Magazine Issue

STRIDE: December 2022

Welcome to the December edition of our digital STRIDE magazine. Enjoy exploring this issue's hot topics and latest news!

The Australian Podiatry Association reserves the right to edit material for space and clarity and to withhold material from publication. Individual views expressed in this publication are not necessarily those of the Association and inclusion of product or service information does not imply Association endorsement unless specifically stated. STRIDE for podiatry is the official monthly publication of the Australian Podiatry Association Limited. STRIDE for podiatry is copyright and no part may be reproduced without written permission from the Australian Podiatry Association. ©2019 AUSTRALIAN PODIATRY ASSOCIATION, 89 Nicholson St, East Brunswick, VIC 3159, P (03) 9416 3111 W The Australian Podiatry Association would like to acknowledge the traditional owners of all the many Aboriginal and Torres Strait Islander Nations that make up the great continent of Australia. We would like to pay our respects to the Aboriginal and Torres Strait Islander elders past and present, also the young community members, as the next generation of representatives.

In this issue

From the President

From the President

The media seem to be focussing on ‘the quiet resignation’ within health care. So, has this made us question our work and worth?


How do we measure our collective worth as a profession? Is it tertiary entrance difficulty? Size of profession? Average wage?  Or recognition through national registration? Recognition of a specialty? Or endorsement for scheduled medicine?


Or does it come down to how easily you can liaise with medical colleagues, or the use of medical language in letters of communication, or working in a health-based team? Often the subtle measures of relationships reflect the hard reality, rather than just ascribing a fiscal value.


This line of thinking also begs the question: How much do we secretly measure our professional worth through external broadcast mediums? Be it the traditional media or a meme on social media? Alternatively, how much credence do we give the opinions of others – such as a random person who has not actually had an interaction with a podiatrist or podiatry, or a patient who will often be grumpy through their pain?


The lens through which we choose to view our world is our choice.  Do we value our work only by our financial remuneration, or is there a deeper value to working within health care? While working in a team environment is more productive than alone, we see many podiatrists remain working in isolation or in very small teams. This is why collaborative events such as our National Conference are so important in delivering much needed support and perspective.


Do we then view other health care professionals as potential team players, or as opposition? Have we truly embraced what it means to partner with health consumers?


Our business model, like everyone’s, was disrupted by the pandemic. Now we need to re-evaluate the lens we see through, focussing on those elements that continue to bring work satisfaction.  Podiatry is unique, given its high level of regard in professional training and registration. This is why supporting your professional body is so important; we are your voice. The more we engage and support podiatry promotion, the louder our voice.


We all need to have work satisfaction, otherwise it’s not worth pushing through day-after day.  Some days the reward is financial, and other days it’s in a gift of eggs or produce, or occasionally flowers and chocolates.  Do we listen when people say thank-you for our services and reflect on the improvement we’ve made to their health and well-being?


My hope is that the end of year, and this festive period, gives us cause to reflect on this time of thanks – from your clients, co-workers and colleagues. Thank-you for being part of APodA throughout 2022.


Ainslie Davies

Ainslie Davies, President

Why you should read the workforce summit report


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Q1. What does the Ahpra website say on this issue?

The Australian Health Practitioner Regulation Agency (Ahpra) website says:

Registration standard: Endorsement for scheduled medicines – Effective 1 August 2018

To meet the requirements for this pathway you must provide evidence that you hold one of the following qualifications:

  1. an approved qualification for endorsement for scheduled medicines, or
  2. another qualification that the Board considers to be substantially equivalent to, or based on similar competencies to, an approved qualification for endorsement for scheduled medicines.


Q2.  What is an ‘approved qualification’?

If we look at option 1 above, just what does an ‘approved qualification’ mean in this context?


The Podiatry Board states that an approved qualification  is “obtained by completing a podiatry program of study that has been accredited by the accreditation authority for the podiatry profession, and subsequently approved by the Board as providing a qualification for the purpose of endorsement for scheduled medicines under Pathway A of the Registration standard: Endorsement for scheduled medicines.”


You can learn more background from the Podiatry Board of Australia.

Q3. I’m a recent graduate, does that mean I qualify under ‘Pathway A’?

As a recent graduate it is likely that part of your undergraduate studies meets the Podiatry Board of Australia’s ‘approved qualifications’ requirement for you to start pathway B.  University courses are not yet designed to meet the pathway A requirement.

Q4. Where can I find more information on Pathway A compared to Pathway B?

Head to this Frequently Asked Questions page, which contains more relevant information on Pathway A. Or check out this explainer video, which contains information on Pathway B.

Q5. Where can I deep dive into this issue further?

Dr Kristin Graham from the University of South Australia wrote an article – which was published here in the Journal of Foot and Ankle Research. It maps out the endorsement for scheduled medicines process for podiatrists.


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Want to help your patients quit smoking?

The updated Code of Conduct

Sports podiatry in America: the role of podiatry in professional sport in the USA


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The impact of social isolation and loneliness in older clients

Year in review

The first thing to note is that there is no such thing as a ‘permanent casual’. This is a common misconception, but an employee is either one or the other, not both. A part time employee is a ‘permanent employee’ while a casual employee is, of course, casual.

Modern awards clarify how both casual and part-time employees must be engaged under that award. For most employees in a podiatry business, the relevant award is the Health Professionals and Support Services Award 2020, which states that a casual employee:

  •   Works on an hourly basis
  •   Can work up to and including 38 hours per week
  •   Is paid a 25% loading
  •   Must be engaged for a minimum of three hours each time they work.

Meanwhile, a part-time employee:

  •   Works less than 38 hours per week on a regular and systematic basis
  •   Must have a set number of hours per week, as well as set days and times at which those are worked.  These hours need to be agreed upon in writing before the employee commences employment.
  •   Can only work additional hours (up to and including 38) by written agreement.

Further differences between casual and part-time employees include:

#1 Job security

A casual employee should have no expectation of ongoing work. Rather, their work is more intermittent and they should only be engaged on an “as-needs” basis. A genuine casual employee should not be expecting to receive regular hours each week.

In comparison, a part-time employee should have agreed hours and days of work and there should be a clear expectation of an ongoing employment relationship.

#2 Paid leave

A part-employee is entitled to paid annual leave, as well as paid personal/carer’s (sick) leave. A casual employee is not entitled to either. While a part-time employee is entitled to paid compassionate leave, a casual employee is only entitled to unpaid compassionate leave.

#3 Notice of termination

While part-time employees are entitled to the notice provisions stipulated in the National Employment Standards (NES), the ‘as needs’ nature of casual employment means they are not entitled to notice of termination. This also applies to long term casuals, even if they have access to unfair dismissal.

#4 Redundancy pay

If a casual position is made redundant, the casual employee who held that position is not entitled to redundancy pay. Keep in mind, redundancy pay only applies if a practice has more than 15 employees.

Are there any similarities?

Parental leave

If a casual has worked for 12 months on a regular and systematic basis and has a reasonable expectation of ongoing work they will also be entitled to unpaid parental leave.

This means they will also have a return-to-work guarantee at the same or similar position after finishing their parental leave period.

Flexible working arrangements

Similarly, a casual employee who has worked regularly and systematically for 12 months can request flexible working arrangements.

Unfair dismissal

While traditionally a genuine casual employee should have no expectation of ongoing employment, if a casual employee has worked on a regular and systematic basis for six months they are entitled to make a claim for unfair dismissal if they feel they were unfairly dismissed. For small businesses, this must be for a period of 12 months.

Long service leave

While each state and territory has its own long service leave legislation and entitlements, casual employees are generally afforded the same long service leave entitlement as permanent employees.

Casual conversion

There were recent changes to the NES that allowed casual employees to convert to part-time employment if they meet certain criteria:

  •   For the past 6 months they have worked regular and systematic hours
  •   They have a reasonable expectation of ongoing employment
  •   Their hours would not change significantly should they transition to permanent employment

Within 21 days of their 12 month anniversary, an employer must inform a casual employee in writing whether they are offering the employee casual conversion, or declining to make an offer. An employer may only decline to offer casual conversion if the employee does not meet the requirements, or on reasonable business grounds – such as that the position will not exist in the next 12 months.

For small businesses there is no positive obligation to offer casual conversion, but any employee may still request conversion to permanent employment if they believe they meet the criteria.

Things to consider

The Fair Work Ombudsman is beginning to crack down on casual employees being treated as permanent without receiving the applicable entitlements. If you are unsure about how to engage a new employee, contact the APodA HR Advisory Service. Generally, an employer should consider the following:

  •   Will you require the employee to work regular and systematic hours? If so, engage as a permanent employee.
  •   Will you only require the employee to occasionally provide cover at busy periods/times where other employees are on leave? If so, engage as a casual employee.

Need more information?

For more information about this article, please call (03) 9416 3111 or email  A suite of online resources is also available for members 24 hours a day, seven days a week here.


The material contained in this publication is general comment and is not intended as advice on any particular matter.  No reader should act or fail to act on the basis of any material contained herein. The material contained in this publication should not be relied on as a substitute for legal or professional advice on any particular matter.  Wentworth Advantage Pty Ltd expressly disclaim all and any liability to any persons whatsoever in respect of anything done or omitted to be done by any such person in reliance whether in whole or in part upon any of the contents of this publication.  Without limiting the generality of this disclaimer, no author or editor shall have any responsibility for any other author or editor. For further information please contact Wentworth Advantage Pty Ltd.
© Wentworth Advantage Pty Ltd 2022

Have you seen the most asked member question lately?


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That’s a wrap on this issue of STRIDE! Remember that up-to-the-minute updates are available through our social media channels like Twitter and Facebook (and on our website). 


Have a good month.