FAIR WORK DECISION: Worker was an employee, not a contractor By Rebecca Hyde, Workplace Compliance Advisor at ClinLegal in Adelaide. Rebecca holds a Bachelor of Laws and Legal Practice (Hons) and a Bachelor of Behavioural Science (Psychology). Georgios Adalopoulos lodged a claim with Fair Work against CMC International Pty Ltd. He had been performing work […]
FAIR WORK DECISION: Worker was an employee, not a contractor Read More »
This is a true story about an employee who accidentally sent a text to her employer in which she called him a “complete dick”. The employee was terminated by her boss for gross misconduct. The employee then applied to the Fair Work Commission for an unfair dismissal claim. The question for the Commission was whether
Employee Terminated for Derogatory Text Message Read More »
By Rebecca Hyde, Workplace Compliance Advisor at ClinLegal. Rebecca holds a Bachelor of Laws and Legal Practice (Hons) and a Bachelor of Behavioural Science (Psychology). In all healthcare practices, large or small, there will always be differences of opinion, occasional personality clashes and/or people who simply don’t get along. Under pressure, accusation, or disappointment it
DEFAMATION: What You Say Matters Read More »
Is your worker a Contractor or employee? To assist you with this distinction, ClinLegal has provided a summary of the indicia that differ between the two working relationships. This table is produced by ClinLegal. It is intended to provide general information and guidance in summary form on workplace compliance issues, current at the time of
Contractor or Employee: The Indicia of Each Relationship Read More »
By Rebecca Hyde, Workplace Compliance Advisor at ClinLegal. Rebecca holds a Bachelor of Laws and Legal Practice (Hons) and a Bachelor of Behavioural Science (Psychology). The Fair Work Act provides general protections to employees to prevent them from being subject to adverse action from their employer. If an employee brings an adverse action claim against
Facing an Adverse Action Claim From Your Employee Read More »
By Rebecca Hyde, Workplace Compliance Advisor at ClinLegal in Adelaide. Rebecca holds a Bachelor of Laws and Legal Practice (Hons) and a Bachelor of Behavioural Science (Psychology). Employers have an obligation to make reasonable attempts to accommodate the needs of an employee who is a breastfeeding mother. When an employee returns to work after being
Breastfeeding and the Workplace Read More »
Commencing 12 March 2014, significant privacy law reform changes were made to the Privacy Act 1988; demanding privacy standards comply with Australian Privacy Principles (APPs). These changes affect all health service providers handling personal information in any form (e.g. paper, electronic, visual such as x-rays, and audio records). Health service providers are strongly advised to
Australian health service providers’ Privacy Policy NO LONGER AN OPTION! Read More »
All businesses change over time, including health practices. Change can mean an alteration to the roles and responsibilities of staff at all levels of management, includingexecutive directors and senior practising staff. Considerations need to be made regarding the effect that staffchanges will make on existing employee contracts. Employment contracts need to be flexible and can bechanged
Accidental Termination of Employment Contracts Read More »
