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Testimonials

Just wanted to drop a quick note and say thank you so much for organising our Extended DISC workshop a couple of weeks ago. We found it to be so valuable both from a small business perspective as well as individually understanding ourselves, our staff and by extension our clients and how we interact together.

The workshop was informative, entertaining and flawlessly presented. Having done numerous training days in my life, I have never seen a group so thoroughly engaged in the content as our staff were on this day. Thanks for the BEST training and staff bonding day we have ever undertaken!

- Leanne Rayner; First National Rayner Bacchus Marsh

FAQ - Statutory Declarations – Do they have to be accepted?

SICK

As an employer, can you opt not to accept a statuary declaration, pharmacy certificate if it is written into a company leave policy or your employee handbook?

No. Under the National Employment Standards (NES), the evidence provided by an employee to support the requirement to take personal leave must satisfy a reasonable person. Such evidence may include a medical certificate or statutory declaration.

Any provisions within a workplace policy which provide that statutory declarations will not be acceptable evidence would not be enforceable.

In the event that an employer does not reasonably believe the evidence provided is truthful, they can dispute its legitimacy, but they would need to have strong evidence to suggest that the evidence is illegitimate.

Information in HR Advice Online guides and blog posts is meant purely for educational discussion of human resources issues. It contains only general information about human resources matters and due to factors such as government legislation changes, may not be up-to-date at the time of reading. It is not legal advice and should not be treated as such.

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