Page 47 - My Clinic Employee Handbook Draft V.1

3.7.3 Eligibility for training
To be eligible for training, employees must;
a. Be a Company employee for the duration of the training
b. Have completed their probationary period, unless waived by the Company
c. Not be under disciplinary action during training, unless waived by a MANAGER
d. Maintain job standards or minimum of average performance, unless waived by a MANAGER
e. Participate in a regular review during and/or after training with a MANAGER

Inductions and Health and Safety Training are excluded from the above criteria.

3.7.4 Allowable Expenses (Training)
a. Must be supported by records and receipts, agreed in advance with a MANAGER
b. Course fees and/or tuition and examination fees
c. Travel by public transport or personal transportation based on mileage over shortest route, parking
when necessary
d. Lodging and meals where necessary and reasonable

3.7.5 Conditions
Training and development is deemed to be an investment with an expected return to both the employee and
the
Company. When an employee does not receive the required standard, the Company may discontinue any further
planned training. When an employee participates in training without prior approval, approval and
reimbursement is not automatic. All participants attending approved courses must complete and return the
relevant documentation to a MANAGER.

3.8 MAKING A PROTECTED DISCLOSURE

The company is committed to ensuring that employees are aware of their rights and responsibilities in relation
to disclosures.

In line with legislation, all employees who make a protected disclosure of relevant information will have legal
protection from being penalised as a result of making that disclosure. In order to benefit from this legal
protection, the employee must show that they had a reasonable belief that a relevant wrongdoing had occurred,
or was likely to occur, and that this relevant wrongdoing came to their attention during the course of their
employment.

3.8.1 Relevant Wrongdoings
Certain disclosures afford employees some protection under law, definitions of relevant wrongdoings for the
purpose of this are;

a) That an offence has been, is being or is likely to be committed;
b) That a person has failed, is failing or is likely to fail to comply with any legal obligation, other than one
arising under the workers contract of employment or other contract whereby the worker undertakes
to do or perform personally any work or services;
c) That a miscarriage of justice has occurred, is occurring or is likely to occur;
d) That the health and safety of any individual has been, is being or is likely to be endangered;
e) That the environment has been, is being or is likely to be damaged;
3.8.2 Disclosure Criteria
The disclosure must be where the employee believes
a) That the disclosure relates to a relevant wrongdoing as defined in 3.8.1 above
b) That the information disclosed, and any allegation contained in it, are substantially true.

If these criteria are fulfilled, the employee is not liable for damages by making a disclosure and nor shall they be
penalised by their employer for having done so.

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