Conciliation Register

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Conciliation Register"

Transcription

1 Conciliation Register Disability Discrimination Act 1992 For complaints conciliated and finalised in the period of 1 April to 30 June 2003 Disability of person(s) aggrieved direct Disability of person(s) aggrieved indirect Terms of Private agreement - terms not disclosed to HREOC Settlement Complainant claims he transferred to a different area in his workplace but his originating position was made redundant during the transfer. Complainant claims he was not consulted properly and this was based on his disability - depression. Terms of Settlement Apology private $500 Complainant claims that wheelchair accessible public transport is irregular and unreliable and that there is no published timetables and information service could not confirm availability of accessible transport. Conciliation Registers :: 1

2 Associate - direct Terms of Private agreement - terms not disclosed to HREOC Settlement Complainant claims she has been discriminated against on the basis of her association with a fellow employee who respondent company has imputed a disability to following an industrial accident. Complainant claims she has not been re-engaged by respondent although work available. Terms of Settlement Private agreement - terms not disclosed to HREOC Complainant was employed with respondent company as a machine operator on a part-time basis. Complainant and others were made redundant and advised that they could recommence employment through second respondent a labour hire company on a casual basis at lower rate of pay. Complainant claims he was in an industrial accident. Complainant required hospitalisation for a short period and days off. Complainant was declared fit for work and returned to work to discuss the safety issues. Complainant claims since that meeting he has been offered no further work. Complainant claims disability discrimination. Terms of Settlement Complainant satisfied with response Complainant has multiple physical disabilities and uses a walking frame and wheelchair. Complainant claims disability discrimination in transport provided by the railway in that a ramp was not provided for her to get on and off the train, the walking frame would not fit in the aisle of the train and the assistant was reluctant to obtain water for her. Conciliation Registers :: 2

3 or business Apology - private Complainant claims she was hired as a casual by respondent Cafe. Complainant claims she asked respondent to sign her mutual obligation diary and discussed future work. Complainant claims she started unpaid work with respondent but when complainant confirmed with respondent she was a Hepatitis B carrier she wasn't required any longer. Private agreement - terms not disclosed to HREOC Complainant is employed by respondent Council. Complainant injured her hand at work and has required on-going treatment. Complainant says she felt pressured to return to work earlier than planned. Complainant says because she had difficulty with driving respondent allocated her to use council parking but when she forgot to move her car into an allocated spot she was counselled. Complainant claims she is to be transferred because of injury. Disability of person(s) aggrieved direct Private agreement - terms not disclosed to HREOC Complainant claims that he has been advised his position is to be made redundant. Complainant claims that he was assessed in his `old' position which he has been unable to fulfil because of a back injury. Complainant says he has not worked in that role for over five years. Complainant also claims his absences because of his disability have been taken into account. Conciliation Registers :: 3

4 Disability of person(s) aggrieved direct Disability of person(s) aggrieved indirect Staff training / development program $400 Complainant is vision impaired. Complainant took a day bus tour with respondent company. Complainant claims that respondent employee did not accompany her on walks although agreed to prior to starting the trip, and complainant got lost for a short time. Complainant says respondent employee scolded her for separating from the group. Change in policy / practice Training Complainant has mobility impairment and uses a walking frame. Complainant claims respondent rail company provided her with inappropriate seating and refused to provide a ramp when complainant was travelling interstate. Reasonable adjustment provided Complainant claims respondent Bank discriminates against her on the basis of her disability because respondent only provides statements in print format. Complainant is blind. options improved - job offer Policy change / change in practice Complainant claims that various workplace meetings are held without the assistance of an Auslan interpreter. Complainant is deaf and states respondent company provides an interpreter for his annual review. Conciliation Registers :: 4

5 Disability of person(s) aggrieved direct Apology - private $1,000 Complainant claims that respondent cafe owner refused complainant access because he had his guide dog with him. Complainant claims that respondent employer has not made reasonable accommodation to provide wheelchair access to his place of work. Complainant requires colleagues to assist him enter through a side entrance. Financial compensation $5,000 Complainant claims he burnt his arm at work and then injured his back lifting. Complainant's Doctor gave complainant a medical certificate for time off and Workcover. Complainant says respondent refused to accept certificate and dismissed complainant from employment. Access to premises Access to premises provided Change in policy / practice Complainant claims respondent organised a film festival and theatres that were not wheelchair accessible. Conciliation Registers :: 5

6 Access to premises Complainant claims that respondent shops are not accessible for wheelchairs. Financial compensation $5,000 Complainant claims respondent community organisation would not employ her because of a previous Workers claim she made when working with organisation previously. Complainant was employed as a disability support worker at the time. Complainant claims recent vacancies were for a variety of jobs. or business options improved - job offer Complainant claims he has not been given work because of his disability, spina bifida and that he was denied permanency in a position he had worked in as a casual for two years because of his medical assessment. Complainant claims respondent employment agency won't help him. Private agreement terms of settlement not disclosed to HREOC Complainant has bi-polar disorder. Complainant claims respondent has given him a first and final warning because of his behaviour. Complainant has asked they take his disability into account - it hasn't as complainant is of view respondent wants complainant to leave. Conciliation Registers :: 6

7 Access to premises Complainant who uses a wheelchair claims her local hotel is not wheelchair accessible. Access to premises Complainant claims that wheelchair accessible lane at local supermarket is often closed or blocked with delivery trolleys. Financial compensation $2,000 Complainant is a beauty therapist. Complainant has eczema. Complainant reacted to a cleaning agent at respondent beauty salon. Complainant asked if it could be replaced with different product but respondent would not agree. Complainant says respondent transferred her clients to another therapist and complainant was dismissed. Apology - private Complainant applied for a position with respondent company call centre. Complainant went through interview culling process with respondent recruitment agency. Complainant was unsuccessful and believes he was marked down in assessment because of his disability complainant is an amputee and uses mobility aids. Complainant claims he was more than qualified for the job. Conciliation Registers :: 7

8 Provision of goods / services / facilities Complainant attended a two day course with respondent company as part of a rehabilitation plan. Initially respondent declined complainant's application to the course because she is deaf. After complainant's case worker wrote to respondent she commenced the course but respondent claims complainant did not pass the course. Complainant claims discrimination. Complainant claims she completed the requirements of the course but respondent refused to issue certificate as it was assessing her capacity to work rather than her ability to complete the course. Financial compensation $4,000 Complainant has been employed by respondent company for many years. Complainant recently incurred a workplace injury. The respondent company was restructuring and the complainant, Together with others with Workers claims or workplace injuries all were unsuccessful in being assessed for future jobs. Complainant claims disability discrimination. Financial compensation $13,000 Complainant has been a long-term employee of respondent foundry. Complainant was diagnosed with RSI and has been on light duties since. Complainant was told he was earmarked for redundancy. Complainant claims disability discrimination. Conciliation Registers :: 8

9 Financial compensation $8,000 Complainant has been employed by respondent foundry for many years. Complainant sustained a work place injury to his right arm. Since that time complainant has been on light duties. Complainant claims he was told he was a candidate for redundancy. Complainant advised respondent he didn't want to be made redundant. Complainant claims a workplace skills assessment was undertaken and most employees with Workers did not pass skills test. Complainant claims disability discrimination and trade union activity as he was a Union delegate. Financial compensation $5,000 Complainant applied for a job with respondent company as a technician. Complainant was offered a position but then it was withdrawn after his medical. Complainant has had a back problem. Complainant claims back injury would have no effect on ability to do the inherent requirements of the job. Access to premises Complainant claims his family booked into respondent hotel restaurant to celebrate his mother's birthday. Complainant claims that his mother who uses a wheelchair had to access restaurant through the kitchen. Complainant claims when it was time to leave kitchen had been locked and complainant had to carry his mother in wheelchair down stairs Conciliation Registers :: 9

10 Staff training / development program Provision of goods / services / facilities Policy change / change in practice Complainant has quadriplegia and uses an electric wheelchair. Complainant claims that not all films at all times are wheelchair accessible in respondent cinema. Education Apology private Policy change / change in practice $100 Complainant suffers from asthma. Complainant claims school policy is that girls can't wear trousers. Complainant claims when she gets cold her asthma worsens. Complainant would like to wear trousers but school refuses and if she is unwell she can't leave school without her mother being contacted. Financial compensation $5,000 Complainant claims she was terminated from her employment with respondent Commonwealth agency because she failed the psychiatric assessment because she suffers from depression. Complainant was employed as a customer service officer and claims her disability did not affect her work. Conciliation Registers :: 10

11 Apology private Complainant who uses a wheelchair says disabled toilets in respondent shopping centre are locked and there is a requirement to obtain a key you have to pay a $5 deposit. Access to premises Apology private $500 Complainant says respondent cinema is not wheelchair accessible. Complainant found this out when attending a fund-raiser at the cinema and was advised there was no access. Complainant who usees a wheelchair and attended his mother's funeral at the respondent premises. Complainant states that he and other family members with mobility difficulties could not place a flower on the coffin as the area was only accessible by two steps and respondent did not provide temporary/permanent ramps, no handrails and the floor surface tiles were slippery. Complainant claims disability discrimination. Apology private Financial compensation $300 Complainant claims he was sniggered at by staff in shop when he went in to buy goods. Complainant says he has an extensive port-wine birth mark over his face and hands. Conciliation Registers :: 11

12 Disability of person(s) aggrieved direct Disability of person(s) aggrieved indirect Apology - private $3,000 Complainant claims she was contracted by respondent to work at another company. Complainant says she injured herself at work and respondent told her to fill in a Workers claim and not return to work or that respondent would pay bill and complainant could return to work. Complainant claims disability discrimination. Reference provided $ Complainant claims respondent cafe underpaid his son because he has an intellectual disability. Complainant claims when he raised the issue with respondent his son was dismissed. Accommodation Complainant rents a public housing property from respondent state housing department. Complainant says his shower recess doesn't have a shower screen and this is disadvantageous when manoeuvring himself out of his wheelchair onto the shower stool. Complainant has had both legs amputated. Conciliation Registers :: 12

13 Disability of person(s) aggrieved direct Disability of person(s) aggrieved indirect Private agreement terms not disclosed to HREOC Complainant who is deaf works in a factory environment. Complainant claims employer has not fixed a warning signal on his personal computer which alerts him to s and thus works he has to perform. Complainant says respondent has advised it won't spend money on specialised equipment for him or using an interpreter. Disability of person(s) aggrieved direct Clubs / incorporated associations Policy change / change in practice Complainant is seventeen years old and suffers from a degenerative bone disease; Complainant has played soccer with under sixteen grade with respondent Club. Complainant claims respondent Club stipulated that unless she provided a medical certificate and her parents indemnify Club should she be injured she could not play in the final. Administration of Commonwealth programs Financial compensation Complainant was referred to respondent job network provider by Commonwealth authority for intensive assistance. Complainant has Hepatitis C and respondent was aware of this. When complainant was going to see about a job respondent staff asked her if she was going to advise potential employer of her disability and told her to be careful not to infect the public. Conciliation Registers :: 13

14 Complainant says respondent Council has barricaded around the dangerous garage facade of a particular property. Complainant claims his nephew who uses an electric wheelchair has been prevented from using this footpath has been discriminated against. Complainant says barricade has been in place for four months. Reasonable adjustment provided Complainant claims she attended a concert at respondent facility. Complainant uses a wheelchair. When complainant attended concert her wheelchair was "parked" against the back wall of the concert hall. Disability of person(s) aggrieved direct Financial compensation $72,000 Complainant had surgery a number of years ago. Complainant has since had epilepsy. Complainant further claims that following a workplace injury she also has anxiety/depression. Complainant claims employer has discriminated against her by not providing reasonable adjustment for her injury and by excluding her from workplace. Apology private Change in policy / practice Complainant says he has mobility impairment and uses a wheelchair but can walk short distances. Complainant claims staff at local commonwealth agency was rude and unhelpful towards him criticized him when other customers in queue let him go first, told him to go and fill out forms etc and com back to queue. Conciliation Registers :: 14

15 Disability of person(s) aggrieved direct Private agreement terms not disclosed to HREOC Complainant is a long term employee of respondent Council. Complainant has been diagnosed with a medical condition and Stargardt's disease and he is classified as blind. Complainant claims he can do his duties but employer disputes this. Complainant was unable to perform alternative duties he was provided with. Education Record changed Reasonable adjustment provided Complainant who is colour blind and enrolled at respondent University claims a lecturer continually gives lecture notes printed in very small print on colour paper that he cannot read. Complainant claims he has asked lecturer to adjust the notes he provides by lecturer has refused. Complainant claims she has been discriminated against by respondent airline because it has not provided her access to services equally with others because she had a mobility impairment and seating to accommodate disability cannot be pre-booked. Conciliation Registers :: 15

16 Disability of person(s) aggrieved direct / indirect Associate direct / indirect Education Apology private Reasonable adjustment $5,000 Complainants daughter has an intellectual disability, Autism. Complainants claim staff at respondent school displayed a negative attitude to their daughter's enrolment and advised complainants to send her to a special school. Complainants claim that respondents failed to assist daughter's integration into school. Complainants claim respondent over scrutinised her behaviour, limited her attendance hours and excluded her from various school activities. Complainants claim they had demands put on them that parents without children with disabilities were not required to undertake. Financial compensation $34,800 Complainant injured his back and foot in separate work place accidents. Complainant made a Workers claim and claims he was bullied and harassed and had his possessions damaged or stolen because he madea claim. Complainant suffered another injury and claims he was called a "sook" and a "bludger" by other workers. Complainant says he had another accident but didn't make a claim because of the previous treatment he'd received - but later found he'd broken his elbow bone. Accommodation Apology - private Complainant is enrolled with respondent University and lives in student residences. Complainant has Friedreich s Ataxia and uses a wheelchair. Complainant claims that the accommodation provided is inadequate for her mobility needs. Conciliation Registers :: 16

17 Complainant who has a back injury claims respondent council does not provide adequate footpaths and has given automobiles more lanes. Disability of person(s) aggrieved direct Staff training / development program Financial compensation $2,000 Complainant has a visual impairment and claims respondent Commonwealth employer has not accommodated his disability in provision of training and sending documents. Disability - person assisted by trained animal Apology private Staff training / development program Complainant has incomplete paraplegia. Complainant has a trained assistance dog. Complainant claims manager of respondent cafe asked her to put her dog outside. Complainant refused and respondent questioned her in depth about her dog and disability and complainant became upset and left the restaurant. Conciliation Registers :: 17

18 Policy change / change in practice Complainant claims that respondent Commonwealth Department's recruitment application is not accessible to him on-line.. Conciliation Registers :: 18

Conciliation Register

Conciliation Register Conciliation Register Disability Discrimination Act 1992 For complaints conciliated and finalised in the period of 1 October 2002 31 March 2003 Terms of Settlement Staff training / development program

More information

Conciliation Register

Conciliation Register Conciliation Register Disability Discrimination Act 1992 For complaints conciliated and finalised in the period of 1-Apr-2002 to 30-Jun-2002 Education Change in policy / practice Complaint Summary Complainant's

More information

Disability discrimination

Disability discrimination Disability discrimination Disability discrimination occurs when a person is treated less favourably, or not given the same opportunities, as others in a similar situation because of their disability. The

More information

Conciliation Register

Conciliation Register Disability Discrimination Act 1992 Conciliation Register For Complaints conciliated and finalised in the period of 1-Jan-2002 to 31-March-2002 Education Terms of Settlement Financial compansation $6,000

More information

Disability Discrimination KNOW YOUR RIGHTS

Disability Discrimination KNOW YOUR RIGHTS Disability Discrimination KNOW YOUR RIGHTS What is disability discrimination? Disability discrimination is when a person with a disability is treated less favourably than a person without the disability

More information

What is Disability Discrimination and when is it against the law?

What is Disability Discrimination and when is it against the law? What is Disability Discrimination and when is it against the law? This fact sheet will help you understand what disability discrimination is. In Queensland, disability discrimination is covered by two

More information

Disability and Reasonable Adjustment in the Workplace

Disability and Reasonable Adjustment in the Workplace Disability and Reasonable Adjustment in the Workplace Last updated August 2013 TABLE OF CONTENTS Table of Contents... 2 Introduction... 3 Policy... 3 The Legal Context... 3 What is a Disability?... 3 Who

More information

Disability Discrimination KNOW YOUR RIGHTS

Disability Discrimination KNOW YOUR RIGHTS Disability Discrimination KNOW YOUR RIGHTS What is disability discrimination? Disability discrimination is when a person with a disability is treated less favourably than a person without the disability

More information

The UK equality laws and epilepsy

The UK equality laws and epilepsy The UK equality laws and epilepsy Contents About the equality laws Why the equality laws protects you because you have epilepsy The different types of disability Areas of life where the equality laws can

More information

Racial discrimination

Racial discrimination Racial discrimination Racial discrimination occurs when a person is treated less favourably, or not given the same opportunities, as others in a similar situation, because of their race, the country where

More information

Work experience provided the following year

Work experience provided the following year Outcomes of Conciliation involving Disability Discrimination Provision of Services Education Provision of information to new students Update signs New policies for parking inspectors A woman with impaired

More information

Employment and MS. Your questions answered. Disclosure in the workplace: To tell or not to tell

Employment and MS. Your questions answered. Disclosure in the workplace: To tell or not to tell Employment and MS Your questions answered Now that you have had some time to adjust to your recent diagnosis and learn about multiple sclerosis (MS), you may have concerns about the potential impact of

More information

A step-by-step guide to preventing discrimination in recruitment *

A step-by-step guide to preventing discrimination in recruitment * A step-by-step guide to preventing discrimination in recruitment * 1. Deciding on the recruitment process Employers go about recruiting in different ways. Some may use in-house human resources personnel;

More information

THE SYDNEY RUSSELL SCHOOL DRAFT DISABILITY AND DISCRIMINATION STRATEGY 2014-15

THE SYDNEY RUSSELL SCHOOL DRAFT DISABILITY AND DISCRIMINATION STRATEGY 2014-15 THE SYDNEY RUSSELL SCHOOL DRAFT DISABILITY AND DISCRIMINATION STRATEGY 2014-15 THE SYDNEY RUSSELL SCHOOL DISABILITY DISCRIMINATION STRATEGY 2014-15 Purpose Policy on Disability Discrimination Act The DDA

More information

Equality in the workplace

Equality in the workplace Equality in the workplace Sinéad O Brien Equality Authority 16 December 2013 Introduction Role of the Equality Authority Legal framework Application of the EEA and ESA The 9 grounds and discrimination

More information

The Equality Act and epilepsy

The Equality Act and epilepsy The Equality Act and epilepsy Contents Introduction About the Equality Act Why the Equality Act protects you because you have epilepsy About disability discrimination and harassment under the Equality

More information

Prohibition of Discrimination in Working Life of People because of Disability Act (1999:132)

Prohibition of Discrimination in Working Life of People because of Disability Act (1999:132) Prohibition of Discrimination in Working Life of People because of Disability Act (1999:132) Amendments: up to and including SFS 2006:1330 Purpose of the Act Section 1 The purpose of this Act is to combat

More information

Guidelines Regarding the Use of Service Animals

Guidelines Regarding the Use of Service Animals Guidelines Regarding the Use of Service Animals (as of June 1, 2015) Guidelines are not law. These guidelines reflect the Newfoundland and Labrador Human Rights Commission s interpretation of the provisions

More information

Job Specific Interview Questions

Job Specific Interview Questions Job Specific Interview Questions The website where the questions are located (responses may be found there also): http://jobsearch.about.com/od/interviewquestionsanswers/a/job-specific-interview-questions.htm

More information

EQUALITY FOR EVERYONE

EQUALITY FOR EVERYONE Disability Rights & The Equality Act 2010 EQUALITY FOR EVERYONE Overview This booklet takes a closer look at the rights of workers with disabilities. We hope the language used will assist lay members and

More information

State of California Penal and Civil Codes with ADA Penalties

State of California Penal and Civil Codes with ADA Penalties State of California Penal and Civil Codes with ADA Penalties Penalties for preventing a service dog user from exercising rights to access PENAL CODE SECTION 365.5 [a] Any blind person, deaf person, or

More information

A guide for employers

A guide for employers A guide for employers Contents 01 Contents A guide for employers 02 Discrimination the new law explained 05 Other relevant legisltation 13 02 The Equality Act 2010 and cancer how it affects you A guide

More information

DISABILITY. Summary of the law on

DISABILITY. Summary of the law on Summary of the law on DISABILITY DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply

More information

Topic: Disability Information Document Compiled by: Siyakha Consulting

Topic: Disability Information Document Compiled by: Siyakha Consulting Topic: Disability Information Document Compiled by: Siyakha Consulting Introduction According to the Technical Assistance Guidelines (TAG) on the employment of people with disabilities, people with disabilities

More information

Criminal Injuries Compensation Board

Criminal Injuries Compensation Board Criminal Injuries Compensation Board Policy for Providing Accessible Client Service Introduction This policy has been developed to ensure that the Criminal Injuries Compensation Board is accessible to

More information

Understanding disclosure of pre-existing conditions. 5 June 2014

Understanding disclosure of pre-existing conditions. 5 June 2014 Understanding disclosure of pre-existing conditions 5 June 2014 How to interact today Select audio on the control panel to change between computer audio and telephone. Click on the red button to hide and

More information

Disability Requesting Accommodations and Modifications

Disability Requesting Accommodations and Modifications Disability Requesting Accommodations and Modifications State and federal laws protect people with disabilities from discrimination. These laws say that people with disabilities may ask for reasonable accommodations

More information

Assistance dogs A guide for all businesses

Assistance dogs A guide for all businesses Assistance dogs A guide for all businesses How to enable assistance dog owners to use your service The Equality and Human Rights Commission We have a statutory remit to promote and monitor human rights;

More information

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY 1 st September 2012 THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY Effective Date 1 st SEPTEMBER 2012 V2_120509 Page 1 of 24 1 st April 2012 Summary of Procedure Procedural Stage Action By 1-3 Establish

More information

The Americans With Disabilities Act What Persons With Fibromyalgia Need to Know

The Americans With Disabilities Act What Persons With Fibromyalgia Need to Know The Americans With Disabilities Act What Persons With Fibromyalgia Need to Know [Reprinted from Fibromyalgia Frontiers, January/February 1999] by Alison S. Levy, M.S. If you are a person with fibromyalgia

More information

Service Animals September 2011

Service Animals September 2011 The Montana Human Rights Act and other state law, the federal Americans with Disabilities Act, the federal Fair Housing Act, and the 1973 Rehabilitation Act protect the right of persons with disabilities

More information

The Equality Act 2010 in force from October 2010 harmonises and replaces previous antidiscrimination legislation such as the Race Relations Act.

The Equality Act 2010 in force from October 2010 harmonises and replaces previous antidiscrimination legislation such as the Race Relations Act. Chapter 12 Discrimination and Equality 12.1 Overview The Equality Act 2010 in force from October 2010 harmonises and replaces previous antidiscrimination legislation such as the Race Relations Act. The

More information

About us. Your injured worker s recovery and return to work is a team effort. It involves you, your WorkSafe Agent, your worker and their doctor.

About us. Your injured worker s recovery and return to work is a team effort. It involves you, your WorkSafe Agent, your worker and their doctor. 1. About us Your injured worker s recovery and return to work is a team effort. It involves you, your WorkSafe Agent, your worker and their doctor. About WorkSafe Victoria WorkSafe Victoria (WorkSafe)

More information

CHAPTER 2015-131. Committee Substitute for House Bill No. 71

CHAPTER 2015-131. Committee Substitute for House Bill No. 71 CHAPTER 2015-131 Committee Substitute for House Bill No. 71 An act relating to service animals; amending s. 413.08, F.S.; providing and revising definitions; requiring a public accommodation to permit

More information

Workers Compensation Employee Personnel Forms

Workers Compensation Employee Personnel Forms Workers Compensation Employee Personnel Forms JOB DESCRIPTION / ESSENTIAL FUNCTIONS JOB TITLE/DESCRIPTION Once a conditional job offer is made, please be aware all persons may be required to furnish health

More information

Standard 4 Equality and inclusion

Standard 4 Equality and inclusion Standard 4 Equality and inclusion Your Name: Workplace: Start Date: Completion Date: Contents 1. The value and the importance of equality and inclusion 2. Providing inclusive support 3. Access information,

More information

FORM 2 PERSONAL INJURIES PROCEEDINGS ACT 2002. NOTICE OF CLAIM (Health Care Claims)

FORM 2 PERSONAL INJURIES PROCEEDINGS ACT 2002. NOTICE OF CLAIM (Health Care Claims) FORM 2 PERSONAL INJURIES PROCEEDINGS ACT 2002 NOTICE OF CLAIM (Health Care Claims) INSTRUCTIONS FOR COMPLETING THIS FORM ARE ATTACHED AS THE LAST THREE PAGES OF THE FORM PLEASE READ INSTRUCTIONS CAREFULLY

More information

This information is for members of the NSW Teachers Federation who are employed in schools, colleges, AMES centres and related workplaces.

This information is for members of the NSW Teachers Federation who are employed in schools, colleges, AMES centres and related workplaces. Workers Compensation This information is for members of the NSW Teachers Federation who are employed in schools, colleges, AMES centres and related workplaces. The information provided is based on the

More information

MAURICE BLACKBURN LAWYERS WORKERS COMPENSATION ACT

MAURICE BLACKBURN LAWYERS WORKERS COMPENSATION ACT MAURICE BLACKBURN LAWYERS WORKERS COMPENSATION ACT 02 MAURICE BLACKBURN YOU RE WORTH FIGHTING FOR. If you are hurt, injured, or are facing an unfair situation, you and your family shouldn t have to suffer.

More information

APPLICATION FOR PERMANENT DISABILITY

APPLICATION FOR PERMANENT DISABILITY APPLICATION FOR PERMANENT DISABILITY (This application form should be completed with a nomination form and the application form for a retirement benefit). If the benefit is approved you have to retire

More information

Information for injured workers

Information for injured workers Information for injured workers Disclaimer This publication may contain work health and safety and workers compensation information. It may include some of your obligations under the various legislations

More information

Your Rights to Fly: What You Need to Know

Your Rights to Fly: What You Need to Know GUIDANCE Your Rights to Fly: What You Need to Know A step-by-step guide for disabled and less mobile air passengers EQUALITY AND HUMAN RIGHTS COMMISSION www.equalityhumanrights.com GUIDANCE Your Rights

More information

WORKCOVER DIVISION Case No.C12401789 --- S GARNETT MELBOURNE REASONS FOR DECISION ---

WORKCOVER DIVISION Case No.C12401789 --- S GARNETT MELBOURNE REASONS FOR DECISION --- !Undefined Bookmark, I IN THE MAGISTRATES COURT OF VICTORIA AT MELBOURNE WORKCOVER DIVISION Case No.C12401789 ZIVKA SAPAZOVSKI Plaintiff v ONE FORCE GROUP AUSTRALIA PTY LTD Defendant --- MAGISTRATE: S

More information

The Art of Disclosing Your Disability

The Art of Disclosing Your Disability The Art of Disclosing Your Disability Presented by Richard Pimentel Publications by Richard Pimentel include: Working with people with Disabilities in a Job Placement Job Retention Environment Developing

More information

Employment law solicitors

Employment law solicitors Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

More information

GIO Workers Compensation Australian Capital Territory

GIO Workers Compensation Australian Capital Territory GIO Workers Compensation Australian Capital Territory Employee s claim form Employer s policy number: Complete all questions fully and accurately, to ensure accurate decisions can be made about your claim.

More information

Reasonable Accommodations/Reasonable Modifications FAIR HOUSING HIGHLIGHT #3

Reasonable Accommodations/Reasonable Modifications FAIR HOUSING HIGHLIGHT #3 Reasonable Accommodations/Reasonable Modifications FAIR HOUSING HIGHLIGHT #3 What does fair housing mean to persons with disabilities? Fair housing laws give persons with disabilities protection from discrimination

More information

Steps to take after a fall in a public place

Steps to take after a fall in a public place Steps to take after a fall in a public place Henry Carus + Associates 1 Contents 4 Common situations 8 What to do right away 10 Dealing with those responsible 11 Dealing with the responsible company s

More information

Restructure, Redeployment and Redundancy

Restructure, Redeployment and Redundancy Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future

More information

Holidays and travellers with disabilities

Holidays and travellers with disabilities Holidays and travellers with disabilities The Equality Act 2010 protects those people with defined 'protected characteristics' from unlawful discrimination. One of these protected characteristics is disability.

More information

Code of Good Practice on the Employment of Disabled People

Code of Good Practice on the Employment of Disabled People Code of Good Practice on the Employment of Disabled People This Code applies to all managers and staff, including Associate Lecturers. If you would prefer this document in an alternative format, please

More information

What Happens After I Report the Injury?

What Happens After I Report the Injury? Introduction The Iowa Workers Compensation Act provides the only legal remedy against their employer for workers who are injured on the job. Workers Compensation law can be very technical. The law is administered

More information

Equality and Diversity Policy

Equality and Diversity Policy Policy National Examining Board for Dental Nurses Effective Date October 2014 Date Last Reviewed Scheduled Review Date October 2016 Supersedes Original Author Owned by Monitored by Equality and Diversity

More information

Disability Action Plan 2014-2019. The University of Adelaide. Disability Action Plan

Disability Action Plan 2014-2019. The University of Adelaide. Disability Action Plan Disability Action Plan 2014-2019 The University of Adelaide Disability Action Plan 2014-2019 1 Disability Action Plan 2014-2019 Dear Colleague The Disability Action Plan 2014-2019 reflects goals and intentions

More information

THE INSURANCE REHABILITATION ASSOCIATION OF FINLAND (VKK): FINLAND

THE INSURANCE REHABILITATION ASSOCIATION OF FINLAND (VKK): FINLAND THE INSURANCE REHABILITATION ASSOCIATION OF FINLAND (VKK): FINLAND 1. Organisations involved Insurance Rehabilitation Association of Finland (VKK) Finnish Motor Insurers Centre Federation of Accident Insurance

More information

Country Care Pty. Ltd. ABN 19 067 327 440

Country Care Pty. Ltd. ABN 19 067 327 440 Country Care Pty. Ltd. ABN 19 067 327 440 Specialists in Attendant Care & Home Support Services APPLICATION FORM Administration 146 Hogan Street Tatura, 3616 phone(03)5824 7000 fax (03)5824 1222 For Employment

More information

understanding your workplace personal injury insurance policy A guide to your policy cover and conditions

understanding your workplace personal injury insurance policy A guide to your policy cover and conditions understanding your workplace personal injury insurance policy A guide to your policy cover and conditions WPIIPG September 2013 contents About WorkCover Queensland 3 About your workplace personal injury

More information

REVISION: HUMAN RESOURCES 20 JUNE 2013

REVISION: HUMAN RESOURCES 20 JUNE 2013 REVISION: HUMAN RESOURCES 20 JUNE 2013 Lesson Description In this lesson, we revise: Legislation related to: recruitment and selection; employee contracts; induction and placement; salary administration;

More information

Ministry of the Environment Decree on accessible building

Ministry of the Environment Decree on accessible building F1 THE FINNISH BUILDING REGULATIONS 1 Barrier-free Building Regulations and 2005 Ministry of the Environment Decree on accessible building adopted in Helsinki on the 1 st of October 2004 In accordance

More information

Shop, Distributive and Allied Employees Association

Shop, Distributive and Allied Employees Association Shop, Distributive and Allied Employees Association ALRC - Barriers to Work for Mature Aged Workers The Shop, Distributive and Allied Employees Association (SDAEA) would like to preface these remarks with

More information

Disability Action Plan

Disability Action Plan Disability Action Plan The LIV Disability Action Plan aims to: provide equal opportunity for people with disabilities to participate in and contribute to the full range of activities of the LIV; promote

More information

Your Rights at Work in Australia Prepared by Labor Council of NSW For more information call our hotline1800 688 919

Your Rights at Work in Australia Prepared by Labor Council of NSW  For more information call our hotline1800 688 919 Your Rights at Work in Australia Prepared by Labor Council of NSW www.labor.net.au For more information call our hotline1800 688 919 HOW PAY AND CONDITIONS ARE SET IN AUSTRALIA ACTS OF PARLIAMENT Legislation

More information

Travel Policy Summary

Travel Policy Summary Travel Summary This document only outlines the main benefits and exclusions of the CoverForYou Travel policy. The full benefits, terms and conditions, limitations and exclusions are contained in the policy,

More information

MULTI-STATE WORKERS COMPENSATION GUIDANCE MATERIAL

MULTI-STATE WORKERS COMPENSATION GUIDANCE MATERIAL Topic : Item : State : Compensation 1. Notifying of injury and claim lodgement AUSTRALIAN CAPITAL TERRITORY When does an Employer need to report a workplace injury? If an accident has caused the death

More information

Musical Theatre New Zealand Inc. Health & Safety

Musical Theatre New Zealand Inc. Health & Safety Musical Theatre New Zealand Inc. Health & Safety Health & Safety Today Health check of where you are at today: NO Paid Staff means you have a Duty of Care (general duty) to ensure volunteers are safe in

More information

ATTENDANCE POLICY. This policy applies to all members of staff with the exception of senior post holders.

ATTENDANCE POLICY. This policy applies to all members of staff with the exception of senior post holders. ATTENDANCE POLICY INTRODUCTION This policy applies to all members of staff with the exception of senior post holders. GENERAL PRINCIPLES Canterbury College has a duty of care to all its staff, and provides

More information

Equality and Diversity Policy July 2015

Equality and Diversity Policy July 2015 Equality and Diversity Policy July 2015 Policy Group: Equality and Diversity Procedure Number: 3.1 Procedure Title: Equality and Diversity Policy Author: Gail Crossman Date and current version: July 2015

More information

WORKPLACE ACCIDENT CLAIMS A GUIDE TO YOUR ENTITLEMENTS

WORKPLACE ACCIDENT CLAIMS A GUIDE TO YOUR ENTITLEMENTS WORKPLACE ACCIDENT CLAIMS A GUIDE TO YOUR ENTITLEMENTS This guide includes the following: Who is a worker? What is the Victorian WorkCover Authority? Who can make a WorkCover claim. When is employment

More information

Employment Law Guide

Employment Law Guide Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal

More information

How to make sure everyone is treated fairly at work. A guide to the Equality Act Easy read

How to make sure everyone is treated fairly at work. A guide to the Equality Act Easy read How to make sure everyone is treated fairly at work A guide to the Equality Act 2010 Easy read What is in this booklet page Equality Act 2010 About this guide 1 Who is the Equality Act for? 2 Different

More information

An easy to read guide to the Disability Discrimination Act

An easy to read guide to the Disability Discrimination Act An easy to read guide to the Disability Discrimination Act Introduction The Disability Discrimination Act is a law to help disabled people. It says disabled people must be treated fairly. The law also

More information

Volunteer Policy & Procedures POLICY AND PROCEDURES MANUAL FOR VOLUNTEERS

Volunteer Policy & Procedures POLICY AND PROCEDURES MANUAL FOR VOLUNTEERS Volunteer Policy & Procedures POLICY AND PROCEDURES MANUAL FOR VOLUNTEERS Contents 1. ACF Volunteer Policy 2. ACF Volunteer Procedures 1. Recruitment 1.1 Position descriptions 1.2 Initial contact 1.3 Registration

More information

What is Unfair Dismissal?

What is Unfair Dismissal? What is Unfair Dismissal? What is unfair dismissal? Unfair dismissal is when you are dismissed from your employment for reasons that are harsh, unjust, or unreasonable. It can also be unfair dismissal

More information

Canadian Pacific Railway

Canadian Pacific Railway Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values

More information

Policy wording. AMI Life Injury Insurance. What you need to know about your policy. When the insurance cover begins.

Policy wording. AMI Life Injury Insurance. What you need to know about your policy. When the insurance cover begins. AMI Life Injury Insurance Policy wording What you need to know about your policy Please read your policy wording and schedule carefully to ensure it meets your needs. If there is any error please contact

More information

THE CHARTERED INSURANCE INSTITUTE. Read the instructions on page 3 carefully before answering any questions.

THE CHARTERED INSURANCE INSTITUTE. Read the instructions on page 3 carefully before answering any questions. THE CHARTERED INSURANCE INSTITUTE P62 Diploma in Insurance Unit P62 Life, critical illness and disability claims April 2014 examination Instructions Three hours are allowed for this paper. Do not begin

More information

Workcover Guidelines on Injury Management Consultants

Workcover Guidelines on Injury Management Consultants 4210 SPECIAL SUPPLEMENT 28 September 2012 Workcover Guidelines on Injury Management Consultants Workplace Injury Management and Workers Compensation Act 1998 I, Julie Newman, the Acting Chief Executive

More information

Frequently Asked Questions about Service Animals and the ADA

Frequently Asked Questions about Service Animals and the ADA U.S. Department of Justice Civil Rights Division Disability Rights Section Frequently Asked Questions about Service Animals and the ADA Many people with disabilities use a service animal in order to fully

More information

CAN I GET A BLUE BADGE?

CAN I GET A BLUE BADGE? Appendix 1 Application for a Blue Badge Durham County Council Children and Adults Services Blue Badge Team PO Box 115 Green Lane, Spennymoor County Durham, DL16 9BX Tel: 03000 269 425 Email Bluebadgescheme@durham.gov.uk

More information

REASONABLE ACCOMMODATION FUND FOR THE EMPLOYMENT OF PEOPLE WITH DISABILITIES

REASONABLE ACCOMMODATION FUND FOR THE EMPLOYMENT OF PEOPLE WITH DISABILITIES REASONABLE ACCOMMODATION FUND FOR THE EMPLOYMENT OF PEOPLE WITH DISABILITIES ALL FÁS SERVICES ARE OPEN TO PEOPLE WITH DISABILITIES FÁS REASONABLE ACCOMMODATION FUND FOR THE EMPLOYMENT OF PEOPLE WITH DISABILITIES

More information

CAPABILITY POLICY. Date Impact Assessed: Version No: 1 No of pages: 20. Capability Policy Version 1 Page 1

CAPABILITY POLICY. Date Impact Assessed: Version No: 1 No of pages: 20. Capability Policy Version 1 Page 1 CAPABILITY POLICY Date Impact Assessed: Version No: 1 No of pages: 20 Date of issue: Distribution: Date of next review: Published: Page 1 Page 2 Page 3 CONTENTS 1 Introduction 5 2 Scope 5 3 Policy Statement

More information

Multi-Year Accessibility Plan

Multi-Year Accessibility Plan Multi-Year Accessibility Plan General Motors of Canada Limited 1908 Col. Sam Drive Oshawa, ON Canada, L1H-8P7 http://www.gm.ca GENERAL MOTORS OF CANADA LIMITED ACCESSIBILITY POLICY AND COMMITMENT STATEMENT

More information

Workers Compensation and Employers Liability (Lecture 13)

Workers Compensation and Employers Liability (Lecture 13) Workers Compensation and Employers Liability (Lecture 13) Overview of Lecture 13 (Chapter 9, CPCU 4) I. Introduction II. III. IV. Employers Liability Under Common Law State Workers Compensation Laws Workers

More information

Myths and Facts About People with Disabilities

Myths and Facts About People with Disabilities Myths and Facts About People with Disabilities Myths are roadblocks that interfere with the ability of persons with disabilities to have equality in employment. These roadblocks usually result from a lack

More information

Re: Inquiry into Australia Post s treatment of injured and ill workers

Re: Inquiry into Australia Post s treatment of injured and ill workers Re: Inquiry into Australia Post s treatment of injured and ill workers I became a night shift mail sorter at Delivery Centre working for 25 hours a week In the same month 2004 I obtained my bike license

More information

Factsheet Seven TERMINATION OF EMPLOYMENT

Factsheet Seven TERMINATION OF EMPLOYMENT Factsheet Seven TERMINATION OF EMPLOYMENT There are many different ways that your employment may end and each way has different legal requirements and implications. Resigning Your contract, Modern Award

More information

Redundancy & Redeployment Policy. Transformation & Human Resources

Redundancy & Redeployment Policy. Transformation & Human Resources Redundancy & Redeployment Policy Transformation & Human Resources Issued by HR Policy Team Effective from REDUNDANCY AND REDEPLOYMENT POLICY 1 General Principles Purpose 1.1 The purpose of the policy is

More information

The Equality Act: Guidance for small businesses. Understanding legal definitions of discrimination and unlawful behaviour in the Equality Act

The Equality Act: Guidance for small businesses. Understanding legal definitions of discrimination and unlawful behaviour in the Equality Act The Equality Act: Guidance for small businesses Understanding legal definitions of discrimination and unlawful behaviour in the Equality Act Understanding legal definitions of discrimination and unlawful

More information

Health and safety for disabled people and their employers

Health and safety for disabled people and their employers Health and safety for disabled people and their employers Page 1 Contents Health and safety for disabled people 3 Guidance for employers 3 Guidance for employees 6 The law 8 Frequently asked questions

More information

CASE STUDY. Baber v. York Region District School Board

CASE STUDY. Baber v. York Region District School Board FACTS: The Case CASE STUDY Baber v. York Region District School Board The teacher was employed as a secondary school teacher from September 2004 until the school board terminated her employment in September

More information

Factsheet Thirteen PARENTING & PREGNANCY

Factsheet Thirteen PARENTING & PREGNANCY Factsheet Thirteen PARENTING & PREGNANCY Pregnancy and parenthood are a part of life experienced by many women. A large number of these women are also employees. As a woman, a pregnant employee or a mother,

More information

Disability Standards for Education 2005

Disability Standards for Education 2005 Disability Standards for Education 2005 I, PHILIP MAXWELL RUDDOCK, Attorney-General, formulate these Standards under paragraph 31 (1) (b) of the Disability Discrimination Act 1992. Dated 17 March 2005

More information

INJURY AND ILLNESS MANAGEMENT POLICY 2015

INJURY AND ILLNESS MANAGEMENT POLICY 2015 INJURY AND ILLNESS MANAGEMENT POLICY 2015 The Vice-Principal (Operations), as delegate of the Senate of the University of Sydney, adopts the following policy. Dated: 16 December 2014 Position: Vice-Principal

More information

Pregnancy and Human Rights In the Workplace. A Guide for Employers

Pregnancy and Human Rights In the Workplace. A Guide for Employers Pregnancy and Human Rights In the Workplace A Guide for Employers Pregnancy and Human Rights In the Workplace A Guide for Employers For more information about this guide, contact: Canadian Human Rights

More information

EMPLOYER APPRENTICESHIP HANDBOOK

EMPLOYER APPRENTICESHIP HANDBOOK EMPLOYER APPRENTICESHIP HANDBOOK Welcome Apprenticeship at Start Training Welcome to Start Training and thank you for choosing us, we value our links with Employers and hope to have a long and beneficial

More information

Personal Injury Claims

Personal Injury Claims Dawn Cardwell - dcardwell@hamers.com Robert Holroyd - rholroyd@hamers.com Jeremy Rea - jrea@hamers.com Paul Richardson - prichardson@hamers.com Jim Wyatt - jwyatt@hamers.com Freephone: 0800 591 999 5 Earls

More information

Accommodating Workplace Issues Related to Mental Health

Accommodating Workplace Issues Related to Mental Health Accommodating Workplace Issues Related to Mental Health Vicky Satta Kevin MacNeill www.ehlaw.ca December 2, 2015 Session Overview Violence and Mental Health Balancing OHS and Human Rights obligations Specific

More information

Some Insurance Cases under the DDO Brief Summaries

Some Insurance Cases under the DDO Brief Summaries CB(1) 633/02-03 Some Insurance Cases under the DDO Brief Summaries Case 1 Company group insurance C was a very fat woman and gained employment with a company (A), which had a group insurance plan for its

More information

Employment Rights Under the Americans with Disabilities Act

Employment Rights Under the Americans with Disabilities Act DEVELOPED BY EQUIP FOR EQUALITY UNDER A GRANT PROVIDED BY THE ILLINOIS DEPARTMENT ON AGING DISCRIMINATION Employment Rights Under the Americans with Disabilities Act People with disabilities, including

More information

October, 2013. Executive Director Human Resources Approved by

October, 2013. Executive Director Human Resources Approved by Return to Work of Injured Employees Minimum Standard October, 2013 Contents 1 Executive Summary... 2 2 More Information... 2 3 Using this Standard... 2 4 Standard Provisions... 2 4.1 Identification of

More information