Employee Induction Book - CPD INTERACTIVE

Employee InductionBook

Holding Redlich employee induction book

Welcome

Welcome to Holding Redlich. We hope you find working with us interesting, challenging, rewarding and enjoyable.

The Australian legal market is a mature market which presents a number of challenges and opportunities. We need all of our staff to be part of our commitment to do work of the highest possible quality, provide responsive service to our clients and charge fees which represent value.

We are proud of our firm and optimistic about our future.

I hope you find this induction book informative and useful. I look forward to meeting you.

Ian Robertson | National Managing PartnerE [email protected] +61 2 8083 0401

Click on the photo to hear a message from Ian.

https://www.dropbox.com/s/oeo9bu7wmr6s9tl/HoldingRedlich_ManagingPartner_FinalJan16.mp4?dl=0

https://www.dropbox.com/s/oeo9bu7wmr6s9tl/HoldingRedlich_ManagingPartner_FinalJan16.mp4?dl=0

https://vimeo.com/231678877/e512389b46


Table of contents

Our history 5

Our values 6

Our values in practice 7

Our management structure 11

Our practice groups 12

Our brand 17

Our client service standards 18

In the community 20

Supporting our people 21

Policies and procedures 29

Frequently asked questions 30

Get in touch 37


Page 5

Our history

Peter Redlich joins Holding Ryan & Co in Melbourne. The firm comprises Clyde Holding, John Ryan, Peter Redlich and two clerks.1959

The firm changes its name to Holding Ryan & Redlich.1962

Holding Redlich is established and commences practising commercial law and acting for property and media companies.1976The Sydney office is established with a partner, senior associate, lawyer and two secretaries. This office has since grown to have more than 100 staff.1994

Peter Redlich is elected as Chairman and Chris Lovell as National Managing Partner.2000The Brisbane office is established with one partner and one staff member. The office now has around 90 staff.2002The firm is rebranded; national staff numbers have grown to approximately 400; the partnership expands by more than 10%; the Melbourne office and its 200 staff move premises; and the firm launches the Excellence Program.2012

Chris Lovell is elected as Chairman and Ian Robertson as National Managing Partner. Holding Redlich’s business and profile continues to grow. Adviceline Injury Lawyers expands its suburban offices. 2015

& beyond

Sonia Trainor, Personal Assistant, on the firm’s history.


Page 6

Our values

Our clients come first...We understand our clients, are easy to work with, responsive, open and reliable

We strive for excellence in everything we do...No matter what we do, we always strive to deliver our very best. We actively look for ways to improve and ensure that we deliver great outcomes

We are professional in our approach...Honesty, transparency, fairness and unpretentiousness are the hallmarks of the way we behave towards our clients, our business and our staff

Respect for our people underlies everything we do…We respect, support and help each other in the workplace - we celebrate and, collectively, we are a formidable and happy team

Excellence

Professional Respect

Clients


Page 7

Client-focused�� We build trust with our clients. We show real empathy and understanding for their circumstances, and do not breach their trust in any way

�� We are accessible and responsive to clients. We make ourselves available and always promptly return their calls and emails

�� We understand that the client relationship is paramount, and regardless of our level of client contact, we do everything in our power to further that relationship

�� We always listen carefully to our clients and incorporate their concerns and knowledge into the solutions we deliver

�� We are sensitive to the circumstances of those who have no means to pursue legal justice, and are committed to trying to assist them

Our values in practice

Excellence


Clients


Page 8

Striving for excellence�� We know and understand the law in our practice areas

�� We strive for a high performance workplace culture where “just good enough” is not good enough

�� We always provide legally correct and commercially sensible advice

�� We are productive, efficient and meet and exceed client expectations

�� We meet all deadlines

�� We make it our business to know our clients’ business

�� We have a reputation for reliability and consistency

�� We do not waste our clients’ money

�� We consistently enable our clients to achieve the best possible outcome

�� We are proud of our achievements. We proactively promote ourselves, our colleagues and the firm as proven performers and a real alternative to larger firms


Excellence


Clients


Page 9

Working professionally�� We are ethical in everything we do

�� We strive to be honest, transparent and frank in our advice

�� We never put our interests above our clients’ interests

�� We do not over-service or over-charge. We are clear and precise about the payment we expect for our work and promptly advise our clients of any changes to our cost estimates

�� We take a practical, commercial approach to our clients’ business, and clearly explain the basis of our advice and likely outcomes

�� We acknowledge, actively avoid, and if necessary manage, conflicts of interest between our clients, or between us and our clients

�� We uphold the firm’s tradition of fairness in our dealings with clients, staff, and those who need our help

�� We honour and sustain the firm’s heritage of social justice for all

�� We behave in an unpretentious, proper and open manner with clients, colleagues and other members of our profession


Excellence


Clients


Page 10

Respect for people�� We nurture our workplace and ensure that it is highly attractive to

true professionals who want to excel

�� We operate as one firm in the belief that the collective impact of a team is far greater than an individual’s impact

�� We are polite and respectful to our colleagues and try to support and help each other both personally and professionally

�� We acknowledge that people have lives beyond the law and try to ensure that we all balance family, work and leisure in a way that is right for each of us

�� We actively encourage and respect the diversity of the people we work with and for – including their differences in gender, ethnicity, culture, religion, politics, sexual orientation and physical or mental disability


Excellence


Clients


Page 11

Our management structure

Partners

Executive Committee

Finance & Administration Committee

Management

Human Resources

InformationTechnology

Knowledge

Learning & Development

Marketing

Holding Redlich has approximately 50 partners across the three offices.

This Committee includes the National Managing Partner, Managing Partners of each office, the CEO and other members as required from time to time.

Finance

This Committee is comprised of the National Managing Partner, Managing Partners of the three offices, the CEO and CFO.

Led by the CEO, Management is comprised of nine business services teams.Click on each team to learn more about how they can support you.

Watch a video from the CEO

Visit the Holding Redlich website to see our partners’ profiles and the firm Intranet to see the current membership of our Executive Committee.

Precedents Pro Bono

https://vimeo.com/231680087/18fa77a9ec

https://vimeo.com/231680402/880963a8c6

http://www.holdingredlich.com/


Page 12

Our practice groups

Holding Redlich is a commercial law firm with both national and Melbourne only practice groups.

Property & Projects

IT, IP and Media

Immigration

Workplace Relations &

Safety

FinancialServices

Construction &

Infrastructure

Nationalcommercial

law firm

Corporate &

Commercial Dispute Resolution &

Litigation

Personal Injury:

Adviceline Injury

Lawyers

Workplace Relations for Employees

Melbourne only


Page 13

Our Construction & Infrastructure Group specialises in all aspects of construction and infrastructure law with particular expertise in documenting and advising on complex projects.

We provide front and back end services including tenders and project documentation, claims preparation and review, security of payment advice and claims, contract administration, risk management and strategic project planning and alternative dispute resolution, litigation and arbitration.

Our Corporate & Commercial Group specialises in all areas of corporate and commercial law. This includes advising on corporate governance, compliance under the Corporations Act 2001 (Cth), employee share and option schemes, ownership structures, all aspects of mergers, acquisitions and divestments, personal property securities, private and public fundraising and IPOs and complex commercial agreements.

Our Dispute Resolution & Litigation Group actively seeks solutions through mediation, negotiation and other dispute resolution techniques to achieve the outcomes our clients want and need. We provide cost-effective service with a strict policy of ‘no surprises’.We have litigated every conceivable type of civil and regulatory dispute. We offer a breadth of experience in litigation which is our primary focus. We are equally well known for handling ‘bet-the-company’ litigation and the largest commercial disputes as well as disputes involving private individuals and their businesses.

Our practice groups

Construction & Infrastructure

Corporate & Commercial

Dispute Resolution &

Litigation

Click on the arrows for more information on our practice groups.

National

https://www.holdingredlich.com/practice-group/construction-infrastructure-law

http://www.holdingredlich.com/practice-group/icorporate-commercial-law

http://www.holdingredlich.com/commercial-dispute-resolution


Page 14

Our practice groups

Our Financial Services Group provides advice on all aspects of insurance (including self insurance), superannuation and investment fund products, including providing financial services, regulatory and compliance advice for financial services entities and advising employers on their obligations under superannuation guarantee and other legislation, awards and industrial instruments.

Our Immigration Law Group specialises in all aspects of immigration and nationality law with particular focus on skilled and business migration. We have an excellent network across both corporate and government spheres, which means we are well placed to service our clients’ needs. We advise on sponsor’s obligations and monitoring and reporting procedures to ensure compliance. We specialise in complex migration, health, character and ‘exceptional circumstances on English and employment and age grounds’ cases. Our immigration lawyers work closely with the firm’s employment, commercial and general services so as to provide comprehensive and seamless support to business and individuals. From preparing expatriate employment agreements to advice on industrial relations or discrimination complaints, we offer a seamless service to those employing international workers in employment law and related matters.

Financial Services

National

Immigration


http://www.holdingredlich.com/practice-group/immigration-law

http://www.holdingredlich.com/superannuation-funds-management


Page 15

Workplace Relations &

Safety

Property & Projects

IT, IP and Media

Our practice groups

Our Information Technology (IT), Intellectual Property (IP) & Media Group advises clients on commercial, legal and regulatory issues in the information technology, intellectual property, telecommunications, media and e-commerce industries. We advise clients across a range of specialist sectors. Because information technology and intellectual property are areas that are highly complex and subject to constant change, members of our team are specialists with many years of experience.

Our Property & Projects Group deals with all aspects of real estate transactions, including ownership and development structuring and finance, due diligence and acquisition, land titling, subdivision and governance leasing, liquor licensing, asset and building management and are recognised as market leaders in the real estate sector.

We have a thorough understanding of direct and indirect taxation issues and other government regulatory requirements relating to the acquisition, development and ownership of property.

Our specialist Workplace Relations & Safety Group has extensive experience acting for employers in both the public and private sector and across a range of industries. We understand the legal risks associated with human resource management. Areas of experience and expertise include drafting employment contracts, workplace policies and other guidelines, advising and acting on the implementation of industrial strategies, advising on disciplinary processes and workplace investigations, advising on termination of employment unlawful discrimination, unlawful termination, harassment and bullying issues and procedures.

National


http://www.holdingredlich.com/property-projects-law

http://www.holdingredlich.com/employment-industrial-relations

https://www.holdingredlich.com/practice-group/intellectual-property-law


Page 16

Our practice groups

Personal Injury:

Adviceline Injury

Lawyers

Our personal injury division has its own brand, Adviceline Injury Lawyers. This enables us to more effectively market our corporate and personal injury services in what are quite different markets without creating brand confusion. We have been assisting injured Victorians for more than 30 years. We have a leading personal injury practice with a passion for helping our clients access the compensation they need to get their lives back on track. Our team eases the burden for clients of navigating the claims process by providing support and guidance every step of the way. We take on all types of cases and represent all parts of the community, including people who find it difficult to afford a lawyer. Our areas of expertise are workers compensation, traffic accidents (TAC), medical negligence, public liability, asbestos law and hearing loss.

Our Workplace Relations for Employees group provides comprehensive employment and industrial relations service to employees in relation to legal issues associated with recruitment, engagement and termination of employment.

Workplace Relations for Employees


Melbourne

http://www.advicelinelawyers.com.au/

http://www.holdingredlich.com/workplace-relations-employees


Page 17

Our brand

Holding Redlich means businessAt Holding Redlich, we don’t just provide legal advice. We provide advice that our clients can use, is tailored to their needs, and that is underpinned by the very best legal thinking and expert industry knowledge.

We tackle projects with a commitment to excellence and business focus. We understand our clients’ commercial issues, and couple this understanding with an impeccable application of the law that brings results.

We are connected to the communities in which we live and work, with strong political, commercial and cultural networks. Our clients often benefit from our connections.

Above all else, we understand that our job is to look after our clients and their best interests. Integrity and trust are at the core of our relationships with them.

This singular focus on our clients is a hallmark of the firm.


Page 18

Our client service standards

We are committed to providing the best possible service to our clients. Our commitment to these simple standards helps set us apart from our competitors.

Getting it right�� We listen to our clients so that we understand their needs and any

issues or concerns they may have with our service.

�� We carefully consider and, when necessary, clarify all instructions before we act on them.

Call rather than email�� We speak to our clients and call rather than email.

�� We provide our commercial clients with direct telephone numbers, not PA or switchboard numbers.

�� We respond to all client telephone messages by telephone on the same day.

�� We check our voicemail as often as possible (either personally or through an assistant), including when we are not in the office.

Emails and correspondence�� We respond to client emails and other correspondence on the same

day even if it is a simple acknowledgement of receipt of their email or correspondence.

�� We check our email as often as possible (either personally or through an assistant), including when we are not in the office.


Page 19

Our client service standards

Documents – quality and consistency�� We ensure that every Holding Redlich document is consistent with

the firm’s style guide (see page 31 for more information).

�� We never send out documents with typographical errors, misspelt names or missing pages.

Meetings�� We meet clients that attend our office within 5 minutes of the

appointed meeting time.

�� We never arrive late for a client meeting outside of the office. If for any reason this is not possible, we telephone the client before the meeting and tell them we are running late.

Communications and value-add�� We avoid surprises and constantly update clients on the status of

their matter/s.

�� We deliver the best value for our clients by staffing matters appropriately.

�� If the primary contact on a significant matter or matters for significant clients is unavailable or absent, we ensure that another senior legal staff member who the client knows is available.

Commitment to clients�� We do not over-promise anything to our clients.

�� We do our very best to keep the commitments that we make.

�� If we can’t meet a client commitment (such as delivery of a document or an advice) we inform them by telephone before it is due.


Page 20

Pro-bono and the Social Justice FundWe have an extensive pro bono program where we assist individuals and community organisations with legal advice and representation which they could not otherwise afford.

We see this as part of our professional responsibility as lawyers and try to ensure that all our staff and partners have an opportunity to participate. Our pro bono work is directed towards promoting human rights and social justice, including through the arts.

We are members of Justice Connect (Melbourne and Sydney) and QPILCH, and have strong relationships with a number of community legal centres. We are also a signatory to the National Pro Bono Aspirational Target which encourages all law firms to achieve an annual average of 35 hours of pro bono work per lawyer.

You can find more information about the program on the Intranet, your supervising partner or from one of the pro bono contacts listed on the site.

Linda Rubinstein, National Pro-Bono Manager on our pro-bono program and Social Justice Fund

Holding Redlich Social Justice Fund (a sub-fund of the Australian Communities Foundation)Our staff giving program has provided significant grants to community organisations assisting disadvantaged and vulnerable young people since its establishment in 2005. Staff and partners can choose to contribute through regular payroll deductions on a pre-tax basis – meaning that the tax deduction is received immediately. All staff and partner donations are matched by the firm. if you wish to contribute, a payroll deduction form is included in your employment pack, and more information about the fund is available on the Intranet.

In the community


Page 21

Supporting our people

Holding Redlich is a great place to work and there are many benefits to working here.

Access to knowledge The Holding Redlich Knowledge Centre provides access to the best available online legal research tools, including WestlawAU, WestlawNext, LexisNexis and CCH. The Knowledge Centre also maintains current editions of key legal texts and offers lawyers access to a news alerting service to ensure they are across any breaking news stories that might impact on their clients. Skilled staff provide assistance with legal research and maintain links to best practice knowledge documents. Visit the Knowledge Management page of our Intranet to find out more about the Knowledge Centre’s services.


Page 22


Holding Redlich invests in your career development with a wide range of learning and development opportunities.

Comprehensive in-house programOur Excellence Program is an extensive in-house learning and development program that covers a wide variety of topics from legal knowledge and skills, to technology training to professional and career development. It also helps lawyers across all states meet their CPD obligations.

Learn more about the firm’s Excellence Program

Learn more about the firm’s 70:20:10 learning model

Our monthly Excellence Bulletin provides you with information on what learning and development programs are coming up in your office. You can find out more about the Excellence Program and register for upcoming events via the Intranet.


Page 23


Legal Staff Mentoring ProgramHolding Redlich offers a legal staff mentoring program that provides support, encouragement and advice as a two-way learning experience for both the mentor and mentee. To find out more about this program visit the Human Resources page on the Intranet.

Continuous improvement and career planningAt Holding Redlich, you will have the opportunity to participate in regular performance reviews where you and your supervisor can exchange feedback and discuss your career goals. Performance reviews for legal staff are scheduled biannually with a supervising partner; this includes a formal review to discuss your performance as well as an informal review which allows you to discuss your career goals.


Page 24


We believe workplace diversity contributes to a more harmonious and high performing workplace for everyone. It also enables us to increase our responsiveness to our diverse client base, reflect the community around us and increase our ability to manage change.

Diversity Working GroupWe have a dedicated Diversity Working Group that promotes the awareness of workplace diversity within the firm and the development of a supportive culture that allows staff to achieve work/life balance.Our achievements include the introduction of diversity training for partners, senior associates and the management team, a diversity calendar, a family care program and increased parental leave entitlements. For more information about our Diversity initiatives, check out the Human Resources page on our Intranet.

Employer of Choice for Gender Equality (EOCGE)

Holding Redlich is committed to creating an environment that values and recognises the diverse backgrounds and unique experiences of its partners and staff. As a result of our long-standing respect for diversity and commitment to flexibility, the firm received a citation as an Employer of Choice for Gender Equality (EOCGE) in 2014 and 2015.

Employer of Choice for Women (EOWA)

In addition to our citation as an Employer of Choice for Gender Equality (EOCGE), Holding Redlich was named as an Employer of Choice for Women (EOWA), the predecessor citation, from 2008 to 2013.


Page 25


Staff benefits

Flexible work arrangements and parental leaveHolding Redlich provides great support to expecting parents and staff on parental leave. We run a parenting partner program which includes a parenting partner in each office. This partner actively promotes the importance of work and family balance, acts as a spokesperson for parents and future parents and as a mediator if there is a dispute about parental and work responsibilities. We also provide a stay in touch program for employees on parental leave.

After 12 months service with the firm, employees are entitled to 52 weeks parental leave. This includes eight weeks paid leave plus two weeks paid leave for each additional year of service up to 18 weeks paid leave. Non-primary care givers who have been with the firm for at least 12 months are able to access up to two weeks paid leave and can apply to work reduced hours. Parents returning to work can request flexible work arrangements (e.g. part-time or job-sharing).


Page 26


Health and wellbeing programWe run an annual flu vaccination program for all employees, provide fresh fruit in all offices and offer a mix of other free or subsidised activities. Weekly yoga classes and gym facilities are also available in some offices.

We also offer employees a web-based Family Care Program that provides up-to-date advice about elder care, childcare and parenting issues; and an Employee Assistance Program that includes free, confidential counselling sessions.

Visit the Human Resources page of our Intranet for more information.


Page 27

Reward and recognition Holding Redlich’s Reward & Recognition Program is designed to recognise and reward exceptional achievement and contributions by staff members consistent with the goals and values of the firm.

The Reward & Recognition program consists of two parts –

�� tenure of service recognition

�� reward for exceptional achievement by a staff member or team

The firm appreciates the contributions of its long serving employees and acknowledges their milestones. From time to time, you will see emails from our National Managing Partner celebrating these important events and the program formalises this process.

The firm acknowledges outstanding efforts or contributions by a staff member or team that deserves reward and recognition. Depending upon the successful nomination, examples of rewards can be in the form of gift vouchers, time in lieu or travel payments.

Exceptional performance includes both the effort and contribution that achieves outstanding and visible results, and the quiet effort that is consistently applied, often in supporting and enabling others to succeed in undertaking their work. It means going above and beyond to achieve excellence for our clients consistent with the firm’s goals and values.

How does it work?

Partners can nominate a person who has made an outstanding effort or contribution that deserves recognition. Any staff member can suggest a nomination to their supervising partner or manager.



Page 28

Practising certificates and professional membershipsThe firm pays for all practising certificate renewals and Law Society or Institute memberships.

Applications for professional memberships are considered and will require your supervising partner or manager’s approval.

Social clubThe social club organises events such as wine tastings, trivia nights, sporting activities and Friday night drinks at each of our offices. Keep an eye out for social club emails about upcoming events in your office.

Here are a couple of photos from recent events in our offices.

<PHOTOS TO COME>



Page 29

Policies and procedures

We have a range of policies and procedures to ensure our staff enjoy a harmonious and productive work environment. You can access the firm’s policies and procedures by visiting the Policies page on the Intranet.

Completing induction eModulesAs part of your induction, you are required to complete six compulsory eModules on six of our key firm policies:

�� Discrimination and Equal Opportunity Policy

�� Respect in the Workplace Policy

�� Sexual Harassment Policy

�� Social Media Policy

�� Technology Use and Monitoring Policy

�� Workplace Health and Safety Policy

These modules will help you understand the behaviours that we expect from our staff, and the practices and procedures that help to provide you, your colleagues and our clients with a safe working environment.


Page 30

Frequently asked questions

Office operations

Does Holding Redlich have casual Fridays?Yes, Friday is a casual clothes day. However, staff must dress appropriately and wear clothes that are appropriate for a professional work environment. Find out more about our dress standards by reading the Dress Standards Policy on the Human Resources page of our Intranet.

What are the official office hours and can I gain access to the office after hours?Reception is open from 8am to 6pm Monday to Friday. Lunch is from 1pm to 2pm. Reception is staffed during that time. You will require your security pass to gain access to the building outside official office hours.

What is the firm’s pay period?You will be paid fortnightly or every second Thursday one week in advance and one week in arrears. Your salary will be deposited into your nominated bank account/s by electronic funds transfer.

How do I get home if I work late? You can catch a taxi home if you work after 7pm in winter and 8pm in summer. You will be reimbursed for the cost of the taxi fare but you must seek your supervising partner/manager’s approval.


Page 31


Firm communications / brand

How do I handle media related queries or questions?The manager of external communications within the marketing team works with partners and staff to help promote the firm in the media. They respond to media enquiries and proactively pitch story ideas to media outlets ranging from national newspapers to niche industry publications. Please contact marketing if you have an idea for a story or article.

Does the firm have a precedent collection?Yes, we have an extensive collection of document templates, agreements, correspondence, forms and guides which can be accessed from the Precedents tab on your Microsoft Word ribbon. Our precedents encourages best practice by sharing high quality documents throughout the firm, improving efficiency and client service and allowing delegation. Our precedent collection is constantly being added to and updated. We encourage all staff to contribute to precedents by providing new documents and updates for existing precedents. You can find out more about precedents, including how you can contribute to our collection, by visiting the Precedents page on our Intranet.


Page 32

Firm communications / brand

Does the firm have a style guide?Yes, we have a style guide which sets out the requirements for drafting and presenting all Holding Redlich branded documents. Following the style guide ensures that we produce documents in a consistent, high quality and professional manner. It also provides tools and tips for staff to make creating, editing and sharing documents easier. You can easily access both the HR Style Guide and the HR Style Quick Reference Guide (for quick tips and answers to FAQ’s) on the Precedents page of the Intranet.

Equipment / IT

Does the firm provide mobile devices to employees?Partners, special counsel, senior associates & senior managers are provided with a firm mobile phone. The executive assistant to the CEO in the Melbourne office coordinates this for all offices.

Do I need to carry a security pass?Yes, all staff members must carry a security pass for access to all office areas. You will be given a security pass during your induction.


Click on the arrow to take a look at the HR Style Quick Reference Guide now.


Page 33

Office processes

What is the process for archiving and retrieving archived files?The records management coordinator is located in the Melbourne office and oversees all archiving and file retrieval. Completed files must be sorted and condensed to enable archiving within one month of a matter closing. A completed matter referred for archiving must be checked for nil balances before it can be archived. If there are write-offs to be made, they must be cleared before the file is archived. If there are matters with multiple files, all files relating to that matter should be archived at the same time. On conclusion of a matter, or on submitting the final account, the client must be informed that the file will be retained for eight years and then destroyed.

If it is necessary to retain part of a file (eg. correspondence) that has been submitted for archiving, contact the records management coordinator or administration in the Melbourne office. If prior notice is given, an allowance can be made and the part of the file that has been retained can be added to the archived file at a later date.

How do I organise couriers? Couriers can be booked through reception in Melbourne and Brisbane and through the mailroom in Sydney. Please give reception/mailroom a matter number and the complete address/destination for the couriered item.



Page 34

Office processes

What is the process for disposing of documents? To maintain client confidentiality and protect privileged material, we have adopted the following procedures for disposal and destruction of printed waste paper generated within the office.

�� Security destruction bins: these are available in offices around the floors. Once full, the bins are swapped out. Records/office services look after these bins.

�� Shredding: there are shredders in each office.

What is the firm’s approach to recycling?

Workstations and offices have two bins. The standard bin with plastic liner is for general rubbish. The other bin is for all waste paper generated within the office. Once full, staff can empty these into the large destruction bins throughout the office. No printed paper generated within the office is to be disposed of with the general rubbish.

A paperless office

The firm is committed to transitioning to a paperless office. This move will no doubt reduce the scale to which the firm requires document disposal and recycling sercices and most importantly, the impact we have on the environment.



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General

What do I do if I become aware of a conflict of interest?Please do not begin acting on a matter if you suspect there may be a conflict of interest, be it legal or commercial. Speak to your supervising partner immediately if you become aware of a conflict of interest at the beginning of the matter or during the course of a matter. The conflict may be resolved quickly following a discussion with your supervising partner or it may need to be referred to the Finance & Administration Committee for their consideration

Where do I access general information about the firm? Our Intranet will provide you with quick access to the staff directory and telephone lists for all offices as well as firm policies and various request forms. The Intranet also includes the knowledge centre page, learning calendars with information about upcoming events, a calendar to check meeting rooms and equipment availability and information about our precedent system and our style guide.

What do I do if I make a mistake?Speak to your supervising partner immediately if you believe you have made a mistake. You should also contact your supervising partner if you receive a client letter threatening action, receive a verbal complaint that cannot be easily resolved or are aware of a problem which involves a loss or potential loss to a client.

You may also contact Howard Rapke, Partner, Dispute Resolution and Litigation who is responsible for coordination and conducting potential claims and notified claims. Please contact Howard as soon as you become aware of an issue or wish to discuss an issue which may result in a claim.



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General

What about superannuation? The firm will make superannuation contributions as required by law. You will receive a standard choice form to complete when you commence.

The firm’s default fund is legalsuper however, as long as it is a complying fund, employees may choose a different superannuation fund or retirement savings account to receive their contribution. Please contact our Payroll team for more information.

How do I deal with trust money?Trust money is money entrusted to the firm for or on behalf of another person in the course of carrying on its business of providing legal services. The firm must hold the trust money exclusively for the person on whose behalf it was received and must only disburse it in accordance with that person’s instructions. There are specific obligations associated with receiving and disbursing trust money. Please refer to detailed trust money procedures guide located on our Intranet or speak to the finance team if you have any questions.

Can I join a union? The Australian Services Union (ASU) covers employees of law firms. If you wish to join, an application form can be obtained by contacting the ASU online at www.asu.asn.au. The firm will deduct union membership payments automatically from your salary if you complete the authorisation on the union membership form and send a copy to the payroll team.



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Get in touch

For information or assistance on...

Finance

National Chief Operating Officer (Melbourne) x762

Melbourne Finance Project Officer x945

Sydney Finance Project Officer x364

Brisbane Office Manager x612

Human Resources inquiries

National Head of HR (Melbourne) x711

Melbourne Senior HR Advisor x713

Sydney HR Manager x474

Brisbane HR Manager x657

Knowledge Resources & Research

National National Knowledge Manager (Melbourne) x924

Learning & Development opportunities

National National Learning & Development Manager (Melbourne) x807

Melbourne Learning & Development Coordinator x832

Sydney HR/Learning & Development Advisor x315

Brisbane Learning & Development Coordinator x607 x624


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Get in touch

For information or assistance on...

Marketing

National Head of Marketing (Melbourne) x967

Melbourne Marketing Executive x863

Sydney Marketing Executive x402

Brisbane Marketing Executive x506

Media enquiries

National Manager, External Communications (Sydney) x415

Payroll

National Payroll Officer (Melbourne) x943

Precedents and Style Guide

National Special Counsel - Precedents (Sydney) x482


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Congratulations – you have completed the first part of your online induction and we hope you now know the firm a little better. You must also complete six compulsory policy eModules during your first two weeks with the firm.

Welcome to Holding Redlich and we hope you enjoy working with us.

Click on the survey image to give us feedback about our Induction eBook

Where to from here?

http://www.surveymonkey.com/s/RXFCD2X

End of induction book

Melbourne . Sydney . Brisbane

www.holdingredlich.com