Letter Of Agreement Template

Friday, February 12th 2021. | Sample Templates

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Compliance Update for Employer’s Mandatory Vaccination Policy Compliance Update for Employer’s Mandatory Vaccination Policy The activity around COVID-19 vaccinations has not abated. The trend (at this stage) is indicating an increasing number of businesses continuing to push ahead with mandatory compliance via their own policy.   The activity around COVID-19 vaccinations has not abated. The trend (at this stage) is indicating an increasing number of businesses continuing to push ahead with mandatory compliance via their own policy.   How to respond to non-compliance with a Mandatory Vaccination Policy How to respond to non-compliance with a Mandatory Vaccination Policy Provided your organisation’s Mandatory Vaccination Policy is considered reasonable, a failure to comply with that Policy shouldn’t be much different to how a business ordinarily treats other serious breaches of their policies. Provided your organisation’s Mandatory Vaccination Policy is considered reasonable, a failure to comply with that Policy shouldn’t be much different to how a business ordinarily treats other serious breaches of their policies. Key aspects to obtaining ‘reasonableness’ will commence with the initial consultation and implementation process. Consultation must comply with the consultation, cooperation and coordination requirements in the applicable WHS Act and should also address any applicable EA/Modern Award requirements (even if not specifically required). Consultation must be objectively based. A clear way to do this is through a genuine Risk Assessment, providing technical guidance from applicable Regulators and Public Health Officials, and supplementing the above with your own FAQS and feedback mechanisms (eg meetings and online forums). Address any concerns as you go and don’t be afraid to make reasonable amendments. Key aspects to obtaining ‘reasonableness’ will commence with the initial consultation and implementation process. Consultation must comply with the consultation, cooperation and coordination requirements in the applicable WHS Act and should also address any applicable EA/Modern Award requirements (even if not specifically required). Consultation must be objectively based. A clear way to do this is through a genuine Risk Assessment, providing technical guidance from applicable Regulators and Public Health Officials, and supplementing the above with your own FAQS and feedback mechanisms (eg meetings and online forums). Address any concerns as you go and don’t be afraid to make reasonable amendments. Once your Policy has been properly consulted upon, make sure you confirm its final application and operative date. This will provide clear evidence of the end of the consultation process Once your Policy has been properly consulted upon, make sure you confirm its final application and operative date. This will provide clear evidence of the end of the consultation process If an employee then fails or refuses to comply with the Policy we recommend you issue a written direction to comply with the Policy. The value of the written direction is that it enables the employer to clearly set out what is required and will defeat most claims of employees claiming “they didn’t understand what the Policy meant”. The more details the better when issuing such a direction. If an employee then fails or refuses to comply with the Policy we recommend you issue a written direction to comply with the Policy. The value of the written direction is that it enables the employer to clearly set out what is required and will defeat most claims of employees claiming “they didn’t understand what the Policy meant”. The more details the better when issuing such a direction. Finally, if the employee continues to fail or refuse to comply with the Policy and now the written direction we recommend that you proceed to a show cause process – where the employee will be given a final opportunity to demonstrate why their employment shouldn’t be terminated. Finally, if the employee continues to fail or refuse to comply with the Policy and now the written direction we recommend that you proceed to a show cause process – where the employee will be given a final opportunity to demonstrate why their employment shouldn’t be terminated. To assist in the above process we have created for Retainer Clients a template suite consisting of: consultation letter, confirmation letter, written direction and show cause letter. To assist in the above process we have created for Retainer Clients a template suite consisting of: consultation letter, confirmation letter, written direction and show cause letter. *NB All templates should be tailored to suit your organisation’s specific circumstances. *NB All templates should be tailored to suit your organisation’s specific circumstances.

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