Legal Updates

In this circular we discuss implementing a mandatory COVID-19 vaccination policy for staff at your Practice: your rights as an employer, WHS law and advice for Practices. Can you make it mandatory?At present, employers cannot require employees to take the vaccine.  This is consistent with the official advice of the Fair Work Ombudsman and Safe […]

My Receptionist wants to reduce her days from 5 to 2 when she returns from maternity leave, do I have to agree? There are two parts to this question: what is the employee’s right to return to work; and what are your obligations to accommodate a requested change.  Firstly, if your employee has worked for

In this circular we discuss the importance of regulating who can give references for your Practice, as well as tips on recruitment and determining suitability of candidates for the role.Giving ReferencesIf you don’t have a written policy on giving references, you might later find out a co-worker gave a very favourable or even exaggerated reference for a

This week saw changes to employment laws for casual employees.  We outline those changes below, to assist Practices to understand, comply, and utilise them. There is a general view that engaging employees casually gives Practices flexibility to access staff as and when needed, to suit the Practice’s needs. This flexibility is generally not possible with

In this circular, we give a brief overview of employers’ legal obligations with respect to the mental health of their employees. In particular, we look at your liability for employees’ mental health; how to best manage them; and a decision on point. We also provide an update on recent changes to our contracts to further

Employment law is rapidly evolving, and it is important to keep abreast of the changes to minimise risk.  In this article we update you on two changes impacting your Practice: new rules for calculating overtime rates for casuals, and importantly, the introduction of wage theft laws. New Casual Rates The Health Professionals and Support Services

Personal LeaveThe entitlement to Personal (Sick) Leave has caused a lot of confusion over the last few years.  Permanent employees receive 10 days paid leave each year, but how is that calculated?  Following a recent High Court decision, we are now pleased to clarify the position. Originally paid leave was calculated based on ordinary hours worked. 

Since the introduction of JobKeeper, many Practices have reported an increase in staff absences and unavailability.  While JobKeeper was intended to operate as a wage subsidy to benefit employers affected by Covid-19, it also subsidises additional leave in that staff receive the full $1500 fortnightly payment including if they don’t work, and when there is

In this Circular, we will explain some important changes to the Health Professionals and Support Services Award, and what it means for your Practice. The Award was varied in April and May, and was subject to a formal four yearly review, ending on 16 June 2020.  The Award now looks and reads very differently.  The most recent changes

While most Practices have resumed operations, subject to some professional restrictions, other businesses in Australia are only reopening now.  The government is now focused on balancing health risks with rebuilding the economy.  Consequently the requirement of employers to demonstrate “how” they comply with workplace health and safety obligations, to prevent contracting or spreading Covid-19 is