Queensland Health manager faces commission after paying part-time employee a full-time wage

A Queensland Health business manager, who paid an employee a full-time wage for part-time work, has sought to appeal findings of “inappropriate” behaviour.

The Sunshine Coast University Hospital. Pic Jono Searle.

A Queensland Health business manager has successfully appealed findings she awarded a “highly inappropriate employment arrangement” to an employee after a commission found investigations lacked procedural fairness.

The Queensland Industrial Relations Commission documents stated the employee was working as a business manager for Sunshine Coast Hospital and Health Service when she allegedly knowingly employed another staff member to work part-time hours while receiving full-time pay.

If the allegation the business manager knowingly agreed to the “inappropriate” arrangement it would be in breach of public sector regulations.

The business manager claimed there was not sufficient evidence provided and Queensland Health’s investigations into the allegations were flawed due to large periods of time lapsing between statements.

According to the commission documents the chief operating officer at SCHHS found the business manager promised the employee a full-time wage despite agreeing she could work part-time hours.

“I am though, also satisfied (the part-time employee) was promised ‘a pot of gold’ in the form of an AO4 position through a highly unusual and highly inappropriate employment arrangement which, I am confident on the preferred evidence before me, that you offered her,” the delegate stated in the documents.

“I am further satisfied that this was more than likely at the behest of (a senior employee), who is generally described as ‘intimidating’.

“However, you did not have to accept this direction and my expectation would have been for you to raise those through appropriate channels.”

The documents state the business manager believed the arrangement was “unconventional” but contested she was aware the employee was being paid for hours not worked.

Commissioner, Roslyn McLennan, found the business manager had been denied procedural fairness during investigations into the allegation, after the part-time employee’s evidence was never put to the business manager directly.

“It is a fatal flaw that renders the disciplinary finding process ‘unfair’,” Ms McLennan said.

Ms McLennan stated the allegation against the business manager was ultimately not substantiated.