Outlines the process for
ill health retiring employees who are unable due to a mental or physical illness or disability to perform the duties of their substantive position, for the foreseeable future. Applies to permanent staff employed by the Department of Education and Training.
Please note: the process for employees to apply for a Disability Pension from
QSuper is separate to this procedure.
Part 7 of the
Public Service Act 2008 (Qld) contains provisions whereby the chief executive (or delegated officer) may retire any employee from the public service in the event the employee is medically incapable of performing the inherent requirements of his/her position.
The procedure provides details of the requirements and process to be followed to ill health retire an employee from the department. It does not provide the process to direct an employee for an independent medical examination under Part 7 of the Public Service Act 2008 (Qld). Please see the Management of Staff Independent Medical Examinations procedure and the
PSC Guideline: Mental or physical incapacity – Part 7 of the
Public Service Act 2008 (Qld) for details on obtaining a medical examination under Part 7 of the
Public Service Act 2008 (Qld).
Prior to considering the ill health retirement of an employee, the following avenues must be fully explored:
Principals and Managers
Workplace Rehabilitation and Return to Work Coordinator, School Cleaning Advisor
Senior Injury Management Consultant
Assistant Director-Generals, Executive Directors, Regional Directors, Institute Directors, Regional Human Resource Managers and Institute Human Resource Managers
Director, Workforce Relations
Organisational Safety and Wellbeing Unit
Principal Human Resource Consultant
Director-General, Associate Director-General (Operations), Assistant Director-General (Human Resources), Executive Directors (Human Resources) and Director, Organisational Safety and Wellbeing Unit
Ill Health Retirement
The officer who has delegated authority to consider and decide to ill health retire an employee.
Ill Health Retirement (IHR):
The retirement of an employee as a result of a medical condition that prevents them from safely performing duties of their substantive position for the foreseeable future, despite the consideration or provision of reasonable rehabilitation or reasonable adjustment. An employee is retired under part 7 of the
Public Service Act 2008 (Qld).
Criteria for Ill Heath Retirement
It is important to note that an ill health retirement is not voluntary. It is the department’s decision to obtain a part 7 assessment and it is the department’s decision whether ill health retirement is the appropriate outcome following a part 7 assessment.
Independent Medical Specialist:
A specialist that has not provided treatment to an employee. A specialist may still be used by the department to provide an independent medical report, even if they have previously provided an independent report for QSuper or WorkCover.
Notice of Further Consideration (Health Reasons):
A Notice of Further Consideration (Health Reasons) is an internal departmental mechanism to monitor applications by former employees seeking to return to work following a period of separation due to ill health. The notice does not prevent an applicant from gaining employment, or being considered for employment with the department, however it does require departmental staff ensure applicants undergo appropriate investigations prior to re-employment. This is to ensure that the department will not be placing an employee, or others, at a risk of injury should they be re-employed.
Permanent Disability Benefit: includes -
A modification or adjustment to a job, employment practice or work environment to ensure equal opportunity for people with a disability that is permanent or likely to be permanent.
Resigning for Reasons of Ill Health:
The voluntary resignation of an employee due to medical reasons.
If the employee has been employed by the department for greater than 7 years, they are eligible for their long service leave to be pro-rated if they have a significant medical condition, however not one significant enough to warrant ill health retirement. This is generally determined by a medical report from their treating medical practitioners.
A managed process coordinated by an employer, in collaboration with the employee, their medical practitioners and their workplace, to assist an employee return to work in a timely manner following an injury. This process should be goal driven and involve early intervention, followed by appropriate, adequate and timely services provided to the employee, based on their assessed needs.
For further information, please contact:
Principal Human Resource Consultant (Injury Management)Organisational Safety and Wellbeing UnitPhone: (07) 3513 6554
Senior Human Resources Consultant (Injury Management)Organisational Safety and Wellbeing UnitPhone: (07) 3513 6555
Uncontrolled copy. Refer to the Department of Education Policy and Procedure Register to ensure you have the most current version of this document.
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