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COVID-19 NEXUS ALERT #2

Impacts of the National Cabinet SME Commercial Leasing Principles
This alert is current as at 11 April 2020 and will be updated when more information becomes available.  It is provided as general information only and not intended as legal advice.
SNAPSHOT: The Federal Government has introduced a new Code which outlines a set of Commercial Leasing Principles (to apply for the term of the JobSeeker programme) – which essentially requires good faith negotiations between certain tenants and landlords to address the disruption caused by COVID-19.  Each state and territory will make necessary changes to its legislation to provide greater clarify around the application of the Code.
On 3 April 2020, the National Cabinet agreed to a ‘Mandatory Code of Conduct – SME Commercial Leasing Principles During COVID-19’ (Code) – and released the Code on 7 April 2020.
Purpose:
The Code creates a set of ‘good faith’ leasing principles for to apply to landlords and tenants of ‘commercial tenancies’ (being retail, office and industrial leases) ONLY WHERE the tenant is an eligible business (with annual turnover of up to $50M) for the Commonwealth Government’s JobKeeper programme (see NEXUS Bite-Size #3) (SME Tenant).
What does the Code mean in practical terms?
The Code requires that Landlords and SME Tenants must negotiate amendments to existing lease arrangements with a view to ‘aid the management of cashflow for SME Tenants and landlords on a proportionate basis’ in light of the disruption caused by COVID-19.
For a copy of the Code click here.
There are two sets of ‘principles’ in the Code as follows:

Overarching Principles – there are 11 in total and include:

The parties negotiate in good faith
The parties share a common interest in working together to ensure business continuity
All leases are unique and therefore the amendments need to be negotiated on a case by case basis

Leasing Principles – there are 14 in total and include:

Landlords must not terminate leases due to the non-payment of rent during the COVID-19 pandemic period
Landlords must offer tenants proportionate reductions in rent
Payment of rental deferrals by the Tenant must be amortised over the balance of the lease term

When does the Code apply from and for how long?
The Code is due to come into effect for each respective state and territory when prescribed by that jurisdiction – and for as long as the Commonwealth JobKeeper programme remains operational.  Of course, arrangements agreed under the Code will more than likely have effect long beyond the expiry of the programme.
As at 11 April 2020, no state or territory had issued any regulations to apply concerning the Code.
Irrespective of when states and territories enact legislation to apply the Code, Landlords and SME Tenants should enter into discussions using the Code as a basis for negotiations as soon as possible.
What is the legal enforceability of the Code?
The Code requires Landlords and Tenants to meet with a view to negotiating and agreement ‘in good faith’ based on the particular circumstances of each lease arrangement.  It is provided for guidance – and relies on the parties using ‘good faith’ to arrive at a mutually agreed outcome.
Where the parties fail to reach agreement – the Code requires that the matter be referred to a leasing dispute resolution process for binding mediation.
Matters to consider when applying the Code:

Is the tenant an ‘SME Tenant’ for the purposes of the Commonwealth Government’s JobKeeper programme?
Consider $50M annual turnover threshold for franchises and retail corporate groups.

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COVID-19 NEXUS BITE-SIZE #1

NSW Emergency Measures Legislation – to address the COVID-19 pandemic (focus on retail and residential lease implications)

This NEXUS Bite-Size is current as at 11 April 2020 and will be updated when more information becomes available.  It is provided as general information only and not intended as legal advice.
SNAPSHOT:  NSW legislation has been brought in to implement emergency measures to address issues arising out of COVID-19.  Acts amended include the Retail Leases Act and the Residential Tenancies Act – to the effect that Regulations may be passed which prohibit termination of leases or re-possession by landlords in certain circumstances.
Purpose:
An Act (being COVID-19 Legislation Amendment (Emergency Measures) Act 2020 No 1) to amend various Acts to implement emergency measures as a result of the COVID-19 pandemic – including the Residential Tenancies Act 2010 (NSW) and Retail Leases Act 1994 (NSW)
Jurisdiction:
Applies in the State of NSW
When did the Act come into effect?
The Act was passed in NSW Parliament on 24 March 2020 and assented to on 25 March 2020.
What Acts are affected by this amending legislation? 
The Act applies to numerous Acts including the Residential Tenancies Act 2010 and the Retail Leases Act 1994.
How are retail and residential tenancies affected?
The Act extends the purposes for which a regulation may be made (expiring after six months of its making) under a ‘relevant Act’ for specified matters for the purposes of responding to the public health emergency caused by COVID-19:
NB: ‘relevant Act’ for the purpose of:

a residential lease arrangement is the Boarding Houses Act 2012 (NSW), the Residential (Land Lease) Communities Act 2013 (2013), the Residential Tenancies Act 2010 (NSW) or any other Act relating to the leasing of premises or land for residential purposes; and
a retail lease arrangement is the Agricultural Tenancies Act 1990 (NSW), the Retail Leases Act 1994 (NSW) or any other Act relating to the leasing of premises or land for commercial purposes.

Specified matters include:

prohibiting the recovery of possession of premises by a landlord in particular circumstances
prohibiting the termination of a lease by a landlord in particular circumstances
regulating or preventing the exercise or enforcement of another right of a landlord in particular circumstances
exempting a tenant from the operation of a provision of an Act or any lease/licence agreement

What next?
The impacts on leases, and the ‘particular circumstances’ to which the restrictions apply, will only be known once the relevant regulations are made.  Further updates will be provided once this information comes to light.
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COVID-19 ALERT #3

$130B JobKeeper Package: What’s it all about?

This alert is current as at 11 April 2020 and will be updated when more information becomes available.  It is provided as general information only and not intended as legal advice.
SNAPSHOT: The Government has committed to a $130B package under which businesses, self-employed and non-for-profits significantly impacted by the COVID-19 outbreak will be able to access a $1,500 wage subsidy per fortnight per ‘eligible’ employee until 27 September 2020.
PURPOSE: 
The Federal Government has introduced this package as a temporary scheme to keep people in their jobs and re-start work when the COVID-19 crisis is over – enabling many employees to keep their job and earn an income.
WHEN COMMENCE?
The subsidy will start on 30 March 2020, with the first payments being received by ‘eligible’ employers in the first week of May.
WHO’S ELIGIBLE TO APPLY?
Employers (including not-for-profits) will be eligible for the subsidy if, at the time of applying:

Their business has an *aggregated turnover of less than $1B and they estimate that their turnover has or will fall by 30% or more; or
Their business has an annual turnover of $1B or more and they estimate that their turnover has or will fall by 50% or more; and
Their business is not subject to the Major Bank Levy.

See the Federal Government website for further information concerning self-employed and not-for-profits – and for the definition of ‘aggregated turnover’.
WHO IS AN ELIGIBLE EMPLOYEE?
Employers can only claim the JobKeeper payment for eligible employees that were in their employment on 1 March 2020 – and continue to be employed whilst the payment is being claimed.  An eligible employee is an employee who:

Is currently employed by the eligible employer (including those stood down or re-hired)
Is a full-time or part-time employee, or a casual employed on a regular and systemic basis for longer than 12 months as at 1 March 2020;
Is a permanent employee of the employer, or if a casual employee, not a permanent employee of another employer;
Aged 16 years or older at 1 March 2020
Was an Australian citizen, the holder of a permanent visa, or a Special Category Visa Holder at 1 March 2020;
Was a resident for Australian tax purposes on 1 March 2020; and
Is not in receipt of a JobKeeper Payment from another employer.

The JobKeeper payment can only be claimed by eligible employers if $1,500 per fortnight is paid (before tax) to each eligible employee.
HOW TO REGISTER?
Businesses are able to register their interests in participating in the scheme through the ATO’s website  www.ato.gov.au.
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Zabina Naem

Zabina is experienced in property law and has a passion for estate planning and administration.
Currently undertaking a Masters in Estate Planning, Zabina works closely with her clients to tailor estate plans which reflect their personal, professional and business objectives.
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Covid-19 Update – HIA Resources Supporting the Housing Industry

The HIA has rolled-out some excellent initiatives to help residential builders manage the risk of COVID-19.
The ‘HIA Making space on site’ webpage provides comprehensive industry guidelines for both new home sites and renovation/repair projects.  These guidelines have taken up and implemented all the relevant government restrictions for construction sites during the lockdown.
These guides are available in five languages and are supported by a Homeowner’s Guide and a Site Induction Tool – Making space on site: Site Induction for COVID-19.  The Site Induction tool offers access to a QR code which links to a tailored COVID-19 contactless induction process based on the guidelines.  It can be easily added to a company’s existing safety and induction practices.
All of these materials, including the site induction QR code, are freely available from the HIA’s COVID-19 webpage.
It is extremely important for our economy that the construction industry remains active and strong during this difficult period and these guidelines help builders and owners navigate the rules in order to achieve this.
We applaud the proactive approach the HIA has taken with this initiative and our construction team is happy to assist with any of these requirements or other difficult site-based issues.  Please contact any of our construction law experts on 4961 0002 or 9016 0141 at any time or directly as outlined below.
Marcus McCarthy |  [email protected]
Kelvin Keane  |  [email protected]
Nicholas Achurch  |   [email protected]
Simon Fosterling  |  [email protected]
This publication is © Nexus Law Group and is for general guidance only. Legal advice should be sought before taking action in relation to any specific issues.
 
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Coronavirus (COVID-19) and your estate planning

Due to coronavirus (COVID-19) there has been an increase in the number of wills being drafted or amended, particularly from those aged over 65 years old who are more vulnerable to the virus.  However social distancing and self-isolation rules are causing issues for the valid creation of wills, powers of attorney, and the appointment of enduring guardians.
This article outlines the requirements for the creation of valid estate planning documents in NSW and the consequences of an informal will.
Formal Wills
Section 6 of the NSW Succession Act (‘the Act’) provides that a will is valid if the will is:
(a)  in writing and signed by the testator (or by some other person in the presence of and at the direction of the testator), and
(b)  the signature is made or acknowledged by the testator in the presence of 2 or more witnesses present at the same time, and
(c)  at least 2 of those witnesses attest and sign the will in the presence of the testator (but not necessarily in the presence of each other).
The testator must sign the will with the intention of executing the will and the witnesses should be over 18 years of age and should not be the same person as the Executor(s), or any named or potential beneficiaries named in the will. A will that satisfies all these requirements is referred to as a Formal Will.
In the time of COVID-19 the requirement for two witnesses to be present at the same time for a will to be valid is problematic, especially if the testator is self-isolating and so is unable to ask independent witnesses into the room to witness the signing.
The NSW Government passed the COVID-19 Legislation Amendment (Emergency Measures) Bill 2020 on 24 March 2020 with broad powers to allow for documents to be executed in a manner that is outside these current rules and regulations. However, at the time of writing, the signing of a document by videoconference, electronically, or through an online or cloud-based document signing service do not meet the requirements for execution and in attesting a document as a witness. The Law Society of NSW is working with the NSW Government to enact regulations to assist in the execution of documents as soon as possible.
Until the regulations are enacted, should clients need to update their will but are unable to have two independent witnesses attend the execution of their will, then we recommend that the signature of the testator is witnessed by one independent witness. If no independent witnesses are available then we recommend that clients should still sign and date their will and that the signing is video recorded, such as on a mobile phone, and be accompanied by a verbal explanation or signed statement of why no witnesses could be found and that the document is intended to immediately operate as their last will. The recording or statement should accompany their will, and either be sent to someone (such as their lawyer) to ensure that it can be found, or a note should be left to confirm the existence of the recording or statement. However, while a Court may consider additional evidence as to your intention the Court may find this will invalid.
We strongly recommend that clients do NOT rely on anything other than a written will prepared by a legal practitioner. A will that results from not being executed in accordance with the prescribed legislation is referred to as an Informal Will.
Informal Wills
Section 8 of the NSW Succession Act provides that the Court may dispense with the specific requirements of a Formal Will under section 6 of the Act when:
(a)  there is a document, or part of a document, that purports to contain the wishes of how the deceased person wanted to distribute their assets but has not been signed in accordance with the Act; and
(b)  the Court is satisfied that the person intended that the document form his or her will, and that
(c)  the Court may have regard to any evidence relating to the way the document or part was executed and the intentions of the deceased person regarding the distribution of their assets.
An informal will may be accepted by the Court for the purposes of Probate, however informal wills are more likely to face increased costs in administration due to the risk of competing applications to the Court by others who may try to establish an earlier will or other documents as the intentions of the deceased. An informal will may also be found invalid by the Court.
A formal will prepared by a legal practitioner that is properly signed and witnessed by two independent witnesses should be put in place immediately when circumstances allow.
Enduring Power of Attorney
An Enduring Power of Attorney operates during your lifetime and empowers your chosen representative (‘Attorney’) to make financial and legal decisions on your behalf. An Enduring Power of Attorney needs to be signed by the client as the principal and witnessed by one (1) prescribed witness. The attorney(s) are not required to have their signature(s) witnessed.
A prescribed witness is a registrar of the Local Court, or an Australian legal practitioner, or a conveyancer, or an employee of the NSW Trustee and Guardian, who has successfully completed a prescribed course of study; or, a foreign legal practitioner.
Appointment of Enduring Guardian
An Appointment of Enduring Guardian operates during your lifetime and empowers your chosen representative (‘Guardian’) to help you make lifestyle, health and welfare decisions for you, such as deciding where you live or what medical treatment you should receive if you are partially or wholly unable to make these decisions for yourself.
An Appointment of Enduring Guardian document needs to be signed by the client as the principal and witnessed by one (1) prescribed witness. The Guardian(s) are required to have their signature(s) witnessed by a prescribed witness. A prescribed witness for an Appointment of Enduring Guardian holds the same meaning as it does for an Enduring Power of Attorney above.
We recommend that an Enduring Power of Attorney and Appointment of Enduring Guardian accompany your formal Will to ensure that your intentions can be reflected should you become incapacitated.
We hope you find this information helpful but please do not hesitate contact any of our Estate Planning experts:
NSW:  +612 9016 0141
Taryn Ellerington [email protected]
Zabina Naem [email protected]
Lisa Sinclair [email protected]
Qld:  +617 3182 3475
Tara Lucke [email protected]
SA:  +618 8344 6422
Tim Donlan [email protected]
Joel Siepman [email protected]
This publication is © Nexus Law Group and is for general guidance only. Legal advice should be sought before taking action in relation to any specific issues.
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COVID-19 Pandemic – Variation of Awards

In a decision on 8 April 2020, the FWC varied most awards to include the following:

Every employee will be entitled to take up to 2 weeks’ unpaid leave if the employee is required,by government or medical authorities or acting on the advice of a medical practitioner, to self-isolate and is consequently prevented from working, or is otherwise prevented from working by measures taken by government or medical authorities in response to the COVID-19 pandemic. The leave must start before 30 June 2020.
An employee and their employer may agree to the employee taking twice as much annual leave on half pay (including leave loading).

Most awards (103 in total) will be varied from 8 April 2020.
Awards that are not varied are the ones where it is considered that the COVID 19 pandemic has not has a serious effect and include maritime awards, building and construction awards and mining and resource sector awards.
If you would like further guidance on how these changes may impact  upon you and/or your business, please contact Maeve Doyle by emailing [email protected] or telephoning her on +612 9016 0141.
 
This publication is © Nexus Law Group and is for general guidance only. Legal advice should be sought before taking action in relation to any specific issues.
 
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Luke Ortisi

Luke is a senior corporate and financial services lawyer with 12 years
professional experience in private practice and in-house. His expertise
covers:
• domestic and cross-border M&A and commercial transactions
• debt and equity capital transactions and investments
• corporations law and board governance, risk and compliance
• financial services, managed funds and wealth management
• commercial contract negotiation, drafting and implementation
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Free Consultation – Estates team

The coronavirus pandemic is making this a very stressful time for everyone.  The Nexus team want to help with some practical solutions for our valued clients.
We believe that planning for the future care and treatment of our family is vitally important at this time. Providing certainty in uncertain times reduces stress and is one of the best things you can do to manage your personal circumstances and bring peace of mind to your family.
As confronting as it is, now is the best time to ensure you have a solid estate plan and ensure the healthcare system is properly directed to as to how you wish to manage any illnesses you or your family might have.
To help with this, Nexus are offering a free 15 minute legal advice and check-in service to help answer any questions you may have about your estate documents including Wills, Powers of Attorney, Guardianships, and Advance Care Directives.  This service will help you understand what you might need to legally get ahead of the coronavirus curve.
Call our free consultation line on (02) 9016 0141 – our Estates team are happy to answer any questions you may have on your current estate documents, at no charge.
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COVID-19 – NSW Parliament to introduce further relief measures for small businesses.

TREASURY LEGISLATION AMENDMENT (COVID-19) BILL 2020
Yesterday the NSW parliament read for the second time the Treasury Legislation Amendment (COVID-19) Bill 2020 to introduce further critical measures for the assistance of small business. This bill has been passed by both houses on 24 March 2020.
The Bill proposes two changes to the Payroll Tax Act 2007 in an attempt to adjust State fiscal policy and provide direct taxation relief.
PROPOSAL 1:  Reduction of Payroll tax
NSW Parliament proposes to reduce annual payroll tax liability by 25% this financial year for eligible business. A list of eligible businesses has yet to be released.
The aim is to reduce the tax liability for businesses who wish to retain their staff without penalty in this difficult time.
In addition to this the Chief Commissioner of State Revenue will defer monthly payroll tax payments providing $30,000.00 NSW businesses with an average saving of $15,000.00 per year and increase the tax threshold from $900,000.00 to $1,000,000.00 on 1 July 2020.
PROPOSAL 2:  Access to Long Service Leave
Those with accrued long service leave may take the opportunity to take long service leave during these initial and intense stages of the pandemic response.
The NSW Parliament has proposed measures to enable employees to access, and notify their employers of their intention to take long service leave with greater flexibility. Currently an employee must provide their employer with a minimum of 4 weeks’ notice that they intended to take long service leave, this Bill proposes that an employee may give less than 4 weeks’ notice (the precise amount of notice hasn’t been specified yet).
The bill also allows for an employer and employee to agree that part of their long service leave may be used, which provides flexibility where the employee may not want to use their full entitlement.
Practical effect
Whilst an active fiscal policy is welcomed, such measures would be well complemented with an injection of government spending specifically targeted at small business.
A reduction in tax, fees and other payables is good but these measures may prove ineffective in the wake of forced closures and severe reductions in trade. For these measures to work effectively, an income supplement for small businesses would go a long way, that said these measures seem to be a step in the right direction.
A draft copy of the bill as passed by both houses of NSW Parliament can be found at:
https://www.parliament.nsw.gov.au/bill/files/3742/Passed%20by%20both%20Houses.pdf
Second reading speech can be found at:
https://www.parliament.nsw.gov.au/Hansard/Pages/HansardResult.aspx#/docid/HANSARD-1820781676-81617/HANSARD-1820781676-81617
As further information comes to light we will continue to keep you informed.
If you have any concerns contact us on +612 9016 0141.
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COVID-19 Pandemic – Changes for Office Workers

News Update – The FWC to decide on changes to Clerk’s Award tomorrow
The following schedule is being proposed jointly by business and Union groups to provide greater flexibility for office workers until 30 June 2020.  Measures include:

Employers can direct employees to take annual leave with minimal notice and to the point where employees have only 2 weeks accrued leave remaining
Employees can agree to a temporary reduction of working hours (but the accrual of entitlements will continue on the usual hours that they work)
Employers can have a close down with one week’s notice where employees must take either paid or unpaid leave

The FWC will hear submissions by the Australian Chamber of Commerce and Industry (ACCI) and the Australian Industry Group (Ai Group), with the support of the Australian Council of Trade Unions (ACTU) and the Australian Services Union (ASU) on Saturday 28 March 2020.
If you would like further guidance on how these changes may impact  upon you and/or your business, please contact Maeve Doyle by emailing [email protected] or telephoning her on +612 9016 0141.

Schedule I – Award flexibility during the COVID-19 Pandemic
X.1 The provisions of this schedule are aimed at preserving the ongoing viability of businesses and preserving jobs during the COVID-19 pandemic and not to set any precedent in relation to award entitlements after its expiry date.
X.2 Schedule I operates from ___________ 2020 until 30 June 2020. The period of operation can be extended on application.
X.3 A reference in this schedule to an employee “working from home” is to be read as a reference to an employee who is working from home because of measures in response to the COVID-19 pandemic.
X.4 During the operation of Schedule I, the following provisions apply:
Operational flexibility
(a) An employee will perform all duties that are within their skill and competency regardless of their classification under clause 15 and Schedule B, provided that the duties are safe, and the employee is licensed and qualified to perform them, where necessary. No employee shall have their pay reduced as a result of being directed to perform duties in accordance with this clause.
Part-time employees working from home
(b) Instead of clause 11.5, for a part-time employee who is working from home by agreement with the employer, the employer is required to roster the employee for a minimum of two consecutive hours on any shift.
Casual employees working from home
(c) Instead of clause 12.4, for a casual employee who is working from home by agreement with the employer, the employee is entitled to a minimum payment of two hours’ work at the appropriate rate.
Ordinary hours of work for employees working from home
(d) Instead of clause 25.1(b), where an employee requests and the employer agrees, the spread of ordinary hours of work for day workers is between 6.00am and 11.00pm, Monday to Friday, and between 7.00am and 12.30pm on Saturday, for employees working from home by agreement with the employer.
(e) Day workers are not shift workers for the purposes of any penalties, loadings or allowances under the award.
(f) The facilitative provision in clause 25(2), which allows the spread of hours to be altered, will not operate for the employees referred to in subclause (d).
Agreed temporary reduction in ordinary hours
(g) An employer and the full-time and part-time employees in a workplace or section of a workplace, may agree to temporarily reduce ordinary hours of work for the employees in the workplace or section for a specified period while this schedule is in operation. The approval of at least 75% of the full-time and part-time employees in the relevant workplace or section shall be required.
(h) For the purposes of subclause (g), ordinary hours of work may be temporarily reduced:
(i) For full time employees, to not fewer than 75% of the full-time ordinary hours applicable to an employee immediately prior to the implementation of the temporary reduction in ordinary hours.
(ii) For part-time employees, to not fewer than 75% of the part-time employee’s ordinary hours immediately prior to the implementation of the temporary reduction in ordinary hours.
(i) Where a reduction in hours takes effect under subclause (g), the employee’s ordinary hourly rate will be maintained but the weekly wage will be reduced by the same proportion.
(j) Nothing in this schedule prevents an employer and an individual employee agreeing in writing (including by electronic means) to reduce hours or to have an employee move temporarily from full-time to part-time hours of work, with a commensurate reduction in the minimum weekly wage.
(k) For an employee whose hours have been reduced in accordance with subclause (g):
(i) the employer must not unreasonably refuse an employee request to engage in reasonable secondary employment; and
(ii) the employer must consider all reasonable employee requests for training, professional development and/or study leave.
(l) For the purposes of subclause (g), where there is any reduction in the ordinary hours of work for full-time or part-time employees in a workplace or section during the period this schedule is operation, all relevant accruals and all entitlements on termination of employment will continue to be based on each employee’s weekly ordinary hours of work prior to the commencement of this schedule.
(m) For the purposes of subclause (g), the support of employees shall be determined by a vote of employees. In order for the vote to be valid, the employer must comply with the following requirements:
(i) Where any of the employees are known to be members of the Australian Services Union or another organisation, the ASU or other organisation shall be informed before the vote takes place.
(ii) Prior to the vote of employees, the employer shall provide the employees with the contact details of the ASU, should they wish to contact the ASU for advice.
(iii) The employer must notify the Fair Work Commission by emailing [email protected] that the employer proposes to conduct a vote under this schedule. The employer shall provide the work email addresses of the employees who will be participating in the vote, to the Commission. The Commission will then distribute the ASU COVID-19 Information Sheet to the employees prior to the vote. The Commission shall list the name of the business on a register which will be accessible to the ASU, upon request, for the period when this schedule is in operation.
(iv) The vote shall not take place until at least 24 hours after the requirements of paragraph (i), (ii) and (iii) have been met.
Annual leave
(n) Employers and employees may agree to the taking of up to twice as much annual leave at a proportionately reduced rate for all or part of any agreed or directed period away from work, including any close-down.
(o) Instead of clauses 29.6, 29.7 and 29.8, an employer may direct an employee to take any annual leave that has accrued, by giving at least one week’s notice, or any shorter period of notice that may be agreed. A direction to take annual leave shall not result in an employee having less than two weeks of accrued annual leave remaining.
Close down
(p) Instead of clause 29.5 and subject to subclause (q), an employer may:
(i) require an employee to take annual leave by giving at least one week’s notice as part of a close-down of its operations, or part of its operations, or any shorter period of notice that may be agreed; and
(ii) where an employee who has not accrued sufficient leave to cover part or all of the close-down, the employee is to be allowed paid annual leave for the period for which they have accrued sufficient leave and given unpaid leave for the remainder of the closedown.
(q) Subclause (p) does not permit an employer to require an employee to take leave for a period beyond the period of operation of this schedule.
 
If you would like further guidance on how these changes may impact  upon you and/or your business, please contact Maeve Doyle by emailing [email protected] or telephoning her on +612 9016 0141.

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6 Steps to handle construction project delays as a result of COVID-19

The impacts of the COVID-19 virus on supply chains, site shutdowns and labour shortages are already deeply affecting the construction sector.  Builders and Contractors are now carrying substantial site risks and may be exposed to delay claims if they do not manage their contracts carefully.
In this article we look at 6 practical steps to take right now to avoid exposure to damages claims and manage contracts to maximise recovery of EOT’s and delay costs.

Review all Head Contracts

You cannot assume that the virus will automatically trigger rights to EOT’s, delay costs or variations.  These rights do not exist and common and are a function of the specific wording of contracts.
It is highly unlikely that any construction contract in place before the virus hit specifically deals with risks of a pandemic or the increased costs as a result of a medical emergency. However, many standard form contracts have relevant clauses that can be relied upon in this circumstance.
It is time to review all current contracts and identify all sections dealing with EOT’s, delays, variations and the circumstances in which the Contractor or the Principal might be able to make delay claims.

Use  ‘Force Majeure’ clauses where available

‘Force Majeure’ literally means ‘a superior force’, which negates the ability to perform a contract.
If your contract includes a Force Majeure clause, it could be particularly applicable in the context of a pandemic, and may be used to claim an EOT or even delay damages.
Unfortunately, most Force Majeure clauses use disturbingly loose and undefined terms like ‘Acts of God’, ‘civil unrest’ or ‘natural disasters’. Many contracts don’t even have Force Majeure clauses and virtually none include specific wording for pandemics or medical emergencies that might force a site shut down.
There is virtually no caselaw that directly resolves the applicability of a pandemic or medical emergency to Force Majeure clauses and it is not clear it would qualify as a ‘natural disaster’. However, even without specific pandemic wording it is worth submitting a claim under Force Majeure if the impacts are so great as to compromise the entire project for a period (such as a government imposed shut down).
If you are negotiating a contract now we recommend you insert our model Force Majeure clause that covers the impacts of pandemics or declared medical emergencies.

Lodge claim notices now

Many builders and contractors tend to leave submission of contract notices until they know the extent of the impact on the project or even worse, until the final claim. This often occurs when the extent of the impact is uncertain, such as COVID-19.
Delaying submission of notices will probably mean that the contract requirements for notices have not been met and could result in an otherwise valid claim being denied. The best time for giving notices is usually when you first become aware of a potential issue. The original notice can be supplemented with further detail as the impacts on the project become clearer.
Most standard form contracts (including for example AS4000, GC21, MBA BC4) are reasonably generous in terms of a builder’s or contractor’s right to claim EOT. Some modified or in-house forms of contract will have very limited grounds for claiming EOT. In almost all cases, the owner will have the discretion to grant EOT.
For supply chain delays or site shutdowns – lodge your EOT claims immediately and, if applicable, any available delay damages claim notice. Not all EOT events qualify for delay damages – you must make a delay claim under the specific clause that allows for this.   Remember many contracts have contractual time bars and it is not sufficient to claim an EOT only and later claim delay costs associated with that EOT.
Be aware that Principals may seek to raise a delay claim at the end of the project. The best way to offset Principal LD’s is to have your own concurrent EOT and delay claims in place.
Materials shortages, Principal or government-imposed site restrictions may qualify for variations, particularly if alternate materials, methodologies or work practices result in additional site cost. Those costs do not need to be known in order to lodge a variation notice

Collect data to demonstrate the impact on the project

Claims for recovery of virus related EOT or delay costs will not go uncontested. Good record keeping will be critical to a successful claim, including:

an up to date program showing critical path events that have been disrupted;
productivity and utilisation records during the virus affected period;
records to substantiate cost of production (at both non-impacted and impacted levels);
notices from subcontractors and suppliers explaining any delay or shortages;
quotes and invoices for substitute materials or labour or other basis for calculating costs for materials.

Remember, you still have a duty to ‘mitigate’ your losses by doings such things as sensible demobilisation and reducing site overheads.  Keep a record of all mitigation measures, as they will also play a role in supporting your claims for time and cost recovery.

Proactively manage suppliers, subcontractors and employees

Review subcontracts, purchase orders and supply agreements to see how they will deal with delay or failure to supply. There are already people and companies trying to take advantage of the situation, so although flexibility and understanding are important in these difficult times, you need to take the steps that will enable you to protect your contractual position if required.
If you suspect that there will be an issue, initiate communication to determine whether there are any alternatives.  You may be able to renegotiate terms to give yourself the best possible chance of resolving site impacts.
Alternatively, if the impact is ongoing, you may have grounds to terminate the contract for ongoing non-performance.
As site shutdowns and delays occur you may need to look at reducing staff cost to meet your obligation to mitigate your losses and reduce business overhead generally in uncertain times. This may mean moving employees to part time or redundancies.  It is important to review your employment contracts and manage these aspects carefully according to law. Expert employment advice is a must at this time.
It is imperative that contractors formulate policies to ensure that employees are safe and exposure to the virus is minimized whilst taking steps to keep the project running.  But if workers were to become ill this may have an impact on your ability to meet site demands.
In such circumstances, it may be possible to renegotiate contracts – as all parties are experiencing the same difficulties and hopefully practical reality rather than contractual force is a better way to go.  Any contract can be resolved and re-jigged by way of a simple Deed of Variation that moves the parties into a more workable solution for all concerned.

Termination for ‘Frustration’ may apply in certain circumstances

Very much a last resort –all contracts can be terminated at Common Law under the doctrine of ‘Frustration’, regardless of whether or not such a clause exists in the contract.
Frustration occurs when one or both parties are unable or unwilling to perform the contract over an extended period of time. This can be due to an external cause, such as a Force Majeure, or simply because one party is persistently breaching the contract or refusing their end of the bargain.
This may be difficult to prove in the context of virus related delays but it is also possible that a party  using the virus to avoid its obligations could end up ‘frustrating’ the contract through persistent intentional breaches and/or a lack of bona fides. If this could be proven, the doctrine of Frustration may be available to terminate a contract and recoup damages.
The Nexus Construction team has extensive experience in managing delay claims, dealing with contractual terminations and resolving damages claims.  It is possible to renegotiate contract terms and Nexus has developed model clauses for EOT’s, Force Majeure and Terminations that help builders and contractors manage such issued effectively.
During this difficult period we are offering fixed fee, low cost contract reviews that will help clients determine where issues might lie in their contracts and where possible negotiate to fix them.
Don’t hesitate to contact the team on +61 2 4961 0002 or directly as outlined below:
Simon Fosterling [email protected]
Marcus McCarthy [email protected]
Nicholas Achurch [email protected]
This publication is © Nexus Law Group and is for general guidance only. Legal advice should be sought before taking action in relation to any specific issues.
The post 6 Steps to handle construction project delays as a result of COVID-19 appeared first on Nexus Lawyers.

Changes to Insolvency Laws give relief to Creditors but at what economic cost?

On Sunday, 22 March 2020, the Federal Government announced that the Treasurer has been granted temporary powers to make regulatory changes to assist businesses in the context of the COVID-19 crisis, including powers to make regulatory changes to the Corporations Act and the Bankruptcy Act.
The aim is to give temporary relief to businesses and individuals experiencing financial distress, presumably for the period it is anticipated it will take for the economic impacts of the pandemic to resolve. The changes include:

an increase in the threshold to issue a Creditors Statutory Demand under the Corporations Act 2001 (Cth); and
relief for director’s personal liability when trading insolvently and an extension to Bankruptcy Notices.

CREDITORS STATUTORY DEMANDS
The threshold to issue winding up proceedings has increased significantly, with the minimum amount which can be subject to a Statutory Demand increasing from $2,000.00 to $20,000.00.  This is a significant jump for small businesses.
Prior to these amendments a company was presumed to be insolvent if they failed to respond to a creditors statutory demand within 21 days. Following the temporary changes, companies will now have 6 months to respond to such a demand.
BANKRUPCY NOTICES
Similar changes have been made in the case of individuals under the Bankruptcy Act 1966 (Cth) where the minimum debt has increased from $5,000.00 to $20,000.00 and an allowance of 6 months (increased from 21 days) to respond to a bankruptcy notice.
PRACTICAL IMPLICATIONS
Whilst this assists some businesses, it seems to increase the risk further exacerbating trade credit problems as debts become larger and less easy to enforce in a timely way. This seems counterproductive and may mean that more business and individuals experience cashflow problems as slow or non-payment becomes more frequent as a result of these changes.
In an economy where the Government has restricted trade of small business so drastically, these regulatory changes may not have the desired effect. It is also possible that some people may seek to use these shields as a weapon.
In our view these changes are ill considered and may cause more harm than good.
Don’t hesitate to contact the team on +61 2 4961 0002 or directly as outlined below:
Deepesh Daya [email protected]
Marcus McCarthy [email protected]
Nicholas Achurch [email protected]
Information sourced from: https://www.business.gov.au/risk-management/emergency-management/coronavirus-information-and-support-for-business/temporary-relief-for-financially-distressed-businesses
This publication is © Nexus Law Group and is for general guidance only. Legal advice should be sought before taking action in relation to any specific issues.+
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The coronavirus (COVID-19) pandemic and your employees

The economy is being impacting by the coronavirus (COVID-19) pandemic and the government measures to contain the spread. Businesses are all considering ways to cut costs.
The greatest expense for many businesses is salaries and wages and, therefore, reducing employee hours has become a focus.  Remember that you have invested time and money in finding and training good people and that you must retain the ability to re-start once this difficult time has passed.
This brief article outlines your options to reduce employee costs.
Option 1: TEMPORARY FLEXIBLE WORKING ARRANGEMENTS
Consider all flexible working arrangement options, such as working from home or flexible work hours. If you are changing working conditions remember:

Awards may require you to consult with employees about changes to their working conditions
Your workplace flexible working policies and procedures should be reviewed – you will still have a duty of care to employees who work from home
Your awards may provide that you give employees a certain amount of notice for changes to their roster
Consider providing a letter of Variation of Employment Conditions

OPTION 2: PAID OR UNPAID LEAVE
Sometimes it is not practical for employees to work from home.
You may be able to direct employees to take annual leave.  However, the limitations of enterprise agreements and awards still apply in relation to how much leave you can direct employees to take and the amount of notice that you must give them.
Maintain open communication with your employees about the impact of coronavirus on the business and their employment options. They may well agree to take accrued leave to help safeguard the business and their job.
OPTION 3: STAND DOWN
You can stand down employees in accordance with the Fair Work Act, an enterprise agreement or a modern award. Generally, you can stand down employees without pay if:

the employees cannot usefully be employed;
work is stopping for reasons outside your (the employer’s) control.

However, meeting the above conditions is not simple, so think carefully about using a stand down.  Also, some employees can be stood down while others – who can still be usefully employed – are not.
As part of the consultation with employees about stand down, some employees may request paid leave (such as annual leave or long service leave) during the stand down
Employees who have been stood down may be able to access Centrelink benefits.
OPTION 4: REDUNDANCY
If your employees’ roles are no longer required due to the loss of work, you can commence the redundancy process. To avoid unfair dismissal claims, make sure you strictly comply with your consultation obligations under any applicable modern award or enterprise agreement. As part of the redundancy process you should also explore other options such as

reduced hours; or
taking a temporary period of unpaid leave.

Seek legal advice before starting any redundancy process.
Maeve Doyle is a senior employment lawyer with Nexus.  If you need further advice or support, she can be contacted on [email protected] or by telephone 0417 451 638 or  +612 9016 0141.
 
This publication is © Nexus Law Group and is for general guidance only. Legal advice should be sought before taking action in relation to any specific issues.
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Can a Principal be liable for Wet Weather Season costs?

In the tropics, we get “the wet season”, a known extended period of wet weather that affects all construction projects.  Increasingly and further south in Australia we are affected by cyclone patterns, and “east coast lows” as part of this season (the Wet Weather Season).
The Wet Weather Season is something more than mere odd days of inclement weather, but less than a natural disaster or ‘act of god’ that may qualify as a force majeure event under a construction contract. It has the potential to severely impact a contractor’s productivity for an extended period, causing a contractor to incur increased costs of production and additional overhead holding costs (Wet Weather Season Costs).
Entitlement to recover Wet Weather Season Costs
Some contracts may set specific entitlements for a contractor to claim holding or delay costs for inclement weather, but this is typically not the case. Contractors are usually restricted to an EOT only for bad weather. In these types of contracts, and especially if the contract specifically excludes all rights at law for delay damages, including for delay caused by the principal (or ‘acts of prevention’), Wet Weather Season Costs will be very difficult to successfully claim.
More often than not, a contractor’s only express right to claim delay costs (in addition to an EOT) arises where delay has been caused by the Principal.
Consider the simple scenario where:

a contract does not preclude a contractor from claiming delay costs arising from delay caused by the Principal (or positively entitles it, as many contracts do);
the program shows the contractor completing work four weeks before the start of the Wet Weather Season; and
the principal causes a five week delay with a flow-on effect that the critical path of the program pushes into the Wet Weather Season, causing a further four week period of delay, such that the contractor is delayed a total of nine weeks.

In the above scenario, the contractor may be entitled to delay costs for the initial five week period of principal caused delay,  but it is a grey area as to whether a claim for Wet Weather Season Costs during the four weeks of additional delay could be made out, in the absence of a specific entitlement for this. The four weeks additional delay during the Wet Weather Season may only give rise to an EOT (preventing the principal claiming liquidated damages from the contractor).  This is arguably unfair on the contractor given that if the principal had not caused delay which pushed the program into the Wet Weather Season, the contractor would not have suffered the additional four weeks of Wet Weather Season Costs.
No doubt the principal would argue that despite the effect of the first delay on the critical path, the contractor should be entitled to EOT only for the delays due to inclement weather, even though the program would not have pushed into this period, had the principal not delayed by five weeks.
There is limited case law dealing with recovery of Wet Weather Season Costs (and particularly the reduced productivity component) in scenarios like this. In Thiess Watkins White Construction Ltd v Commonwealth (unreported, Giles J, Supreme Court of New South Wales, 23 April 1992), an earlier principal caused delay pushed the critical path program into a period of inclement weather. The terms of the construction contract permitted the contractor to claim delay costs for principal caused delay, but not to recover costs for inclement weather. Nonetheless, the Court held that the contractor was able to recover its costs on the days when it could not work due to inclement weather during the extended period.
The limited guidance from the Courts on this issue probably points to resolution of claims outside courts, rather than an absence of such claims being made. Certainly, if the contract provides for delay costs where they arise as a result of a principal caused delay, and the contractor can show an extended effect on the critical path compounded by inclement weather, the principle outlined in Theiss might be applied, which is good news for contractors.
Hurdles to recovery of Wet Weather Season Costs
In order to pull together an arguable claim for Wet Weather Season Costs a contractor would need to be able to show that:

the contractor is entitled to recover some delay costs for Principal caused delay – either a specific contractual right or that the general common law entitlement has not been specifically excluded;
there is a Wet Weather Season;
it is clear from the contractor’s program that wet weather susceptible activities were going to be performed before the Wet Weather Season;
the principal causes a delay which has a flow-on effect that the wet weather susceptible activities are shifted into the Wet Weather Season; and
the contractor has suffered decreased productivity and increased costs.

Preferably it would be best to negotiate a clause establishing a defined Wet Weather Season as an qualifying cause for a delay damages entitlement, where the Principal has caused the critical path to move into that period.
There are a host of other factors that will influence the decision to proceed with a claim for Wet Weather Season Costs that would need to be considered on a case by case basis. These factors might include the specific contractual provisions, categories of costs claimed, concurrency of causes of delay, insurance and mitigation issues, the forum for dispute resolution and commercial factors.
Records that will help to make out the claim
Provided the hurdles can be adequately addressed, a claim for Wet Weather Season Costs would rely heavily on good records having been kept, including:

an up to date program, showing the critical path and events that have impacted it;
plant utilisation logs;
daily production records;
site diaries and photos of the impacted work and work areas;
records supporting the calculation of cost of production; and/or
historical and current daily rainfall records (e.g. from the BoM).

Other documents that may be of assistance would include tender documents and correspondence between the parties.
Conclusion
The ability to claim Wet Weather Season Costs arising from delay caused by the Principal is not easy or a settled position at law, it is premised on having an entitling clause for delay costs, and relies on the above hurdles otherwise being addressed.
Without at least some entitlement to costs arising from principal caused delays having been negotiated into the contract, a contractor would have almost no chance of recouping serious delay costs for extended wet weather exposure caused by a principal.
Our experience is that most construction contracts in Australia do not contain an adequate mechanism to deal with the risk of unbudgeted Wet Weather Season Costs. In light of more extreme weather patterns, and resultant increase in costs to projects and associated disputes, this is an aspect that should be given more thought in future construction contract negotiations if the Wet Weather Season may impact the works.
If you would like assistance negotiating contract clauses or handling a dispute in relation to delay costs, please contact Simon Forsterling, at Nexus Lawyers ([email protected]).
To keep up to date with the latest construction and infrastructure nmews please subscribe to our newsletter.
This publication is © Nexus Law Group and is for general guidance only. Legal advice should be sought before taking action in relation to any specific issues.
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5 points to consider before filing a development appeal in NSW.

If you are contemplating filing an appeal with the NSW Land and Environment Court, Grant Long has developed a useful infographic to guide you in obtaining an effective result.
Click here to dowload.
For further information, contact Grant at [email protected] or  +61 (2) 4961 0002.
The post 5 points to consider before filing a development appeal in NSW. appeared first on Nexus Lawyers.

Doing Law Differently with Nexus

As COO of Nexus, each and every day senior lawyers ask Jacqueline Keddie what Nexus does, how is it different and how this translates to a better client experience.
Many of these questions are answered in a recent podcast produced by Lucy Dickens of “Doing Law Differently”.  To watch the podcast “and now for something completely different” and learn whether Nexus may be right for you, please click HERE.
If the podcast prompts your interest or if you have further questions, please contact Jacqueline for a confidential discussion ([email protected] | +612 9016 0141).
The post Doing Law Differently with Nexus appeared first on Nexus Lawyers.

Business as usual for Nexus

Amidst so much uncertainty, operationally, for Nexus, it is business as usual.  Our model is geared to facilitate flexible working arrangements and many of our senior lawyers already work remotely so unlike, other law firms, there is very little disruption to Nexus services as a result of Covid-19.
The social and economic impacts of this virus are of course unprecedented, and we are committed to ensuring everyone’s health and safety during this time.  For this reason, we have implemented a range of measures to support or clients and staff in a safe and sustainable manner.
Online and face to face meetings  
Our offices in Sydney, Newcastle and Adelaide are still open for business.  However, for the safety of all involved, we have asked our staff to practice ‘active separation’ and avoid face to face meetings where possible.
Again, the Nexus structure is well geared to facilitate this, as our systems have been fully cloud-based for some time.  Many of our meetings are already conducted online  and we will simply expand our use of virtual meetings over the next few months.
Anyone who has travelled overseas within the past 14 days or who is showing any flu like symptoms will be asked to meet by phone or virtually.
Where office attendance is essential, clients will be asked to register their details at reception.
Execution of Documents
Nexus provides an online digital signature solution for general commercial contracts but some documents, such as larger M&A transactions, corporate documentation and Estate Planning documents, still need an in-person signature.
Some in-person executions can be delayed of course but where timing of personal signatures is of the essence, we will make arrangements for this to be done in a separate isolated area of our offices.
Court Attendance
If you are scheduled to be in Court, we will contact you if there are any changes. Each court is operating slightly differently and information about the measures they have in place are available on their websites.  Some helpful links follow:

NCAT
Local Court
District Court
Federal Court
Supreme Court
Family Court

Supporting you and your business through this challenging time
If you have any questions about our COVID-19 business continuity response plan, we are happy to answer any questions or provide additional advice.
Our lawyers are considering the legal and commercial implications of COVID-19 for businesses on every level,  so please feel free to CONTACT your Nexus lawyer, if you require any advice or assistance in this area.
 
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5 reasons to incorporate your company in Singapore

We have recently had queries from clients asking us to assist them with incorporating their companies in Singapore.
For those who are thinking – why Singapore?
We have outlined below some of the many reasons why it is advantageous to set up your company in Singapore:
1. Robust economy and financial ecosystem
Singapore is efficient and the business environment and economy is robust. It also provides a business-friendly environment for entrepreneurs which involves:

Excellent quality of life
Remarkable infrastructure
Productive and highly educated workforce
Well-developed financial system and capital markets
No restrictions on return of profits or import of capital

2. Favourable tax system with low tax rates
Singapore has a simple and rational tax system and it levies no tax on capital gains or on dividends from a business.  Withholding tax on foreign-sourced income is also reduced significantly and the country has one of the lowest VAT rates in the world.  It also has an extensive network of Avoidance of Double Taxation Agreements (DTAs) with over 50 countries (including Australia) to ensure that transactions between countries do not pay double taxation.
3. 100% foreign ownership
Foreign citizens are allowed to own 100% of the stock of a Singapore incorporated company without engaging with any local partners or shareholders.
4. Swift and efficient incorporation process
Singapore has one of the most efficient and red-tape free regulatory frameworks in the world.  The requirements for incorporating a company are straightforward and the process is simple.  The entire process to set up a new company takes less than a day in most cases.
5. Start-ups
There are also many additional tax incentives, grants and assistance schemes for start-up companies which are available to both local and foreign-owned companies.
These are just some of the highlights outlining why incorporating your company in Singapore might make sense for you.
For more detailed advice or insights into this topic please contact Deepesh Daya on +61 (3) 9098 0437 or email [email protected]
This publication is © Nexus Law Group and is for general guidance only. Legal advice should be sought before taking action in relation to any specific issues.
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Nexus 2020 Lunch & Learn Series starts soon!

One of Nexus’ core values is “One-Team” – a value we take very seriously.
Whether you are a member of Nexus Law Group, a client, referrer, collaborator or a lawyer from another firm, we believe in working together.  To this end, each year we host fortnightly Lunch & Learn events and we would welcome your participation.
The goal of our Lunch & Learn events is to provide a space in which Nexus’ cross-disciplinary network of professionals can come together, share information and learn.  Within our Lunch & Learn Series, we cover topics across three broad areas of learning:

black letter law and legal updates
topics related to personal and professional development
market updates, developments and occasionally ground-breaking products

These events provide an opportunity to connect in a casual environment and the only non-negotiable is that the speakers must focus on education.
If you would like to participate in our Lunch & Learn events, whether as an attendee or a speaker (we have 2 slots available later in the year), please get in touch by contacting Jacqueline Keddie ([email protected] | +612 9016 0141).
In the meantime, best wishes for the New Year and we look forward to coming together in 2020!
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