Employer Initiated Process. (a) Pre-process Where the employer has reasonable grounds (as outlined in 1.2) to consider that the Principal may be medically unfit for work as outlined in 1.2, the employer will in the first instance:
(i) write to the Principal outlining the concerns and the grounds on which it has formed a view that medical retirement may be an appropriate option;
(ii) inform the Principal they are entitled to attend up to three sessions from an employee assistance programme (EAP) and extend to the Principal the opportunity to access EAP counselling;
(iii) outline the medical retirement process should the employer proceed with the process; and
(iv) inform the Principal of their right to have a representative. Initiation of Process
(b) Registered Medical Specialist Following the completion of the pre-process:
(i) Where the employer proceeds with the process, the Principal shall undergo a medical examination from a registered medical specialist nominated by the employer.
(ii) The medical specialist shall provide in writing a description of the Principal’s illness, a statement as to whether or not the Principal will be able to wholly or substantially perform her/his duties both currently and in the foreseeable future, and the reasons for the decision.
(iii) The Principal is entitled to seek a second medical specialist’s opinion. Where two medical specialist opinions are sought and these medical opinions agree that the Principal will not be able to wholly or substantially perform their duties both currently and in the foreseeable future, then the employer may seek concurrence to medically retire the Principal.
Employer Initiated Process. Pre-process Where the employer has reasonable grounds to consider that the employee may be medically unfit for work by reason of serious illness as per clause 6.3(b) the employer will in the first instance:
Employer Initiated Process a. Pre-process
Employer Initiated Process. Pre-process Where the employer has reasonable grounds (as outlined in clause 1.2 above) to consider that the principal may be medically unfit for work as outlined in 1.2, the employer will in the first instance: write to the principal outlining the concerns and the grounds on which it has formed a view that medical retirement may be an appropriate option; inform the principal they are entitled to attend up to three sessions from an employee assistance programme (EAP) and extend to the principal the opportunity to access EAP counselling; outline the medical retirement process should the employer proceed with the process; and inform the principal of their right to have a representative. Initiation of Process Registered Medical Specialist Following the completion of the pre-process: Where the employer proceeds with the process, the principal shall undergo a medical examination from a registered medical specialist nominated by the employer. The medical specialist shall provide in writing the information referred to in clause 1.3(a)(i) above. The principal is entitled to seek a second medical specialist’s opinion. Where two medical specialist opinions are sought and these medical opinions agree that the principal will not be able to wholly or substantially perform their duties both currently and in the foreseeable future, then the employer may seek the Secretary's concurrence to medically retire the principal. Registered General Practitioner If the employer is unable to obtain a registered medical specialist opinion in a timely fashion, or by virtue of distance, then the principal will undergo a medical examination from a registered general practitioner nominated by the employer (or two general practitioners if the principal so wishes, one nominated by the employer and the other by the principal). The general practitioner(s) shall provide in writing the information referred to in clause 1.3(a)(i) above and attestation that the principal could not obtain an opinion from a registered medical specialist. Where two medical opinions from a general practitioner are sought and these medical opinions conflict, the principal and employer shall attempt to agree on a third registered general practitioner or medical specialist to provide a further medical certificate. If they cannot agree, the employer shall nominate the registered general practitioner. All costs associated with the medical examination(s) and the principal assistance programme shall be met by the employer.
Employer Initiated Process. (a) Pre-process Where the employer has reasonable grounds (as outlined in 1.2) to consider that the Principal may be medically unfit for work as outlined in 1.2, the employer will in the first instance:
(i) write to the Principal outlining the concerns and the grounds on which it has formed a view that medical retirement may be an appropriate option;
(ii) inform the Principal they are entitled to attend up to three sessions from an employee assistance programme (EAP) and extend to the Principal the opportunity to access EAP counselling;
Employer Initiated Process a. Pre-process Where the employer has reasonable grounds to consider that the employee may be medically unfit for work by reason of serious illness as per 1.3(b) the employer will in the first instance:
i. write to the employee outlining the concerns and the grounds on which it has formed a view that medical retirement may be an appropriate option;
ii. inform the employee she/he is entitled to attend up to three sessions from an employee assistance programme (EAP) and extend to the employee the opportunity to access EAP counselling;
iii. outline the medical retirement process should the employer proceed with the process; and
iv. inform the employee of his/her right to have a representative.
Employer Initiated Process. (a) Pre-process
(b) the employer will in the first instance:
(i) write to the employee outlining the concerns and the grounds on which it has formed a view that medical retirement may be an appropriate option;
(ii) inform the employee she/he is entitled to attend up to three sessions from an employee assistance programme (EAP) and extend to the employee the opportunity to access EAP counselling;
(iii) outline the medical retirement process should the employer proceed with the process; an
(iv) inform the employee of his/her right to have a representative.
Employer Initiated Process. (a) Pre-process
(b) the employer will in the first instance:
(i) write to the employee outlining the concerns and the grounds on which it has formed a view that medical retirement may be an appropriate option;
(ii) inform the employee she/he is entitled to attend up to three sessions from an employee assistance programme (EAP) and extend to the employee the opportunity to access EAP counselling;
(iii) outline the medical retirement process should the employer proceed with the process; and
(iv) inform the employee of his/her right to have a representative. Note: Reasonable grounds is explained above. The Employee Assistance Programme provides to the employee direct access to an independent counsellor on a short term, confidential basis to address personal issues that impact on the workplace. Where the EAP provider recommends further sessions the employer shall consider whether to fund additional sessions.
Employer Initiated Process. (a) Pre-process
(b) the employer will in the first instance:
Employer Initiated Process. (a) Pre-process Where the employer has reasonable grounds (as outlined in 1.2) to consider that the Principal may be medically unfit for work as outlined in 1.2, the employer will in the first instance:
(i) write to the Principal outlining the concerns and the grounds on which it has formed a view that medical retirement may be an appropriate option;
(ii) inform the Principal they are entitled to attend up to three sessions from an employee assistance programme (EAP) and extend to the Principal the opportunity to access EAP counselling;
(iii) outline the medical retirement process should the employer proceed with the process; and
(iv) inform the Principal of their right to have a representative. Initiation of Process
