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Power Legal Power Legal has been providing legal services to the Ipswich Community for many years in the areas o

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And at the going down of the SunAnd in the morning,  We Will Remember Them.Lest We Forget
25/04/2026

And at the going down of the Sun
And in the morning,
We Will Remember Them.

Lest We Forget

26/02/2026
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01/01/2026

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New domestic violence laws started 1 January 2026 in Queensland.
Police now have the power to issue on-the-spot Domestic Violence Protection Orders, called Police Protection Directions (PPDs).

PPDs are made without a court application and stay in place for 12 months. They can include conditions like no contact, leaving a shared home, staying away from certain places, and cooling-off periods.

PPDs cannot be issued in certain situations, including where there is an existing protection order is in place.

If someone breaches a PPD, it is a criminal offence.

If you’re served with a PPD or have questions about what these changes mean, seek legal advice immediately.

To learn more, read our factsheet: https://pulse.ly/gulnd95bij

If this raises issues for you, support is available:
📞 13YARN (24/7): 13 92 76
🚨 In immediate danger? Call 000
📞 PoliceLink QLD: 131 444
📱 DVConnect (24/7): 1800 811 811
📱 1800RESPECT (24/7): 1800 737 732
⚖️ Free legal DFV help – WLSQ: 1800 857 857 (Mon–Fri 9 AM – 4:30 PM)

Social media and family law – Just don’t do it!Social media – Facebook, Instagram, Twitter, Snapchat and the like – can ...
02/12/2025

Social media and family law – Just don’t do it!

Social media – Facebook, Instagram, Twitter, Snapchat and the like – can be a lot of fun and have become an accepted part of modern life. Many of us use such forms of electronic communication to share the exciting, as well as the banal events in our lives, to express our views and to stay in touch with loved ones. But what happens when people going through a relationship breakdown take to social media? Usually little good comes of it, and sometimes quite a lot of bad can result.

Social media as evidence

If you are going through a separation, you should expect your former partner, their lawyer or the children’s lawyer to search social media to see if they can find out anything damaging about you that could be used as evidence. For example, if you are involved in a financial dispute and might be claiming that you cannot afford to pay spouse maintenance or increased child support, it would probably not be a good idea to share on Instagram photos of your latest holiday or new car.

Similarly, when involved in a parenting dispute, you would be wise not to post to Facebook about your latest “big night out”, especially if the children were in your care at that time.

When making a decision about where children are to live and with whom they are to spend time, the Court can take into account the ability of the parents to communicate and cooperate with one another. So, it is not likely to be helpful if the Court is shown evidence of abusive or derogatory posts you have made on social media about your former partner.

Of course, many people have social media privacy settings which limit the information that can be seen by non-“friends”. If you haven’t set your social media privacy in that way, you would be wise to do that while you’re sorting out the issues arising from your relationship breakdown. However, even with tight privacy settings, it’s still better to be very careful about what you post, or just don’t do it at all.

Social media and prosecution

The law prohibits the publication, including by electronic means, of information relating to family law proceedings which identifies the parties involved, people associated with those parties or any witnesses. Anyone who breaches that rule is guilty of an offence, the maximum penalty for which is 12 months imprisonment.

That prohibition has not prevented some people involved in family law proceedings from using social media as a weapon against their former partner, by carrying out a campaign of cyber-bullying against their former partner, his or her lawyers, the children’s lawyers and the judicial officers involved in the case.

In two recent cases involving such unlawful social media publication, the Court focused primarily on two things.

Firstly, the Court invoked its child protection jurisdiction and concerned itself with the harm that might befall the children if, as a result of social media publication of information relating to family law proceedings, members of the public could identify the children involved, such that the children might then be exposed to ridicule, curiosity or notoriety.

Secondly, the Court considers it in the public interest to preserve public perception of the integrity and impartiality of the Courts and judicial system, which some litigants have used social media to attack.

In both cases, the Judges commented on the difference between unlawful publication of information about family law proceedings in a one off newspaper article, for example, and publication on the internet, which is and remains available for quick and easy access by anyone, anywhere, at any time.

In one of those cases the offending parent was ordered to remove all references to the parties and the proceedings from the website he or his family had set up to cyber-bully the mother and to expose the lawyers and judges involved in the case as “corrupt”. In addition, the Court ordered the Federal Police to investigate whether the father had committed an indictable offence.

Similar orders were made in the other case in which the offending party, again the father, had used Facebook to denigrate the mother and her lawyers, the Court, the Department of Community Services and the children’s lawyer.

Can social media be good?

The cases referred to above involved ongoing bitterness and acrimony between the separated couple. Happily, that isn’t always the case, and some separating parents can respectfully communicate and cooperate with each other for the benefit of their children. In such a situation, tech savvy parents may find a way to use electronic communication or social media to their mutual advantage, for example privately sharing necessary information about the children and their activities.

Conclusion

Unless you and your former partner can find a way to privately use electronic communication to help you co-parent your children after separation, the general guideline when it comes to social media and family law disputes is just don’t do it.

Not only would you not want to find your Facebook posts being used as evidence against you in court proceedings, you could even expose yourself to prosecution by the Federal Police for breaching the law against publication of information relating to family law proceedings. If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email [email protected].

I WAS JUST HAVING FUN - RIGHTS AND RESPONSIBILITIES AT THE OFFICE CHRISTMAS PARTYWork Christmas parties provide a great ...
26/11/2025

I WAS JUST HAVING FUN - RIGHTS AND RESPONSIBILITIES AT THE OFFICE CHRISTMAS PARTY

Work Christmas parties provide a great opportunity to mix with fellow colleagues and bosses, reflect on the year’s activities and get to know each other on a more personal level.

With each social function however, employers and employees have certain rights and responsibilities. Understanding these and working together should ensure everybody’s welfare is protected and avoid some of the pitfalls that can arise from poorly managed events. Issues can range from the embarrassment of having ‘one too many’ to serious claims of sexual harassment, bullying and discrimination.

So, while preparing to let your hair down for the end of year celebrations, it’s a good idea to brush up on some essential work function responsibilities so that your next event is not too eventful. This information is general only and you should obtain professional advice relevant to your circumstances.

Laying down the law
Despite a work function being held off work premises and out of normal working hours, workplace laws still apply and an employer’s duty of care for its employees remains as if they were at work.

Accordingly, without resorting to becoming the ‘fun police’, it is appropriate for employers to remind their employees about acceptable behaviour, codes of conduct, workplace and social media policies, responsible alcohol consumption and the prohibition of illicit drugs. This reminder should be in writing, issued before the event, and may accompany the invitation.

Employer’s liability
Employers may be liable to compensate an employee if, through a negligent act or omission, they fail in their duty of care to prevent injury and the person suffers harm. This liability extends to work functions and events.

Employers may also be vicariously responsible for the behaviour of their employees both in the workplace and at work functions. Vicarious liability is a type of secondary liability whereby a superior (employer) is responsible for the actions of a subordinate (employee).

An employer can therefore be liable for harm suffered by a worker (such as discrimination, harassment including sexual harassment, and bullying) due to the inappropriate conduct of an employee. The effects of too much alcohol or simply forgetting that the work function is deemed a workplace can often fuel behaviour leading to these issues.

Employee behaviour and misconduct
Employees who behave inappropriately at a work function not only reflect poorly on themselves and their employer but may risk losing their job. Although there are laws to protect employees from unfair and harsh dismissal, certain misconduct and serious misconduct can be grounds for formal disciplinary action and even termination.

Social media
Employees should ensure they comply with their work social media policy
- just because it’s a party does not mean that posting inappropriate images and/or comments will not breach policy. Whether or not a social media policy is in place, the best advice is, if in doubt, don’t post.

Top tips for a smooth event
The following checklists for employers and employees may help keep everybody safe and ensure that your next event is enjoyable and runs smoothly for all.
Employers
• Consider your employees’ religious and cultural beliefs, family and caring responsibilities, and travel requirements when planning, to foster an inclusive event.
• Remind employees before the function that workplace policies and codes of conduct will apply, a breach of which may result in disciplinary action.
• A mere reminder about workplace policies may be insufficient if employees do not have access to, nor training in, such policies.
• Set specific starting and finishing times, reminding employees that a decision to ‘party-on’ after the event will not be condoned by the employer.
• Ensure sufficient food, non-alcoholic beverages and water are available.
• Liaise with function centre management to ensure that responsible service of alcohol rules will be upheld and that a key employer will be notified of any employee or guest in danger of excessive alcohol consumption.
• Provide employees with access to safe transportation after the party and ensure that they start their journey home from the event safely.

Employees
• Be respectful of others, their opinions and beliefs and conduct yourself appropriately. Try to avoid topics that are likely to become heated and, if discussions get too controversial, walk away and get on with enjoying the party.
• Make sure you are familiar with company policies and codes of conduct.
• Drink sensibly and eat well to slow alcohol absorption.
• Look out for your colleagues and guests and ask for assistance if you believe somebody’s welfare might be compromised.
• Don’t get drawn into office gossip or behaviour that may be perceived as offensive, lude or explicit.
• Be mindful about social media – apart from checking on the children and calling a taxi to get home safely, why not just leave the mobile aside and get on with enjoying the night.

Conclusion
Well-planned end of year work celebrations can be rewarding and build morale within the workplace. By following some simple steps, employers and employees can help to ensure the party is inclusive and fun for everybody, while keeping professional and personal reputations intact and avoiding complications.

If you or someone you know wants more information or needs help or advice, please call us on 32816644.

Due to staff illness, unfortunately, our Ipswich office will be closed today.  However, we will be monitoring the phones...
31/07/2025

Due to staff illness, unfortunately, our Ipswich office will be closed today. However, we will be monitoring the phones and email communications.

Succession Planning for Business OwnersAs a business owner, you deal with many responsibilities, including having to dec...
21/07/2025

Succession Planning for Business Owners

As a business owner, you deal with many responsibilities, including having to decide what to do with your business when you move on. When making your preparations, you also need to contemplate what will happen to the business if you die or become incapacitated.

What is Succession Planning?

Simply put, a succession plan is a statement of what will happen to your business when you are no longer involved. The plan should include the financial, legal and operational steps involved in any of the likely scenarios that end your involvement in the business. It may also include asset protection for your business, such as “key man” insurance to enable your business to survive the loss of yourself or other significant people.

Selling

If you plan to eventually sell your business, the succession plan may specify the potential buyer, what might be included in the sale, and when you would ideally see this happening. The plan should list key legal agreements, trusts, licences, permits and registrations that will need to be complied with or updated in the event of a sale. For instance, if you have co-owners, your partnership agreement may include a requirement that other owners are given first right of refusal, or the business may involve trusts that dictate the rules of succession.

Handing Down

Perhaps the most challenging but important succession plan is the one that involves handing the business down to successors. The same questions apply as with a sale, with some additional consideration related to tax. Additionally, you will want to safeguard the business during the transition, and this may require significant advanced planning. For instance, you may implement a training program and/or a gradual transition, where the incoming owner/s begin to operate the business before your exit.

When Do You Plan Succession?

It is easy to put off succession planning if you have no immediate plan to exit the business. However, not only does succession planning ensure that you know the long-term direction you want to head with your business, the possibility of an accident or sudden illness means that every owner should have a current succession plan. As such, experts recommend that you should create a succession plan at the outset of the business. You should also review your succession plan regularly, as it may change based on factors such as the success of the business, its value if sold on the open market, or the emerging capacities or interests of the next generation.

Succession in Estate Planning

You also need to consider what will happen if you become incapacitated or die while at the helm of your business.

If You Become Incapacitated

Every adult should have a plan for someone else to manage their legal and financial affairs if they lose capacity to make decisions for themselves, usually called an “enduring power of attorney”. This document gives a person or organisation the power to run your business (including selling it) if you lose your capacity to do so. If your business is held by trusts or other instruments, you should seek expert advice to ensure your attorney will have the required authorities to make decisions.

If You Die

If you are a business owner, your last will and testament should include your business. There are tax implications of passing a business in your will, but that should not deter you. Again, as with a power of attorney, you should consult with a solicitor about the effect of any trusts or holding companies.

If you do not include your business in your will, it will be distributed under intestacy law. The intestacy process is drawn out and inherently uncertain, both of which will endanger your business in the period after your death. In addition, the person who receives the business under intestacy may not be the person you would have chosen.

A will makes it clear who should receive the business. With multiple recipients, your will may include a leadership structure and provision for the heirs to sell to each other. Your will also appoints one or more executors. These individuals will have control of your affairs from your death until the distribution of your estate. They can ensure that the business continues to operate, and any employees and suppliers continue to be paid.

To assist your executor, your succession plan should include documents that identify the assets and liabilities of the business, including intellectual property, insurance policies, key contracts, outstanding debts and loans, and a list of physical assets such as plant/equipment.

Conclusion

An effective succession plan needs to consider the financial, legal and operational requirements of your exit from your business, whether as the result of a sale, gift or unfortunate event. A solicitor can help to demystify this process and make sure that the intention behind your succession plan is embodied in your estate planning.

This is general information only and we recommend you obtain professional advice relevant to your individual circumstances and needs.

If you or someone you know wants more information or needs help or advice, please contact us on 07 3281 6644 or email [email protected].

07/07/2025

Why Choose Power Legal for All Your Legal Needs?

When it comes to navigating the complexities of the legal system, having a trusted and experienced legal partner by your side can make all the difference. At Power Legal, we pride ourselves on delivering exceptional legal services tailored to meet the unique needs of our clients. Here’s why Power Legal should be your first choice for all your legal matters.

1. Client-Centred Approach

At Power Legal, our clients are at the heart of everything we do. We understand that every legal matter is unique, and we take the time to listen, understand your concerns, and provide personalised solutions. Our team is committed to ensuring that you feel supported and informed throughout the entire legal process.

2. Comprehensive Legal Expertise

Whether you need assistance with family law, migration matters, wills and estate matters, criminal law, business disputes, or general legal advice, Power Legal has the expertise to handle a wide range of legal issues. Our team of skilled lawyers brings years of experience and a deep understanding of the law to every case, ensuring that you receive the best possible representation.

3. Transparent and Fair Billing Practices

We believe in transparency and fairness when it comes to legal costs. At Power Legal, we provide clear and detailed information about our fees upfront, so there are no surprises. Our billing practices are designed to be fair and reasonable, and we offer flexible payment options to suit your needs.

4. Proven Track Record of Success

Power Legal has built a reputation for achieving positive outcomes for our clients. Our dedication to excellence and our strategic approach to legal challenges have earned us the trust and loyalty of clients across Queensland. When you choose Power Legal, you can be confident that you are in capable hands.

5. Accessible and Responsive Service

We understand that legal issues can be stressful and time-sensitive. That’s why we prioritise accessibility and responsiveness. Our team is always available to answer your questions, provide updates on your case, and offer guidance when you need it most. At Power Legal, you are never just another case number – you are a valued client.

6. Commitment to Ethical Standards

Integrity and professionalism are the cornerstones of our practice. Power Legal adheres to the highest ethical standards, ensuring that your legal matters are handled with the utmost care and respect. We are dedicated to protecting your rights and achieving the best possible outcome for your case.

7. Local Knowledge with a Personal Touch

As a Queensland-based law firm, we have a deep understanding of the local legal landscape. This local knowledge, combined with our personalised approach, allows us to provide legal services that are both effective and tailored to your specific circumstances.

Choosing the right law firm is a critical decision that can have a lasting impact on your life or business. At Power Legal, we are committed to being your trusted legal partner, providing expert advice, compassionate support, and outstanding results. Let us help you navigate your legal journey with confidence and peace of mind.

Contact Power Legal today to discuss how we can assist you with your legal needs. Together, we can achieve the best possible outcome for your case.

Address

23 Gordon Street
Ipswich, QLD
4305

Opening Hours

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Tuesday 8am - 4pm
Wednesday 8am - 4pm
Thursday 8am - 4pm
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Telephone

+61732816644

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