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WILLS & ESTATES

What is probate and when is it required?

One of the most important, but most often misunderstood, aspects when a person passes away and the estate administration process is Probate. So what is a Grant of Probate and is it always necessary when administering an estate?

In our experience, most people do not have an understanding as to the process involved in administering a deceased person’s estate – that is, until friend or family member passes away and they find themselves with a mystifying process ahead of them which might take some time to get their heads around.

One of the most important, but most often misunderstood, aspects of the estate administration process is Probate. In fact, we have found that many of our clients, on visiting us for the first time for advice after a family member has died, tend to conflate Probate with the estate administration itself or think that probate is just another name for estate administration.

Is a Grant of Probate Always Necessary?

In fact, Probate is just one step that may need to be taken during the administration of an estate, and while very important when necessary, in some estates it is not even required. A Grant of Probate is in fact a document issued by the Supreme Court of Queensland, which looks like a certificate with a copy of a deceased person’s Will attached. In issuing a Grant of Probate to an executor, what the Supreme Court is saying is that the deceased person has in fact died, that the Will attached to the Grant is authentic and that the executor to whom to Grant has been issued is who they say they are and is the person who is entitled to be executor under the Will.

When people learn this, their first response, particularly where the estate and family situation of the deceased is simple, is to say ‘I know that I’m entitled to be the executor because it says so in the Will, I know that the Will is authentic because I obtained it from the deceased’s solicitor and I know that the deceased has passed away because I attended their funeral’. Quite correctly, they are questioning relevance of a Grant of Probate to their situation. In situations where the sole executor of a Will is also the sole beneficiary to receive the assets of the deceased, applying for a Grant of Probate often seems unnecessary red tape to the executor.

The first thing to remember here is that a Grant of Probate is not just a document for the benefit or peace-of-mind of the executor, which is something we will touch on later. Citing a Grant of Probate will be a requirement of most financial institutions an executor needs to deal with when collecting in the assets of the deceased for distribution. This is a matter of risk for these institutions, so before they hand over access or transfer many thousands of dollars’ worth of the deceased’s assets to the executor, they quite understandably want to see proof, in the form of a Grant of Probate from the Supreme Court, that the deceased has passed away, that the executor is who they say they are and is entitled to fulfil that role and that the Will is authentic. In fact, if an institution requires citation of a Grant of Probate to deal with an executor or allow an executor to deal with estate assets, obtaining such a Grant becomes a de facto requirement as these institutions will flat out refuse to deal with an executor who cannot show them a Grant.

Probate Floor Value

The way in which these institutions balance this risk against simplicity is to use dollar value limits. While some institutions err on the side of caution and will always require a Grant of Probate to deal with an executor, most set a ‘floor’ dollar value of assets to be dealt with above which a Grant will be required. This is why even among people who understand what Probate is, many will be under the impression that it is required for ‘large estates’ and not for ‘small estates’. This is simplistic and not always the case, because the ‘floor’ dollar values prescribed by each institution refer only to the assets held by the institution in question.

Probate Floor Value Examples

To give two very simple examples – on one hand there could be a large estate where the assets are held by a range of different institutions, so that the value held by each of the institutions is less than each of their respective ‘floor’ values. This means that despite the large overall value of the estate the executor has ‘lucked out’ due to the dispersed nature of the assets and none of the institutions will require a Grant of Probate to deal with the executor. On the other hand, there could be a small estate where the majority of assets are bank accounts and term deposits held by a single financial institution, meaning that despite the low overall value, the ‘floor’ value of the bank in question has been exceeded and the executor will have no choice but to obtain a Grant in order to collect in and deal with those assets. This makes sense because when assessing their risk, a bank will see releasing $2,000 to the wrong person as relatively minor, despite the fact that the deceased might have had millions of dollars’ worth of assets stashed away elsewhere, whereas they will see the potential of releasing $60,000 dollars to the wrong person as having substantial ramifications, regardless of the total value of the estate.

Below are some examples of the ‘floor’ limits set by various financial institutions at the time of writing, noting that such values are of course subject to change at any time:

Commonwealth Bank of Australia:$50,000;
Australia and New Zealand Banking Corporation:$80,000;
Credit Union Australia:$15,000.

Most institutions set ‘floor’ limits of between $20,000 and $50,000, however retirement villages can be notorious for always requiring a grant of probate to release the exit entitlement of a deceased estate.

Probate and Joint Tenancy

One situation which may render a grant of probate potentially unnecessary is where the assets of the deceased were jointly held with another, for instance the deceased’s spouse, as joint tenants. This is because where a joint tenancy exists, the interest of one joint tenant immediately and automatically passes to the other upon the death of the first joint tenant, independent of any Will. In fact, it is common to see situations where a deceased held a very high value of assets, but where the residential property or bank accounts were held as joint tenants with another, and as such these assets automatically passed without any need for a collecting in or administration. As there are other ways of holding assets jointly, such as holding assets as tenants-in-common, which do not allow for an automatic passing of the interest upon death and do need to be collected in and administered by executors, it is important to speak to a lawyer at the outset of the administration process to gain a proper understanding as to what category of joint holding particular assets fall into.

Protection from Future Claims on the Estate

Aside from being necessary to deal with estate assets in certain circumstances, another reason to obtain a grant of probate is for the executor’s own protection and peace-of-mind. At Forge Legal, when we apply for a Grant of Probate on your behalf, we publish a notice in the Queensland Law Reporter giving potential creditors or beneficiaries a chance to send us particulars of their claims, and noting that you intend to distribute the estate upon the expiry of the notice period without paying anyone who has not given notice. This means that you will be protected from such claims later on, so long as you follow our instructions as to when you are safely able to commence the distribution. Without such a notice, a creditor could seek to make you personally liable for their claim in circumstances where the estate assets have been distributed without notice.

This raises another issue around the purpose of a Grant of Probate as discussed above: to certify that the deceased has passed away, that the executor is who they say they are and is entitled to fulfil that role and that the Will is authentic. As there is no central registry of Wills, these documents are often lost or overlooked, with nobody being the wiser until they eventually show up. Most estate solicitors have heard horror stories of an executor proceeding to collect in and distribute estate assets only to have a more recent Will (which supersedes any previous Will) show up in a filing cabinet or solicitor’s safe custody storage! Once the later Will is found and the assets are transferred to beneficiaries or creditors who will not relinquish them, it is already too late. Accordingly, obtaining a Grant of Probate provides executors with much needed peace-of-mind in the form of a ‘seal of approval’ (no pun intended, as Grants of Probate do indeed carry a literal seal) from the Supreme Court that they are safely and legitimately able to act in the capacity of executor. In circumstances where there are complex family dynamics in play or potential for a contesting of the will or family provision application, obtaining Probate obviously becomes all the more vital.

Intestate and Letters of Administration

While most prudent people always keep a valid Will in place, another situation to consider is that in which a person dies intestate, that is to say, without a Will. In these circumstances, the person who wishes to act as administrator, which is the equivalent of an executor in such circumstances, must apply to the Supreme Court for Letters of Administration. This is a very similar document to a Grant of Probate, it entails a similar application process and serves an equivalent role – to certify that the deceased has passed away, that the administrator is who they say they are and that they are entitled to act as administrator.

Regardless of whether a deceased passes with or without a Will, or whether the estate appears large and complex or small and relatively simple, it is vital that would-be executors and administrators speak with their solicitor as soon as possible after their friend or relative’s passing. At Forge Legal, we are experts in all aspects of estate law and we will sit down with you to discuss whether Probate is necessary or advisable in your circumstances, to determine how any joint assets are held and to determine what will be involved in the administration. From there, we can apply for a Grant of Probate or Letters of Administration on your behalf to make things simple and seamless in what is usually a difficult time. You will also have the opportunity to decide whether you wish for us to act on your behalf in the administration itself to save you the hassle, or whether the estate is simple enough that you feel confident to do it yourself. Just remember to contact us right away.

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WILLS & ESTATES

Deceased estate assets – these commonly held assets may not form part of an estate

There are a range of assets which do not automatically form part of a deceased estate. Having an understanding of the types of assets which are commonly excluded is important so you can effectively create a Will or administer an estate.

There are a range of assets which do not automatically form part of a deceased estate.

It is important for prospective testators, executors and beneficiaries to be aware of these types of assets.

In this article we consider a range of these assets, including joint tenancy assets, superannuation death benefits and life insurance.

Joint tenancy assets

Joint tenancy is a form property interest in which each party to the joint tenancy owns the whole of the asset together.

Common examples of joint tenancy assets include real property and bank accounts.

The effect of joint tenancy ownership in assets is particularly important to understand in the context of estate planning in administration.

This is because, upon the death of a joint tenant, the remaining joint tenant/s will inherit the deceased party’s share of the relevant asset automatically.

Accordingly, joint tenancy assets do not form part of the asset pool constituting a deceased person’s estate.

Joint tenancy interests can be contrasted against circumstances whereby assets are held as a tenant in common. Tenancy in common assets prescribe a identifiable share of the asset to a relevant party/s, which does not automatically pass to the other tenant/s in common on death of the holder that interest.

Superannuation death benefits

Superannuation death benefits do not automatically form part of a deceased estate.

Superannuation death benefits will generally only form part of a deceased estate if:

  1. the trustee of the relevant fund exercises their discretion to pay to the estate; or
  2. the estate is the pre-determined recipient of such benefits (via binding nomination or trust deed operation).

In practical terms, it is often the case that superannuation death benefits will pass to a dependant spouse or children and accordingly not form part of the assets comprising the deceased’s estate.

Life Insurance

In determining who benefits from a life insurance policy regard must be had to the ownership of the policy and the named beneficiary/s under same.

Often life insurance policies are paid directly to beneficiaries such as a spouse or family member, and in such circumstances, these assets will not form part of a deceased estate.

In the event that a testator wishes for the proceeds of a life insurance policy to pass to their estate as beneficiary, their estate will need to appropriately nominated under the terms of the policy.

Points to take away

Not all categories of asset will automatically form part of a deceased person’s estate.

Having an understanding of the types of assets which are commonly excluded from consideration is important when preparing a will, conducting estate planning, and administering a deceased estate.

It will often be prudent, when engaging in these activities, to receive appropriate legal advice in order to ensure that a party’s intentions, interests and obligations are properly taken into consideration and met as applicable.

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BUSINESS LAW, LABOUR LAW

3 common mistakes employers make and how to avoid them

Regardless of the size of your business or the number of staff you employ, it is important that you manage workplace issues effectively.

Regardless of the size of your business or the number of staff you employ, it is important that you manage workplace issues effectively. If you fail to manage your risks and liability properly, your business can suffer greatly.

In this article we discuss 3 common mistakes which employers commonly make and how you can avoid them.

Failing to use written or up to date Employment Contracts

One of the biggest mistakes employers make is either not utilising written employment contracts with their staff or using template documents which are either inconsistent with current law or which fail to address issues that are important to their business.Unfortunately, the consequences of failing to properly document an employment relationship or to ensure that the terms of such employment are lawful can be detrimental for employers with consequences ranging from disputes around terms of employment through to substantial fines, penalties and Court orders requiring payment of compensation or damages to affected staff.

So whilst it is not uncommon for employers to enter into verbal agreements surrounding the terms of employment with their staff, it is generally not advisable to do so. In the ordinary course, the interests of an employer will be better protected by ensuring that they have a well-considered and prepared employment contract in place with their staff.

By documenting employment terms in writing you can clearly state the rights, obligations and understandings of the parties in relation to a range of basal issues, for example, the position and duties of the employee, hours of work, remuneration, term and how the agreement can be terminated.

Well-drafted employment contracts can also address a range of issues which may be important to your business and protecting its interests, including how confidential information is dealt with, intellectual property and restraints of trade.

By addressing these issues in writing, there is less room for confusion between the parties as to their rights and obligations. This is generally a positive thing when staff relationships are operating well, but certainly advantageous in the event a dispute arises as to the terms of employment, as it is generally easier to demonstrate the basis for a position being taken if there is a term in an employment agreement to support it.

It goes without saying that at the end of the day the usefulness of an employment contract is largely going to be related to the extent that it has been prepared in consultation with and in consideration of relevant laws.

Accordingly, one of the most important things that you can do as an employer is to ensure that a template employment agreement that you use is up to date and otherwise fit for the purpose it is being used. Given that relevant workplace laws and entitlements change regularly, you should be reviewing any template employment agreements frequently, and as part of this process, consulting with a solicitor to ensure that the terms of any template are lawful.

Getting employment status wrong

Another common mistake to avoid is classifying a worker as a contractor when in fact they are an employee at law. If you get this wrong, the consequences can be dire for your business.

We understand that there can be a tendency for employers to be attracted to consider contracting arrangements as opposed to employment of staff for a range of reasons. These can include a belief that they are afforded greater flexibility in their dealings with such workers, the prospect of reduced exposure to adverse workplace claims and the potential to avoiding paying certain entitlements.

There are certainly times where a contractor arrangement will be lawful and appropriate to utilise.

In practice though, we often see the downside of contracting arrangements that have gone bad, in particular, when a worker has been employed as a contractor when they were really an employee.

Unfortunately, the consequences of getting this worker status wrong can be terrible for an employer. Practically it can result in a raft of adverse outcomes such as having to pay substantial penalties and being ordered to back pay entitlements and/ or compensation or damages to affected workers.

These issues are compounded by the fact that even when you have the best of intentions for dealing with your workers, determining worker status correctly is not always an easy thing to do.

The reason for this is that the circumstances of each working relationship will generally determine whether a worker is properly a contractor or employee at law. Because of this, it is very difficult to apply blanket approaches to determining worker status, nor is it possible for you to simply rely upon the title or description of the role being performed by the worker as a defence.

The Courts will look beyond the title given by the parties to the relationship and examine the substance and entirety of the working arrangement. In doing so, they will have regard to a range of factors such as control over work and how work is performed along with a number of other issues to determine the true nature of the working relationship.

It is generally advisable that you receive legal advice around these issues to ensure that a working relationship has been properly classified and treated. By doing so, you lessen the risk of falling foul of this common mistake.

Not paying employees properly

A fundamental error often made by employers is failing to pay their staff properly. This is something that you should avoid at all costs.

In Australia, employers are required to pay their workers at least in accordance with minimum standards prescribed by the National Employment Standards or an applicable industrial instrument (For example a modern award).

In the case of modern awards, they set out minimum wages and conditions on an industry specific basis having regard to the nature of the work performed by particular categories of employees.

Employers need to ensure that their award-covered staff are being paid in accordance with the terms of the relevant award and otherwise that their payment practices are complaint.

A failure to do so can mean that you can be exposed to substantial financial penalties, fines and orders for compensation and back pay.

An issue that we commonly find is that many employers are often unaware of which modern award applies to their staff or otherwise how to navigate modern awards to determine precisely what entitlements are payable.

It can often be difficult for employers to accurately determine these issues by themselves, and for this reason, it may be prudent for you to seek legal advice to ensure that the modern award which is being utilised is correct and that your payment practices are legally compliant.

Action plan – Where to from here?

As an employer there are a myriad of issues for you to consider when dealing with your staff.

On a practical level, specific things that you should pay attention to include:

  1. If you don’t have employment agreements in place: Give serious consideration to doing so promptly
  2. When using existing template agreements: Review those to ensure they are up to date and fit for purpose
  3. If you engage contractors or are considering doing so: Assess the nature of the working relationship to determine whether there is a risk that it could be held to be an employee – employer relationship
  4. In terms of meeting minimum conditions: Ensure that you are paying your workers properly, and otherwise that you are always at the very least complying with minimum employment standards
  5. More broadly: Take steps to assess your current practices, and otherwise audit your existing processes and documentation to determine whether any issues need to be addressed and otherwise with a view to ensuring that your systems are effective.

The reality is that even when you have the best of intentions in relation to these issues but fall short, you are likely still exposing yourself to substantial risks.

For this reason, it will often be prudent for you to engage a lawyer to provide you with advice in these areas to ensure that you are legally compliant.

The peace of mind that can come from knowing that your business practices are effective and lawful is often priceless, particularly for small business operators who can ill afford disruption or unexpected financial expenses to be thrust upon them at short notice.

Forge Legal is well placed to assist you in relation to all of your employment law and workplace relations needs. Please contact us to speak with one of our friendly solicitors if you want to discuss any aspect of this article further. We look forward to hearing from you.

FAMILY LAW

Representing Yourself in Family Court in Australia

Need to go to court but can’t afford a lawyer? We can still help you! We offer online training for people just like you so you can represent yourself in court.

Did you know that 30 to 40% of people are now representing themselves in Family Court because they can’t afford lawyers! Holy Cow!!!

What the stats don’t tell you is how many people are unsuccessful when they represent themselves. Given that people are not born with an internal law degree I can only imagine it isn’t great.

No one is doing anything to fix the problem. The Courts are no help. There are so many rules and forms and something called “admissible evidence” that you are all just expected to know.

If you know me then you know that it drives me insane when people just stand by and do nothing.

So to hell with it. If no one else is going to do something then I will.

 

I was going to hold off launching my new innovation but frankly, it just can’t wait. People need help now!

So I am going to give away my trade secrets. This is the stuff that I have won multiple cases and awards for. This is 20 years of my life’s work and refinement that I am going to give away. It is the intellectual property lawyers hold sacred.

I am personally launching 2 courses to give you all the tools you need to prepare your own Consent Orders and represent yourself in Family Court.

 

THIS IS BIG – I am personally running these courses.

 

Here’s what you’ll get:

  • 3 sessions of 1-hour online course complete with example documents that I use every day
  • 1 private 20 min session with me
  • Exclusive Access to our VIP Family Law Facebook group with live Q&A sessions with me weekly
  • Free subscription to our innovative new online platform Nolawyers.com.au for 3 months
  • Access to a recording of the Course so that you can watch it at your own pace.

At the completion of these courses, you will have all you need to draft your Court documents and know what to do when you go to court.

Normally my clients would invest $30,000.00 for this material.   But because I have a real bugbear about how bad the Family Court is getting I am going to do it just for $199 per course.

REALLY IMPORTANT  – Because I want these Courses to be interactive so that you can get as much value out of them as possible I am limiting the number in each course.

So if you think either or both of these courses could help you then jump on and sign up ASAP!

I look forward to demystifying the Family Court system with you.

Tracey McMillan

Tracey McMillan Family Lawyer
Qualifications:
Bachelor of Laws
Bar Practice Course
Admitted as a Barrister 2001
Admitted to the High Court of Australia 2001
Admitted to practice in Queensland 2001
Admitted to practice in New South Wales 2005
Duty Lawyer Accreditation
Nationally Accredited Mediator

 

Tracey McMillan is the CEO of Forge Legal who works tirelessly to achieve best possible outcomes for her clients. She became a barrister in 2001, practising predominantly in the areas of Family Law and Criminal Law.

 

Please leave your Name and email if you are interested in the next Self Representing courses run by Tracey McMillan.

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