ࡱ> ` 07%bjbj y 8` ` ` t |||8,<t ~U((P(xxx"""NNNN8NQT$jWhY\#U` $!!"$$#Uxxv8UV'V'V'$x 8xNV'$NV'V'1JD ^H Lx -V|F%uK:ANdNU0~UK.Z%.ZDL.Z` L"Zn"@V'"4""""#U#U&d"""~U$$$$t t t xt t t xt t t   Ms Vanessa Lesnie Employment Inquiry Disability Rights Unit Human Rights and Equal Opportunity Commission GPO Box 5218 SYDNEY NSW 2001 Dear Ms Lesnie Thank you for the opportunity to provide comments on the Interim Report for the National Inquiry into Disability and Employment. The Department of Human Services has consulted with its agencies including Centrelink, CRS Australia and Health Services Australia and has the following comments. Interim Recommendation 3: Research into the economic cost of disability In 2003, the Department of Family and Community Services funded Curtin University to independently undertake a cost benefit analysis of the governments investment into vocational rehabilitation provided by CRS Australia. This report can be found at:  HYPERLINK "http://www.crsaustralia.gov.au" http://www.crsaustralia.gov.au in the Whats New area . Interim Recommendation 5: Case Management model CRS Australia supports the provision of coordinated long term case management support for people with severe disabilities. However, caution should be exercised and recognition given that not all people with a disability need long term support. Many people with a disability, including those with significant impairment, neither choose nor require long term case management. Rather, many people seek services which assist them to improve independence in disability management. In the employment context this includes access to expertise and support in job match, job search & job placement and assistance with access to workplace, family, community and medical supports to optimise their job retention. Further, case management models should be developed within the context that employers obligation to accommodate diversity in the workplace to a reasonable level, under the Disability Discrimination Act, 1992. Interim Recommendation 12: Employer Tax incentives. It is suggested that clarification would be needed regarding which employees with disabilities would be identified for a tax incentive and whether this approach would have the desired effect on employer recruitment and disability management strategies. The International Labor Organisations Job Retention project (see http://www.gladnet.org/) is of interest as an analysis of mechanisms to promote employer incentives to hire and retain workers with disabilities. The following points could be considered in exploring this recommendation: Many current employees have a disability and manage work without incurring additional employer expense. Many people have a hidden disability and choose not to disclose for fear of stigma. Employer tax incentives may carry the risk of employee pressure to disclose a disability, contrary to State and Commonwealth Privacy legislation. An unintended consequence of such a strategy may be that employees injured at work are identified for a tax incentive, in order to offset workers compensation claim costs. Interim Recommendation 15: Work Trials. CRS Australia is able to provide work trials through the Work Training Scheme under Part 111 DSA 1986. A key feature of the Work Training scheme is provision of workers compensation for work trainees under the Safety, Rehabilitation and Compensation Act 1988 (SRC Act). It would not be appropriate for CRS Australia to carry this risk for the industry. Should work trials be provided to cover the disability employment industry, key considerations in risk management include: the provision of a workplace assessment by an appropriately qualified allied health professional prior to the trial, to ensure safe job match, safe working conditions, appropriate employer awareness and co-worker safety; limited time periods for work trials to ensure job seekers with disabilities are not exploited; consideration of payment under certain conditions and/or payment of an incentive allowance. Interim Recommendation 17: Government funded Post-placement support Both CRS Australia and Disability Open Employment Services offer a job in jeopardy service. CRS Australia offers effective, highly individualised post-placement support for around 13 weeks. While CRS Australia supports the provision of flexible periods of post-placement support, it would be inappropriate to assume that the majority of employees with a disability require access to a lengthy period of support. Interim Recommendation 19: Flexible workplace. CRS Australia offers considerable expertise to employers in the arrangement of job accommodation options for employees with a disability and injured employees. Fact sheets for employers and job seekers can be found at  HYPERLINK "http://www.jobable.gov.au" www.jobable.gov.au Interim Recommendation 21: Mental Illness. The Department and its agencies are currently responding to the Senate Inquiry into Mental Health. HREOC staff may wish to consider the findings in that Inquiry in relation to employment services for people who experience mental illness and consider the Government response to the Mental Health Inquiry. Interim Recommendation 23: Public sector leadership. Australian government agencies reports annually against the Disability Action Plan. A review of reasonable adjustment measures made available in the recruitment, induction, promotion and job retention aspects of Public Sector employment may be a more appropriate measure of leadership than a head count of people who choose to disclose a disability in the recruitment phase. Interim Recommendation 25: Reporting scheme for employers. It is suggested that caution should be exercised as to whether such a scheme results in improved recruitment and job retention rates. Potential for breaches of Privacy Act would need to be considered. Interim Recommendation 26: Award scheme for employers The DEWR Prime Ministers Employer of the Year Awards provides an opportunity to showcase employers who demonstrate commitment to employment of people with a disability. The Awards provide opportunities to recognise employers in various categories such as small, medium and large employers as well as government agencies and universities. Additional comments: It is noted in the report that CRS Australia is referred to as the Commonwealth Rehabilitation Service. CRS Australia should be used instead as this is the correct and official name of the organisation, however in the glossary it could be noted: CRS Australia (formally known as Commonwealth Rehabilitation Service). In issues paper number 4, CRS Australia is recorded as providing a free recruitment service to employers. Whilst this can be the outcome when CRS Australia works with employers in matching an individual to a particular job within their organisation, this is not the focus of the service provided by CRS Australia. Yours sincerely (signed by Geoff Leeper, Deputy Secretary, on behalf of) Patricia Scott Secretary September 2005     PO Box 3959, Manuka ACT 2603 ( Telephone 02 6233 0411 ( Facsimile 02 6233 0489 Internet www.humanservices.gov.au  Secretary PO Box 3959, Manuka ACT 2603 ( Telephone (02) 6223 4411 ( Facsimile (02) 6223 4489 Internet www.humanservices.gov.au  FILENAME \p C:\Documents and Settings\phupalo\Local Settings\Temporary Internet Files\OLKDA\Secretary - HREOC Inquiry reply letter - 28 Sept.doc Last Saved:  SAVEDATE \@ "d/MM/yy H:mm" \* MERGEFORMAT 30/09/05 9:33 Australian GovernmentDepartment of Human Services     3 4 5 S T U o p q 456klۺ̮ۧۚrgYF$h%Hh%HB*OJQJ]^Jph3fh%Hh%HOJQJ]^Jh%HOJQJ]^Jh%Hh%H5OJQJ]^Jh%Hh%H5OJQJ^Jh%HOJQJ^Jh%Hh%HOJQJ^J h%H5aJh%Hh%H0J5aJ"jh%Hh%H5UaJjh%Hh%H5UaJh%Hh%H5aJh%Hh%HaJh%HhQAaJh%HhaJ&=kx  p q c56kl [$\$gd%Hgd%H#$$6%./0tu@CDFGHZ[\]hkqּ~ssh{9OJQJ]^Jh%Hh%H0JOJQJ^J'jh%Hh%HOJQJU^J!jh%Hh%HOJQJU^Jh%HOJQJ^Jh%Hh%HOJQJ^Jh%H5OJQJ]^Jh%Hh%H5OJQJ]^Jh%HOJQJ]^Jh%Hh%HOJQJ]^J-r/0tuCD\] & F[$\$gd & F[$\$gd [$\$gd%Hjkqr   V!W!""""""""""# [$\$gd%Hqr    S!T!V!W![!""""""#############<#ʿشؤ؉ʅ}y}y}y}ymi[hCJOJQJmH sH hrrhyoh%#;5CJaJhL0jhL0Uh%Hh[OJQJ]^Jhh%H6OJQJ]^Jhh6OJQJ]^JhOJQJ]^Jh{9OJQJ]^Jh%Hh%HOJQJ]^Jh%HOJQJ]^Jh%Hh%H5OJQJ]^Jh%H5OJQJ]^J!############n#########$a$gd!d$ 9r H]Ha$gd!d$a$gd!d $ r U"a$ $da$gd!dgd<#=#H#T#U#V#d#l#m##############ŴӦᢐxieWFW8W8h"xCJOJQJmH sH  jh!dCJOJQJmH sH h!dCJOJQJmH sH h'h!d5CJOJQJ\^J'h!d5CJOJQJ\^JmHnHuh!d"jh!dU_HEmHnHtH uhh/CJOJQJmH sH  jhICJOJQJmH sH hICJOJQJmH sH hz^`CJOJQJmH sH hCJOJQJmH sH  jhCJOJQJmH sH ###$$$$%$$$$$$$$$$$$$%%2%3%4%5%6%7%бЦ}sh^WSOKGh%Hhrrh%#;h!d h!d5\h!d@CJaJh!d5CJ\aJh!d@CJaJhL0h h*A<CJOJQJmHnHujh<CJOJQJUh<CJOJQJ#h<CJOJQJhmHnHuh<CJOJQJh!jh<CJOJQJUh jh!dCJOJQJmH sH h!dCJOJQJmH sH ##$$$$$$$$$$$$$% $$Ifa$gdwE 9!B$ r U"a$gd!d%%2%3%4%5%4/-gd!dckdR$$Ifl4 s7f/ 0 4 laf4 $$Ifa$^kd$$Ifl s7f/ 0 4 la5%6%7%gd8 0 01h:p'. 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