It is difficult to defend applications for an extension of time and this was an example of a case that crosses the line.

Based on this case, employers could have solid grounds to deny liability to pay compensation for medico-legal reports.

Employers should look to a risk-based approach to controlling the risk of COVID-19 contraction in their workplace.

An employee cannot continue to seek liability for compensation claims that have previously been denied.

FC asked to decide whether the AAT erred in its findings that employer had no present liability to pay compensation.

Treatment must have a long term benefit to be considered to be reasonably required for the purposes of compensation.

Tribunal considered ongoing liability in respect of an ongoing psychological condition that was sustained at work.

The Tribunal was asked to consider ongoing liability to pay compensation to an employee for a 1993 lower back injury.

The decision has jurisdictional significance, particularly to licensees that employ workers on a fly-in fly-out basis.

The Tribunal considered the reasonableness of expenses claimed by a medical clinic for compliance with a summons.

Liability was apportioned between the VMO, Dr.Brown, and the hospital on an 80/20 basis in favour of the hospital.

We discuss Chin v Comcare [2017] AATA 634 (10 May 2017).

Article discusses case that considered the reasonable administrative action defence.

The Administrative Appeals Tribunal provides an avenue for parties to have these reasonable costs determined.

Her Honour was not satisfied that the expert report, with other evidence, established a right of action in negligence.

The Tribunal's decision is relevant for all employers who have employees with pre-existing psychological conditions.

When a worker is offered alternative duties but resigns, employers need to prove retirement is not related to the injury.

False perceptions about the employer's motivations can be hard to fit within the category of strong contributing factors.

The test of when the work injury arose out of employment only required that the worker be ordered to be at that place.

Article discusses the differences between the previous guidelines & new guidelines for rehabilitation authorities.