{"id":887,"date":"2016-02-18T16:31:55","date_gmt":"2016-02-18T06:01:55","guid":{"rendered":"https:\/\/paceadelaidelegal.com.au\/?p=887"},"modified":"2016-12-21T17:43:58","modified_gmt":"2016-12-21T07:13:58","slug":"extended-sick-leave","status":"publish","type":"post","link":"https:\/\/paceadelaidelegal.com.au\/extended-sick-leave\/","title":{"rendered":"Extended Sick Leave – Unfair Dismissal"},"content":{"rendered":"

[et_pb_section admin_label=”Section” fullwidth=”off” specialty=”off”][et_pb_row admin_label=”Row” make_fullwidth=”on” use_custom_width=”off” width_unit=”on” use_custom_gutter=”off” gutter_width=”3″ padding_mobile=”off” allow_player_pause=”off” parallax=”off” parallax_method=”off” make_equal=”off” parallax_1=”off” parallax_method_1=”off” parallax_2=”off” parallax_method_2=”off” column_padding_mobile=”on”][et_pb_column type=”3_4″][et_pb_post_title admin_label=”Post Title” title=”on” meta=”off” author=”on” date=”on” categories=”on” comments=”on” featured_image=”off” featured_placement=”below” parallax_effect=”on” parallax_method=”on” text_orientation=”left” text_color=”dark” text_background=”off” text_bg_color=”rgba(255,255,255,0.9)” module_bg_color=”rgba(255,255,255,0)” title_all_caps=”off” meta_font_size=”14″ use_border_color=”off” border_color=”#ffffff” border_style=”solid” disabled=”off”] [\/et_pb_post_title][et_pb_text admin_label=”Text” background_layout=”light” text_orientation=”left” use_border_color=”off” border_color=”#ffffff” border_style=”solid” text_font_size=”14″]<\/p>\n

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Extended Sick Leave<\/h1>\n

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Managing workers on extended sick leave or with long term injuries requires careful consideration of both the needs of the business and the employees\u2019 rights. Sometimes dismissal is unavoidable despite the health status of the employee.<\/p>\n

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Unfair Dismissal<\/h2>\n

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Employers can avoid unfair dismissal claims by ensuring that they follow and adopt a procedurally fair process and have a legitimate reason for dismissal. Termination of employment due to<\/strong> an employee\u2019s illness or incapacity is fraught with regulatory and litigation risk, particularly as employees are afforded multiple protections under the unfair dismissal regime, in addition to workers compensation, anti-discrimination and disability discrimination legislation.<\/p>\n

As an employer, you are duty bound to ensure the needs of ill and injured workers are accommodated. In certain circumstances, however, this is not always reasonable or practicable.<\/p>\n

In the recent decision of Reynato Reodica v Bunnings Group Ltd, <\/em>Mr Reodica\u2019s employment had been terminated by the employer as he was no longer able to carry out his work. His termination was precipitated by a workplace injury, which he claimed left him sensitive to cold temperatures. Mr Reodica brought an action against Bunnings for unfair termination on a number of grounds, including the failure on the part of Bunnings to offer him alternative work. \u00a0The Commissioner held that the termination was lawful, in that Mr Reodica was unfit to perform the inherent requirements of the job<\/em>.<\/p>\n

The dismissal was held not<\/strong> to be harsh, unfair or unreasonable because Bunnings did everything it reasonably could have done to give Mr Reodica an extended period of time to see if his medical conditions would improve, permitted a support person to work alongside him and provided him with an opportunity to respond to his pending dismissal.<\/p>\n

So what can employers learn from this decision?<\/p>\n

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  1. Clearly outline the role and responsibilities of the role in order to effectively demonstrate the inherent requirements of the job<\/em>.<\/li>\n<\/ol>\n
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    1. Avoid changing the position description or assigning a permanent role, if you are providing alternative work or making adjustments to the existing role for an injured or incapacitated worker.<\/li>\n<\/ol>\n
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      1. Collate information confirming the employee\u2019s incapacity to work, including independent medical assessments, as a basis for any decision regarding injured\/ill employees. Provide the employee\u2019s General Practitioner with a copy of their job description as a means to determine and review their capacity to effectively work within that role.<\/li>\n<\/ol>\n
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        1. Document any work undertaken by the injured\/ill employee and note as part of the company\u2019s rehabilitation procedure.<\/li>\n<\/ol>\n

          Above all, employers MUST ensure that they have done all that is reasonably possible and practicable to accommodate the needs of these employees before effecting a dismissal.\u00a0 If continuing employment in their specific role is not viable and the employer has a valid reason for dismissal, then the dismissal is likely to be considered fair and equitable. Advice should always be sought prior to termination, as the nature of each dismissal is likely to be different depending on the circumstances of each case. If you have a long term ill\/injured employee in your workplace, or to discuss any aspect of business or personal law, contact Julia Adlem and her team at Adelaide Legal on (08) 8410 9494<\/a><\/p>\n<\/article>\n<\/div>\n<\/article>\n<\/div>\n

          [\/et_pb_text][\/et_pb_column][et_pb_column type=”1_4″][et_pb_text admin_label=”Text” background_layout=”light” text_orientation=”left” use_border_color=”off” border_color=”#ffffff” border_style=”solid” custom_padding=”||35px|”]<\/p>\n

          CONTACT US<\/h2>\n
          \n

          [\/et_pb_text][et_pb_team_member admin_label=”Person” name=”Julia Adlem” position=”Associate Lawyer” animation=”off” background_layout=”light” header_font_size=”18″ body_font_size=”14″ use_border_color=”off” border_color=”#ffffff” border_style=”solid” facebook_url=”#” linkedin_url=”#”]<\/p>\n

          \"julia_adlem\"<\/a><\/p>\n

          j.adlem@adelaidelegal.com<\/a><\/p>\n

          [\/et_pb_team_member][et_pb_team_member admin_label=”Person” name=”Eleanor Douglas” position=”Lawyer” animation=”off” background_layout=”light” header_font_size=”18″ body_font_size=”14″ use_border_color=”off” border_color=”#ffffff” border_style=”solid” facebook_url=”#” linkedin_url=”#”]<\/p>\n

          \"eleanor_douglas\"<\/a><\/p>\n

          e.douglas@adelaidelegal.com<\/a><\/p>\n

          [\/et_pb_team_member][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"

            Extended Sick Leave   Managing workers on extended sick leave or with long term injuries requires careful consideration of both the needs of the business and the employees\u2019 rights. Sometimes dismissal is unavoidable despite the health status of the employee.   Unfair Dismissal   Employers can avoid unfair dismissal claims by ensuring that they […]<\/p>\n","protected":false},"author":6,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[14],"tags":[16,17],"yoast_head":"\nExtended Sick Leave - Managing for the Best Outcome<\/title>\n<meta name=\"description\" content=\"Need advice on unfair dismissal due to extended sick leave - call Adelaide Legal and speak to an experienced employment law practitioner. 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