“If my normal rostered working day falls on a day when my clinic is closed for a public holiday, my practice must roster me on to another day to make up for the lost time.”
If you would normally be rostered to a day on which a public holiday falls, but the practice is closed, then you should not have to work additional days.
Furthermore, you should receive your base hourly rate of pay, as paid public holiday leave, for this day as per any other employee.
“I have completed all my training requirements and passed all my exams. This means that I am able to work in general practice as a GP contractor immediately.”
Until you are formally vocationally registered (VR) you can not work as a contractor in general practice.
“As GP registrars are employed on fixed-term agreements they cannot resign from their training placement but must complete the duration of their contract.”
In general, as an employee GP registrars are able to resign during a training placement, but there is an expectation in the NTCER that discussions should have occurred between the registrar and training practice on the issues leading to the decision to resign. The college would also need to support the registrar’s intention to terminate their employment with their training practice.
“I only get paid for being on-call if I attend a consultation, even if I end up taking work phone calls.”
An allowance for “being available” is optional and is set by the practice. If other doctors of the practice are paid an “on-call allowance”, then the registrar should also receive payment.
“A practice can deduct GST from a GP registrar’s billings.”
GP registrars employed as per the NTCER should not have GST deducted from their Medicare billing payments or salary.
“I’ve only just started at my practice and needed to take a personal leave day because I was ill. This will have to be leave without pay because I haven’t accrued any sick leave.”
Personal leave can be taken in advance, with up to six months of paid personal (sick/carers) leave entitlements available from the start of each training term.
“I am a full-time GP registrar so why am I being paid as a part-time GP registrar?”
The short answer is that full-time training is not necessarily the same as full-time employment.
“GP registrars are not required to work weekends.”
Weekend work is considered to be a normal part of general practice and Saturday morning (8am – 1pm) is actually within the ordinary span of hours (as per NTCER cl. 10.5).
“It is okay to start working at the practice now, all the paperwork (your employment agreement) will get sorted out later.”
GPRA recommends to always have a written employment agreement in place, signed and dated by you and your employer, BEFORE starting work with a copy retained for both parties for your records.
“It is fairer for training practices to pay the registrar’s percentage billings on a 13-week cycle.”
A common misconception is that it is fairer for training practices to pay the registrars percentage billings on a 13-week cycle. In fact, in relation to billing cycle interval, the 2017 GPRA benchmarking survey showed that less than 30% of training practices are using a 13-week billing/receipts cycle.
“If a GP registrar is being paid above the NTCER, they are being overpaid.”
A common misconception is that if a GP registrar is receiving terms and conditions of employment above the National Terms and Conditions for the Employment of Registrars (NTCER) minimum, they are being overpaid. This is not true.
“There is no need for a GP registrar to negotiate their employment agreement.”
A common misunderstanding is that, because GPRA negotiates the National Terms and Conditions for the Employment of Registrars (NTCER) with General Practice Supervision Australia (GPSA), there is no need for GP registrar to also negotiate their employment agreement with their training practice. This is not the case.
GPRA does not provide professional legal, accounting, financial, taxation or employment advice or any other advice of a professional and expert nature; information provided by GPRA is of a general nature only; if members wish to obtain such professional advice on any matter raised by them with GPRA, they are encouraged to consult an independent suitably qualified expert. Before receiving advice from GPRA, all members should read the full disclaimer.