General Staff Agreement 2006
POLICY
The University is committed to actively promoting strategies that will maximise opportunities for all Western Australians to participate in employment and education. The University recognises that it has a pivotal role to play in reflecting and responding to the needs of a diverse society. In turn, this diversity will directly enhance the capacity of the organisation to educate and govern in a truly participatory manner, thereby contributing to the economic, social and cultural well-being of the broader communities in which it operates.
All Deans, Heads of organisational units and managers are encouraged to support and participate in this commitment.
Employees with a disability are eligible to be employed under the Supported Wage Scheme.
For the purpose of this policy the following mean:
- ‘Supported Wage System’ – the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in “[Supported Wage System: Guidelines and Assessment Process]”.
- ‘Accredited Assessor’ – a person accredited by the management unit established by the Commonwealth under the Supported Wage System to perform assessments of an individual’s productive capacity within the Supported Wage System.
- ‘Disability Support Pension’ – the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991, as amended from time to time, or any successor to that scheme.
- ‘Assessment instrument’ – the form provided for under the Supported Wage System that records the assessment of the productive capacity of the person to be employed under the Supported Wage System.
Employees covered are those who are unable to perform the range of duties to the competence level required within the classification of work for which they are engaged, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a Disability Support Pension.
Existing employees who have a claim against the University which is subject to the provisions of workers’ compensation legislation or relating to rehabilitation if injured in the course of their current employment are not eligible to be employed under this scheme.
Employees will be paid the applicable percentage of the minimum rate of the classification level of the position they occupy provided that the minimum amount payable is not less than $64 per week:
|
Assessed Capacity |
% of prescribed salary rate |
|
10% |
10% |
|
20% |
20% |
|
30% |
30% |
|
40% |
40% |
|
50% |
50% |
|
60% |
60% |
|
70% |
70% |
|
80% |
80% |
|
90% |
90% |
Where a person’s assessed capacity is 10%, they will receive a high degree of assistance and support.
To establish the percentage (%) of the salary rate to be paid the productive capacity of the employee will be assessed in accordance with the Supported Wage System and documented by the University and an accredited Assessor.
All assessments, which will include the appropriate percentage of the salary to be paid, will be lodged with the Registrar of the Industrial Relations Commission.
The assessment of the applicable percentage is subject to annual review or earlier on the basis of a reasonable request for a review. The process of review must be in accordance with the procedures for assessing capacity under the Supported Wage System.
Where an assessment has been made, the applicable percentage shall apply to the salary rate only. Employees under this scheme are entitled to the same terms and conditions of employment as all other employees.
A work area seeking to employ a person under the Supported Wage Scheme is required to take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of position duties, working time arrangements and work organisation in consultation with other workers in the area.
In order for an adequate assessment of the employee’s capacity to be made, the University may employ a person for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding 4 weeks) may be required.
During the trial period the assessment of capacity will be undertaken and the proposed salary rate for any continued employment will be determined.
The minimum amount payable during the trial period must not be less than $64 per week. This amount is to be adjusted annually based on advice from the Commonwealth Government.
Work trials should include induction or training as appropriate to the job being trialled.
Where the University and the employee wish to establish a continuing employment relationship after the trial period, a further contract of employment will be entered into based on the outcome of assessment.
Once a successful trial period, of up to 12 weeks, has been completed the appointment may be continued for a further fixed term period or converted to ongoing without the requirement to advertise.
The term of the appointment should be based on work areas requirements.
PROCEDURES
- Contact Equity and Diversity on ext 3873 or email lesley.roberts@uwa.edu.au to outline your requirements
- Equity and Diversity will contact Government Agency providers to find a suitable candidate/s
- Appropriate provider will make contact with work area to arrange an on-site meeting
- work area must provide HR Services with a completed Recommendation to Offer New Employment Contract and supporting documentation once placement/s determined
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