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September update of latest COVID-19 initiatives.
ATO JobKeeper 2.0 guidance surfaces
Expats Return to Australia – Travel Expenses
Profession to be relied on for post-JobKeeper turnover certificates
Update of Superannuation contribution rules from July 1, 2020
Expats & COVID-19 Impacts on tax residency
Economic recovery could be slower than anticipated: RBA
High Court rules in favour of employers on personal leave accruals
JobKeeper Phase 2 - Latest Update
Payroll Tax 2020 concessions and JobKeeper
High alert issued over myGov tax time scam
Extended director penalty regime to catch out ‘zombie companies’
SG amnesty deadline - 7 September
‘Hundreds’ to be contacted in ATO early super compliance blitz
90,000 SMEs to benefit from new JobTrainer program
Work Related expenses – 2020
‘Everyone is now on notice’: ATO acquires COVID-19 data on 3m Aussies
Extra Tools & Resources for our clients.
Year End Tax Deductions – “equipment”
Home Office Claims 2020
Early release of super sees ‘high take-up’
Tax time 2020: ATO homes in on rental deduction claims
ATO announces Div 7A COVID-19 assistance
‘HomeBuilder’ grants now available.
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Articles
Employee Christmas Parties and Gifts – Any FBT?
Salary Sacrifice - An introduction
8 Financial Tips For Young Adults
Merry Christmas and Happy New Year
Age Pensions
Commonwealth Seniors Health Card
Failure to Provide Alternative Duties Does Not Amount To Disability Discrimination
Tips For Buying The Perfect Investment Property
Failure to Provide Alternative Duties Does Not Amount To Disability Discrimination
.

Is an employee obliged to always find alternate duties for injured workers?

Workers compensation rules will normally require return to work arrangements, but what if the injury is not work related?

A coal worker in New South Wales was not satisfied that his employer was providing alternative work and claimed discrimination after he injured his shoulder whilst on annual leave.

The NSW Administrative Decisions Tribunal rejected his claim.

They decided that there was no requirement in terms and condition of his employment that required alternative duties given that the injury was non-work related.

There was no indirect discrimination particularly given the employers view that there was a reasonable risk that the worker could sustain further injury and then expose the employer to workers compensation claims and occupational health and safety claims.

 



19th-November-2010