Too Hot to Handle: Long-Term Injured Employees and Return to Work

TOOHOTTOHANDLE: LONG-TERMINJUREDEMPLOYEES &RETURNTOWORK

TheLawSocietyofTasmaniaEmploymentLawConference2023

15September2023

ElizabethDevine

PrincipalSolicitor

DEVINELAWATWORK

AccreditedSpecialistEmploymentandIndustrialLaw

MDRLLBBA

Thecontentofthispaperisgeneralinnatureandisnotintendedtobeandshouldnotberelied onasasubstituteforlegaladvicewhichisspecifictothecircumstancesofyourworkplace. TheviewsexpressedinthispaperaretheviewsofDevineLawatWork.Thisworkiscopyright. ApartfromanyusepermittedundertheCopyrightAct1968,allotherrightsarereserved.This meansthatitmaynotbereproducedortransmittedwithoutpermissioninwritingfromDevine LawatWork.

1.INTRODUCTION

Managementoflong-terminjuredemployees1isoneofthemostcomplexaspectsof employmentlaw.Thisisbecausetheemployerneedstobeawareof,understandand traverseamyriadofdifferentlaws.Notonlymusttheemployerbemindfuloftherisksofan unfairdismissalorgeneralprotectionsclaim;theymustalsoconsidertheimpactofantidiscriminationlaw,workhealthandsafetylawandworkerscompensationlaw.Inadditionto understandingandapplyingthelaw,employerswilloftenhavetograpplewithanarrayof oftencomplexmedicalandcapacityissuesaswellasthechallengesofgainingthecooperation ofemployeesandtheirtreatingdoctors.

Infindingtheirwaythroughwhattheymayperceiveasalegalminefield,employersalsoneed tobeespeciallycognisantofthenature,qualityanddegreeofevidencetheywillusuallyneed togatherbeforemakingadecisionaboutwhetherornottodismissanill,injuredorotherwise disabledemployee.Asimplemedicalcertificateandthesubjectiveopinionofthedecisionmakerwillnotbeasufficientbasisfordismissal;somethingsomeemployerslearntotheir chagrinonlyafterthedismissalhastakenplaceandtheyarefacinglegalaction.

Aswithallaspectsofworkplacerelations,employerswhounderstandnotonlythelawbut alsounderstand,valueandhavethecapabilityformaintaininggoodcommunicationwith employeesandarepreparedtotakethetimetounderstandandconsidertheperspectiveof theemployeewillbebetterequippedtonavigatethelegal,commercialandpersonal implicationsofdismissalofill,injuredandotherwisedisabledemployees.

Inthispaper,Iwillexamineboththelegalandpracticalaspectsofmakingasound,defensible andlegallycompliantdecisionswhenmanaginglong-terminjuredemployees,including decisionsaboutwhether,ornot,todismissandill,injuredorotherwisedisabledemployee.

Thepaperbeginswithadiscussionoftherangeoflawsyouneedtobemindfulofandthen

1Forthepurposesofthispaperthetermlong-terminjuredemployeeincludesemployeeswhoareillorinjured forworkrelatedandnon-work-relatedreasonsandemployeeswithadisabilityordisabilities.

proceedstoanexaminationofpracticalwaysyoucanensurecompliancewiththelawwhile makingdecisionsthatservetheneedsofyourbusiness/organisationandarerespectfulof employees.

2.LAWSYOUNEEDTOCOMPLYWITH

2.1Overview

Whenmanaginglong-terminjuredemployees,anemployerwillbestbeabletomanagelegal, commercialandreputationalriskbytakingintoconsiderationthemyriadofFederalandState lawswhichregulatehowtheytreatthoseemployees,includingwhentheydismissthemand howtheyrelatetooneanother(seeimagebelow). Rightsand

Unfair Dismissal

Flexible working Disability discrimination

2.2ContractLaw

Atthecentreoftheemploymentrelationshipistheemploymentcontract.Theemployment contractconsistsoftermswhichmayexpressorimplied.Expresstermsarethosewhichare expresslystated,eitherorallyorinwrittenform.Impliedtermsarethosewhichareimplied asaconsequenceeitherofaruleoflaw(implicationoflaw)orfromtheparticular circumstancesofanemploymentcontract(implicationoffact).

Anumberofdutiesareimpliedintotheemploymentcontract.Forthepurposesofthispaper, thefocusison:

theimplieddutyonanemployeetobeready,willingandabletoperformthe requirementsofthepositionexceptwheres/hehasreasonableexcusenotto forexample,duetopersonalillnessorinjury;and

theimplieddutyonanemployeetoobeythelawfuldirectionsofhis/heremployer;

theimplieddutyofcareonthepartoftheemployertotakereasonablecaretoavoid exposinganemployeetounnecessaryrisksofinjury2.

Aswithotherdutiesimpliedintotheemploymentcontractbythecommonlaw,the enforceabilityofthesedutiesisregulatedbylegislation.Forexample,anemployeewillnot beentitledtobeabsentfromtheworkplaceduringthehourstheemployeeiscontractedto performdutiesfortheemployerunlesstheemployeehasanentitlementtobeabsent(e.g. becauseoftheentitlementtopersonalleaveincircumstancesinwhichtheemployeeis unwellorneedstocareforanotherperson)orisotherwiseonauthorisedleave.

2InthematterofCzartyrkovEdithCowanUniversitydelegabledutyofcaretoitsemployeestotakereasonablecaretoavoidexposingthemtounnecessaryrisksof injury.Ifthereisarealriskofaninjurytoanemployeeintheperformanceofataskintheworkplace,the employermusttakereasonablecaretoavoidtheriskbydevisingamethodofoperationfortheperformanceof

circumstances,isconsideredfundamentaltotheemploymentcontract.Anyfailurebyan employeetoobeyalawfulandreasonabledirectionentitlesanemployertotake corrective/disciplinaryactionandmayentitleittodismisstheemployee.

3arethekeytoolsby

andprocedures.Accordingly,employersshouldtaketheopportunitytomakeuseofthe contractandpoliciesandproceduresaspartoftheirstrategyto,amongotherthings,manage long-terminjuredemployees.

Asanemploymentcontractandpoliciesandproceduresareonlyenforceabletotheextent thattheycomplywithordonotbreachlegislationoranindustrialinstrument,employersdo nothaveanunfettereddiscretionastowhattheyincludeinthesedocuments.However, whenanemployerunderstandsthescopeoftheirrightsandnotonlytheirobligations,they maybesurprisedtolearnwhattheycanincludeinthecontractorpolicyandprocedure.

Indevelopingandapplyingastrategyformanaginglong-terminjuredworkers,the employmentcontractplaysakeyrole.Inparticular:

(i)itenablesemployerstomakeoffersofemploymentconditionalonpre-employment medicalassessments(providedthatthescopeoftheassessmentisspecifictotherole beingofferedandtheinformationobtainedintheassessmentisappliedinawaythat doesnotbreachanti-discriminationlaw);

(ii) inawrittencontract,providingtheemployerwithanexpressrighttorequirean employeetoprovidemedicalevidenceinrelationtotheirillness/injury/disabilityin particularcircumstances;

3Policiesandproceduresmaybecontractualinnatureandthereforeformpartoftheemploymentcontractin thatregard.Otherwise,theymaybeamanifestationoftherightoftheemployertoissuereasonableandlawful directionstoanemployee.

(iii)itprovidestheemployerwiththerighttodirectanemployeetocooperatewithan providedthat,inthecircumstances,itisreasonableaswellaslawfulfortheemployer todoso;

(iv)itprovidestheemployerwithanopportunitytoexplaintoanemployeethatitisa fundamentalobligationoftheemployeeunderthecontract(whetheritisanexpress termoranimpliedterm)tobefitforworksubjecttoanyentitlementtheyhaveto leaveorworkerscompensation;

(v)itenablestheemployertomakeitaconditionofemploymentthattheemployee complywithrelevantpoliciesandprocedures;forexample,aFitnessforWorkpolicy andprocedureandWorkHealthandSafetypolicyandprocedure;

(vi)itenablestheemployertotakedisciplinaryactionagainstanemployeeiftheyfailto complywithareasonableandlawfuldirectionand/oranexpresstermofthe employmentcontractwithoutreasonablecauseinparticularcircumstancesthismay givetheemployertherighttodismisstheemployeeforthefailuretocomplywithone ormorereasonableandlawfuldirections,ratherthanbecauseofthe illness/injury/disability.

Anyrightsanemployerhasundertheemploymentcontractareultimatelyregulatedby legislationand,whereapplicable,industrialinstruments.Accordingly,whileanemployermay havetherighttodismissanemployeeunderthetermsoftheemploymentcontract,theymay neverthelessbeprohibitedfromdismissingtheemployeeduetotheoperationofoneormore legalprotections(discussedbelow).

Modelworkhealthandsafety(WHS)legislationappliestotheCommonwealthandineach StateandTerritoryinAustraliawiththeexceptionofVictoria.Ifyouareanemployeror adviserinVictoriayouwillneedtohaveregardtotherelevantoccupationalhealthandsafety legislationinyourState.

ItisnotonlyemployersbutalsoemployeeswhohaveobligationsunderWHSlegislation. Thismeansthatnotonlydoemployersandemployeesshareresponsibilityinensuringwork healthandsafety,italsomeansthatemployeesmustdotheirparttoensurethehealthand safetyofthemselvesandothersandcooperatewiththeemployerinenablingtheemployer tosatisfyitsobligations.

Forthepurposesofthispaper,thekeypointsyouneedtoknowabouttheModelWHS legislationare:

(i)apersonconductingabusinessorundertaking(PCBU)mustensure,sofarasis reasonablypracticable4:

a.thehealthandsafetyofworkers5engaged,orcausedtobeengaged,bythe person;andworkerswhoseactivitiesincarryingoutworkareinfluencedor directedbytheperson,whiletheworkersareatworkinthebusinessor undertaking;and

4Reasonablepracticablemeansthatwhichis,orwasattheparticulartime,reasonablyabletobedonein relationtoensuringhealthandsafety,takingintoaccountandweighingupallrelevantmattersincluding:the likelihoodofthehazardortheriskconcerningoccurring;andthedegreeofharmthatmightresultfromthe hazardortherisk;andwhatthepersonconcernedknows,oroughtreasonablytoknow,aboutthehazardorthe riskandwaysofeliminatingorminimisingtheriskandtheavailabilityandsuitabilityofwaystoeliminateor minimisetherisk;and,afterassessingtheextentoftheriskandtheavailablewaysofeliminatingorminimising it,thecostassociatedwithavailablewaysofeliminatingorminimisingtherisk,includingwhetherthecostis grosslydisproportionatetotherisk.

5Workermeansapersonwhocarriesoutworkinanycapacityforapersonconductingabusinessor undertaking,includingworkas:anemployee;acontractororsubcontractor;anemployeeofacontractoror subcontractor;anemployeeofalabourhirecompanywhoha orundertaking;anoutworker;anapprenticeortrainee;astudentgainingworkexperience;avolunteer;aperson ofaprescribedclass.

b.thatthehealthandsafetyofotherpersonsisnotputatriskfromworkcarried outaspartoftheconductofthebusinessorundertaking;and

c.theprovisionandmaintenanceofaworkenvironmentwithoutriskstohealth andsafetyandsafesystemsofwork;and

d.thesafeuse,handlingandstorageofplant,structuresandsubstances;and

e.theprovisionofanyinformation,training,instructionorsupervisionthatis necessarytoprotectallpersonsfromriskstotheirhealthandsafetyarising fromworkcarriedoutaspartoftheconductofthebusinessorundertaking; and

f.thatthehealthofworkersandtheconditionsattheworkplace6aremonitored forthepurposeofpreventingillnessorinjuryofworkersarisingfromthe conductofthebusinessorundertaking.

(ii)employersareobligedtoeliminateriskstohealthandsafety,sofarasreasonably practicable;and,ifitisnotreasonablypracticabletoeliminateriskstohealthand safety,tominimisethoserisksasfarasisreasonablypracticable.

(iii)whileatwork,aworkermust:

a.takereasonablecarefortheirownhealthandsafety;and

b.takereasonablecarethattheiractsoromissionsdonotadverselyaffectthe healthandsafetyofotherpersons;and

c.comply,sofarasthepersonisreasonableable,withanyreasonableinstruction thatisgivenbythepersonconductingthebusinessorundertakingtoallowthe personconductingthebusinessorundertakingtocomplywiththeWHSAct;

d.co-operatewithanyreasonablepolicyorprocedureofthepersonconducting thebusinessorundertakingrelatingtothehealthorsafetyattheworkplace thathasbeennotifiedtoworkers.

6Workplacemeansaplacewhereworkiscarriedoutforabusinessorundertakingandincludesanyplacewhere aworkergoes,orislikelytobe,atwork.Placeincludes:avehicle,vessel,aircraftorothermobilestructureand anywatersandinstallationonland,onthebedofanywatersorfloatingonanywaters.

Indevelopingandapplyingastrategyformanaginglong-terminjuredworkers,WHS legislationplaysanimportantrole.Inparticular,itprovidesalegalbasisfor:

(i)theemployerandemployeetohaveasharedresponsibilityinrelationtoaddressing anyriskstohealthandsafetyintheworkplace;

(ii) thattheemployeeprovideinformationwhichwillenabletheemployeetoassessand managerisk.

2.4

Forthepurposesofthispaper,thekeypointsyouneedtoknowabouttheentitlementto FairWorkAct2009arethat:

(i)allfull-timenationalsystememployeeshaveanentitlementto10days

7;apart-timeemployeeisentitledtoapro rataportionofthisfull-timeemployeeentitlement;casualemployeesareentitledto receiveacasualloadingwhich,amongotherthings,notionallycompensatesthemfor notbeingentitledtopaidpersonalleave;

(ii) yeartoyear8;

(iii)

circumstances:

a.becausetheemployeeisnotfitforworkbecauseofapersonalillness/injury affectingthem9;or

7S.96(1),FWA

8S.96(2),FWA

9S.96(1),FWA

oramemberoftheirhouseholdwhorequirescareorsupportbecauseofa personalillness/injuryoranunexpectedemergency10;

andiftheemployeesatisfiestherequisitenotificationanddocumentationrequirementsto:

(i)informtheemployerofhis/herabsenceassoonaspracticableandthe expecteddurationoftheleave11;and

(ii)ifrequiredbytheemployer,toprovidedocumentationinsupportofthe absence(e.g.medicalcertificate,statutorydeclaration)12

Indevelopingandapplyingastrategyformanaginglong-terminjuredworkers,employers needtobemindfulthat:

(i)

leavewillnotofitselfgivetheemployerarighttodismisstheemployee;thisis becausethereareanumberoflegalprotections(discussedbelow)whichregulate anyrightanemployerhastodismissanemployee;

(ii)ifanemployeehasnotcompliedwiththeirnotificationand/ordocumentation obligationsthroughouttheperiodoftheirabsence,theymaynotinfactbeentitled unauthorised,and

thismayprovidetheemployerwiththerighttotakedisciplinaryactionuptoand includingdismissal.

2.5Temporaryabsence

Section352oftheFWAprohibitsthedismissalofanemployeebecausetheemployeeis temporarilyabsentfromworkbecauseofanillnessorinjuryofakindprescribedbythe FairWorkRegulations2009

ForthepurposesofRegulation3.01oftheFWR,aprescribedillnesswillexistif:

(i)theemployeeprovidesamedicalcertificatefortheillnessorinjury,orastatutory declarationabouttheillnessorinjurywithin:

a.24hoursaftercommencementoftheabsence;or

b.suchlongerperiodasisreasonableinthecircumstances;

(ii)theemployeeisrequiredbythetermsofaworkplaceinstrumentto:

a.notifytheemployerofanabsencefromwork;and

b.tosubstantiatethereasonfortheabsence;and

c.complieswiththoseterms;

(iii)theemployeehasprovidedtheemployerwithevidence13fortakingpaid

However,anillnessorinjurywillnotbeaprescribedillnessorinjuryif:

(i)either:

a.the

b.thetotalabsencesoftheemployee,withina12-monthperiod,havebeen more

thanthreemonths(whetherduetooneormoreillnessesorinjuries);

and

13Thisevidencemustbeinaccordancewiththerequirementsofs.107(3)(a)oftheFWA.

(ii)theemployeeisnot

97(a)14oftheFWAforthedurationoftheabsence.

Indevelopingandapplyingastrategyformanaginglong-terminjuredworkers,employers needtobemindfulthattheprohibitionagainstdismissalduetotemporaryabsenceinthe FWAwilloperatetopreventdismissalinsomebutnotallcircumstancesforaperiodoftime. Ifthecriteriafortemporaryabsencehavebeensatisfied,thiswillmeanthatanemployeewill havetobeabsentformorethanthreemonths(ineitheroneperiodoroveraperiodof 12months)beforethisprohibitiondoesnotapplyunlesstheemployeehasbeenmakinguse ofpaidpersonalleaveforthedurationoftheabsence.

2.6Flexibleworkingarrangements

Forthepurposesofthispaper,thekeypointsyouneedtoknowaboutsections65,65A,65Band65C oftheFairWorkAct2009(FWA)are:

(i)s.65enablesthatcertaincategoriesofemployeehavetherighttorequestachangein workingarrangementsinarangeofcircumstances,includingbutnotlimitedtoifthe employeehasadisability15;

(ii)inordertohavearightundertheActtomakearequestforaFWA,anemployeemust: comewithinaprescribedcategoryofemployee;and,eitherbeapermanentemployee withaminimumof12monthscontinuousserviceorbearegularcasualemployeewith aminimumof12monthscontinuousserviceandareasonableexpectationofongoing employment;andmaketherequestinwriting;

becauseofapersonalillnessorinjuryortoprovidecareorsupporttoamemberoftheirimmediatefamilyor householdwhorequirescareorsupportbecauseofapersonalillnessorinjuryoranunexpectedemergency. 15Otherprescribedgroundsincludethattheemployeeisaparentorhasresponsibilityforachildwhoisof schoolageoryounger,theemployeeisacarer,theemployeeis55yearsorolder,theemployeeisexperiencing violencefromamemberoftheirfamilyor immediatefamilyorhouseholdwhorequirescareorsupportbecausethememberisexperiencingviolencefrom

(iii)arequestforaflexibleworkingarrangementmustbemadeinwritingandthe 16;

(iv)theresponsemuststateeitherthat:

a.theemployergrantstherequest17;or

b.followingdiscussionbetweentheemployerandemployee,thattheemployer differsfromthatsetoutintherequest-whathasbeenagreedtowillbeset outintheresponse18;or

c.therequestisrefused19theresponsemustincludedetailsofthereason(s) fortherefusal,setouttheparticularbusinessgroundsforrefusingtherequest, explainhowthegroundsapplytotherequestandeithersetoutthechanges totheworkingarrangementthatwouldaccommodate,toanyextent,the circumstancesoftheemployeeandwhichtheemployerwouldbewillingto makeorstatethattherearenosuchchanges20;

(v)anemployermayonlyrefusetherequestiftheemployerhas21:discussedtherequest withtheemployee;and,genuinelytriedtoreachanagreementwiththeemployee

employeeandanagreementhasnotbeenreached;and,theemployerhashadregard totheconsequencesoftherefusalfortheemployee;andtherefusalisonreasonable businessgrounds22;whatisreasonableisdeterminedbyreferencetothespecific circumstancesoftheemployer,includingthenatureandsizeoftheenterprise23;

16S.65A(1)

17s.65A(2)(a)

18s.65A(2)(b)

19s.65A(2)(c)

20s.65A(6)

21S.65A(3)

22s.65A(5).Reasonablebusinessgroundsincludethatthenewworkingarrangementwouldbetoocostlyfor theemployer,thereisnocapacitytochangetheworkingarrangementsofotheremployeestoaccommodate thenewworkingarrangement,thatitwouldbeimpracticaltochangetheworkingarrangementsofother employeesorrecruitnewemployeestoaccommodatethenewworkingarrangements,thenewarrangement wouldbelikelytoresultinasignificantlossinefficiencyorproductivityand/orcustomerservice.

23Forexample,abusinesswithasmallernumberofemployeesmayhavelesscapacitytoaccommodatea flexibleworkingarrangementthanalargerenterprise.

(vi)whenarequestisrefused, 24:mustsetoutthe reason(s)forrefusal;andexplainhowthosegrounds/reasonsapplytotherequest; andeither(a)setoutchangestotheworkingarrangementthattheemployerwould bewillingtomaketoaccommodatetherequestthattheemployeehasmade,or(b) statethattherearenosuchchanges;and,setouttheeffectofsection65Band65C;

(vii)section65BoftheFWAwillapplyifthereisadisputebetweenanemployee(whohas madearequestforaFWA)andanemployer(whohasrefusedtherequestor21days haspassedandtheemployerhasnotprovidedaresponsetotherequest).Itprovides that:inthefirstinstance,thepartiestothedisputemustattempttoresolvethe disputeattheworkplacelevel,bydiscussionbetweenthem25;ifdiscussionsdonot resultinaresolution,apartytothedisputemayreferthemattertotheFairWork Commission(FWC)26;theFWCmustfirstdealwiththematterbymeansotherthan arbitrationunlessthereareexceptionalcircumstances(e.g.conciliation,mediation, makingarecommendation,expressinganopinion),ifothermeanshavenotresolved thedisputeorthereareexceptionalcircumstances,theFWCmaydealwiththematter byarbitration27;

(viii)ifanapplicationismadetotheFWC,itwillbedealtwithbyamethodotherthan arbitrationinthefirstinstance(otherthaninexceptionalcircumstances);ifthematter isthesubjectofarbitrationtheFWCmaymakeanyofthefollowingordersunder section65C28:

a.iftheemployerhasnotprovidedaresponseanorderthattheemployerbe takentohaverefusedtherequest;

b.iftheemployerrefusedtherequest:

i.anorderthatitwouldbeappropriateforthegroundsonwhichthe employerrefusedtherequesttobetakentohavebeenreasonable businessgrounds;or

24s.65A(6)

25s.65B(2)

26s.65B(3)

27s.65B9(4)

28s.65C

ii.anorderthatitwouldbeappropriateforthegroundsonwhichthe employerrefusedtherequesttobetakennottohavebeenreasonable businessgrounds;

iii.iftheFWCissatisfiedthattheemployerhasnotresponded,orhasnot respondedadequately,anorderthattheemployertakesuchfurther stepsastheFWCconsidersappropriate,havingregardtothemattersin section65Asuchanordermustnotbemadeifitwouldbeinconsistent withaprovisionoftheACToratermofafairworkinstrumentthat appliedtotheemployerandemployeeimmediatelybeforetheorderwas made29;

iv.anorderthattheemployergranttherequestorthattheymakespecified arrangementstoaccommodate,toanyextent,thecircumstances mentionedinsection65B(1)(a)suchanordermustnotbemadeifit wouldbeinconsistentwithaprovisionoftheACToratermofafairwork instrumentthatappliedtotheemployerandemployeeimmediately beforetheorderwasmade30;

(ix)Inmakinganorder,theFWCmusttakeintoaccountfairnessbetweentheparties31; anordermayonlybemadeifthereisnoreasonableprospectofthedisputebeing resolvedwithoutthemakingofsuchanorder32;

(x)ContraventionofanordercanresultinanapplicationaCourt33forapenaltyofupto 60penaltyunits($16,500)34tobeimposedonthecorporationorindividualwhohas contravenedtheorder;

heldpersonallyliableforthatcontravention35

29S.65C(2A)

30s.65C(2A)

31s.65C(2)

32s.65C(3)

33FederalCourt,FederalCircuitandFamilyCourtoraneligibleStateorTerritoryCourt

34s.539(2)

35s.550

Inadditiontotherighttorequestaflexibleworkingarrangementwhichisprovidedforin section65oftheFWA,manyModernAwardscontainaclausewhichprovidesforthesame right.Accordingly,employersmustbemindfulthattheyarecompliantnotonlywithsections 65,theymustalsocomplywithanyrelevantawardprovisioniftheemployeeiscoveredbya ModernAward.

Significantly,section65oftheFWAprovidesarighttomakearequest,notarighttoexpect ordemandthatanemployerwillaccommodatetherequest.Conflictscanariseinthe workplacebecausesomeemployeesdonotunderstandthisdistinction.Employersarebest abletopreventorinterveneearlyinsuchconflictiftheygetonthefrontfootandhavea FlexibleWorkingPolicyandProcedureandtakethetimetoexplainittoemployees.

2.7UnfairDismissal

Forthepurposesofthispaper,thekeypointsyouneedtoknowabouttheunfairdismissal provisions36intheFairWorkAct2009(FWA)are:

(i)anunfairdismissalclaimmustbemadewithin21daysoftheallegeddismissal;

(ii)apersonwillonlybeeligibletomakeanunfairdismissalclaimif:

a.theyhave

(sixmonthswhentheemployerhas15ormore employees,12monthswhentheyhavefewerthan15employees);

b.theyearnlessthantheincomethreshold(currently$167,50037);

(iii)indeterminingwhetherornotadismissalhasbeenunfair,theFairWorkCommission primarilyhasregardto:

36Sections380to406,FWA

37Thisthresholdhasapplicationfrom1July2023.

a. thismeansthatsound, defensibleandwellfounded capacityorconductorbasedupontheoperationalrequirementsofthe 38;

b.whethertheemployerhasfollowedafairprocessinthecaseofalong-term injuredemployee,thisinvolvesconsiderationofwhethertheemployee informedtheemployeeoftheimpacttheirongoingincapacityorreduced capacitytoperformtheirrolehasormayhave(includingthattheirrolemay treatingdoctororanindependentmedicalpractitionerandprovidedthe employeewithanopportunitytorespond.

TheFairWorkCommissionapproachescapacitycasesdifferentlytothoseinvolvingconduct orperformance.Theprincipleswhichitappliesarethoseoutlinedinthedecisionof Vice-PresidentWatsonandCommissionerWilsoninLionDairyandDrinksMilkLimitedv

Norman[2016]FWCFB421839:

Incapacitycasestheemployerisusuallyrequiredtohaveregardtoanexpertopinion oropinionsnottomakeanindependentassessmentofwhatisessentiallya medicalquestion

Inanunfairdismissalcasetherelevantfactualmatrixmustbeconsideredbythe Commission.InacasewherethereasonfordismissalismisconducttheCommission mustconsiderwhethertheconductoccurredbasedontheevidencebeforethe Commission.Inacasewherethereasonfordismissalrelatestocapacity,the Commissionshouldhaveregardtothemedicalopinionsatthetimeofthedecisionto dismiss.

Theexistenceofavalidreasonforterminationbasedoncapacitydependsonwhether thereasonwassound,defensibleandwellfoundedandnotcapricious,fanciful, spitefulorprejudiced ll

Itisappropriatetohaveregardtomedicalassessmentsthatrelatetothecapacityto performthefulldutiesoftheposition.

Itisalsoappropriatetohaveregardtowhetherreasonableadjustmentsmaybemade suchconsiderationofwhatmaybereasonableadjustmentswillbewithinthecontext ofthesubstantivepositionorrole,notasitmaybemodifiedorrestrictedinorderto

Theabsenceofaclearfindingbyanappropriatemedicalpractitionerthatthe employeecannotperformtheinherentrequirementsofthejobwillsuggestthat thereisnotavalidreasonforterminationbasedoncapacity

Adecisionbasedontheexistenceofamedicalopinionthatanemployeecannot performtheinherentrequirementsofajobissuggestiveofavalidreasonbecausesuch adecisionissound,defensibleandwellfounded

ThemajorityofAustralianemployeesareeligibleforunfairdismissalprotection.Accordingly, whendevelopingandapplyingastrategyformanaginglong-terminjuredworkersemployers needtobemindfulthatitismorelikelythannotthatanydismissaloftheemployeewillneed tocomplywiththeunfairdismissalprovisionsoftheFWA.Aboveall,anemployerwillneed toensurethattheyhavesufficientmedicalevidencetosubstantiateaclaimtoavalidreason fordismissal(i.e.thattheemployeewillnotbecapableofperformingtheinherent requirementsoftherolefortheforeseeablefuture)andnotmerelyrelyontheirown subjectiveopinion.Further,theywillneedtoensurethattheyhavefollowedafairprocess withanemployee foranydecisionmadebytheemployertobeinformedbyrelevantmedicalevidenceandthe obligationoftheemployeetocooperatewiththisprocess.

Inmyexperience,anemployerwhoapproachesdiscussionoftheimplicationsofthelong-threatening way,usingarelativelyinformalmannerandanorientationtowardjointproblemsolvingis morelikelytoreachagreementwiththatemployee.Inthecaseofanemployeewithaworkrelatedinjury,beingreassuredthattheirworkerscompensationclaimwillnotbeaffectedby dismissalwilloftendissolveanyobjectiontheyhavetodismissal.Whenanemployerseeks tounderstandtheviewsofalong-terminjuredemployeeandtheyexplaintheirownviewsas

anemployer,theyaremorelikelytobeabletoworkwiththeemployeetoachieveanagreed outcome.

Inmyexperience,engaginginaconstructiveconversationwithanemployeeandproviding themwithsufficienttimetobreatheanddigesttheimplicationsoftheirlong-termabsence fromtheworkplaceoftennegatestheneedfortheemployertoobtainmedicalevidenceand engageinadrawn-outprocessastheemployeecomestotermswiththefactthattheywill notbeabletoreturntotheirrole.Insuchcircumstancestheemployermayseektohavea DeedofReleaseexecutedbytheemployeetoensurethatthereisnoriskoftheemployee changingtheirmindandcommencinglegalactionatalaterstage.

2.8GeneralProtections(adverseaction)

Forthepurposesofthispaper,thekeypointsyouneedtoknowaboutthegeneralprotections provisions40oftheFWAare:

(i)ageneralprotectionsclaimmadeinrelationtodismissalmustbemadewithin21days ofthedismissal;

(ii)anemployeemaymakeeitheranunfairdismissalclaim(iftheyareeligibletodoso) orageneralprotectionsclaim,theymaynotmakeboth;

(iii)anemployeemaymakeageneralprotectionsclaimbecausetheyhaveexperienced 41 42and/oragroundofdiscrimination (includingdisability)43;

40Sections340to379,FWA

41S.340,FWA

42S.341,FWA

43S.351,FWA

(iv) includesdismissal44(inthecaseofanemployertakingactionagainst anemployee);

(v) leave,tomakeaworkerscompensationclaimandtohaveprotectionfromunlawful discriminationonthegroundofdisability;

(vi)providedthatanApplicantcandemonstrateaworkplacerightorrightsand/ora groundofdiscriminationandthattheyhaveexperiencedadverseaction,itwillbe presumedunlessprovenotherwisebytheemployerthantheactiontookplace becauseoftheadverseactionand/orgroundofdiscrimination45-accordingly,the onusisontheemployertoprovethatthedismissaldidnottakeplacebecauseofa workplacerightorgroundofdiscrimination;

(vii)anemployerwillnotbeinbreachofs.351oftheFWA(discrimination)iftheycan demonstratethattheadverseactionwastakenbecauseoftheinherentrequirements oftheparticularpositionconcerned46;

(viii)mostgeneralprotectionsclaimsareresolvedattheinitialstagebeforetheFairWork Commission,theconciliationconference;

(ix)ifthematterisnotresolvedatconciliation,theFairWorkCommissionmayissuea certificate47totheeffectthatitisreasonablysatisfiedthatallreasonableattempts havebeenmadetoresolvethematter;

44S.342.FWA.Otherformsofadverseactionincludeinjurytotheemploymentoftheemployee,alterationto thepositionoftheemployeetohis/herprejudiceanddiscriminationbetweentheemployeeandother employees.

45s.361,FWA

46S.351(2)(b)

47s.369,FWA

(x)oncethecertificateisissuedbytheFairWorkCommission,theApplicanthas14days inwhichtomakeanapplicationtotheFederalCourtorFederalCircuitandFamily Court48;

(xi)ifbothpartiesconsent,themattermaybethesubjectofanarbitrationhearingbythe FairWorkCommission;

(xii)iftheApplicantissuccessfulbeforetheFederalCourtortheFederalCircuitandFamily Court(becausetheemployerhasnotbeenabletopersuadetheCourtthattheadverse actionwasnottakenbecauseofaworkplacerightorgroundofdiscrimination),the Courtmayorderreinstatement,compensation,aninjunctionorsuchotherorderasit considersappropriate,eitherofitsowninitiativeoronapplication49

WesternUnionBusinessSolutions(Australia)PtyLtdvRobinson[2019]FCAFC

Inlate2019asignificantdecisionwashandeddownbytheFullCourtoftheFederalCourtin thematterofWesternUnionBusinessSolutions(Australia)PtyLtdvRobinson[2019]FCAFC

181.Thisdecisionprovidesguidancetoemployersandemployeesalikeabouthowgeneral protectionsmattersallegingdisabilitydiscriminationwillbeapproached.Initsunanimous decision,theFullCourtoverturnedthefindingoftheprimaryjudgethatanemployerhad contraveneds.35150oftheFWAwhenitdismissedanemployeewithadisability.

MrRobinsonwasemployedbyWesternUnionBusinessSolutionasaClientExecutive betweenFebruary2013untilhisdismissalinMay2017.InSeptember2016hecommenced sickleaveandprovidedhisemployerwithaseriesofmedicalcertificatesfortheperiod 16Septemberto18October2016andfrom4Januaryto8February2017.Themedical -

48s.371(2),FWA

49s.545,FWA

50Theprohibitionagainstdiscrimination

certificatesofcapacitywhichcertifiedthathehadnocurrentworkcapacityforany employmentfortheperiods19Octoberto15February2017and17Marchto16May2017.

WesternUnionsoughtinformationfromMrRobinsonabouthisreturntoworkon20October 2016,8November2016and4January2017.MrRobinsondidnotrespondtothe20October 2016requestforinformationandrespondtothesubsequenttwoinquirieswithmedical certificateswhichprovidednon-specificinformationabouthismedicalcondition.

On13January2017,MsChidiac,aSeniorGeneralistHumanResources,wrotetoMrRobinson continue(d)tobe required51

letter.

On27January2017MsChidiacsentanemailtoMrRobinsoninwhichsheaskedhimtoreply andsaidthatifhedidnotreplyby30January2017WesternUnionwouldmakeanassessment replywasthat MsChidiacshouldcontacthistreatingdoctor.Therewassubsequentcorrespondence betweenthemregardingwhetherornotMrRobinsonshouldberequiredtoattendanIMA. MsChidiacprovidedMrRobinsonwiththreefurtherappointmenttimeswithWestern continuedtorefusethedirectionanddidnotattendtheappointmentWesternUnionwould treattherefusalasabreachofhisemploymentcontractandmayterminatetheemployment withoutfurthernotice53.MrRobinsonrepliedbutdidnotagreetoattendtheIMA.Afurther requestwasmadebyWesternUnionforMrRobinsontonominateavailabledatestoattend anIMA,howeverhedidnotcomplywiththisrequest.

Theterminationletterread54:

Irefertoyourlastemailfrom18April2017,withattachedmedicalandWorkcover certificatesindicatingthatyouarenotfittoreturntowork.

Youhavenotattendedworkforaperiodof7months,with3ofthosemonths constitutingunpaidleave.Inthattimeyouhaverefusedmultiple,reasonableattempts nominateddoctor.

Giventhatyoucannotgiveanyindicationastowhenyouwillreturntowork,your -to-date, capacitytoreturntowork,thecompanyhasdecidedtoterminateyouremployment. ofnoticeplusaccruedbutuntakenleaveentitlements.

.

Thedecision-maker,MsPickles,providedevidenceathearingthatMrRobinsonwas withattemptsbyWesternUniontoobtainup-to-date medicaladviceandthatshehadformedtheviewthathewasworkingelsewhere55orthat,in thealternative,ifhewasbeinggenuineaboutbeingunabletoreturntoworkthenthatstate ofaffairswaslikelytocontinueforanindefiniteperiod56,especiallyasthemedicalcertificates hesuppliedmadenoreferencetowhenhemightreturntoworkoranythingthatcouldbe donebyWesternUniontoenablehisreturn57.Shegaveevidencethatshedidnotdismiss MrRobinsonbecausehesufferedamentaldisabilitybutbecauseshedidnotbelievehimto begenuinelyunwellandlikelytoimproveintheforeseeablefuture58

oftheFWA,theFullCourtconcludedthat:

(i) workandhismentaldisability59;

(ii)totheextentthatthedecisiontodismisswasbasedonanunreasonablefailureof MrRobinsontocooperatewithhisemployerbyattendinganindependentmedical assessment,thatreasononitsowndidnotbreachs.35160;

(iii)thedecisiontodismisswasnotbasedonaviewthatMrRobinsonlackedcapacity becauseofhismentaldisability,butbecausethedecisionmakerbelievedthatifhehad beengenuinelyunwellfortheextendedperiodhehadbeenabsentfromworkitwas unlikelythathewouldreturnandthattheunknownreasonforhisabsencedidnot matter61;

(iv)theinabilitytoreturntoworkwasnot itmaybeaconsequenceofit62;

(v)thefindingsmadebytheprimaryjudgerequiredtheCourttoconcludethatthe notbelievehewasunwellashedidnotcooperatewiththerequestforthe independentmedicalassessmentandhadbeentoldhewasworkingelsewhere63;

(vi) implyanacceptancebyherofhisclaimthathewasunwell64;

(vii)section351prohibitsadverseactionbeingtakenforidentifiedreasonwhileincluding anexceptionregardingthestateofmindoftheemployer,withthatsectionbalancing ;section351(2)(b)recognisesthattherewillbecircumstancesin whichitislawfultoterminatebecauseoftheinherentrequirementsoftheposition65;

(viii)theprimaryjudgeerredby:

a.assumingthattheincapacitywasapartofthedisabilityratherthanreasoning toaconclusionthatitwasnot;

b.concludingthatthedecisionmakercouldnothaveaconcernwith mentaldisability.

Significantly,therewasnoevidenceintheproceedingsofwhat,ifany,medicalconditionwas sufferedbyMrRobinson,howtheconditionmanifestedorthatthereasonwhyhehadbeen absentfromworkforsevenmonthswasbecauseofamentaldisability.Accordingly, nofindingsweremadebytheprimaryjudgeregardingthosematters66.

TheFullCourtdistinguishedbetweenadisability,itsmanifestationandtheconsequencesof themanifestation67:

Thequestioniswhatthedisabilityis,whichdoesnotnecessarilyequatetowhatthe disabilitycauses.Thenamegiventoamedicalconditionmerelyidentifiesthe conditionandnotthecollectionofphysiologicalorbehaviouralorotherchangesor sympt thefactthatacollectionofattributeswhich comprisethedisabilityresultinincapacityforworkwouldnotnecessarilycompel theconclusionthattheincapacityforworkwaspartofthedisabilityasopposedto beingaconsequenceofhavingthedisability

Thepresentlegislativecontextdoesnotrequiretheconclusionthat,ifadisability hasaneffectoncapacityforwork,thateffectmustbepartofthedisability.Inour wascausedbyanunderlyingmedicalconditionandthenreasonedthattheincapacity thereforemustbepartofthementalconditionsuchthatMsPicklestookaction becauseofthementalcondition,ratherthanidentifyingthedisabilityandwhatit

comprisedandaskingwhetherMsPicklestookactionbecauseofthedisabilityso characterised.(emphasisadded)

TheFullCourtfound decision68

totalityoftheoperativeandimmediatereason dismissalwerethetworeasonswhichMsPicklesgaveinevidenceandwhichtheprimary judgeaccepted69 manifestationofhismentaldisabilityitdidnotnecessarilymeanthatthedismissalwas becauseofthedisabilitybecausethesetwoconsiderationscouldbeseveredor disaggregated70

decisionaboutwhetherMrRobinsoncouldorcouldnotperformtheinherentrequirements ofhisroleandtherefores.351(2)(b)didnothaverelevancetothecase71.Tothecontrary,

hertakingtheviewthathecouldnotperformtheinherentrequirementsoftherole72;noting thatperformanceofthecentraldutiesofapositionisaninherentrequirementoftherole73

AsaconsequenceofthedecisionoftheFullCourtinWesternUnionemployershavebeen providedwithgreaterclarityabouthowaCourtortheFairWorkCommissionwilldetermine whetheranemployerhasbreacheds.351oftheFWA.Aswithallmatters,WesternUnion wasdecidedonitsownfacts.However,akeylessonwhichcanbedrawnfromitisthe importanceofdocumentingthereasonforthedismissalandthecredibilityofthe decisionmakerandtheirabilitytoexplaintheirdecisionandthatadistinctioncanbedrawn betweenadisability,itsmanifestationandtheconsequenceofthemanifestation.

68Ibid 69at[152]

70at[143]

71at[162]-[163]

72at[163]

73applyingXvTheCommonwealth(1999)200CLR177

Whendevelopingandapplyingastrategyformanaginglong-terminjuredworkersemployers needtobemindfulofthegeneralprotectionsavailabletoemployeesintheFWA.

Inparticular:

(i)employersneedtobemindfulthatiftheyproceedtodismissanemployeebecauseof orincircumstancesinwhichanemployeehasexercisedaworkplaceright theyareatriskofageneralprotectionsclaimbeingmade;

(ii)employersneedtoensurethattheyprovideanddocumentthereason(s)fortheir decisiontodismissanemployeeandthattheyhaveevidencetosupporttheirdecision.

2.9WorkersCompensation

TheCommonwealthandeachStateandTerritoryhasitsownworkerscompensation legislation.Thereare11workerscompensationsystemsacrossAustralia74.

InTasmania,therelevantlegislationistheWorkersRehabilitationandCompensationAct1988 (WRCAct).Forthepurposesofthispaper,thekeyprovisionsareoutlinedbelow.

TheWRCActprovidesthat75ifeitheraworkersuffers:

aninjury,notbeingadisease,arisingoutoforinthecourseofemployment;or substantialdegree;

theemployerisliabletopaycompensationtotheworker.

74EightsystemsforeachoftheStatesandTerritoriesandthreeCommonwealth. 75s.25

InjuryManagementCoordinator

TheWRCActmandatestheappointmentofaninjurymanagementco-ordinator(IMC)by eithertheinsurer76ortheemployer77.TheIMCisresponsible78for:

communicatingwiththeworker;and

developing,reviewing,modifyingandimplementinginjurymanagementplansand returntoworkplans;

workassoonaspossibleandasappropriate;

appointingworkplacerehabilitationproviders;

theworker,theemployer,theinsurer,theprimarytreatingmedicalpractitionerand injuryandreturntowork;

ifnecessaryordesirable,thatworkplacerehabilitationprovidersandthereturnto workcoordinator,supervisors/linemanagersandalliedhealthprofessionalsare collatedandrelevantdocumentationmaintained,thatattemptsaremadetoresolve anydisputes(e.g.informalmediation),thatinformationoninjurymanagementis providedtotheworkerandtheemployerandthatanyotherprescribeddutiesare carriedout. 76s.143B(1) 77s.143B(3) 78s.143C

RTWCoordinator

Ifanemployerhasmorethan100workers,theymustappointareturntoworkcoordinator79 (RTWC).TheRTWCisresponsible80for:assistingwithRTWplanningandtheimplementation oftheRTWplanorapprovedinjurymanagementplan;monitoring

RTW;assistingtheworkertoperformtheirdesignatedworkdutiesinasafeandappropriate manner;providingtheworkerwithreassuranceandencouragementinrelationtothe treatmentoftheirinjuryandtheirRTW;and,encouragingandfosteringagoodrelationship andeffectivecommunicationbetweentheworker,theemployerandtheinsurer.

ARTWorinjurymanagementplanmustbepreparedwhereaworkerhasasignificantinjury81 (totallyorpartially)formorethan5days82.Theplanandanyamendmenttoitmustbe prepared,asfarasreasonablypracticable,inconsultationwiththeworker,theemployer,the primarytreatingmedicalpractitioner,theinsurer,therehabilitationproviderandtheIMC83. Ifthereisadisputeregardingtheplanand/ortheworkeroremployerdoesnottakeall reasonablestepstocomplywithit,theRTWCmustnotifytheWorkersCompensationand RehabilitationTribunal84(Tribunal).

Obligationtoprovidesuitableduties

unabletoperformthedutiestheyperformedbeforetheworkplaceinjury85.Thepenaltyfor notcomplyingwiththisobligationis100penaltyunits.

79s.143D.Apersonmayonlybeappointedtothisroleiftheyhavereceivedtherelevanttrainingandare familiarwiththeworkplaceandthemanagementandstaffoftheworkplace.

80s.1432D(5)

81s.143E.

82s.141

83s.143E

84s.143E(4),s.143E(7)ands.143Q

85s.143M

suitedhavingregardto:the natureoftheirincapacityandpre-injuryemployment;theirage,education,skillsandwork experience;theirplaceofresidence;anysuitabledutiesforwhichtheyhavereceived rehabilitationtraining;and,anyotherrelevantcircumstances.

toprovidesuitableduties86.Inthiscircumstance,theemployermustnotifytheworkeras soonaspracticablewithwrittenreasons87

Theemployermustensurethatwhentheyprovidethesuitableduties88:theyhaveconsulted withtheworker;

restrictionswhichapplytothemoradvicegivenbytheirmedicalpractitioneraboutwhat worktheycanperform;and, managementplanorapprovedRTWplan,ifany.

Suitabledutiesdonotincludedutiesofatokennatureorwhichdonotinvolveusefulwork havingregardtothetradeorbusinessoftheemployer89.Theyalsodonotincludeduties whicharedemeaninginnature90

Obligationtoholdapositionopen

Foraperiodof12monthscommencingonthedaythataworkerbecomestotallyorpartially incapacitatedbyaworkplaceinjury,theemployermustholdopenthepositionheldbythe workerbeforetheinjury91.Thepenaltyforbreachofthisobligationis100penaltyunits92.

86s.143M(3)

87s.143M(4)

88s.143M(2)

89s.143M(5)(f)

90s.143M(5)(g)

91s.143L

92Currentlyapenaltyunitis$195.

Theobligationtoholdapre-injurypositionopendoesnotapply93if:

thereismedicalevidenceindicatingthatitishighlyimprobablethattheworkerwill beabletoperformthepre-injuryemployment;or

theworkforwhichtheywereemployedpre-injuryisnolongerrequiredtobe performedinthiscircumstancetheemployermustnotifytheworkerandtheinsurer assoonaspracticablethatthepositionisnolongerrequiredandwhy.

PowersoftheTribunal

IfandwhenamatterisreferredtotheTribunal,themattermayberesolvedbytheTribunal byanyofthefollowingmeans94:

anorderthattheworkerattendworkinaccordancewiththeirRTWplanorinjury managementplan;

anorderrequiringanemployertomakesuitablealternativedutiesavailabletothe worker; anordersuspendingweeklypaymentforaperiod;

anorderincreasingweeklypayments;

anorderrequiringtheworkertoundergothetreatmentspecifiedintheorder,orif theworkerdoesnotundergothetreatment,toforegoallorpartoftheweekly payments;

anorderrequiringtheworkertosubmittoanindependentmedicalreviewor examinationasspecifiedintheorderor,iftheydonotsosubmit,toforegoallorpart oftheweeklypaymentsoramountsforservicestheywouldotherwisebeableto claim;

anorderrequiringtheworkertoundertakecertainretrainingorrehabilitation specifiedintheorderor,ifthefailstodoso,toforegoallorpartoftheweekly paymentsoramountsforservicestheywouldotherwisebeabletoclaim;

anordervaryinganapprovedRTWorinjurymanagementplan.

Ifyouareanemployeroradviserinanotherjurisdiction,youwillneedtoinformyourself abouttheparticularprovisionsofrelevantworkerscompensationlegislationinthat jurisdiction.Whiletherearemanycommonalitiesinworkerscompensationlegislationacross Australia,therearealsodifferencesthatneedtobetakenintoconsideration.

2.10DisabilityDiscrimination

Forthepurposesofthispaper,thekeypointsyouneedtoknowaboutdisability discriminationlaware:

(i)forthepurposesoftheDisabilityDiscriminationAct1992 isdefinedasmeaning95:

a.totalorpartiallossoftheperson'sbodilyormentalfunctions;or

b.totalorpartiallossofapartofthebody;or

c.thepresenceinthebodyoforganismscausingdiseaseorillness;or

d.thepresenceinthebodyoforganismscapableofcausingdiseaseorillness;or

e.themalfunction,malformationordisfigurementofapartoftheperson's body;or

f.adisorderormalfunctionthatresultsinthepersonlearningdifferentlyfroma personwithoutthedisorderormalfunction;or

g.adisorder,illnessordiseasethataffectsaperson'sthoughtprocesses, perceptionofreality,emotionsorjudgmentorthatresultsindisturbed behaviour;

andincludesadisabilitythat:presentlyexists;orpreviouslyexistedbutnolonger exists;ormayexistinthefuture(includingbecauseofageneticpredispositiontothat disability);orisimputedtoaperson.

Thetermalsoincludesbehaviourthatisasymptomormanifestationofthe disability.

(ii)theDDAprohibitsdirectdiscriminationandindirectdiscriminationagainstaperson withadisability96:

a.directdiscriminationariseswhenapersontreatsapersonwithadisabilityless favourablythanthepersonwouldtreatapersonwithoutthedisabilityin circumstancesthatarenotmateriallydifferent97;

b.directdiscriminationalsoarisesiftheperson(e.g.anemployer)doesnotmake reasonableadjustmentsforthepersonwiththedisabilityandthefailurehas orwouldhavetheeffectthatthepersonistreatedlessfavourablythana personwithoutthedisabilitywouldbetreatedincircumstancesthatarenot materiallydifferent98;anadjustmenttobemadebyapersonisa unlessmakingtheadjustmentwouldimposeanunjustifiable hardshipontheperson99;

c.indirectdiscriminationariseswhenapersonrequires,orproposestorequire, apersonwithadisabilitytocomplywitharequirementorconditionand becauseofthedisabilitythepersonwiththedisabilitycannotcomplywith therequirementorconditionandtherequirementorconditionhas,oris likelytohave,theeffectofdisadvantagingtheperson100;iftheemployercan toindirectdiscrimination;

(iii)inWattsvAustralianPostalCorporation[2014]FCA370,MortimerJexplainedthat reasonableadjustmentsaremadeforthepersonwithadisability:

apersonuses.InthecontextofdiscriminationatworkinDiv1ofPt2oftheDDA,itis todotheworksheorheisemployedorappointedtodo.Theadjustmentistobe enablingorfacultative.Thereis,inmyopinion,noreasoninthetext,contextor purposeofs5(2),readwiths4andwithintheDDAasawhole,toconstruetheword alterationsrequiredtoenableadisabledworkertoperformhisorherwork. Technologychangesandadvancesatanincreasingpaceanddisabledpeoplecanbe thebeneficiariesofsuchchangesandadvances.Thetechnologicaladvancewhich enablesProfessorStephenHawkingtocomposetextandcommunicateorallythrough cheekmovementsdetectedbyaninfraredswitchmountedonhisspectaclesisbutone well-publicisede littlemorethanatheory101

accordingly,anyadjustmentsneedtobetailoredtotheperson:

education,mayvarywidely.Breadthandflexibilityinthemeaningoftheword (withinthelegislativechoicesmadebyParliament)thedignityandrightsofdisabled peopleasindividualsUltimatelythen,solongasitisamodificationoralteration -specific

oritmayinvolveonlyhumaninteractions,orsomethinginbetween.Anadjustment timeandmayneedtobeflexibleandadaptable.Much willdependontheparticulardisabilityandtheparticularindividual,togetherwiththe circumstancesinwhichtheadjustmentmustoperate.Inorderfors5(2)oftheDDA toprovide,insofarasitisintendedto,substantiveequalityforallindividualswith disabilities,wherethosedisabilitieshavedifferentimpactsondifferentpeople,itis importantthattherebenorigidcategorisationorstereotypingofaconceptsuchas

(iv)reasonableadjustmentsalsoinvolveemployeesbeingallowedtimetoadaptand returntofullcapacity,subjecttotheunjustifiablehardshipexception103;

(iv)theDDArequiresabalancebetweenworkplaceconsiderations(e.g.disruption,impact onefficiencyandotherstaff)andtheprovisionofreasonableadjustments104;

(v)theDDAprohibitsdismissalofapersonwithadisabilityiftheirdisabilityisthereason forthedismissal105;

(vi)ifanactisdonefortwoormorereasonsandoneofthereasonsisthedisabilityofa person(whetherornotitisthedominantorasubstantialreasonfordoingtheact), thenforthepurposesoftheDDAtheactistakentobedoneforthatreason106;

(vii)anexceptiontotheprohibitionagainstdismissalonthegroundofdisabilityappliesif theemployeecannotperformtheinherentrequirementsoftheroleevenifthe employermadereasonableadjustmentstoaccommodatethem107;

(viii)t XvTheCommonwealth

inthatmatter employment108anditwasheldthat:

employeeistodoorbetrainedfor,butalsothosetermsandconditionswhichidentify

102At[24]

103At[57]

104At[153]atpara(3)(c)

105s.15(2)(c)DDA

106S.10,DDA

107S.21A(1)(b),DDA

108XvTheCommonwealth[1999]HCA63at[102],perGummowandHayneJJ(withwhosereasonsGleesonCJ agreedat[8]).WhilethisHighCourtdecisionwasmadeinrelationtothethens.15(4)(a)oftheDDA,replaced in2009withsections21Aand21B,thisdefinitionhascontinuedtobeapplied.

thecircumstancesinwhichtheparticularemploymentistobeperformedandmayalso encompassotherconsiderations.Forexample,itmaybenecessarywhetheran employeeistoworkwithothersinsomeparticularway.Itmayalsobenecessaryto considerthedangerstowhichtheemployeemaybeexposedandthedangerstowhich theemployeemayexposeothers109;

(ix)indeterminingwhetherornotapersonwouldbeabletocarryouttheinherent requirementsoftheparticular,thefollowingfactorsaretakenintoconsideration110:

a. andexperiencerelevanttothe particularwork;

b.

c.anyotherfactorthatisreasonabletotakeintoaccount;

(x)theonusofprovingthedefencerestswiththeemployer;

(xi)referenceinthedefencetotheterm requiresalevelofprecisionto afocusontheposition,task,servicesorconducttheaggrievedperson 111; focusonthe specificcircumstancesofthe 112;

(xii)theemployermustbeabletodemonstratenotonlythattheemployeecannot performtheinherentrequirementsoftheparticularworkbutthattheycannotdoso evenifreasonableadjustmentsweremade113;

(xiii)anotherexceptiontotheprohibitionagainstdismissalonthegroundofdisability applieswhere

theperson114-whilethetermisnotdefinedintheDDA,section11providesthatthe

109At[103]

110S.21A(2)

111WattsvAustralianPostalCorporation[2014]FCA370at[45]

112StateofNSW(DepartmentofJusticeCorrectiveServices)vHuntley[2017]FCA581(26May2017),PerryJ at[172]

113Ibid,seediscussionat[177]

114S.21B

notahardshipisunjustifiable,includingthefollowingfactors:

a.thenatureofthebenefitordetrimentlikelytoaccrueto,ortobesufferedby, anypersonconcerned;

b.theeffectofthedisabilityofanypersonconcerned;

c.thefinancialcircumstances,andtheestimatedamountofexpenditurerequired tobemade,bytheemployer;

d.theavailabilityoffinancialandotherassistancetotheemployer;

e.anyrelevantactionplansgiventotheAustralianHumanRightsCommission undersection64.

Whendevelopingandapplyingastrategyformanaginglong-terminjuredworkersemployers needtobemindfuloftheirobligationsundertheDDAinparticular:

(i)theneedtoensurethatconsiderationhasbeengiventowhetherreasonable adjustmentswouldenabletheemployeetoperformtherole;

(ii)thatpriortomakinganydecisionaboutwhethertodismissanemployeetheemployer hasobtainedsufficientmedicalevidencetodemonstratewhetherhavingregardto theinherentrequirementsoftheroletheemployeeisorisnotcapableof performingtherolefortheforeseeablefuture;

(iii)asitiscommonfortheemployerand considered

towhytheemployeecanperformtheinherentrequirementsoftheroledespite indicatingforanextendedperiodthattheyarenotfittoworkandviceversa, employersneedtoensurethatanyinconsistencesinthemedialevidenceofthe partiesisaddressedandnotsimplydisregarded.

3.IMPLICATIONSOFRELEVANTLAWS

Forthepurposeofdevelopingastrategyformanaginglong-terminjuredemployees,thekey implicationsofthevariouslawsdiscussedaboveare:

(i)anemployeeisobligedunderthetermsoftheemploymentcontracttoperformthe rolerequiredofthemunderthatcontractsubjecttoanylegislativerighttobeabsent fromwork(e.g.personalleave,workerscompensation)andanylegislativebarrier againstdismissal(e.g.temporaryabsence,prohibitionagainstdismissalofaworker withinsixmonthsofawork-relatedinjury)failuretodosobytheemployeemay representabreachandmaygivetheemployertherighttoterminate;

(ii)theemployersrighttodismissisregulatedbyanumberoflawsandtheemployer needstobecompliantwiththeminordertoavoidanunfavourablefindinginthe eventoflegalaction;

(iii)employeeswhoareabsentfromworkonsickleave,whetherpaidorunpaid,must satisfybothnotificationanddocumentationrequirementsfailuretodosocanresult mayentitletheemployerto takedisciplinaryactionagainsttheemployee;

(iv)anemployermustensurethatallriskstohealthandsafetywithinaworkplaceare eithereliminatedorminimisedthisincludesrisksposedbyanill/injured/disabled employee;inthiscontext,itisnotonlypermissiblebutalsonecessaryforanemployer totakestepstoensurethatanyrisktohealthandsafetyiseliminatedorcontrolled andtheillorinjuredemployeeisobligedtocomplywiththesesteps;

(v)undertheDDA,anemployermustnot(atanystageofemployment)treataperson withadisability/impairmentlessfavourablythanapersonwithoutthatdisability/ impairmentwhoisinmateriallythesameorsimilarcircumstancesunlessthe employercan:

i.demonstratethattheemployeeisunabletoperformtheinherent requirementsoftheposition;and

ii.iftheemployeewouldbeabletoperformtheinherentrequirementsofthe positionwithreasonableadjustmentsmadebytheemployer,thatsuch accommodationwouldrepresentanunjustifiablehardship;

(vi)inordertocomplywiththeDDA,whenconsideringwhetherornottodismissan employeewithadisabilitybecauseofthatdisability,theemployerneedstoconsider morethanwhethertheycanperformtheinherentrequirementsoftheparticularrole theyareemployedin,theymustalsoconsiderwhethertheemployeecouldperform thoseinherentrequirementsifreasonableadjustmentsweremade;

(vii)subjecttotheobligationtomakereasonableadjustmentstoaroleifitwouldenable anemployeewithadisabilitytoperformthatrole,anemployerordinarilyhasno obligationtoprovidelightoralternatedutiestoanemployeewhohasanillnessor injurywhichisnotworkrelated;

(viii)undertheunfairdismissalprovisionsoftheFWA,anemployerisprohibitedfrom unfairlydismissingthemajorityofitsemployees,accordinglytheemployerneedsto ensureboththatithasavalidreasonfordismissalandthatithasfollowedafair processifanemployeeistobedismissed;

(ix)undertheunlawfulterminationprovisionsoftheFWAanemployerisprohibitedfrom

ordisability(unlesstheemployercandemonstratethattheemployeecannotperform theinherentrequirementsoftheposition);

(x)keepinginmindtheabovementionedlimitations,anemployermaydismissanillor injuredemployeewhoisonworkerscompensationifthereasonfordismissalis unrelatedtothework-relatedillnessorinjury(e.g.redundancy,misconduct)orifany periodinwhichsuchdismissalisprohibitedhasbeenexceeded;

(xi)dismissinganemployeewhoisonworkerscompensationhasnoeffectonthe whenalong-terminjured employeeunderstandsthistobethecasetheymaybelesslikelytoobjecttobeing dismissed;

(xii)employerswhoareconcernedaboutanyriskstosafetyposedbyhavinglong-term injuredemployeesintheworkplaceneedtoconductariskassessmentandconsult withtheemployeetheymaynotmerelyrelyonanapprehensionthattheemployee presentsariskintheworkplace;

(xiii)anemployermustnotonlycomplywithworkhealthandsafetylawbutalso anti-discriminationlegislation(specificallythegroundofdisability)andensurethat theydonotunlawfullydiscriminateagainstthelong-terminjuredemployeebecause oftheirdisabilitywhilesomebelievethatWHSandanti-discriminationlawconflict withoneanother,itismyownviewthattheydonotbutthatitisnecessaryforan employertotreadcarefullytoensurecompliancewithboth;

(xiv)anemployerisentitledtodirectanemployeetoattendanindependentmedical inherentrequirementsofthepositionheldbyhim/herand/orthereisapotentialor actualri failureby theemployeetocomplywithsuchadirectioncanleadtodisciplinaryactionasit breachesthefundamentalobligationofanemployeetoobeyhis/h lawfuldirectionsand,whereapplicable,suspensionofworkerscompensation payments.

4.NATIONALRETURNTOWORKSTRATEGY

4.1Overview

Inadditiontoprovidingcompensationtoworkerswhohavework-relatedillnessesorinjuries, theothercentraltenetofworkerscompensationlegislationisrehabilitation/returntowork.

Whilethenumberofwork-relatedclaimshasdecreasedoverthepast15to20years,return toworkrateshaveremainedlargelyunchangedwhiletheamountoftimeoffworkfor psychologicalinjuriesinparticularisincreasing115.Inmyview,onepossibleexplanationfor thisdisparityhasbeenamuch-improvedsystemofWHSregulationontheonehandanda workerscompensationsysteminneedofsubstantialreformandimprovementontheother hand116.

TheNationalReturntoWorkStrategy2020-2030117(NRTWStrategy)wasdevelopedby membersofSafeWorkAustralia118inordertoimprovereturntoworkrates.TheNRTW Strategyplacesinjuredworkersatthecentre:yearvisiontominimisetheimpactofwork-relatedinjuryandillness,andenableatimely, safeanddurablereturntowork119(emphasisadded)Italsoacknowledgestheroleofmany differentstakeholdersinsupportingaworkerinreturningtowork.

Workerscompensationisverycomplex.Inadditiontotherebeing11systemsacross Australia,manystakeholdersareinvolved.Thesestakeholdersareillustratedinthediagram onthefollowingpage.

115NationalReturntoWorkStrategy2020-2030thisdocumentisavailableonlineat www.safeworkaustralia.gov.au

116ThestrategydocumentnotesthatwhilemodelharmonisedWHSlawshavebeenadoptedacrossmostof Australia,thereislimitedappetiteforasimilarapproachintheworkerscompensationspace.Seepage8.

117Thisdocumentisavailableonlineatwww.safeworkaustralia.gov.au

118TheCommonwealth,theTerritoriesandallStates 119Ibidp.3

Employer

Worker

IntheabovediagramIhaveemphasisedthekeyrolesoftheinjuredworkerandemployer. Importantly,theNRTWStrategyrecognisesthekeyrolethattheemployerplaysinenabling returntowork.However,inmyexperience(inNSWinparticular),theworkerscompensation systemsidelinesemployersdespitethefactthattheyfundthesystemanddespitethefact

Insurers,regulatorybodiesandadvocatesforworkersoftendonothavesufficientregardto thefactthatworkerscompensationinsuranceisentirelydifferenttootherformsof insurance;whereasotherinsuranceisprimarilyfocusedonobjects(e.g.car,building, personalproperty),workerscompensationis(orshouldbe)aboutpeople(employerand

Policy makers

Friends& family

employee)andtheirrelationshipwithoneanother.Theneedtounderstandandsupportthe centralroletheemploymentrelationshipplaysinrehabilitationcannotbeunderestimated.

TheworkerscompensationsysteminAustraliaisveryexpensive.TheNRTWStrategy documentreportsthattheeconomicconsequencesofwork-relatedinjuryandillnessin Australiais$61.8billion,withtheworkerscompensationsystemsearingdirectcostsof $9billioneachyear120.Itisintheinterestsofemployeesandemployersalike,aswellasthe broadercommunity,forworkerscompensationtobemanagedinawaythatpromotes effectivereturntowork.

KeyelementsoftheNRTWStrategyareoutlinedinthetablebelow.

VISION

STRATEGIC OUTCOMES

Minimisetheimpactofwork-relatedinjuryandillnessandenable workerstohaveatimely,safeanddurablereturntowork.

Increaseworkersstayinginorreturningtogoodworkfollowinga work-relatedillnessorinjury

Increaseinpositivereturntoworkexperienceorworkers

Increaseinemployerspreparingfor,effectivelyrespondingtoand managingwork-relatedinjury

GUIDING

PRINCIPLES

Workplacessupporttheearlyreportingofwork-relatedinjuryand illness,andassistworkerstonavigatethecompensationclaims process

Employersandsupervisorsappropriatelyandeffectivelyprepare for,respondtoandmanagework-relatedinjuryandillnessinthe workplace

Workersknowtheirrightsandresponsibilitiesandaresupported toplayaproactiveandpositiveroleintheirownrecovery

Supportandinterventionistailoredtomeettheneedsofworkers andprovidedasearlyaspossible

thereturntowork(RTW)processshouldnotexacerbateexisting conditionsorcreatenewones

RTWprogramsandplanningshouldsupportoptimalrecoveryand atimelyandpositivere-engagementinworkwhichisproductive fortheworkerandtheemployer

Workersreturntoaphysicallyandpsychologicallysafeand supportiveworkplace

Stakeholdersunderstand,promoteandembedtheprinciplesof goodworkinpractice,recognisingthatitisgoodforhealthand promotesrecovery

Stakeholderssharerelevantinformationandengageina coordinatedandcollaborativeapproachtoRTW

Thereisacommitmenttousingdataandevidence,measuring successandsharinglearningstodriveinnovationandcontinual improvement

ACTIONAREASSupportingworkers

theaimistohelpworkersbeactively involvedintheirrecoveryandRTWby:buildingtheirunderstanding oftheworkerscompensationsystem,theirrightsand responsibilitiesandtheirhealthliteracy;developadeeper understandingofpsychologicalresponsesofworkerstoinjuryto assistthemintheirrecoveryandRTW;promotebestpractice tailored,client-centricandcoordinatedapproachestoRTW.

Buildingpositiveworkplaceculture121andleadershiptheaimis tosupportworkplacestoreducestigmaandpromotepositive relationshipsandbehaviours;whenworkplaceshaveapositive cultureandworkersconsidertheirworktobepositive,thereare higherratesofreturntowork122;stigmatisationofworkers compensationclaims(whetherintheworkplaceorthebroader

121

demonstratedvaluesoftheorganisation,whichmaybequitedifferentfromoneanother.

122Theratesofreturninthesecircumstancesarehigherforphysicalinjuryclaims(79%comparedwith63%) thanforpsychologicalinjuryclaims(59%comparedwith58%),p.26

123ibid 124P.27

community)candelayreportsofillnessandinjuryandundermine confidencebytheworkerintheirrecoveryandreturntowork, especiallyinthecaseofworkerswithpsychologicalinjuries123;a positiveresponsefromthesupervisorinparticularlyimportant124 Supportingemployerstheaimistohelpemployerseffectively supportworkersintheirrecoveryandRTWby:supporting capabilitydevelopmenttoenableemployersandtheirstaffto effectivelysupportworkersandengagewithotherstakeholdersto managereturntowork;promotingbestpracticeapproachesin providingsuitabledutiesandotherworkplaceadjustmentsand returntoworkprograms,policiesandplans;and,tailoringnational actionstomeetspecificneedsofsmallandmediumbusinesses125. Thisaimissupportedbyevidencethattheroleoftheemployer,in outcome126

Supportingotherstakeholders127

theaimistosupportother stakeholdersinsupportworkersintheirrecoveryandreturnto workby:embeddingtheprinciplesofgoodworkinpractice; encouragingtheuseofbestpracticetailoredclient-centricand coordinatedapproaches;exploringbestpracticeearlyintervention andclaimsmanagementmodels;andpursuingnationalRTW measuresthatprovideinsightintotheimpactofstakeholder interventionsandinteractionsonRTWoutcomes.Thisaimis supportedbyevidencethatpositiveoutcomesaremorelikelytobe recoveryandRTW128.TheStrategyrecognisesthattreatinghealth

125TheNRTWStrategyidentifiesthatsmallandmediumbusinessfaceparticularchallengesinrelationtohaving experiencewithworkerscompensationclaims,limitedcapacitytoprovidesuitabledutiesandhigher proportionatecoststhanlargerbusinessesforinsuranceandhiringadditionalstaff(p,30).

126p.30

127Treatinghealthpractitioners,workplacerehabilitationproviders,insurers/claimsmanagers

128P.34

practitionerscanfindadoptingaRTWfocuschallenging,thatthere isdifferenceintheuseofrehabilitationprovidersacross Australia129andthattheirrolerequiresthemtobequalifiedand competenthealthprofessionalsandthatclaimsmanagementplays acriticalroleinsupportingrecoveryandRTWandrequiresmore thanamatterofprocessingandinsteadrequiresaclient-centric andoutcomesfocus130.

Buildingandtranslatingevidencetheaimistomakebetteruse ofdataandresearchtodrivecontinualimprovement,withone particularareafocusedongainingabetterunderstandingofRTW fromanemployerperspective131.

Therewillbeamid-termreviewoftheStrategy(2025)inconsultationwithmembersofSafe WorkAustraliaandstakeholders,followedbyafull-termevaluation(2030).

TheprinciplesunderpinningtheNRTWStrategyaresoundandhavethepotential,ifapplied effectively,tochangehowworkerscompensationoperatesforthebetter.However,thereis asignificanthilltobeclimbedtoimprovethesector.Onlytimewilltellwhetherornotthe StrategyresultsinbetteroutcomesintermsofrecoveryandRTW.

In2021theNationalReturntoWorkSurvey(NRTWSurvey)identifiedthattheCOVID-19 pandemichadbothpositiveandnegativeimpactsonworkerswhentheyreturnedtowork132.

129Forexample,55%inQueenslandcomparedwith83%inWesternAustralia(p.35) 130Pages35and36. requiresclaimsmanagerstohavesoftskills(e.g.negotiation, supportivecommunication,empathy),knowledgeofhowtoapplytheprinciplesofgoodworkandthe biopsychosocialapproach,andtheabilitytocoordinateandtailortheprocessandsupporttomeettheneedsof

131P.37

132Thisdocumentisavailableonlineatwww.safeworkaustralia.gov.au

4.2TheimpactoftheCOVID-19pandemiconreturntowork

Keyfindingsofthesurveywere:

78.9%ofrespondentstothesurveysaid

20.2%ofrespondentssaid the

-19limited

-19limitedmyaccessto

respondentswithmusculoskeletalconditionsandmentalillnessclaimsweremore likelytoreportthatthepandemicimpactedontheirrecovery;

theeffectofthepandemicwasfeltmostbyinjuredworkersbetween35-54,however injuredworkersagedbetween18-24mostfrequentlyreportedhavingtheirhours reducedorbeingstooddownfollowingawork-relatedinjury.

Thetablebelowsummarisesthewaysinwhichthepandemicimpactedonworkerswith physicalandpsychologicalinjuriesinnegativeways.

TheCOVID-19pandemicalsohadpositiveimpactsonrecoveryforsomeinjuredworkers. 18.3%ofworkerswithapsychologicalinjuryand20.3%ofthosewithaphysicalinjury reportedapositiveimpactontheirrecovery.Returntoworkwaseasierfor11.9%of respondentswithaphysicalinjuryandfor7.2%ofrespondentswithapsychologicalinjury.

6.PRACTICALTIPS

Thegoodnewsisthat,whilethepathmaysometimesappeartricky,stepscanbetakenbyan employertoensurethatdismissalofanillandinjuredemployeeislimitedtocasesinwhich allotheroptionshavebeenexhausted.Inbroadterms,thisispossibleprovidedthatthe followingkeyprinciplesarefollowed:

(i)illness,injuryandotherdisabilityisthenorminsociety,nottheexception predictablethingsthathappeninlifeiftheydevelopasystemfordealingwithitina waythatensuresthedignityofthepeopleinvolvedandminimiseslegalandotherrisk;

(ii)aswithmanyaspectsofpeoplemanagementandlegalcompliance,managingissues whichariseinrelationtolong-terminjuredemployeeseffectivelyrequiresustohave arangeofhigh-levelskills,abovealltheabilitytocommunicate,tonegotiateandto problemsolve;

(iii)themerefactthatanemployeehasadisabilitydoesnotofitselfmeanthatthe employeecannotperformtheinherentrequirementsoftherolewhichtheemployee iscontractedtoperform;

(iv)thereareoftendifferentwaysinwhicharolecanbeperformedandreasonable adjustmentstoaccommodatelong-terminjuredemployeesareoftenachievableat relevantminimalcost-whilewemayhavealwaysdonethingsinacertainway, weneedtoconsiderwhethertheycanbedoneinadifferentwaytoachievethesame outcome;weareafterallinthe21stcentury;

(v)notonlydoesacreativeproblem-solvingapproachtotheissueswhichmayemergein relationtoalong-terminjuredemployeepresentanincentiveintermsofmeetingthe needsofabusiness/organisationandfairtreatmentofemployees,italsopresentsan incentiveintermsofthecostsassociatedwithworkerscompensationinmy experience,thesooneryougetsomeonebacktowork,thegreaterthechanceof minimisingcoststhecostsandthelessertheriskofthepersonbecomingentrenched withintheworkerscompensationsystem;

(vi)if theirability,eitherintheshortorlongterm,toperformtheinherentrequirementsoftherolewhichtheemployeeis contractedtoperform,thefirststeptakenbytheemployershouldbeondetermining whetherornotreasonableadjustmentwouldenabletheemployeetoperformthe inherentrequirementsoftherolethiswilloftenbethecase;

(vii)itistheobligationoftheemployertoidentifywhattheinherentrequirementsofa rolearethisisthemeasurebywhichtheabilityoftheemployeetosatisfytheir contractualobligationswilldetermined;

(viii)employers long-term injuredemployeewhich,eitherintheshortorlong-term,preventstheemployeefrom performingtheinherentrequirementsoftherolewhichtheemployeeiscontracted toperform,ensuringthat:

a.employeeswhoareabsentfromworksatisfynotificationanddocumentation requirementsandprovideallrelevantmedicalinformationwhichwillenable theemployertodeterminetheabilityoftheemployee,intheshortandlongterm,toperformtheinherentrequirementsoftherole;

b.employeeswhoareperforminglighteroralternatedutiesarethesubjectof regularandeffectiverehabilitationassessments;

(ix)employersneedto -thisisbestachieved byhavingasystemofreviewoftheemploymentstatusofallemployeeswhohave beenabsentfromworkforanextendedperiod-iftheemployeeisabsentduetoan illnessorinjurywhichisnotworkrelated,thisreviewshouldtakeplaceafterthree months,howeveriftheemployeeisabsentduetoanillnessorinjurywhichiswork related,thisreviewshouldtakeplaceaftersixmonths;

(x)employersareentitledtoquestioninadequatemedicalevidenceandshoulddosowhileamedicalcertificatewithminimalinformationwillusuallybesufficientforthe purposeofanemployeeclaimingsickleave;itwillordinarilynotbeasufficientbasis foranemployertoassesswhethertheemployeewillbeunfittoperformallofhis/her incapacityisforanextendedperiodandtheemployerwillneedtoseekmoredetailed i fromanindependent medicalpractitioner;

(xi)anexpresstermintheemploymentcontractorapolicyandproceduredealingwith fitnessforworkwhichenablestheemployertoseekfurtherinformationaboutan theirobligationsundertheemploymentcontractinthelongertermisrecommended -intheabsenceofsuchanexpressterm,theemployermaybeabletorelyonthe theirdutiesunder

theemploymentcontractand/oritsobligationsunderworkhealthandsafety legislationinordertoseekmoredetailedinformation;

(xii)theemployershouldhaveclearanddocumentedrulesaboutitsrequirementsinthe eventofanemployeehavingaperiodofleaveduetoillnessorinjuryforanyperiod andmustensurethattheserulesarecommunicatedtoeachemployee;

(xiii)theemployeemustensurethattheycontinuetoprovidemedicalcertificatesforthe entireperiodofher/hisabsencefromwork;

(xiv)theemployermusthaveaclearunderstandingoftheinherentrequirementsofthe particularworkperformedbyanemployeepriortoseekingamedicalassessment inmyexperience,employers/managersoftenhavelimitedideaofwhatthose inherentrequirementsareandneedtospendtimeidentifyinganddocumenting them;itissimplynotenoughtoattachapositiondescriptiontoagenericlettertoa doctor;

(xv)theemployermustnotonlyconsiderandobtainevidenceaboutwhetheralong-term injuredemployeecanperformtheinherentrequirementsoftherole,theymustalso considerandobtainevidenceaboutwhethertheywouldbeabletoperformthose inherentrequirementsifreasonableadjustmentsweremade;

(xvi)

maybecaused(orperceivedtobecaused)bytheillnessorinjuryoftheemployee, theyshouldalsobeconcernedwiththeneedtoconsiderand,whereapplicable,make reasonableadjustments;

(xvii)

shouldensurethatitfollowsafairprocessthisincludestakingthetimetoexplainto theemployeewhytheemployerisseekingtheadditionalinformation;thisapproach mayreducetheriskofresistanceonthepartoftheemployee;

(xviii)employersshould ;when andiftheemployeeand/orthedoctorresiststhisoption,theemployercanthenmove totheoptionofrequiringtheemployeetobeassessedbyanindependentmedical expert;

(xix)itisbesttoadoptaslowbutsteadyapproachtogatheringrelevantinformationin relationtolong-terminjuredemployeesandevaluating(periodically)whetherornot theyareabletoperformtherequirementsoftheirjoborwouldbeabletodosoif reasonableadjustmentsweremadeemployersneedtoavoideitherrushingthe process(andnotgatheringenoughinformationorgivingtheemployeeenoughofan opportunitytodigestthatinformationandrespondtoit)ornotstayingontopofthe matter;

(xx)employersneedtobewiseintheapproachtheyadoptwhenengagingwithlong-term injuredemployees;inparticulartheyneedtobeconsciousoftheroleofunconscious biasandthetendencyofmanyofustowanttodealwithcomplexmattersinasimple way;notbeingdisciplinedabouttherealitiesofthesituation(whichincludethefact thatwhilesomeemployeesareproblematicbecauseofimproperintent,othersare entirelygenuineintheirclaims)andensuringaprofessionalapproachisadoptedatall timesputsthebusiness/organisationatunnecessaryriskoflegal,commercialand reputationaldamage;

(xxi)untilandunlessyouhaveobjectiveandcompellingevidencetothecontrary,itisbest toapproachalllong-terminjuredemployeesasgenuineintheirintent;becoming preoccupiedwiththeoriesaroundimpropermotivationscandistractyoufrom ensuringthatthelegal,commercialandreputationalinterestsofthe business/organisationareprotected;

(xxii)dismissalshouldbealastresort.

Whenpreparingrequestsformedicalevidenceforanemployer,Irecommend:

(i)alettertotheemployeewhichseekstheinformation,explainsthereasonforthe request,requirestheemployeetocontacttheletterwritertoconfirmtheirreceiptof theletterandattachesthedocumentreferredtobelow;ifadirectionisgiven,thefact thattheemployeemustcomplywiththedirectionandtheconsequencesoffailureto dosowithoutreasonablecausewillresultindisciplinaryactionshouldbeexplained;

(ii)alettertothetreatingdoctorwhich:

a.outlinesthebackgroundtothematter(e.g.theperiodofabsenceandthe reasonsgiven);

b.liststheinherentrequirementsofthepositionheldbytheemployee(including whetherornottheemployeecanperformtherolewithoutrisktotheirown safetyorthesafetyofanotherperson);

c.explainsthecircumstancesinwhichtheworkisusuallyperformed;

d.requestsadiagnosis;

e.

eachoftheinherentrequirements,inboththeshortandlong-term;and,ifthe employeeisconsideredunfittoperformanyoftheinherentrequirementsof theposition,askswhetheranyadjustmentbytheemployerwouldenablethe employeetoperformthatinherentrequirementorrequirements.

7.CONCLUSION

Whilethemanagementofissuesassociatedwithlong-terminjuredemployeesislikelytobe oneofthemostcomplexyouwillfaceintherealmofpeoplemanagementandcompliance withemploymentlaw,thegoodnewsisthattheinvestmentoftimeandthetakingofcareful, well-thoughtoutandthoroughstepswillmakemanagementoftheseissuesmucheasier whilesignificantlyreducinglegalandotherrisks.