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Michael Moy

Partner at McCullough Robertson

Michael Moy, often known as Mick, is a highly experienced workplace relations specialist focusing on industrial relations negotiations, bargaining, and dispute resolution across diverse sectors such as construction, resources, and State Government.

Mick's expertise extends to providing strategic advice on industrial relations frameworks for large infrastructure and industrial projects, negotiating enterprise bargaining agreements with unions, representing clients in disputes, and handling various employment matters for clients in sectors like electricity, manufacturing, and transport.

With a background in advising clients on a wide range of employment-related issues including contractual drafting, discipline, termination, executive remuneration, restraint of trade, confidentiality disputes, business restructures, and takeovers, Mick's professional experience underscores his proficiency in the realm of workplace relations.

His skills encompass industrial dispute management, executive employment issues, unfair dismissal advice, discrimination issues, workplace health and safety advice, employment contracts, and independent contractor arrangements, making him a versatile and well-rounded professional in the field.

Having a Bachelor of Laws and a Bachelor of Science from The University of Queensland, Mick has honed his educational background to complement his practical experiences in workplace relations.

His past roles as Partner at McCullough Robertson, Senior Associate at McCullough Robertson, and Senior Associate at Norton Rose Australia have equipped him with a broad perspective on workplace relations and safety, enhancing his ability to provide valuable insights and solutions to a diverse range of clients.

Highlights

Jul 21 · linkedin

After 16 years (almost 21 in total) Friday was my last day in the offices of McCullough Robertson. A few weeks of leave and then off on a new adventure.

Thank you to all my friends @ McR and the wonderful clients I worked with along the way.

See you all again very soon.

Jul 1 · linkedin

Workplace delegates' rights

The Fair Work Commission has published its new delegates’ rights term for inclusion into modern awards from today, 1 July 2024.

Enterprise agreements voted on from today must include a delegates’ rights clause. It must be no less favourable than the delegates’ right term in the relevant award. If such a term is not included in the enterprise agreement, the term from the relevant modern award will be included.

Employers should note that the modern Award delegates’ rights term:

  • states that the delegate may represent employees in consultation about major workplace change and changes to rosters and hours of work, dispute resolution, disciplinary processes, bargaining and any other process under which an employee may be represented

  • provides extensive detail about the workplace facilities that the delegate is entitled to access or use, including noticeboard, private rooms to hold discussions, lockable storage areas and office facilities and equipment

  • gives delegates 5 days of paid time for initial delegate training and at least a day each subsequent year for further training

  • employers are required to provide access to such training for up to one delegate per 50 employees each year.

The new workplace delegates provisions in the Fair Work Act could potentially have a more significant impact on private sector workplaces than any other change made in the last 2 years. It is vital that businesses understand these provisions and how they may impact their workplaces. Prior planning will lead to significantly better workplace outcomes than seeking reactive solutions when confronted with unions attempting to enforce these new rights.

Michael Moy
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Location

Greater Brisbane Area