Steps 1 - 5

Step One

Is to ascertain exactly what the procedure is according to the Employment Contract.

Step Two

Is to ascertain the employee's sick leave entitlements.

Step Three

Is to decide how long the position can be held open, or if it can be replaced on a temporary basis.

Step Four

Is to consider alternative duties for the employee's early return to work.

Step Five

Is to advise and (at the request of the employee) assist the employee to arrange representation at a formal meeting to be held between the employee and the employer, and for the employer to interview the employee. This will provide the employee with the opportunity to comment on the situation and to provide written consent for the employer to obtain medical information. Record what is said. Employer’s are advised to have a witness present.

At the meeting the employer should discuss:

When the employee thinks he/she may return to work.
Alternative duties of early return to work is indicated.
The concerns of the employer regarding the absence of the employee.
That the employer will investigate all relevant details.
The employer's need of written consent to obtain medical information.
Supply the employee with the information regarding their rights under the Privacy Act and the Medical Information Code and request consent.
The employer may need to terminate employment if an investigation indicates a prolonged absence from work.
That the position can only be kept open to a certain date which will need to be determined after all facts have been considered and then termination may need to take place.
The stress factors for the employee.
What assistance the employer may be able to offer if termination takes place.

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