Employees can often face unexpected hurdles in their place of work. Or in Lisa’s case, on her path back to work after an extended period of suspension and non-work-related injury.
Lisa, a member of the NPAA Queensland branch, found herself on unpaid suspension due to non-compliance with Health Employment Directives. After the outcome of a disciplinary process, she received a reprimand.
8 months later Lisa’s line manager initiated discussions surrounding an opportunity to return to work on light duties.
Additionally, Lisa has a non-work-related injury that should have seen her return to work months prior supported by Income Protection Benefits. Lisa contended that her return was hindered by strict directives from management, preventing her from being on-site during her suspension period, delaying her return to work.
Faced with this bureaucratic impasse, Lisa reached out to NPAA for assistance.
Multiple emails were sent by Lisa’s assigned case manager seeking clarification and advocating for Lisa’s timely reinstatement. Attributed to a purported backlog of cases within the workplace no response was received.
With the support and guidance of NPAA Lisa sent in renewed physical capabilities forms to re-confirm her readiness to return to work. Lisa received her approval to commence light duties for a provisional month.
How is the NPAA so effective in defending members during workplace issues and disputes? Our experienced and professional case managers use our unique RED™ case resolution system.
Why is the NPAA different? We believe that real change in healthcare STARTS with empowering frontline nurses, not bureaucrats.
If you are a member of NPAA and need assistance with a workplace issue, please submit a member support ticket on your dashboard, or contact us at 1300 263 374 - hotline@npaa.asn.au
To find out more about NPAA and become protected today visit: npaa.redunion.com.au/join
The name of the member in this article has been changed for confidentiality reasons.