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It is a rare work environment where a difficult
situation between staff has not been experienced and hopefully
resolved. It is important for the practice to have ways of managing
disagreements and conflict in the workplace to help achieve a
positive work environment and successful business.
The objective of any dispute resolution process is to minimise
the damage or fallout to both the practice and staff. Every
practice should have a designated dispute resolution officer who
staff know they can talk to about concerns, without negative
consequences. Be sure to clarify with the staff member that they
do, in fact, want the matter addressed with the other person and
are not just letting off steam.
There are dispute resolution services, resources and policies
available from the Australian Medical Association in each state.
Obviously every situation is different and should be considered as
early as possible in the process as to how serious it is and
whether or not outside assistance is required.
Conflict is a process, not a product. As conflict is the process
of expressing dissatisfaction, disagreement or unmet expectations,
consider the following conflict management options to facilitate
resolution of these problems. Here are some commonly used
If the conflict is unable to be resolved even after resorting to
the dispute resolution guidelines, which include a process for
resorting to outside help, then you may consider seeking help from
Avant or other outside agencies including Fair Work Australia.
Avant offers a telephone advice service for its members. Members
may also be entitled to legal advice and assistance for a variety
of employment related disputes.
Watch our webinar and earn CPD points Contracts, conflicts and compensation: Providing medical services to WA industry