Peta Tumpey

Peta’s experience encompasses all areas of emploment and workplace relations law with a particular interest in fraud risk identification and minimisation training, workplace investigations broadly including bullying, discrimination and harrassment complaints, employee performance management guidance and training, terminations of employment, growth and recruitment strategies and Fair Work Act litigation particularly unfair dismissals and general protections applications. Peta’s experience also includes the preparation and negotiation of employment contracts and workplace policies.

Peta is appointed to a number of NSW Local Government Code of Conduct panels and is often called on to lead code of conduct preliminary review and consequent investigations.

Peta advises clients in a range of industries including agribusiness, professional services, not-for-profit sector and local government and regularly provides workplace training.

Experience

Peta’s experience includes advising:

  • Local Governments on completing internal investigations and IT audit to uncover misuse of IT services and fraud;
  • Foreign exchange brokers seeking to move their portfolios to a competitor with restraint of trade issues;
  • Hospitality client on responding to Fair Work Ombudsman’ s investigations with regard to the training arrangements for students of a college seeking experience in ‘real world’ hotels and restaurants;
  • Entertainment clients in relation to the recruitment of performers to be engaged for live theatre productions and the negotiations with union and agents;
  • Property client on a prominent executive transtion to a new role and negotiated the retention of their client base and international property developer portfolio depite restraint of trade and confidentiality provisions being incorporated into contract of employment;
  • Local Government on the consultation and successful reclassification of seasonal employees to enable more flexibility for the employer and the employees; and
  • Construction client in a Fair Work Ombudsman investigation with regard to non-payment of allowances and overtime and achieved a result for our client which did not result in any penalties being issued or the requirement for our client to enter in Enforceable Undertakings.

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