Coutts Lawyers & Conveyancers is a powerful female-founded law firm with a core value system that puts people first. Our reputation as the legal business of choice in New South Wales is recognised by our many awards.
The team at Coutts have the expertise and experience to stand behind you and give you legal advice in a language you understand... without the legal jargon.
Coutts welcomes the opportunity to help you start a business, purchase a business, or sell a business in Australia.
Coutts Commercial and Business team takes pride in providing comprehensive legal services to businesses of all sizes.
At Coutts, our legal team offer the best service in a time where you feel at odds with the law.
Coutts provide expert legal advice in all employment related matters for both employers and employees including, but not limited to the following key areas.
Coutts provide legal advice in all areas of family law including; property settlements, divorce settlements, all types of parenting matters and the drafting of binding financial agreements and binding child support agreements.
At Coutts, we understand the devastating impact personal injuries can have, not only in a physical capacity, but also your emotional, mental and financial well-being also.
The important role conveyancers plays when people are buying and selling of property.
Have you been called as a witness by the Royal Commission into Violence, Abuse, Neglect and Exploitation of People with Disability? If so, you may be eligible to receive government funded legal representation.
A will is a legal document that specifies how you wish your assets and liabilities to be distributed following your death.
FACING SEXUAL HARASSMENT IN THE WORKPLACE? WE ARE HERE TO HELP
Coutts is dedicated to supporting employees facing sexual harassment in the workplace. We understand the sensitivity and seriousness of these issues. Our team offers confidential legal advice and strong advocacy to help you understand and fulfill your rights and obligations in these situations.
Karena Nicholls Partner
Governing Legislation – harassment occurred on or after March 6 2023
To be able to apply for a stop sexual harassment at work order, you must be:
The sexual harassment must have occurred when the employee was at work, including instances away from the work premises.
To make an application for an order to stop sexual harassment at work:
Reach out to Coutts Lawyers via our website, phone, or in person. Briefly describe your matter.
Schedule and attend a meeting with a Coutts lawyer / Conveyancer to discuss the specifics of your matter and desired outcomes.
Share all related documents and information. Your lawyer / Conveyancer will review everything, clarify aspects as needed, and then advise on the best action course.
Based on the advice, an appropriate action plan will be formulated. This may involve communication, documentation processes, or further legal steps.
Execute the action plan, addressing a range of legal scenarios as necessary.
Navigate towards a resolution, with the path determined by the nature of the matter. Your Lawyer / Conveyancer will outline any final actions or considerations.
Meet Karena, a Partner at Coutts Lawyers & Conveyancers, and the head of our esteemed Injury Compensation and Employment Law teams. With over two decades of experience in the field of Insurance Law, Karena’s passion, dedication, and client-focused approach have established her as a leading authority in compensation and employment law.
Sexual harassment in the workplace is defined as any unwelcome conduct of a sexual nature. This can include a range of behaviours, from verbal comments and jokes to physical actions like touching or leering. It’s not limited to direct interactions either; it can also involve displaying offensive material or sending inappropriate messages. The key aspect is that the behaviour is uninvited and makes the recipient feel uncomfortable, offended, or intimidated. It’s important to remember that what constitutes sexual harassment can vary based on individual perceptions and context, and it’s not always about the intent of the person exhibiting the behaviour but how it is received by the person on the receiving end.
Yes, sexual harassment does not need to be a repeated or ongoing behaviour to be considered harassment. Even a single incident, if it’s of a sexual nature and unwelcome, can constitute sexual harassment. This might include a one-time comment, gesture, or any form of physical contact that is inappropriate and makes the person on the receiving end feel harassed. The seriousness of sexual harassment is judged by how the conduct affects the individual and whether a reasonable person would find it offensive. It’s essential for workplaces to recognise and address even isolated incidents, as they can significantly impact an individual’s well-being and workplace environment.
If you experience sexual harassment at work, it’s important to know that there are steps you can take to address the situation. Firstly, if you feel comfortable and safe doing so, you may directly inform the person that their behaviour is unwelcome and ask them to stop. However, if direct communication is not safe or comfortable, or if the behaviour continues, you should report the incident to your supervisor, human resources department, or any designated personnel within your organisation. Most workplaces have specific procedures for handling sexual harassment complaints, which typically include a confidential process for filing a report and an investigation. Remember, it’s crucial to document the incidents as much as possible, including dates, times, places, and the nature of the behaviour, as this information can be vital during any investigation. Your workplace should take your complaint seriously, ensure your safety, and take appropriate action to address the harassment.