Navigating the waters of asbestos claims in New South Wales (NSW) can be daunting, especially with the myriad of myths surrounding the process.  Many retired workers suffering from asbestos or silica related diseases like asbestos related pleural disease, asbestosis, lung cancer, mesothelioma or silicosis, are often hesitant to explore their legal rights due to misinformation.
Myth 1 – “My Employer Went Bust 40 Years Ago, So There is No One to Pay My Compensation”
One common myth is that if their employer has gone out of business, there’s no viable path to compensation. This myth could not be further from the truth.
Even if a company that exposed workers to asbestos has ceased operations, victims still have avenues for claiming compensation.  In many instances, these companies had insurance policies in place that remain viable for handling claims today. Furthermore, NSW has mechanisms and funds designed specifically to cater to workers from defunct companies and defunct insurers, ensuring that individuals have a recourse for their suffering.  Additionally, there can also be claims made against manufacturers of asbestos products.
Myth 2 – “There is a Limitation Period to Lodge a Claim Arising from Asbestos Exposure and I was Exposed 50 Years Ago”
Another deterrent for many considering an asbestos claim is the belief that individuals have a limited window to lodge a claim arising from asbestos exposure and contraction of asbestos or silica related illness. This misunderstanding can deter many from pursuing a claim, under the assumption that they are too late. However, the truth is more accommodating.
In NSW, special provisions account for the unique nature of asbestos and silica-related conditions, acknowledging that these dust diseases can take decades to manifest.
Thus, while limitation periods generally apply in personal injury claims, asbestos or silica related claims are treated with the flexibility required to ensure justice for affected individuals, recognising the prolonged latency periods of asbestos/silica related diseases.  This means that the asbestos or silica related claim can be lodged at any time; however, in order to protect a significant part of the common law claim, it is imperative that such a claim is commenced during a claimant’s lifetime.
Why These Myths Are Problematic
Misconceptions about asbestos and silica related claims not only create unnecessary barriers for those seeking compensation but also contribute to a larger issue of underreported cases.  Many individuals living with asbestos or silica related illnesses may not understand their rights or the potential for favourable legal outcomes, leading them to endure their conditions without the support and compensation they are entitled to.
Addressing these myths head-on is crucial in empowering retired tradesmen and anyone else affected by asbestos or silica exposure. Knowledge is power, and understanding the truths about dust disease claims can open doors to deserved compensation and aid.
What Retired Workers Should Do
For retired workers suffering from asbestos or silica related diseases, the first step is to seek legal advice from a firm experienced in dust disease claims like Turner Freeman.
At Turner Freeman, we can provide a comprehensive assessment of your case and outline your rights.
Remember, each case is unique, and at Turner Freeman, we can offer personalised guidance tailored to your specific situation.  We can help navigate the complexities of lodging a claim, dealing with former employers (or their insurers), and ensuring that your case is heard.
The myths surrounding asbestos claims, particularly regarding limitation periods and defunct employers, can inhibit individuals from seeking the compensation and support they need. It’s essential to challenge these misconceptions and spread accurate, helpful information.
If you or someone you know is hesitating to pursue an asbestos or silica claim due to these or other myths, reach out to our Dust Diseases Team on 02 8833 2500. We can provide you with the correct information and support you need to explore your options. We also travel to see clients at hospitals and their homes. Remember, you’re not alone in this, and we are dedicated professionals with an abundance of resources ready to help guide you through the process.
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The post Common Misconceptions About Asbestos and Silica Claims in NSW appeared first on Turner Freeman Lawyers.

Most companies start off on a small scale. As a matter of fact, small companies and businesses dominate the business landscape. It’s not the ambition of every entrepreneur to run a large, corporate powerhouse. 
Moreover, small companies are often tiny but mighty. 
It doesn’t matter if your plan is to take your small company to the next level or if you just want a small, manageable venture. Almost every company has humble beginnings, making it imperative for all entrepreneurs to understand the legal aspects of starting a small company. 
That way, no matter what future goals you have in mind for your company – you’ll be giving it the best start possible. 
What Is A Small Company? 
There’s no strict and singular definition for a small company. When determining whether a company can be considered small, a number of different aspects need to be looked at. 
For instance, the Australian Small Business and Family Enterprise Ombudsman (ASBFEO) defines a small company (or business) to be one with less than 20 employees. However, according to the Australian Taxation Office (ATO) any company with an annual turnover of less than $10 million is considered to be small. 
Therefore, when assessing whether a company is considered to be small, you’ll need to take a look at a few different aspects of that company. 
What Are The Challenges Of Starting A Small Company? 
When starting a small company, it’s not unusual for company owners to run into a few hurdles. The exact challenges you will face when starting a small company will depend on a number of different factors such as your industry, location, size and competition. 
Let’s say you plan on opening a small cafe in your local area however, zoning laws don’t allow cafes in the location you planned. Perhaps you may have trouble securing financing or there will be a few administrative hoops you need to jump through to get the right permits and approvals. 
We don’t mean to sound discouraging but there’s a huge range of potential challenges awaiting for anyone thinking of starting a small company. However, challenges shouldn’t deter you from your goals. Instead, it’s a good idea to have expert help when navigating the sometimes complex world of business. Trying to do it all on your own can be overwhelming and oftentimes, counterproductive. Chances are, a professional has found solutions to challenges like yours before and will be able to provide you with much needed clarity and guidance. For any of your legal issues, our expert legal team is here to help.   
Getting Started: Set Up A Small Company 
As we mentioned earlier in the article, most companies will start in the same way. That’s because every company needs to accomplish three basic tasks during their conception stages – research, registration and legal protection. 
Let’s take a closer look at these below. 
Do Your Homework 
It goes without saying (but we’ll say it anyways) before starting a company it’s imperative to conduct thorough research. The more informed you are the easier it will be for you to make the right decisions. Be sure to do research on your industry, materials, competition, marketing strategies, compliance measures and much more. 
Don’t forget to compile your research into a business plan, that way it’s all in the one place whenever you need to access it. 
Register Your Small Company 
Your next step is to register your company. 
Big or small, every company in Australia is registered with the Australian Securities and Investments Commission (ASIC). To register a company with ASIC, you will need to determine matters such as who your shareholders are going to be, the directors of your company, how your company will be governed as well as what kind of company you’ll be running. Only after you have sorted out all the details, can you start the application process to register your company with ASIC. 
When registering your company, it’s a wise idea to recruit the help of a legal expert. The process to register a company can be a little complicated and it’s necessary to have someone who knows the ins-and-outs of company registration in your corner. Remember, the registration process won’t just allow your company to legally exist, it also forms the foundation for your company. Therefore, it’s imperative to ensure everything gets done right so you’re not met with any nasty, unwanted surprises down the line.  
It’s also important to note that your relationship with ASIC as the owner of a company doesn’t end once your company is registered. You’ll need to keep up with ASIC for matters like fees, annual audits and changing your company details. Due to this, it’s important to familiarise yourself with ASIC and its requirements as not following through with their regulations could lead to fines or legal penalties. Chatting to a legal expert can help you gain a better understanding of what’s expected of you when it comes to ASIC compliance. 
We’ve written more about the process of registering a company in our article, Steps To Incorporate Your Small Business In Australia. 
Get Your Legals Sorted 
The final step in starting a small company is making sure your company has legal protection. In order to do this, you’ll need to utilise a number of legal instruments such as contracts and policies to safeguard your company from potential legal issues. 
The specific legal documents required will depend on the unique characteristics of your company. Therefore, it’s a good idea to chat with a legal expert. They can pinpoint potential risks and help draft  legal agreements to address those risks.
For now, we’ve listed a few core legal instruments that are important to have when managing different aspects of a company. 
Company Formation: 

Shareholders Agreement
Founders Term Sheet
Company Constitution  

Business Contracts:

Service Agreement
Distribution Agreement 
Supply Agreement 

Employment: 

Employment Contracts
Workplace Policy 
Staff Handbook 

Data and Privacy: 

Privacy Policy 
Website Terms and Conditions
Data Breach Response Plan 

Confused on where to start? Chat to one of our legal experts today! 
What Else Do I Need To Start A Small Company?
Aside from registering your company the right way and making sure it’s legally protected, you will also need to understand the laws that impact your small company.
Every company needs to follow certain rules and regulations to ensure legal compliance. These laws could vary from safety regulations for employees, to fair customer practices as well as data privacy controls. 
Not complying with the laws that impact your company could lead to fines, legal penalties and a bad reputation for your business. So, instead of allowing that to happen, make sure you chat with a regulatory compliance expert. They’ll be able to let you know what laws your company needs to be following and the best way to ensure your practices are in line with them. 
Next Steps
To start a small company, there’s a number of legal considerations you need to take care of each step of the way. To summarise what we’ve discussed: 

Most small companies begin modestly and require understanding of key legal aspects for a successful start, regardless of future growth ambitions
Definitions of a small company vary, with metrics like employee count or annual turnover used to determine its size
Starting a small company can present challenges such as zoning restrictions, financing difficulties, and the need for various permits, making expert guidance beneficial
Essential early steps for setting up a small company include conducting thorough industry research, registering the company with regulatory bodies like the ASIC, and ensuring legal protection
Ongoing compliance with ASIC regulations is crucial to avoid penalties 
Legal protections for a small company should include contracts, policies, and agreements tailored to its specific needs to mitigate potential legal issues 
Understanding and adhering to relevant laws and regulations is necessary to maintain legal compliance and avoid penalties, enhancing the company’s reputation 

If you would like a consultation on starting a small company, you can reach us at 1800 730 617 or [email protected] for a free, no-obligations chat.
The post How To Start A Small Company  appeared first on Sprintlaw.

When you start a company, the choices you make surrounding shares and shareholders is going to significantly influence the future and direction of your company. So, when you form a company you’ll need to ask yourself a number of important questions regarding shares.
One of the most integral questions will be, how many shares should my company start with?  
Ultimately, there’s no standard answer to this question. The amount of shares your company starts with will depend on a number of different factors – the key is to make an informed decision that will be beneficial to your company in the long run. 
As such, it’s critical to understand everything you can about how shares work before you take the leap and launch your company. Keep reading to learn more. 
What Are Shares In A Company? 
Shares in a company are essentially the ownership of a company. Each share is a unit of ownership and anyone that owns a share is known as a shareholder. 
The higher the shares someone owns, the more ownership they have in the company. Shareholders have certain rights such as voting powers and can influence the direction of the company. Needless to say, larger shareholders will have more say in the company than smaller shareholders. 
Every company is likely to have their own set of rules and expectations for shareholders which can be found in legal documents like a Shareholders Agreement. If you’re starting a company and there’s going to be more than one shareholder, then it’s a good idea to get a shareholders agreement drafted. 
For a company to run smoothly, it’s important for the shareholders to be on the same page as one another. Shareholders agreements cover important matters such as dispute resolution, decision making processes and what happens when a shareholder wants to exit the company – it’s a pretty essential document when it comes to your company’s governance, be sure to get a legal expert to help you out with yours. 
How Many Shares Does A Company Have? 
There isn’t a specific amount of shares every company has. Some companies have hundreds of shareholders (these are usually largely corporations) while other companies may have just a few shareholders. 
The number of shares a company has is never random. A company’s size, strategy, structure and needs will play a significant role in determining how many shareholders it has. 
We’ve written more about companies and shares in our article, How Many Shares Can A Company Have? Check it out to learn more.  
How Many Shares Should I Start My Company With? 
Determining the amount of shares to start your company off with should be planned in accordance with matters such as your company’s future goals, structure and current availability. For instance, if you want to raise capital with investors however, your company is still in its early stages then it’s important to structure your shares in a way so it makes room for future shareholders. 
Typically smaller companies start off with shares of 1,000 to 5,000. These numbers are a lot more manageable and make it easier to succinctly determine ownership percentages. Moreover, those numbers are sufficient enough to be able to meet the needs of many smaller companies. 
So, when you’re figuring out how many shares you should start your company with, it’s important to make the choices that are right for you. As your company is unique, it’s best not to look at other companies for some type of blueprint. Instead, it’s best to chat with a legal expert – that way you can get advice that’s catered especially to your company’s needs and go from there. 
Can I Change My Company’s Shareholder Details? 
Yes, you can and should be changing your company’s shareholder details. If a shareholder decides to leave or has any important details about them changed, then it’s important to update these details with the Australian Securities and Investments Commission (ASIC).
Remember, as a company it’s your duty to report to ASIC and ensure all your company details are up to date with them. Not doing so can lead to fines and in worst case scenarios, your company being investigated by ASIC and facing legal penalties. 
Don’t let this happen – make sure you update any important  shareholder details as soon as they occur. Often, navigating ASIC and knowing which form to fill out can be overwhelming! Having a legal professional in your corner can make this process much easier as they can make certain that everything gets done the right way. 
Next Steps
When figuring out how many shares to start your company off with, it’s important to consider a number of different factors. It’s wise to get the professional help of a legal expert to ensure you’re giving your company the best start possible.  

The number of shares a company starts with varies based on multiple factors including future goals and company structure, with no standard initial amount applicable to all companies
Shares represent ownership units within a company, and shareholders possess varying degrees of influence and voting rights based on the number of shares they own
Larger shareholders typically have more influence over company decisions than smaller shareholders
It’s beneficial for companies, especially those with multiple shareholders, to draft a Shareholders Agreement to outline rules for governance, including dispute resolution and decision-making processes
Common starting share quantities for smaller companies range between 1,000 to 5,000 to easily manage ownership percentages and meet operational needs
Shareholder details need regular updates with the Australian Securities and Investments Commission (ASIC) to avoid legal penalties, with legal assistance recommended for navigating updates
Consulting a legal expert when starting a company and determining share distribution can provide tailored advice and help ensure the company’s long-term success

If you would like a consultation on how many shares your company should start with, you can reach us at 1800 730 617 or [email protected] for a free, no-obligations chat.
The post How Many Shares Should A Company Start With? appeared first on Sprintlaw.

In recent years a great deal of attention has been focused on the role of organisations in preventing or enabling child sexual abuse. In particular, the Royal Commission into Institutional Responses to Child Sexual Abuse examined the manner in which institutions such as churches and schools had historically responded to offending of this nature within their organisations.
The Royal Commission made a wide range of recommendations, many of which have since been adopted throughout Australia. In Queensland, one of the key recommendations of the Royal Commission that was adopted involved the creation of ‘Third party’ offences where people can be held criminally liable if they fail to take steps to stop child sexual abuse being committed by others in certain circumstances.
Third Party Offences
Sections 229BB and 229BC of the Criminal Code create criminal offences for people who have relevant knowledge regarding sexual offences being committed against children and fail to take steps to stop the offending in certain circumstances, or fail to report the information to the police.
Section 229BB – Failure to protect child from child sexual offence
Section 229BB applies to an adult associated with an institution (referred to as an “accountable person”) who knows there is a significant risk that another adult associated with the institution will commit a child sexual offence in relation to either a child under 16, or a child under 18 with an impairment of the mind.
This section creates an offence for a person in the above position who fails to remove or reduce the risk posed, in circumstances where they have the power or responsibility to do so.
The offence under section 229BB is aimed at people in positions of management or authority who gain knowledge that a risk exists and fail to take appropriate steps to deal with the risk, for instance by removing the other person from the organisation or stopping their involvement with children.
It is clear from subsection (2) that the provision is particularly targeted at religious organisations.  It states that it does not matter that the information was gained by the person through a religious confession.
Section 229BC – Failure to report belief of child sexual offence committed in relation to child
Section 229BC applies to an adult who gains information that causes them to believe, on reasonable grounds (or ought reasonably to cause them to believe) that a child sexual offence is being, or has been committed against a child by another adult.
The section creates an offence for a person in this position who fails, without reasonable excuse, to report the information to the police as soon as reasonably practicable.
There are some key differences between the conduct captured under section 229BC and that targeted under 229BB. Firstly, section 229BC does not require the adult to be associated with an institution in order for the section to apply. This means that any adult who becomes aware of the sort of information referred to in the section could be criminally liable for not reporting this information to police.
Secondly, the wording of the section refers to a child sexual offence that is being, or has been, committed. This extends the relevant information to include information about past offences as well as ongoing offending. This gives the section a much broader scope than 229BB, which only considers situations where there is a risk of future offending.
Thirdly, 229BC contains a built in defence whereby a person will not be criminally liable for not reporting the information to police if they had a reasonable excuse not to do so. Subsection (4) lists a number of circumstances in which a person will be deemed to have a reasonable excuse.  However this is not an exhaustive list, meaning that the courts may find that a person had a reasonable excuse not to report the information to police in other circumstances.
Could both sections apply to the same circumstances?
While at this stage there are no published decisions confirming how these provisions will be interpreted by the courts, it is possible to envisage a situation where the two sections could overlap.
An adult associated with an institution may gain information which causes them to believe on reasonable grounds that a child sexual offence is being committed by another person associated with the institution, giving rise to liability under section 229BC if they do not report this information to police.
If the person is also in a management or supervisory position, such that they have the power or responsibility to remove the risk, they may also incur liability under section 229BB if they fail to do so.
Sections 229BB and 229BC impose obligations on adults who become aware of information relating to child sexual offending to take steps to stop the offending occurring, and assign criminal liability to those who fail to do so. For people associated with an organisation involving children, particularly people in a management or supervisory position, this risk is further increased.
If you have any concerns about liability that may apply to you or others within your organisation under these sections, you should contact us to seek further legal advice immediately.
 
The post Child sexual offences – failing to take steps to stop offending by others appeared first on Potts Lawyers.

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Original Source: Here A pilot’s seat will become the main focus for aviation lawyers representing passengers on board a LATAM flight that plunged into a mid-air emergency between Sydney and Auckland last month. At least 50 people were injured and 12 hospitalised when the 787 Dreamliner dropped abruptly mid-flight on March 11 sending passengers slamming […]

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The legal cases surrounding the conduct of by Bruce Lehrmann in raping Brittany Higgins on a Federal Minister’s couch in Parliament House in 2019 appear to be finally coming towards a conclusion. Justice Michael Lee in the Federal Court found Mr Lehrmann raped Ms Higgins on the balance of probabilities
The post Legal Costs and the Bruce Lehrmann Case appeared first on Lynn & Brown Lawyers.

Bruce Minter, long-term strata committee member, joins me as we discuss the incredible resilience required to lead a strata community. Bruce explains how he helped his community shift its collective mindset and break “the curse of low levies”. He shares lessons learned from the U.S. Founding Fathers, and his unique understanding that strata “is not a jam stall at a school fete. It’s a business”.

Did you know that the first same sex divorce in Australia was finalised in 2018? This case involved two women in Western Australia who had married overseas. While their separation predated the legalisation of same-sex marriage in Australia, they were unable to formally divorce due to legal limitations on recognising their union.  This landmark case […]
The post Same Sex Divorce in Australia appeared first on JB Solicitors.

From our Managing Director Matthew Rouse 
I am filled with gratitude for the continued trust and support of our clients and referrers. In the ever-evolving landscape of legal services, your loyalty to Rouse Lawyers does not go unnoticed. I recognise that in a market as competitive as ours, you have a plethora of options to choose from and yet you choose us. For this, I extend my utmost thanks.
The first quarter of 2024 has passed by in a whirlwind of activity here at the firm. It has been a period of rapid expansion fuelled by the increased volume and value of work entrusted to us by you. Since our inception over seventeen years ago, we have grown hand in hand with your evolving needs for expert legal support, both in front-end business services and commercial disputes.
Enhanced Specialist Expertise
To ensure that we continue to provide exceptional service in our specialist practice areas, we have made strategic senior additions to our team. Lucie Marsden (estate planning) and Christopher Andary (property and commercial) joined us in the second half of 2023 and since then we have welcomed several other new faces. Both Lucie and Chris are part of our Senior Leadership Team.
David McKewin, who leads our litigation team, now has the support of Yusuf Furgan and Cleopatra Jackson. Their expertise, gained from practising in specialist litigation firms, adds invaluable depth to our capabilities.
Likewise, Alexander Bowen has joined Chris in our property team, bringing with him experience from one of Queensland’s most prominent commercial law firms.
Bolstered Legal Support
Tiarne Beazley will be familiar to many of you as she has been the main point of contact for accounts and legal admin for over 7 years. Working with Tiarne in these respects, we are delighted to welcome Mirka Horakova-Moran to our team in a newly created Legal Secretary role. With her background in major international and top-tier national Australian firms, we are confident in her ability to provide you with exceptional personalised support when engaging with our Litigation and Estate Planning teams.
Optimising Operations and Services
As we continue to grow, we understand the imperative to reassess our processes and infrastructure to ensure that we deliver nothing short of excellence in our services to you. Tamara McCombe, with her extensive experience in business development and operations within the legal industry, will play a pivotal role in this endeavour. Please do not hesitate to reach out to her with any feedback or suggestions you may have regarding our services, communications and your customer experience.
Personalising and Maximising Client Services
The diversity of legal expertise that our new additions bring is testament to our commitment to providing you with the comprehensive and efficient legal solutions one expects of the biggest firm names but with the personalisation of a trusted advisor interested in your long-term success. This deliberate expansion underscores our dedication to serving you better, ensuring that Rouse Lawyers remains your trusted partner in your commercial legal matters.
As we forge ahead into the rest of the year, I want to reassure you that our commitment to your success remains unwavering. Thank you once again for choosing Rouse Lawyers as your legal partner.

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‘I’d do exactly the same again.’