makes no firm advance commitment to continuing and indefinite work according to an agreed pattern of work, and the person accepts the offer on that basis.

A person will be considered a casual employee on the basis of the offer and acceptance as indicated above and not on the basis of any subsequent conduct of either party that may imply otherwise

Casual conversion to permanent employment

Subject to some exceptions, employers, other than small business employers (those with less than 15 employees), must offer casual employees conversion to full or part-time (permanent) employment if:

  • the employee has worked for them for at least 12 months, and
  • during the past 6 months, the employee has worked regular and systematic hours on an ongoing basis which, without significant adjustment, the employee could continue to work as a full-time or part-time employee.

If the employer does not offer casual conversion, they must write to the employee within 21 days of their 12-month work anniversary, advising them of their decision not to offer them the option to convert to permanent employment and their reasons for doing so.

The employer may only base their decision to not offer the employee casual conversion on “reasonable grounds”.

Casual employees may request permanent employment from an employer

Employees may request to convert to permanent employment 21 days after their 12-month work anniversary.

To be eligible to request casual conversion, employees need to:

  • have been employed by the employer for at least 12 months;
  • worked a regular pattern of hours on an ongoing basis for at least the last 6 months of their casual employment;
  • be able to continue working these hours as a full or part-time employee without significant changes.

Employees will not be eligible to make a request if, in the last 6 months:

  • they have refused an offer to convert to permanent employment;
  • the employer has advised in writing that they will not be making an offer of casual conversion because there was a reasonable ground not to make the offer;
  • the employer has refused another request for casual conversion because there was a reasonable ground to refuse the request.

Casual employees eligible to become a permanent employee can make a request for casual conversion every 6 months.

Employers need to respond in writing to an employee’s request within 21 days advising whether they have accepted the request. If the employer refuses the request, they must state the reasons why in their response. The reasons for not accepting a request for casual conversion must be based on a “reasonable ground”.

A “reasonable ground” may include that within the next 12 months any of the following will occur:

  • the employee’s position will not exist;
  • the employee’s hours of work will significantly reduce;
  • the days or times of work will significantly change, and this cannot be accommodated within the employee’s available days or times for work.

Conclusion

Employers should review their employment contracts in line with these laws and the definition of a casual employee, and understand the circumstances under which a statutory right for casual employees to convert to permanent employment will arise.

Processes should be implemented to ensure that existing and future casual employees are provided a CEIS, and to deal with the conversion from casual to permanent employment.

With employment laws constantly evolving, it is important to obtain professional advice to ensure compliance with workplace laws, whilst balancing the resources and operational needs of an organisation.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email mail@powerlegal.com.au.

Family law and crypto currency

Crypto currency consists of encrypted digital forms of currency not distributed by banks. It also goes by the name of ‘cryptocurrency’. A popular example of a crypto currency is Bitcoin.

As cryptocurrencies become more commonly used around the world, so too will their appearance in family law property settlements.

This article provides guidance on how you can ensure you receive a fair share in your family law property settlement.

Crypto currency included in the asset pool

Both spouses have an obligation to make full and frank disclosure of their financial circumstances. Cryptocurrencies are as asset that should be disclosed in the asset pool when it comes to family law property settlements.

Discovery of one party’s interest in cryptocurrencies is presenting a big challenge to family lawyers. Unlike bank accounts, ownership of a cryptocurrency is not as obvious. Bitcoin records cannot be subpoenaed, and any records of ownership are usually stored digitally in a person’s mobile or other device.

Cryptocurrencies don’t send out statements, are not usually stored on hard copy or easily accessed by other parties. However, as all cryptocurrency is initially acquired through the use of traditional currency, the ownership of bitcoin may be traced through bank records and transactions related to the acquisition of cryptocurrency. The only exception to this is if the party has been gifted cryptocurrency or paid in cryptocurrency for goods or services.

What type of cryptocurrency documents can be included as part of the discovery process?

  • Screenshots showing the current balance of each cryptocurrency in a digital wallet, exchange or cryptocurrency account and ledgers of all transactions for each crypto wallet, exchange or account.
  • Copies of bank and credit card statements reflecting transactions for each wallet, exchange or cryptocurrency account and copies of any brokerage account statements.
  • Lists of purchases of goods and/or services through the use of cryptocurrency.
  • Emails containing cryptocurrency transactions. These emails also will show a time and date stamped trail of the amount and conversion rate.

How to value Cryptocurrency for a family law settlement

Like other currency, cryptocurrency has an exchange rate which can be used to convert the cryptocurrency into dollars. The value of cryptocurrency is volatile and can fluctuate dramatically. Its value can drop by 20% in just a few hours or increase by 98% in one year. This can make valuing cryptocurrency a difficult task for the purposes of a family law settlement. Generally it is easier for crypto assets to be converted into cash first and then contributed to the asset pool. If this is not possible or desirable then the volatility of the asset value may need to be factored into consideration of the division of assets.

Conclusion

It is clear from this article that family law property settlements will become more complicated as cryptocurrency ownership becomes more common in Australia.  Regardless, the rules of discovery still apply to cryptocurrencies as they are accepted as part of the asset pool.

If you are concerned that your partner may be hiding their cryptocurrency details from you, we recommend you speak to an experienced lawyer who can help you access this information to ensure you receive a fair settlement.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email mail@powerlegal.com.au.

Rural interests in a disputed Will

All jurisdictions in Australia provide statutory rights for eligible persons to contest a Will on the basis that they have not been given adequate provision by the testator for their proper maintenance, education and advancement in life. These are commonly known as family provision claims.

An eligible person generally includes the spouse or de facto partner of the deceased, a child of the deceased, or certain persons who were dependant on the deceased.

If a family provision claim is successful, the Court has the power to determine the appropriate provision for the claimant and to order an adjustment from the deceased’s estate. The result is that one or more beneficiary’s interests under the Will are reduced to satisfy the claim.

Will disputes and rural properties

Family provision claims where the main assets of an estate are tied up in rural interests such as a family farm can be complex. Often there are insufficient ‘non-farming’ assets to satisfy a successful claim and a major beneficiary may need to raise sufficient funds to pay out the claimant, or be forced to sell all or part of the farming enterprise.

Whilst a provision ordered for a worthy claimant may be morally justified, the disposal of one or more properties used in the farming enterprise can have a significant impact on its viability and on the main beneficiary’s financial future.

A claim may arise where a testator provides equally for his or her children despite only one of those children having worked continuously on the farm for many years. This child may have undertaken study or training specific to the management of the farm whilst the other children pursued other careers. The likely claim could be framed on grounds that there was an expectation by that child that he or she would inherit the family farm or a greater share than the other children.

Alternatively, the claim may be the result of a testator leaving the family farm to the child (or children) who worked the farm whilst other children left. The testator may wish to reward the child who, through his or her labour (and often with little remuneration) contributed substantially to the farm’s continuance. The farm usually constitutes the bulk of the estate and when left to only one child, results in an unequal division between the children.

Such was the case in Salmon v Osmond [2015] NSWCA 42 which involved an appeal from the original Court’s decision to award one of two family provision claimants (daughters of the deceased) further provision from the estate.

The estate comprised mainly grazing properties, the subject of a farming enterprise. Survived by his wife and seven children, the deceased left the bulk of his estate to his widow and one son (aged 48).

The successful claimant (in the original decision) was left $10,000 under the Will which was increased by further provision of $200,000. The payment was to come out of the son’s share which may have required that he sell one or more of the grazing properties forming part of the farming enterprise. The decision was appealed.

The testator’s Will included an explanation regarding any perceived preference shown towards the son. It indicated that the son had assisted in the farm’s operations for many years and for little reward and that such assistance had allowed the testator to amass the assets acquired over his lifetime. Further, the testator stated that the other children had been assisted over the years and had ‘benefited as close to equal as possible in monetary value’ in the distribution of his assets.

The original decision was overturned by reducing the claimant’s award of $200,000 to $50,000. The claimant was also required to pay her own costs in the proceedings.

Factors in considering a contested Will – the rural issues

In deciding a family provision claim, the Court considers a range of factors including the financial position of the claimant, the circumstances, the financial position and needs of other beneficiaries, the size of the estate and the relationship between the deceased person and the claimant.

Where a dispute concerns rural assets, consideration of these factors might encompass:

  • The statements made in a Will, which will be admissible and relevant in explaining how a testator came to a decision on the disposition of assets, however are not determinative if it is found that a claimant was not left with adequate provision.

 

  • The Court’s reluctance to re-write a Will and to make orders that do not uphold the wishes of the testator.

 

  • The lifelong efforts and contributions made to a farming enterprise which will be given considerable weight – in this case the son was the only one of seven children who remained on the farm and continued working on it for little remuneration. His efforts over several years contributed significantly to the testator’s ability to continue running the farm and acquire assets.

 

  • The competing financial interests of the claimant and the beneficiaries. In this case, although the claimant was in a very modest financial position the son’s financial future was likely dependent upon the profitability of the farming enterprise. The Court will acknowledge a moral right to inherit the farm, emanating from several years’ contribution to its viability at the cost of pursuing other paths.

If a family provision claim is successful, the Court will try to avoid disturbing a farming enterprise by making provision from other estate assets. However, if a claimant’s needs outweigh those of the beneficiaries inheriting the farm, and other provision is not possible, there is no rule or principle to prevent the sale of the family farm to satisfy that provision.

Conclusion

The legal costs in Salmon v Osmond exceeded $160,000; a significant proportion of the estate’s overall assets.

Despite attempts to negotiate and settle the claim the matter proceeded to Court incurring additional legal costs. These costs could have gone a long way towards satisfying the further provision of $50,000 finally awarded to the claimant.

The testator’s explanation in his Will, although not determinative, was helpful in upholding his wishes to ‘favour’ the one son that assisted on the farm throughout his life.

Rural interests in a deceased estate can be particularly complex. When drafting a Will, careful consideration is necessary to safeguard the continuance of a farming enterprise and to reduce the potential of a family provision claim.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email mail@powerlegal.com.au.

Windfalls and family law property settlements

The steps involved in determining how property is divided after the breakdown of a relationship generally include:

  • identifying the assets, liabilities and financial resources of the parties;
  • assessing the parties’ financial and non-financial contributions;
  • evaluating the parties’ respective future needs;
  • determining a financial settlement that is, in all circumstances, just and equitable.

This is the process a Court takes in making property orders and, although most matters are settled without Court proceedings, is the approach usually adopted when lawyers and their respective clients negotiate a financial settlement.

What happens though when one party receives a windfall? Will this be considered a contribution from that person alone, or a joint contribution, and will the benefits of the windfall form part of the asset pool available for distribution between both parties?

The answer is neither a definitive ‘yes’ or ‘no’. It depends on the nature of the windfall, when it was received, the relevant circumstances, and the Court’s discretion to alter property interests to achieve a just and equitable distribution.

What do assets and contributions include?

Assets generally include real estate, personal property, furniture, motor vehicles, investments, cash, shares and insurance policies. Superannuation is also included which may be split between the parties to give effect to property orders.

Contributions include financial contributions, such as assets brought into the relationship and the parties’ financial earnings, and non-financial contributions such as the care and welfare of the family.

Windfalls may also be considered contributions to the financial assets.

What is a windfall?

A windfall is money or a gift received, sometimes unexpectedly, but not necessarily earned. A windfall may be a win on the horses or other event through organised betting, a jackpot on the pokies, a lottery win, or an inheritance.

Is a windfall a contribution for the purposes of a family law property settlement?

Previously, a lottery win was deemed a windfall and treated distinctly from other contributions and property of the relationship. In Mackie and Mackie [1981] FamCa 34 the husband’s post-separation lottery win was not relevant in assessing an application for spousal maintenance.

More recently however, cases have determined that windfalls do form part of the asset pool and are therefore contributions when determining the alteration of property interests.

Zyk and Zyk [1995] FamCa 135 dealt specifically with lottery winnings and noted that the term ‘windfall’ was problematic and should more accurately be described as a ‘contribution’. The Court determined that the individual purchase of a lottery ticket during a marriage should be treated as any other purchase made from the joint income provided to the partnership. This would be so even in marriages where only one party contributes financially, based on the recognition of the non-financial (domestic) contributions of the other. Consequently, the treatment of the winnings as a ‘contribution’ rather than a ‘windfall’ made a significant impact to the net contributions determined by the Court.

Does timing make a difference?

The timing of a windfall may be of considerable relevance to how it is treated and the overall outcome when dividing property.

In Eufrosin and Eufrosin [2014] FamCAFC 191 the Court considered the timing of a windfall, looked at the nature of the relationship at the time it was received, as well as exercising its discretion of factors to be taken into account regarding spousal maintenance.

The parties had been married for 20 years and separated for 6 months (and living separate lives) when the wife won $6 million. Although the Court found that the husband had not contributed to the lottery winnings, and divided the non-windfall assets equally, the husband was awarded spousal maintenance of $500,000 which took account of the income, property, and financial resources of the parties and their respective capacity for gainful employment. In this case the husband was 62 years old.

In Elford and Elford [2016] FamCAFC 45 the parties, both of whom had previous relationships, led largely separate financial lives and had no joint accounts. They co-habited in 2003, married in 2007 and separated in 2012. The husband, who was 22 years older than the wife, won $622,842 about 12 months after they started living together. He added personal savings and invested a total of $650,000 in a term deposit in his name.

In this case, the Court held that the purchase of the ticket was not a joint endeavour between the parties as they had ‘clearly kept their assets quite separate’ and ‘to a very large degree’ their finances. The wife did not contribute to the purchase of the ticket, nor the selection of the winning numbers which the husband had consistently used on a weekly basis since 1995, and the ticket was in the husband’s sole name. Consequently, the winnings were treated as the sole contribution of the husband.

What about inheritances?

The treatment of an inheritance generally depends on when it was received, the duration of the relationship and the value of the inheritance compared to the overall asset pool.

Generally, an inheritance received before or during a relationship forms part of the asset pool, however its full value may not be equally proportioned between the parties.

Usually, the significance of an inheritance will diminish over the course of a long marriage or relationship, with less weight likely given to it when compared to the overall asset pool. In shorter relationships, where the beneficiary of the inheritance used it for the benefit of the partnership, then he or she may have a greater entitlement to it.

An inheritance received close to the time of separation, or afterwards, is generally (but not always) considered an entitlement of the recipient and may not form part of the asset pool available for distribution. It may however be considered a financial resource of the party receiving it which is potentially available to meet the needs of the other.

Conclusion

The above examples illustrate the discretionary role the Court plays in determining family law financial settlements generally and, more particularly, how a windfall might be treated. Each case will turn on its own unique circumstances, which could result in a range of outcomes including:

  • the complete isolation of the windfall from the asset pool and the party entitled to it entitled also to a share of all other joint property;
  • the isolation of the windfall from the asset pool and an adjustment made in favour of the party who is not entitled to it;
  • inclusion of the windfall in the asset pool, with an adjustment made in favour of the party contributing the windfall;
  • inclusion of the windfall in the asset pool without regard to its source.

This article is intended to provide general information only. You should obtain professional advice before you undertake any course of action.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email mail@powerlegal.com.au.

Commercial leases – Responsibility for repairs and maintenance

A commercial lease is a legally binding contract that gives a tenant certain rights over a property for a set period of time subject to the terms and conditions set out in the lease. A commercial lease is used when leasing property used primarily for a business.

You should never sign a lease without understanding all of its terms and conditions. If you don’t understand what you are agreeing to you could experience serious financial and legal problems.

General terms

It is rare to find a commercial lease that is prepared by the tenant. It is almost always the landlord that prepares the lease when commercial premises are rented and the terms of the lease will generally strongly favour the landlord. Once the lease is signed the tenant is required to comply with the terms and conditions of the lease during their occupation of the landlord’s premises.

The lease sets out the obligations of the landlord and the tenant and the rights of each during the term of the lease and any options for lease that are exercised after the initial term of the lease has expired.

Commercial leases usually have longer terms than residential leases. This gives the tenant, usually a business, a longer security of tenure and allows them to transfer the lease if they sell the business before the lease has expired. This can be appealing to a buyer of that business to already have the lease in place.

Repairs & maintenance of the premises

The legal obligations of a landlord and tenant in regards to maintenance and repair of the premises are set out in the lease.

In most commercial leases the tenant is responsible for the rented premises including walls, floors, fixtures and inclusions and the landlord requires the tenant to repair and maintain the premises during the lease term.

This will usually not include “fair wear and tear” on the premises, repairs to structural parts of the building or other expenditure of a capital nature (air conditioning, walls and the landlord’s plant and equipment).

The landlord is generally responsible for repairing and maintaining major structural aspects of the building including the roof and the building systems contained in it such as common areas and lifts.

Items such as air-conditioning, cool-rooms, heating fixtures and wall partitioning should be carefully defined in the lease to avoid costs and disagreements as commercial leases are often silent on items such as air-conditioning and cool-rooms which are capital items but used by a tenant in their day-to-day business.

Fixtures such as refrigeration and plant and equipment should be repaired by the landlord but a tenant should ensure that this is written into the lease as it is not an automatic obligation.

Avoiding disputes – common scenarios

The majority of disputes that arise between landlords and tenants and the issue of who is responsible for repairing or maintaining the premises arise out of interpreting the terms of the lease, in particular what is meant by “maintenance” and “repair” and sometimes what is “structural”.

Structural repairs include repairs to the building support system and foundations, flooring and ceiling structures, column support, walls and roof but not partition walls, internal stairways, decorative features such as carpeting and sometimes plumbing depending on the building.

A “repair” is generally defined as an act necessary to fix something that has been damaged, whether accidentally or as a result of continued use. If a tenant or their staff or customers damages part of the premises the tenant is always responsible for the repairs needed to reinstate the item. It is when an item, say a latch on a cool-room door that is used frequently, wears out and requires repair that the landlord and tenant may not agree about who should fix it.

The landlord may say that the latch was damaged due to the tenant’s lack of care or proper or regular maintenance and the tenant may say that it was faulty or had reached the end of its useful life. Disputes may arise and cost the parties time and money so it is best to ensure that the lease is specific in the areas where the potential for disagreement exists.

“Maintenance” is generally considered to be the taking of some action to delay wear and tear or deterioration or breakage of an item. For example cleaning and servicing of plant and equipment or proper disposal of waste and garbage. The common exception from “wear and tear” is where non-structural items such as carpeting have deteriorated over time and should be replaced by the landlord.

If a lease specifies that the tenant clears the drains, for example, and there is a plumbing issue the landlord may say that the reason the drains failed was that the tenant did not do proper maintenance. The tenant may say that the plumbing is old and needs updating and then a dispute exists about who is to fix the costly plumbing problem.

Both parties can lessen the likelihood of dispute by undertaking a full inspection report of the premises and both signing off on the report. This will establish and document what condition the premises was in prior to entry of the tenant and should be carried out and updated yearly.

A commercial lease should contain clear obligations and well-defined standards for the repair and maintenance of the premises under the lease to reduce the risk of dispute and misunderstanding between the parties.

The law is not always clear in this area particularly with regards to repairs and maintenance obligations. Even where legislation may say that a repair is the landlord’s obligation the lease (written by the landlord) can change this and make the tenant responsible. Each party should therefore ensure that they receive their own legal advice to ensure their best interests are protected in the lease.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email mail@powerlegal.com.au.

How binding is a Binding Financial Agreement?

A financial agreement is a contract that deals with the division of a couple’s assets after they separate, or in the event that they separate. They may be made before or during a marriage or de-facto relationship, or after it breaks down.

Financial agreements are also referred to as binding financial agreements, pre-nuptial or post-nuptial agreements and cohabitation agreements. They do not require court approval.

Although any couple may enter a financial agreement, they are often used when one or both parties have previously been married or in a substantial relationship, have children to a former partner, or where one party brings significant assets into the relationship. Generally, the financial agreement will attempt to protect existing assets or anticipated inheritances, ensure children from past relationships inherit from their parent, and take account of unequal contributions.

How binding are these agreements?

Some people may be cautious about entering an agreement to finalise their property affairs without approval or intervention by the court. Certainly, there are cases where such agreements have later been set aside for various reasons.

A financial agreement is a legal contract so is presumably binding provided the statutory technical requirements are met and certain circumstances did not exist during the making of the agreement that could have it set aside.

Technical requirements

Financial agreements must comply with the relevant provisions of the legislation.

Both parties must sign the agreement and before doing so, obtain independent legal advice regarding the effect of the proposed agreement on their rights, and its advantages and disadvantages.

A legal practitioner must also provide the client and other party with a signed statement to the effect that such advice was provided. Each party must receive a copy of the financial agreement signed by both parties and their respective lawyers.

The court may order an agreement binding despite non-compliance with one or more of these formalities if it would be ‘unjust and inequitable if the agreement was not binding’. For example, in Ryan and Joyce [2011] FMCAfam 225 the Court upheld the validity of an agreement that cited the wrong section of the legislation.

When will a financial agreement be set aside?

Disputes regarding financial agreements generally arise when a party fails to honour his or her obligations and the other person applies to the court to enforce the agreement. The non-complying party may argue to have the agreement set aside on one or more of the following grounds.

The agreement was obtained by fraud

The court may set aside a financial agreement that was obtained by fraud such as non-disclosure of a significant asset. Parties should be honest in their dealings and give proper disclosure of their assets, financial resources and estimated values. Being transparent will reduce the risk of having an agreement set aside.

The agreement was made to defeat the interests of creditors or another party

An agreement may be set aside if made with disregard to the interests of a party’s creditors or to defeat or defraud the interests of the other party or a person with whom one of the parties had pending property matters.

There are material changes in circumstances

A material change in circumstances that creates hardship for a party, or affects the welfare of a child of the relationship may cause the agreement to be set aside. Similarly, circumstances that make it impracticable to carry out all or part of the agreement may invalidate it, for example, a person’s bankruptcy, the disposal of a party’s assets or an illness or injury that permanently affects a party’s earning capacity.

The agreement is void, voidable or unenforceable under contract law

As with all contracts, a financial agreement may be set aside under common law and equitable principles, for example, on grounds of uncertainty, duress, undue influence, unconscionability, misrepresentation, mistake, incapacity or public policy.

Many disputes concerning financial agreements involve allegations of undue influence and / or unconscionability. The following two cases are examples.

In Thorne and Kennedy [2017] HCA 49, an eastern European woman and wealthy Australian property developer with assets worth around $24 million, met through a website offering potential brides. The woman moved to Australia and the couple married. Shortly before the wedding the woman, who had few assets, no family connections, and spoke little English, was presented a financial agreement with an ultimatum to sign it or the wedding would not proceed. She received advice stating that the agreement was ‘entirely inappropriate’ and should not be signed but felt compelled to do so.

The marriage ended, and the woman applied for the agreement to be set aside seeking a financial settlement of $1.24 million. The man died before the matter resolved and his two children as executors defended the claim against the estate. Initially, the woman was successful on the basis that the agreement was signed under duress. On appeal to the Full Court of the Family Court, however the decision was reversed. The matter was taken to the High Court which determined that the agreement should be set aside on the grounds of unconscionable conduct and duress in circumstances where the woman was at a considerable disadvantage.

Saintclaire and Saintclaire [2015] FamCAFC 245 saw a different result. The wife argued that she had been unduly influenced when signing the financial agreement on the basis that she had been diagnosed with post-natal depression, was in debt, and the husband was abusive and threatening (it was noted that these claims were general and unparticularised). The wife was initially successful in having the agreement set aside however this decision was overturned on appeal.

The court noted that negotiations concerning the financial agreement had been on foot for around seven months. The wife had credit card debts of $100,000 the extent of which had only been disclosed later in negotiations. The wife had consulted a lawyer throughout the entire process and had successfully sought amendments to the agreement including a cash payment to her of $100,000. When the agreement was signed, the wife’s post-natal depression had resolved, and she was optimistic about her financial future. There was no evidence to suggest that the wife did not want to sign the agreement. Despite her personal debt, she was an experienced financial planner whose income had been around $300,000 before having children. In the circumstances, the court considered that the negotiations surrounding the agreement were not unconscionable nor was there undue influence.

Conclusion

A financial agreement will be binding provided it complies with the provisions of the relevant legislation, the parties make full disclosure, and the agreement is not made contrary to general principles of contract law.

There is no one-fit solution when it comes to making a financial agreement and an informed decision should be made with the assistance of an experienced lawyer. Once in place, a financial agreement made before or during a relationship should be reviewed regularly to take into account changes in personal and financial circumstances.

This article is intended to provide general information only. You should obtain professional advice before you undertake any course of action.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email mail@powerlegal.com.au.

Foreign Divorces – are they legal in Australia?

In certain circumstances a divorce granted overseas, even of a marriage performed in Australia, can be recognised here. In this article we look at the factors that the Court will take into account before recognising a foreign divorce.

Divorce in Australia

Briefly, in order for a married couple to get divorced in Australia they, or one of them, must prove that they have been married for at least two years, that they separated 12 months before filing the divorce application and have lived apart since then, and that there is no reasonable likelihood of the couple living together again.  In addition, at least one of them must be an Australian citizen, regard Australia as their home and intend to live here indefinitely, or ordinarily live in Australia at the time of filing the divorce application as well as for the preceding 12 months.

If the couple have minor children, the Court must be satisfied that proper arrangements have been made for the children’s care, welfare and development, taking into account things such as their maintenance, education, living arrangements and time with both parents.

Remarriage

Australian law does not permit polygamous marriage. So, if a married person wishes to remarry in Australia, he or she must first be divorced, having received a final divorce order from the Court.

Australian divorce orders become final one month and one day after the Court hears and grants the divorce.

Foreign divorce

But what if a person obtains a divorce in another country? In what circumstances will that divorce be recognised by Australian law so that those parties, or one of them, could remarry in Australia?

The first step in determining whether a foreign divorce will be recognised as valid in Australia is whether that foreign divorce was effected according to the law of that foreign country. If not, then the foreign divorce cannot be treated as valid in Australia.

Then the Court must look at whether the applicant for the foreign divorce, the respondent or both of the parties were domiciled or ordinarily resident in or nationals of that foreign country at the time the foreign divorce proceedings were commenced. The Australian Court is likely to recognise that the foreign divorce, if it is valid in the relevant overseas country and if the respondent to the divorce application was a national of or domiciled or ordinarily resident in that foreign country at the time the divorce application was started.

If those factors do not apply to the respondent, the foreign divorce could be recognised in Australia if the applicant for the foreign divorce was domiciled in the overseas country at the time he or she files for divorce, or if he or she was ordinarily resident in that country at the time of starting the divorce proceedings and had been ordinarily resident there for the previous 12 months, or was at that time a national of that country. In some circumstances it would also be relevant that the parties last lived together in that foreign

country.

Finally, in order for a foreign divorce to be recognised as valid in Australia, the Australian Court must be satisfied that both parties were afforded natural justice. That is, were each of them made aware of the application and given an appropriate opportunity to respond to it and, if appropriate in that foreign country, to appear and be heard at the hearing of the divorce application?

What about the laws of a third country?

When an Australian Court recognises a foreign divorce as valid in Australia, either of the parties to that former marriage may then remarry in Australia (so long as they are not still married to someone else at that time). That is the case even if the foreign divorce would not be legal or recognised as valid in some third country.

Summary

Australian law does not permit polygamous marriage. Therefore, someone who has been previously married (whether in Australia or elsewhere) must first obtain a divorce (or divorces if there was more than one earlier marriage) before he or she can remarry in Australia.

Australian law will recognise foreign divorces as valid in certain circumstances, taking into account factors such as whether the foreign divorce was obtained in accordance with the laws of that overseas country, of which country the parties were each citizens at the time the divorce proceedings were started and in which country the parties were each living at that time.

If you need assistance or advice on how to proceed please contact us on 07 3281 6644 or email mail@powerlegal.com.au

I was just having fun – rights and responsibilities at the office Christmas party

There are many stories in the media about inappropriate behaviour at work functions – the more public the ‘offender’, the more likely the incident will attract ongoing attention.

Work Christmas parties provide a great opportunity to mix with fellow colleagues and bosses, reflect on the year’s activities and get to know each other on a more personal level.

With each social function however, employers and employees have certain rights and responsibilities. Understanding these and working together should ensure everybody’s welfare is protected and avoid some of the pitfalls that can arise from poorly managed events. Issues can range from the embarrassment of having ‘one too many’ to serious claims of sexual harassment, bullying and discrimination.

So, while preparing to let your hair down for the end of year celebrations, it’s a good idea to brush up on some essential work function responsibilities so that your next event is not too eventful.

Laying down the law

Despite a work function being held off work premises and out of normal working hours, workplace laws still apply and an employer’s duty of care for its employees remains as if they were at work.

Accordingly, without resorting to becoming the ‘fun police’, it is appropriate for employers to remind their employees about acceptable behaviour, codes of conduct, workplace and social media policies, responsible alcohol consumption and the prohibition of illicit drugs. This reminder should be in writing, issued before the event, and may accompany the invitation.

Employer’s liability

Employers may be liable to compensate an employee if, through a negligent act or omission, they fail in their duty of care to prevent injury and the person suffers harm. This liability extends to work functions and events.

Employers are also vicariously responsible for the behaviour of their employees both in the workplace and at work functions. Vicarious liability is a type of secondary liability whereby a superior (employer) is responsible for the actions of a subordinate (employee). This arises from the common law principle that the employer has a right, ability or duty to control the employee.

An employer can therefore be liable for harm suffered by a worker (such as discrimination, harassment including sexual harassment, and bullying) due to the inappropriate conduct of an employee. The effects of too much alcohol or simply forgetting that the work function is deemed a workplace can often fuel behaviour leading to these issues.

Employee behaviour and misconduct

Employees who behave inappropriately at a work function not only reflect poorly on themselves and their employer but may risk losing their job. An employee can be formally disciplined and, if the behaviour is severe enough, may be dismissed.

Although there are laws to protect employees from unfair and harsh dismissal, several cases have established that misconduct, in some circumstances, is sufficient grounds for termination. Misconduct includes drunkenness, dishonesty, breach of confidence and insulting / objectionable language – all actions that may be exacerbated by a few too many drinks or in a social context.

Social media

Employees should ensure they comply with their work social media policy – just because it’s a party does not mean that the posting of inappropriate images and / or comments will not breach policy. Whether or not a social media policy is in place, the best advice is, if in doubt, don’t.

Top tips for a smooth event

The following checklists for employers and employees should help keep everybody safe and ensure that your next event is enjoyable and runs smoothly for all.

Employers

  • Consider your employees’ religious and cultural beliefs, family and caring responsibilities, and travel requirements when planning, to foster an inclusive non-discriminatory event.
  • Remind employees before the function that workplace policies and codes of conduct will apply, a breach of which may result in disciplinary action.
  • Note that a mere reminder about workplace policies is insufficient if employees do not have access to, and have not had training in, such policies.
  • Set specific starting and finishing times, reminding employees that a decision to ‘party-on’ after the event will not be condoned by the employer.
  • Ensure sufficient food, non-alcoholic beverages and water are available.
  • Liaise with function centre management to ensure that responsible service of alcohol rules will be upheld and that a key employer will be notified of any employee or guest in danger of excessive alcohol consumption.
  • Provide employees with access to safe transportation after the party and ensure that they start their journey home from the event safely.

Employees

  • Be respectful of others, their opinions and beliefs and conduct yourself appropriately. Try to avoid topics that are likely to become heated and, if discussions get too controversial, walk away and get on with enjoying the party.
  • Make sure you are familiar with company policies and codes of conduct.
  • Drink sensibly and eat well to slow alcohol absorption.
  • Look out for your colleagues and guests and ask for assistance if you believe somebody’s welfare might be compromised.
  • Don’t get drawn into office gossip or behaviour that may be perceived as offensive, lude or explicit.
  • Be mindful about social media – apart from checking on the children and calling a taxi to get home safely, why not just leave the mobile aside and get on with enjoying the night.

Conclusion

Well-planned end of year work celebrations can be very rewarding and build morale within the workplace. By following some simple steps employers and employees can ensure the party is inclusive and fun for everybody, while keeping professional and personal reputations intact and avoiding legal complications.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email mail@powerlegal.com.au.