shortlist the most suitable candidates. A large multi-site Employers can link Process is too Broker services support employer wants to with the >140 cumbersome and employers and ensure implement a individual providers tiresome for that their disability – national program no national approach employers and employment programs available. they discontinue are successful. An employer asks They are often told Employers don’t The DES provider what services can depends on the understand and should commit to “it they expect from a candidate” don’t engage with understanding the DES provider DES business, undertaking a analysis, providing a shortlist of suitable candidates, explaining how the new employee will be safe at work and then providing induction and probationary period support as well as ongoing support until mutual agreement that it’s no longer required. An employer asks Telephone advice is Employers find Employers can get wage subsidies confusing and that it’s impossible accurate information in a employers are told a to predict whether timely way and payment wage subsidy is paid they will or will not of wage subsidies are at the discretion of be paid a subsidy. predictable. the provider and depends on an individual candidate. An employer asks Most likely will be Employers are The DES provider the DES provider told that it depends unsure of what to assures the employer about ongoing for on the employee expect from the that support will cease – support to the new many employers service and in the when the new employee employee complain place face of ambiguity and the employer agree and and some the timing is right and ‘dump’ – mistrust - don’t that it can be re-instated engage at any time upon request. A longstanding Most employers An employer A Work-Assist program employee acquires don’t know about the enlisting the is promoted and can be ‘Job a disability how do in Jeopardy’ in Jeopardy’ may initiated by employee or – ‘Job they get help Program if they did prejudice findings employer resulting in – they could seek of an industrial less people leaving work assistance they relations dispute due to ill health. – would need to at a later date. manage the Most employers conversation do not understand carefully with their their obligation to employee to accommodate introduce the ill non-compensable named program. disability
shortlist the most suitable candidates. A large multi-site employer wants to implement a national program Employers can link with the >140 individual providers – no national approach available. Process is too cumbersome and tiresome for employers and they discontinue Broker services support employers and ensure that their disability employment programs are successful. An employer asks what services can they expect from a DES provider They are often told “it depends on the candidate” Employers don’t understand and don’t engage with DES The DES provider should commit to understanding the business, undertaking a analysis, providing a shortlist of suitable candidates, explaining how the new employee will be safe at work and then providing induction and probationary period support as well as ongoing support until mutual agreement that it’s no longer required. An employer asks wage subsidies Telephone advice is confusing and employers are told a wage subsidy is paid at the discretion of the provider and depends on an individual candidate. Employers find that it’s impossible to predict whether they will or will not be paid a subsidy. Employers can get accurate information in a timely way and payment of wage subsidies are predictable. An employer asks the DES provider about ongoing for support to the new employee Most likely will be told that it depends on the employee – many employers complain place and ‘dump’ Employers are unsure of what to expect from the service and in the face of ambiguity – and some mistrust - don’t engage The DES provider assures the employer that support will cease when the new employee and the employer agree the timing is right and that it can be re-instated at any time upon request. A longstanding employee acquires a disability – how do they get help Most employers don’t know about the ‘Job in Jeopardy’ Program – if they did they could seek assistance – they would need to manage the conversation carefully with their employee to introduce the ill named program. An employer enlisting the ‘Job in Jeopardy’ may prejudice findings of an industrial relations dispute at a later date. Most employers do not understand their obligation to accommodate non-compensable disability A Work-Assist program is promoted and can be initiated by employee or employer resulting in less people leaving work due to ill health.
AND_submission_on_Disability_Employment_Services_DES_2018_Discussion_Paper_January_2017.docx