Employers have responsibilities arising from the Health Professions Act to report unprofessional conduct to the College as soon as reasonably possible. This includes if their employee is suspended, is terminated or resigns as a result of what the employer believes to be unprofessional conduct.
In addition, an employer must report conduct that they believe is sexual misconduct or sexual abuse of a patient or client as soon as possible to the College. When an employer submits notice of a suspension, termination, resignation or sexual abuse/sexual misconduct, it will be treated as a complaint by the Complaints Director.
Often people may ask what is defined as employment, as the nature of speech-language pathology and audiology could include short-term or long-term contracts, volunteer hours in a school or the community or multiple part-time employers in different clinics.
Employment is not just paid work. The Health Professions Act defines employment as providing professional services either on a full time or part time basis, either paid or unpaid …
♦ employee, ♦ consultant, ♦ contractor, or ♦ volunteer.
This responsibility arises from section 57 of the Health Professions Act. Importantly, there are potential consequences defined within the Health Professions Act if unprofessional conduct is not reported to the College, including a potential fine up to $4000. ACSLPA encourages all employers to review, and abide by, their mandatory reporting requirements.
The information on this page should not be considered as legal advice and is intended to provide general information on the complaints process. ACSLPA encourages you to seek legal advice if you wish to do so.