Fitness for duty instruction

Instruction statement

The purpose of this instruction is to provide examples of circumstances in which arranging an independent medical assessment may be appropriate.



Instruction steps and actipns

Circumstances in which arranging an independent medical assessment may be appropriate:

  • An employee has disclosed a disability/impairment and the supervisor considers that an independent medical assessment report will provide guidance and direction to support that employee in the workplace.
  • An employee has indicated that, following a health-related absence, they have some capacity to resume work and the duration of absence will exceed, or has exceeded, thirteen consecutive weeks.
  • An employee has been absent and in receipt of a temporary disablement benefit from superannuation and has been found fit to resume duty, or the benefit has been terminated resulting in the employee taking Leave without Pay or Sick Leave without Pay.
  • The employee has taken a health-related absence (non-WorkCover), has expended all available paid leave credits, has no access to any other form of paid leave and remains totally incapacitated.
  • An employee has attempted unsuccessfully to resume duty under a Return to Work plan (non-WorkCover) and is again unfit for all work.
  • An employee is unable, or refuses, to provide any medical evidence to support their condition and all alternative methods for obtaining relevant medical information have been unsuccessful.
  • Medical evidence provided by a employee’s treating health professional is inadequate for providing direction and managing their medical condition in the workplace.
  • An employee is attending the workplace but is exhibiting behaviours that pose a potential risk to themselves, or others, or to the University’s reputation and the behaviours indicate there may be an underlying health-related condition affecting the employee. For example, an employee may be at risk of developing mental illness, or is exhibiting signs of substance abuse or addiction. The supervisor or manager should also consider the processes available under the Critical Incident Management Policy and the Managing Threatening or Inappropriate Behaviour Procedure in dealing with an employee in these circumstances.

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