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Thread: IOD Payments to Employee

  1. #1
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    IOD Payments to Employee

    We have an employee who was injured on duty today, 24/12/2018. It is pretty serious and he will probably be off work for several weeks. We will pay him at 75% of his daily rate during this time and then claim this back once he is fully recovered and returned to work - but my question is how do we handle the public holidays that are coming up? Do we pay him 75% for the public holidays as well? The Compensation Commissioner states that the IOD days must be consecutive so we are a little confused and don't want to pay him 75% for today and then a full daily rate for the 25th and 26th and then start again with 75% for the 27th, 28th and 31st and then a full daily rate for the public holiday on the 1st January 2019. If there is someone who has had a similar situation and is able to assist we would appreciate your input. Thanks so much!

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    Hi Wendy

    We have always adjusted the pay to 75% regardless of public holidays , and never had a comeback .

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    Wendy Nicol (26-Dec-18)

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    Thank you - I appreciate the feedback. I was leaning toward this option but wanted to be able to tell the employee, with confidence, that this is the correct way to handle the public holidays.

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    Quote Originally Posted by GCE View Post
    Hi Wendy

    We have always adjusted the pay to 75% regardless of public holidays , and never had a comeback .
    Whilst this may be satisfying labour laws of the country, it seems so unfair. had he had that same injury sayin february then he would have got 100% pay for those public holidays.

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    Hi Flaker

    Not sure how you see it as unfair due to public holidays - The person would have received 75% salary for the month of Feb or the month of December equating to the same thing - The fact that some of the days are public holidays has no real relevance.

    IOD's have a habit of bringing the worst out in me as the majority of time it could have been avoided if the employee had just used a little bit of common sense.
    As an employer you are penalized with the possibility of increased % on your next submission and losing a no claim refund , while the employee sits at home getting paid and accumulates leave. I have come close to refusing to accept one or two so called IOD's and rather tell the employee that it is stupidity and it will be unpaid leave with the medical expenses for his costs.

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