Medical Certificates for Sick Leave

Can you ask for further details?

In recent times many of our clients have asked if they can challenge a medical certificate or ask for further details about the employee’s illness or injury.

One recent example was where an employee who was absent for 4 weeks has provided a medical certificate as evidence of the illness. As is often the case, the certificate states the employee was unfit for duty due to a ‘medical illness’. That particular employee had a poor record of absenteeism and had previously requested annual leave for this period, but this request had been refused. Given the circumstances, the employer asked for more specific details about the employee’s illness, because there were concerns about the genuineness of the absence. The employee has refused to provide any further details.

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drugs and alcohol in the workplace

Drugs and alcohol at work – a dismissible offence?

Dismissing an employee who turns up for work while drunk or on drugs might seem like the right thing to do at the time, however, hasty decisions could expose employers to substantial legal risk.

While in certain circumstances it may be reasonable to dismiss an employee who has tested positive for drugs or alcohol, it is critical for employers need to follow their own workplace policies.

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The Demise of Enterprise Agreements – Is the Fair Work Commission to Blame?

I read with interest an article that appeared in The Australian on Friday 9 August 2019. That article was an opinion piece and commentary on the difficulties that businesses now face in trying to have Enterprise Agreements (EAs) approved by the Fair Work Commission (FWC). The article was written by Steve Knox who is chief executive of Australian resources and energy group Australian Mines  and Metals (AMMA).

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What’s Love Got To Do With It?

Dealing with Romances in the Workplace

Has the #metoo era dimmed the enthusiasm of workers for workplace romance? When writing this article, Tina Turner’s words are echoing in my head. The #metoo movement has now brought to light the dangers of workplace relationships and therefore it is an opportune time to take a look at office romances (and break-ups) and the steps employers should take to ensure they don’t get caught up in the #metoo turmoil.

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