Steps 9 - 11

Step Nine

Is to meet again with the employee with a witness acting for the employer and an arranged representative or support person for the employee.

Take into account that it is stressful for an employee to lose the job and that stress may be increased by the illness.

Present the facts of the investigation to the employee.
Invite suggestions of alternatives.
Tell the employee of the date on which the termination will take place if they are unable to return to work.
Inquire of the employee, or offer what assistance can be given to support the employee in the future.
Consider any suggestions made by the employee. Record everything.

After the meeting:

Step Ten

Is to verbally, and preferable in person tell the employee of the decision to terminate the employment and confirm this in writing. Ensure termination is 'with notice'.

Step Eleven

Is to actively assist the dismissed employee, if possible, and record any such assistance.

Conflicting Medical Advice

In the event of conflicting medical advice between the employee's Doctor and the Doctor appointed by the employer, employer’s should have in place the following mechanism to resolve the dispute.

Obtain agreement with the employee, and his or her representative, to appoint a third independent doctor whose diagnosis, prognosis and decision will be final and binding on both parties.

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