Legal Updates

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 […]

Important Legal Developments This week sees four important decisions that have significant implications for Practices that have stood down staff; are utilising Jobkeeper; and that employ casuals. This will likely cover most Practices. Employment law is rapidly changing and evolving and it is important for employers to keep up to date with these developments. We summarise

What is Jobkeeper?Jobkeeper is a government initiative to provide temporary financial support to certain employers as a result of Covid-19. Your practice may be entitled to a payment of $1500 each fortnight per employee (in arrears), if it has suffered a significant reduction in turnover. Many practices will qualify if they can show a decrease

To pay, or not to pay? Many practices have closed down, other than for emergencies or essential treatment, due to government or regulatory directions. Employers are doing their best to look after their employees, as well as ensure there is a business for them to return to. During this time we have found that most

What are your options? Many Practices are facing temporary closures as it becomes unsustainable to keep the practice staffed and operational during this time. If you are considering closing, shutting down or simply reducing staff hours, it is important to inform yourself of your options and legal obligations, before acting.  Employers are required to comply

What if your employee can’t make it to work due to suffering from, or being in quarantine from, the Coronavirus?  In this short article we explain your obligations. There are three ways employers can manage absences due to the Coronavirus.  First, if your employee presents a certificate from a medical practitioner that he/she is suffering from or

Summary: Thorough investigations of complaints will help to protect both employer and employee from malicious or fictitious bullying complaints. Investigations need to not only be impartial but also appear impartial to all employees involved in the complaint. When possible, the investigation should be considerate of the employees involved in relation to their preferred methods of

Summary • The Health Professionals and Support Services Award 2010 (the Award) requires employers to consult with their employees before effecting certain workplace changes. • Consultation should aim to discuss how to reduce adverse consequences of the workplace change but is not intended to provide an opportunity for the employee to change the employer’s mind

Mr Moskou was completing his Sunday night courier run collecting pathology samples from a medical clinic when he experienced an unexpected and urgent “call of nature”. In the absence of a bathroom nearby, Mr Moskou defecated in the clinic carpark. He made attempts to clean up the incident and tried calling his supervisor – but

By Yasmine Healy, Managing Director of ClinLegal. Yasmine is an experienced lawyer and chartered secretary, who established ClinLegal after seeing too many unfair work claims against her clients. ClinLegal provides legal, compliance and human resources expertise to healthcare professionals in your industry. The private practice was doing well and an advertised, interstate conference in Sydney