Employment with Coremind is conditional on the applicant being a fit and proper person and fully able to perform the inherent requirements of the position. When completing the pre-employment health declaration it must be in full knowledge of the position as outlined in the duty statement, and selection criteria. Read the documents carefully and discuss any queries that you may have prior to completing the form with the respective principal or manager.

The primary purpose of this pre-employment health declaration is to assist Coremind to ensure that no person is placed in an environment or given tasks that will result in physical or mental harm. It is not the intention of the pre-employment health declaration to deny a person employment solely because of disability or illness. The pre-employment health declaration does enable, where applicable, appropriate and reasonable action to be taken by Coremind to meet the provisions of Sections 41(1) and (2) of the Workplace Injury Rehabilitation and Compensation Act 2013 and Section 21 of the Occupational Health and Safety Act 2004.

Sections 41(1) and (2) of the Workplace Injury Rehabilitation and Compensation Act 2013 require disclosure to your employer of any pre-existing injuries or disease that you have suffered, or existing injuries or disease that you continue to suffer of which you are aware and could reasonably be expected to foresee, and could be affected by the nature of the proposed employment referred to above.

Section 21 of the Occupational Health and Safety Act 2004 states that an employer shall provide and maintain, so far as practicable, for employees a working environment that is safe and without risks.

Failure to make a disclosure, or the making of a false or misleading disclosure, may disentitle you to compensation pursuant to the Workplace Injury Rehabilitation and Compensation Act 2013 should you suffer any recurrence, aggravation, acceleration, exacerbation or deterioration of a pre-existing injury or disease arising from employment with Coremind. Coremind may rely upon any failure to disclose in accordance with the provisions of the Workplace Injury Rehabilitation and Compensation Act 2013 as grounds for denying compensation.

This pre-employment health declaration also assists Coremind to obtain information to enable it to meet its obligation under the Equal Opportunity Act 2010 to make reasonable adjustments for an employee or prospective employee in order to perform the genuine and reasonable requirements of the employment.

Privacy Notice: The collection and processing of this information is in accordance with the Workplace Injury Rehabilitation and Compensation Act 2013, Occupational Health and Safety Act 2004 and Equal Opportunity Act 2010.

The completed pre-employment health declaration form will be retained on your personnel file. Where employment is not taken up, for whatever reason, all documents relating to your application will be retained for six months after the finalisation of any appointment appeal and then destroyed.

Coremind may disclose some of your personal information, as applicable, to an independent medical examiner should Coremind require an assessment of your suitability for employment and fitness for duty. Your health declaration may be also disclosed to Coremind’s workers’ compensation insurer should you submit a workers’ compensation claim.