M. Rothstein & Co
Solicitors in Perth

Our team of Immigration Lawyers and Registered Migration Agents has many years of experience in providing specialized legal and migration advice and assistance on all aspects of Australian Migration Law. As commercial Lawyers we produce legal advice on a range of commercial and business law issues. Permanent and provisional business skills visas. The beginning situation involved a client receiving a Notice of Intention to Consider Cancellation of his enduring visa. Either they have overstayed their visa or had their existing visa canceled. How to prepare employment contracts that conform with migration legislation. Where the visa applicant has been living in Australia for a long time, on various visas. Roth stein Lawyers can aid with your application. Obligation to yield records and information. Currently, visa applicants are able to include unsure children of any age and relatives in their visa application. The only family members that an applicant will be qualified to include in Fisher visa application are: The Minister will have regard to the length of time since the sponsor completed the sentences the, best interests of the children of the sponsor or the applicant and the length of the relationship between the sponsor and applicant. Roth stein Lawyers has extensive experience on character issues. A recent decision of the Full Court of the Federal Court of Australia held that there is no requirement that the applicant establish that the compelling reasons existed at the time of making the application, it is sufficient that compelling reasons exist at the time a decision is made on the application. As we are lawyers and migration agents information given to us is protected by client professional privilege. If there are effective protection measures in the country from either the government or other bodies such as the United Nations, the person will not be owed protection. That is another reason to make sure the application is as whole as possible. The advantage to the person or business receiving the services is that they can hire the contractor as and when needed and are not needed to pay Award rates, depart entitlements, or other entitlements lower the Impartial Work Act. Nevertheless, he continued to work for his employer at the reduced wage. The FCC initially decided that a reduction in duties or remuneration is not ample to constitute a dismissal, and that a required requirement is that the applicant must have ceased employment with the employer. The employee remains employed with the employer. The Federal Circuit Court of Australia (the Court) has found that an employee who was dismissed from his employment during his probation period was eligible to make an application for dismissal in contravention of a general protection. He alleged he had been dismissed because he made a complaint in relation to his employer. The Court found that one of the reasons for his dismissal was the complaint he made about his supervisor.