Medical Incapacity. In the event of prolonged illness, suspected incapacity or concerns about the Employees’ attendance at work (including as a result of intermittent absences), the Employer may request that an Employee undergo an examination by a registered medical practitioner for an assessment of an Employee’s fitness for work and/or return to work. The parties agree that the primary purpose of any medical examinations is to support the Employee’s wellbeing, recovery and return to work. Accordingly, the selection of the relevant practitioner, (although nominated by the University) is to be by mutual agreement. The cost of the medical examinations will be met by the Employer. A copy of any relevant report provided by the agreed medical practitioner will be available to both parties. For Employees who are unfit to work but progressing toward recovery and a return to work may be granted leave either with or without pay (if an Employee has exhausted their sick leave entitlements). Where an Employee remains unfit to work after a reasonable timeframe, or prognosis for recovery is poor, provided that reasonable time has been given for recovery and the Employer has taken practicable steps to support the Employee to return to work, termination of employment may be considered. In cases where termination of employment is necessary, a notice period of 3 months will be applicable.
Medical Incapacity. 12.1 In the event of prolonged illness, suspected incapacity or concerns about the Employee’s attendance at work (including as a result of intermittent absences), the Employer may request that an Employee undergo an examination by a registered medical practitioner for an assessment of an Employee’s fitness for work and/or return to work.
Medical Incapacity. 12.9.1 In the event of prolonged illness, suspected incapacity or concerns about the employees’ attendance at work (including as a result of intermittent absences), the Employer may request that an employee undergo an examination by a registered medical practitioner for an assessment of an employee’s fitness for work and/or return to work.
12.9.2 The parties agree that the primary purpose of any medical examination is to support the employee’s wellbeing, recovery and return to work. Accordingly, the selection of the relevant practitioner, (although nominated by the University) is to be by mutual agreement. The cost of the medical examinations will be met by the employer. A copy of any relevant report provided by the agreed medical practitioner will be available to both parties.
12.9.3 For employees who are unfit to work but progressing toward recovery and a return to work, ongoing sick leave may be granted either with or without pay, (if an employee has exhausted their sick leave entitlements).
12.9.4 Where an employee remains unfit to work after a reasonable timeframe, or prognosis for recovery is poor, provided that reasonable time has been given for recovery and the Employer has taken practicable steps to support the Employee to return to work, termination of employment may be considered.
12.9.5 In cases where termination of employment is necessary, a notice period of 3 months will be apply, which may be paid out in lieu.
Medical Incapacity. 12.9.1 In the event of prolonged illness, suspected incapacity or concerns about the employees’ attendance at work (including as a result of intermittent absences), the Employer may request that an employee undergo an examination by a registered medical practitioner.
12.9.2 The parties agree that the primary purpose of any medical examination is to support the employee’s wellbeing, recovery and return to work. Accordingly, the selection of the relevant practitioner, (although nominated by the University) is to be by mutual agreement. The cost of the medical examinations will be met by the employer. A copy of any relevant report provided by the agreed medical practitioner will be available to both parties.
12.9.3 For employees who are unfit to work but progressing toward recovery and a return to work, ongoing sick leave may be granted either with or without pay, (if an employee has exhausted their sick leave entitlements).
12.9.4 Where an employee remains unfit to work after a reasonable timeframe, or prognosis for recovery is poor, provided that reasonable time has been given for recovery and the Employer has taken practicable steps to support the Employee to return to work, termination of employment may be considered.
12.9.5 In cases where termination of employment is necessary, a notice period of 3 months will be apply, which may be paid out in lieu.
Medical Incapacity a. The University may ask you to be examined by a registered medical practitioner, at the University’s cost if the University has reasonable grounds to believe you are unwell and not able to carry out your duties.
b. If the University considers you may be unable to work due to illness, then information may be required from a medical practitioner to determine: • if you are medically fit perform your duties safely and effectively; and if not . • the likelihood of you being able to return to work within a reasonable timeframe.
c. You are entitled to refuse a medical examination or allow the relevant results to be shared with the University. If this happens, the University will base any decision as to whether you are well enough to continue in your role on the information that is reasonably available to it at the time.
d. If the University decides on reasonable grounds following consultation with you that you are no longer able to carry out your duties safely for medical reasons and are unlikely to recover within a reasonable time frame having regard to your health and the University’s ability to hold your position open, your employment may be terminated for medical incapacity on such terms as the University considers reasonable in the circumstances at the time.
Medical Incapacity. 14.9.1 In the event of prolonged illness, suspected incapacity or concerns about the Employees’ attendance at work (including as a result of intermittent absences), the Employer may request that an Employee undergo an examination by a registered medical practitioner for an assessment of the Employee’s fitness for work and/or return to work.
14.9.2 The parties agree that the primary purpose of any medical examinations is to support the Employee’s wellbeing, recovery and return to work. Accordingly, the selection of the relevant practitioner, (although nominated by the University) is to be by mutual agreement. The cost of the medical examinations will be met by the Employer. A copy of any relevant report provided by the agreed medical practitioner will be available to both parties.
14.9.3 For Employees who are unfit to work but progressing toward recovery and a return to work may be granted leave either with or without pay (where an employee has exhausted their sick leave entitlements).
14.9.4 Where an Employee remains unfit to work after a reasonable timeframe, or prognosis for recovery is poor, provided that reasonable time has been given for recovery and the Employer has taken practicable steps to support the Employee to return to work, termination of employment may be considered.
14.9.5 In cases where termination of employment is necessary, a notice period of 3 months will apply. This period of notice may, either in whole or in part, be paid out in lieu.
Medical Incapacity. 13.1 In the event of prolonged illness, suspected incapacity or concerns about the employees’ attendance at work (including as a result of intermittent absences), the Employer may request that an employee undergo an examination by a registered medical practitioner for an assessment of an employee’s fitness for work and/or return to work.
13.2 The parties agree that the primary purpose of any medical examinations is to support the employee’s wellbeing, recovery and return to work. Accordingly, the selection of the relevant practitioner, (although nominated by the University) is to be by mutual agreement. The cost of the medical examinations will be met by the employer. A copy of any relevant report provided by the agreed medical practitioner will be available to both parties.
13.3 For employees who are unfit to work but progressing toward recovery and a return to work may be granted leave either with or without pay (if an employee has exhausted their sick leave entitlements).
13.4 Where an employee remains unfit to work after a reasonable timeframe, or prognosis for recovery is poor, provided that reasonable time has been given for recovery and the Employer has taken practicable steps to support the Employee to return to work, termination of employment may be considered.
13.5 In cases where termination of employment is necessary, a notice period of 3 months will be applicable.
Medical Incapacity. 28.1. A period of absence due to mental or physical illness that is significant and continuous will constitute incapacity and will need to be reviewed for the health and wellbeing of the affected individual and also for the wellbeing of the rest of the employees.
28.2. Whakarongorau Aotearoa may ask for an assessment to be undertaken at their expense by registered Health Practitioners that both parties are comfortable with.
28.3. This report will provide the guidance for a discussion to be undertaken with the affected employees’ members and/or their representative to implement:
(a) A supportive return to work plan if the medical report indicates this is a possibility within the next 12 weeks.
(b) A managed exit from the organisation if the medical issue is likely to prohibit the employee from duties for longer than a further 12 weeks.
Medical Incapacity. In the event that the employee is incapacitated and unable to work due to long- term illness or an injury, the employee’s employment may be reviewed for reasons of incapacity. Before taking any action under this clause, the employer shall require, at the employer’s expense, the employee to undergo a medical examination by a medical practitioner specialising in occupational health nominated by the employer. The employer shall take into account any reports or recommendations made available to them (and employee or nominated representative) as a result of the examination, or any other relevant medical reports or recommendations which the employer might receive from the employee or on the employee’s behalf.
Medical Incapacity.
54.1 An employee shall be taken to be totally and permanently incapacitated for the purposes of this clause if, because of a physical or mental condition, it is unlikely that the employee will ever be able to work in any employment or hold any office for which he or she is reasonably qualified by education, training or experience or could become reasonably qualified after retraining.
54.2 Where the Director is of the opinion, on reasonable grounds, that an employee is unable to efficiently or satisfactorily perform his or her duties because of a physical or mental condition, the Director may direct the employee to submit to an examination by one or more: medical practitioners; or other persons having relevant qualifications, approved for that purpose by the Director as the Director thinks fit.
54.3 The Director shall, after considering the results of the examination or examinations under Clause 54.2 (or under Clause 51.2 or 46.2) and all other relevant information available to him or her, determine whether the employee is totally and permanently incapacitated.
54.4 Where the Director determines that an employee is totally and permanently incapacitated, the Director may, after considering the provisions of any Superannuation legislation applying to the employee, retire the employee from the Institute on the grounds of invalidity or take such action as he or she thinks appropriate.
54.5 Where the Director, after considering the results of the examination or examinations under Clause 50.2 (or under Clause 51.2) and all other relevant information available to him or her does not determine that the employee is totally and permanently incapacitated but assesses the employee to be unable to perform his or her duties efficiently or satisfactorily because of a physical or mental condition, the Director shall take whatever steps he or she considers reasonable and practicable to facilitate the employee resuming those duties or take such other action as the Director thinks appropriate.
