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A misconduct allegation can put a nurse's job at risk before any of the facts have been tested.
Our member faced a misconduct allegation. The employer brought in an industrial relations consultant and was moving to termination.
The member's NPAA case manager attended the meeting. They argued that this was an allegations meeting, that procedural fairness applied, and that the allegation did not meet the threshold for serious misconduct.
When the employer tried to stop the case manager speaking, they set out the relevant provisions and held their right to take part as the member's case officer.
The employer dropped termination and issued a warning instead. The member kept their job. From first contact to that outcome took two days.
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
No identifying details of the member, their employer or their workplace appear in this article.