Medical information from emloyee

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When can you ask an employee for 

medical 

information?

Monday, 17th February, 2014
By Jessica Oldfield 

In today's Workplace Bulletin:

• When can you ask an employee for medical information?

Dear Reader,

Employees have an entitlement to take accrued paid personal (sick) leave under the Fair Work Act 2009 (Cth)(FW Act) if they are not fit for work because of a personal illness or injury. You can ask an employee to provide you with reasonable evidence of their reason for taking sick leave, such as a medical certificate.

But often medical certificates don't give very much information… so what happens if you need to know more about the employee's illness or injury? Charles Power is going to address that question today.

Until next time…

Jessica Oldfield
Editor
Workplace Bulletin

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When can you ask an employee for 

medical 

information?

By Charles Power
Editor-in-Chief, Employment Law Practical Handbook

To exercise the entitlement to sick leave, the FW Act provides the employee must give his or her employer evidence that "would satisfy a reasonable person" that sick leave is being taken for this reason.

The kind of evidence an employee must give to take paid sick leave can be explained by a modern award or enterprise agreement applying to the employee and his or her employer.

The right to dismiss an employee for conduct on social media - Part 2

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When you CAN'T dismiss an employee 

for 

comments made via social media - Part 2

Friday, 7th February, 2014
By Jessica Oldfield 

In today's Workplace Bulletin:

• An easy way to manage your own super
• Case study: Fired for a Facebook comment – Part 2

Dear Reader,

In Wednesday's Bulletin, Charles Power told us about a recent case in which an employee was dismissed for comments she made via Facebook private messages. The employee lodged an unfair dismissal case and won. Today, Charles will explain a little more about the ruling.

But before we get to today's article, I just wanted to take a moment to let you know about something that may be of interest to you…

Finally – an easy way to manage your own super

The popularity of self-managed super funds (SMSFs) has been skyrocketing of late – and it's little wonder…

With an SMSF, you get to decide when, how and where your retirement money is invested, not to mention make all the crucial decisions that affect your financial future.

But knowing exactly how to go about starting an SMSF can be a daunting task...

For starters, how do you set it up? What about all the duties you will have as a trustee? And how will you stay up-to-date with any changes to the law that affect your role?

If you're considering setting up an SMSF and don't know where to start – or you already have one but you're concerned about how you'll stay on top of your responsibilities – there is now a simple, cost effective solution...

Click here to be one of the first to hear about the SMSF Handbook

Have a great weekend!

Jessica Oldfield
Editor
Workplace Bulletin

The right to dismiss an employee for conduct on social media

Home | About Us

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When you CAN'T dismiss an employee 

for 

comments made via social media - Part 1

Wednesday, 5th February, 2014

By Jessica Oldfield 

In today's Workplace Bulletin:

• How to protect your business from the risks of social media
• Case study: Fired for a Facebook comment – Part 1

Dear Reader,

As we've discussed in a past bulletin (see HERE), employers are able to dismiss employees for conduct on social media.

However, an employer doesn't always have the right to dismiss an employee for conduct on social media. This week, Charles Power is going to take us through a case in which an employee made a claim for unfair dismissal after she was fired due to comments she made through social media. 

But before we get to today's article, I just wanted to remind you all about our eBook, Social Media & The Law…

How to protect your business from the risks of social media

Portner Press' 40-page eBook Social Media and the Law: Managing the Legal Risks for Your Business is written by Employment Law Practical Handbook Editor-in-Chief Charles Power, and it covers:

• The legal risks your business faces due to social media - and how to minimise them
• How to regulate and monitor your employees' social media use
• Where you stand if your business' confidential information gets shared online
• How to implement and enforce a legally sound social media policy
• And more!

Social Media and the Law: Managing the Legal Risks for Your Business will help you build and implement a legally sound social media policy for your business - one that maximises the opportunities and minimises the risks when you or people working for you use social media.

It costs just $49.95, and you can download it right now here.

Over to Charles…

Jessica Oldfield

Editor

Workplace Bulletin