the member is to be reimbursed for the loss of shift penalties and/or work related other allowances. The reimbursement is based on the average of any shift penalties and / or other work related allowances for the preceding 6 months or, if the period of shift work is less than 6 months, the average for the period worked. 4.5 Suspension of visiting practitioners The provide that an organisation may suspend the appointment of a visiting medical officer where it is considered necessary in the interests of the hospital to which the visiting medical officer is appointed. The suspension of any visiting practitioner is without pay. Note that the provides for an appeal mechanism for visiting practitioners whose appointment is suspended. 5 INVESTIGATION The purpose of an investigation An investigation is a formal process of collecting and analysing all available relevant information to ascertain in order to make findings. An investigation precedes, and is separate from, any final decision by a decision-maker about whether to accept or not accept findings, and about whether and what further action (disciplinary or other) is required. The purpose of an investigation is to determine whether: The alleged or suspected misconduct has occurred and, if so, to put forward findings to that effect The substantiated conduct breached expected standards, or relevant policies or legislation There are any extenuating circumstances or other contributing factors that may need to be considered. An investigation need only occur into potential misconduct where there is uncertainty about the relevant facts. Even where no investigation is necessary, the decision-making process set out in Sections 7 and 8 of these Procedures should be followed. The requirements of any additional relevant policies identified during the initial review must also be complied with (). Any investigation must be completed as expeditiously as possible without compromising procedural fairness. If a matter has been referred to an external regulatory or investigative body, ongoing liaison with that body must occur to coordinate, as appropriate, the timing and conduct of any internal investigation with any action being undertaken by the external body (see also Section 2.2 re serious criminal allegations and child-related allegations). A flowchart of the investigation process is provided at . The following publications also provide guidance on conducting internal investigations: NSW Ombudsman: ICAC's - search for ‘Fact finder’ at .
application must be endorsed by the Ministry of Health’s Director, Workplace Relations before implementation. Where the contract of a visiting practitioner with one Health organisation is terminated following a finding of misconduct, any other Health organisation(s) where the visiting practitioner holds a contract must be advised of the termination to allow them to assess and manage any risks arising from the finding(s) for the other organisation. (See also current NSW Health policy on the .) Finalising the process Once any investigation and all decisions findings and further action are finalised, any relevant final internal and external notification requirements as outlined in legislation and relevant policies must be attended to, including the NSW Health (). Appropriate records of all stages of the process (including the initial review and any interviews) and outcomes must be kept. All documentation must be managed in line with State Records NSW requirements for keeping personnel records () and kept on a dedicated and confidential file, separate to a staff member’s personnel file ().