A worker whose psychological injury became incapacitating after her employer refused to reclassify her sick leave has been given another chance to seek compensation, in a full Federal Court case examining the application of administrative action exclusions.
Guided problem-solving meetings between workers with common mental disorders and their managers can reverse any "mismatch" with the work environment, significantly reducing sick leave and improving return-to-work times, Swedish researchers have found.
Coronavirus controls and restrictions have been stepped up across the country, with exemptions for certain workplaces and workers, while the ACTU's "name and fame" list of businesses providing special paid sick leave to staff is rapidly growing.
NSW has issued advice on commuting safely to work during the COVID-19 pandemic, while both NSW and Victoria have introduced tough penalties for those who breach new isolation orders, and Western Australia has announced special leave arrangements for public servants affected by the coronavirus, in a bid to maintain safe working environments and reduce the spread of the disease.
Employers have been urged to ensure workers diagnosed with or suspected of having COVID-19 don't have a financial incentive to avoid self-isolating and go to work, exposing their colleagues and community members to the risk of infection.
Safe Work Australia has outlined a range of actions employers should take to satisfy their WHS duties pertaining to coronavirus, while Comcare has detailed circumstances in which COVID-19 could be linked to employment under workers' comp laws, and the Attorney-General has flagged a "range of potential responses" to COVID-19 issues affecting work.
Employers have been urged to consider workplace interventions to improve the health of workers with prescription opioid use disorder, who require significantly more sick leave than those with other types of injuries and illnesses.