WhatsUp in Disability Magazine Nov Dec 2022

Steven Paull

The Editor’s Desk

The royal who wasn’t supposed to become queen at all, sat on the throne for 70 years following the death in 1952 of her father, George VI, who himself assumed the throne only because of the abdication by his brother, King Edward VIII in 1936.

Working with 15 British prime ministers throughout her reign, beginning with Winston Churchill, the queen served as head of state for both Labour and Conservative governments, following the modern royal tradition of remaining neutral on political matters.

She helped lead her country through the aftermath of World War II, the Cold War, economic booms and busts, strife in Northern Ireland, the creation of the European Union and Brexit.

Admired for her dedication to her job, Queen Elizabeth was seen by many Britons as a pillar of strength for the country at a time when the nation was navigating its diminishing world power.

Earning the distinction of Britain’s longest reigning monarch on September 9, 2015, she characteristically went about her daily duties, which included opening a new railway in Scotland, barely mentioning the distinction.

"Inevitably, a long life can pass by many milestones; my own is no exception," she said at the ceremony.

The state funeral service was held at Westminster Abbey on 19 September, followed by a committal service at St George's Chapel at Windsor Castle. The Queen was interred in the King George VI Memorial Chapel at St George's.

Steven Paull

JP (Qual) President

WhatsUp

Australia is ranked 21 out of 29 countries for employing people living with disabilities. Laura Scurr reports how employers can assist.

Imagine arriving at a job interview only to be told by the prospective employer that you were not a suitable candidate because you live with a disability.

For Laura Scurr, 34, this was the reality when she graduated from university in 2010 and was deemed unsuccessful for 170 jobs, despite having the qualifications and an impressive GPA of 6.5.

Born with Cerebral Palsy, Laura applied for various roles throughout 18 months and received many interviews, but not one organisation hired her.

Five years after her first university graduation, Laura was offered a role as an executive assistant because the employer saw her potential.

Three years later, she pursued her lifelong dream of opening a restaurant with her uncle on Coochiemudlo and then purchased a resort on the island later that year.

But the Covid pandemic placed stresses on the hospitality sector and with Laura’s health placed at risk, she made the heartbreaking decision to close the businesses and return to Toowoomba.

Laura has a current mentorship role with YWCA’s Y Connect and as part of the program, Laura is working to break the cycle and help women or gender diverse people living with a disability to increase skills and find employment opportunities.

World Cerebral Palsy Day is a reminder of the work needed for Australia to create equal employment opportunities.

According to the Disability Expectations: In-

by Rhylea Millar The Chronicle

vesting In a Better Life for a Stronger Australians report which was published in 2011, Australia is ranked 21 out of 29 countries for employing people living with disabilities.

Laura said her advice for people struggling to find employment was to “never stop believing in themselves” and “keep trying” until someone recognises their potential.

For employers, the disability advocate encourages them to have open conversations by expressing their concerns or asking questions to candidates who live with a disability, in a sensitive manner.

She said it was equally important for employers to educate themselves about the benefits of hiring a person with different abilities.

“By that I don’t mean financial benefits … most people who live with disabilities are great problem solvers and connect with customers on a more personable level.

It’s important to normalise this in society so we don’t stand out too I don’t want to be told I’m amazing for getting up in the morning, going to work or using my income to buy milk and bread.

“I’m more aware of being given the opportunity and probably more thankful (for having a job) because of the challenges I’ve overcome, but at the end of the day, the reasons I want to work are the same as an able bodied person’s.”

Laura is also a newly elected member of the Queensland Disability Advisory Council and will be able to assist in Government policy around disability inclusion.

Laura has her own business she has called Toowoomba’s Business Solutions where she offers a virtual administration business including financial management.

“

I want to buy a house, I want to put food on the table and I want to contribute.”

WhatsUp

Thursday night’s sold out gala awards dinner recognised social and workplace inclusion and attracted a record number of nominations and entries across ten award categories. The event was attended by 368 guests at the Wellcamp Airport Passenger Terminal, in Wellcamp who were joined by Master of Ceremonies (MC), Business disABILITY Awards committee member and event founder Kim Stokes.

The event’s top gong, the Judy Antonio Memorial Award, was awarded to Sharon Boyce, who is an educator and disability advocate. She wears many different hats and performs many different roles. She is the current chair of the Queensland Disability Advisory Council, a part time lecturer at the University of Southern Queensland (USQ), and a consultant in disability awareness, working across Queensland. Sharon is a champion for people living with a disability for further inclusion in the community. Guests were entertained by Australian opera singer Tim McCallum and keynote speaker Tom Nash, who had both his legs and arms amputated at the age of 19, as a result of contracting the deadly Meningococcal Septicaemia. Tom spoke of his life experiences being a successful Australian DJ, business entrepreneur and his philosophies for life.

The Awards recognise people and businesses who are helping to create a more inclusive workplace and community for all abilities. Winners were announced in ten award categories including the Elissa Flanagan ‘Aim High’ Scholarship, named in honour of the young woman who was involved in a fatal road accident on her way home from the Awards event in 2015. Elissa’s family including her husband Rob Whitby and three children attended the event to present the scholarship to the winner.

disABILITY Award Winners

by Paul Wilson

The Award Winners

JUDY ANTONIO MEMORIAL AWARD

(Sponsored by Burke Industries)

Winner: Sharon Boyce

ELISSA FLANAGAN ‘AIM HIGH’ SCHOLARSHIP (Sponsored by David Janetzki MP and Trevor Watts MP)

Winner: Fraser Wiedman

SOCIAL INCLUSION AWARD (Sponsored by Semloh Support Services)

Winner: Wilsonton State School

OUTSTANDING EMPLOYER AWARD

(Sponsored by Toowoomba Toyota)

Winner: McDonald’s Toowoomba Region

OUTSTANDING EMPLOYEE AWARD

(Sponsored by Darling Downs Therapy Services)

Winner: Joshua Brown

OUTSTANDING VOLUNTEER AWARD

(Sponsored by Angie’s Domestic Duties)

Winner: Nadia Brady

Highly Commended: Jye Rollins

INNOVATION & ACCESS AWARD (Sponsored by Renew Psychology & Rehabilitation)

Winner: Westbrook Gardens Early Learning

EDUCATION & TRAINING AWARD (sponsored by Akadia Training)

Winner: Impressions on Scott

INDIGENOUS CHAMPION AWARD (Sponsored by TURSA)

Winner: Jaydon Adams Memorial Foundation

BUSINESS ENGAGEMENT AWARD (Sponsored by McConachie Stedman)

Winner: Vinita Saunders

Top: Nadia Brady

Below: Westbrook Gardens Early Learning

Adaptive Equipment

by Mary Anne and Scott

handpiece is pulled back, towards the driver. These controls can be set-up for Right side or Left side operation.

At Reben Mobility we are highly experienced with the design, development and manufacturing of car adaptation equipment. We have been fitting cars, trucks, buggies, bikes and other vehicles with unique driver adaptation devices for over 20 years.

Our technicians and designers are skilled and passionate about developing and fitting unique solutions.

Hand Controls

All our Australian made Reben hand controls meet the required Australian Standards certification ensuring peace of mind for you and your family.

The Push/Pat Hand Control is designed to apply brakes when the hand piece is pushed towards the dash, and the accelerator is operated when the hand piece is moved in an arc downward. With the Push / Pat control, the accelerator can be applied along with the brake this makes it well suited for towing and hill starts, as well as day to day driving.

This control can also be set up for left side operation and even an upward arc of the hand piece to apply the accelerator if required. This type of control is well suited to most early and late-model vehicles.

The Push/Pull type of hand control is utilized the same braking operation as the Push / Pat control, (push towards the dash to apply brakes) however to accelerate, the

A Fadiel brake only hand control in conjunction with an electronically operated accelerator, can be fitted to most vehicles and still allow for full function of the knee airbag. To apply the brakes, the handpiece is pushed towards the dash, but acceleration can be done by way of several different electronic options.

By use of a satellite control (corded or wireless). This fits comfortably over your left or right hand and is operated by moving a spring loaded thumb switch forwards to accelerate.

By use of a finger operated "trigger" styled switch mounted integrally on the hand control handpiece.

By use of an under ring mounted onto the steering wheel.

Client Feedback

“

Due to mobility disability, I was unable to access our vehicle making me housebound. Mary Anne & Scott were so thorough & helpful when fitting the hoist. Nothing was too much trouble for them”

“Using the hoist to access the car has given me back a sense of normal activity like being able to travel and is no stress free for my husband as the risk of falling has been eliminated. I really love it and recommend anybody who has mobility issues to speak with the friendly and helpful folks at Reben.”

Community Support

Reben Mobility is proud to support the Toowoomba Rangers Wheelchair Basketball Club which is run by the Sporting Wheelies and Disabled Association Reben are also long term sponsors of WhatsUp and we greatly appreciate their continued support.

Disability

WhatsUp Carer’s

by George Helon

Carer’s advocate slams indexation to pensions

Social Services Minister Amanda Rishworth’s announcement in early September of the increases pensioners would receive from September 20 to help make ends meet are ‘the biggest indexation increase in 12 years for pensioners and more than 30 years for those receiving allowances’ just proves our politicians and bureaucrats are living in an alternate reality.

Covid, spiralling inflation, record fuel prices, the cost of living going through the roof, all matter of wanton domino effects, and the Albanese government tries to pass itself off as our saviour at the expense of society’s most vulnerable unpaid carers.

As a national carer’s advocate I can tell you most reliably that carers are not happy with the announcement which extends no matter of tangible relief to them.

The government’s prevailing attitude towards carers many of whom will still be expected to care for an aged, infirm, disabled, or incapacitated person 24/7/365 on as little as 41 cents an hour is, albeit expected, cold hearted and reprehensible.

I am the full time carer of my elderly mother who lives with a number of isolating, debilitating, crippling and worsening medical conditions and ailments including Lewy Body Dementia (LBD), osteoporosis and osteoarthritis, just to name few.

For the Minister to spruik the Albanese government wants to ensure a strong social security safety net to protect our most disadvantaged’ is a statement devoid of the realities faced by we carers who are falling through the net like sardines.

It’s all smoke and mirrors.

People shouldn’t be fooled and hoodwinked by the government putting the carer payment up there in the headline with pensions to look as though the government is actually doing, or intended to do anything for Australia’s 2.65 million unpaid carers.

Carer’s payment was previously paid at the rate of $987.60 per fortnight, that was $493.80 a week, $70.54 per day, or just $2.94 an hour.

From 20 September 2022 the rate negligibly increased by $38.90 to $1026.50 per fortnight, $513.25 a week, $73.32 per day, or just $3.06 an hour!

Carer’s allowance is currently paid at the

Australian Petition

rate of $136.50 per fortnight, that’s just $68.25 a week, $9.75 per day, or just 41 cents an hour.

NO INCREASE AT ALL!

WOW! A nett increase of 3.94% when the June quarter CPI increase was 6.1 percent; it’s an insult!

If you are wanting to look after someone in the home, you need to be prepared to give up work and sacrifice a generous income, benefits, superannuation, your career, your livelihood and your family relationships just to qualify for a paltry carer’s payment because there is no third income stream or wad of cash as some naively believe shared between two people.

So after paying your combined mortgage/ rent, car, loans, groceries, essential services, you have to miraculously find money to cover out of pocket care expenses, service charge gap fees, transport, medications, and the like.

Realistically, you will soon find your savings and super eroded to the point that thoughts of financial ruin, destitution and homelessness become very real.

It is a fact, the carer’s allowance of $3549 a year is not even enough to keep a car on the road it is shameful and an affront to all that carers do and sacrifice.

Truth be told, over the decades no government has faced the reality of the personal sacrifices and price we pay as carers head on the actual human cost but they’re happy to have us quietly working away in the background for next to nothing saving them billions of dollars in unpaid care whilst we suffer physically, mentally, emotionally and financially.

Carers continue to be undervalued and

exploited worse than slave labour and sweatshops which are against human rights.

Carers are an inconvenient truth to governments; among the most disadvantaged and living way below the poverty line.

Carers are financially penalised and consigned to a Pandora’s box.

The government, many politicians, and some people simply don’t understand carers and care givers are not remunerated the same as paid support workers.

Unpaid carers don't just play an integral part in Australia's aged care and health systems, they underpin them!

Carers rightly deserve the same respect, recognition and comparable financial remuneration as paid support workers.

We need to open the eyes of the government that carer’s, especially those only in receipt of a carer's allowance, need immediate, realistic and proper financial recognition.

Please get behind our Petition at https:// www.change.org/CarersAustraliaPetition which calls on the Prime Minister and the federal government to recognise and care for carers.

After all, you never know when you might find yourself a carer or in desperate need of one?

That TMR Photo

by Alyce Nelligan

As a wheelchair user and disability advocate

Alyce says she’s experienced a lot of accessibility issues in her life but this one left her speechless. Her photo ID taken at the Department of Transport didn’t exactly meet her expectations.

“

The camera to take a photo is actually at a fixed height on the bench and so when I went to have my photo taken it just wouldn’t fit my whole face.”

Alyce says staff suggested lifting her electric wheelchair which weigh close to 100 kilos. But when that wasn’t possible, Alyce says they took a dodgy shot showing only half her face.

“

She said that it wasn’t a great shot, but she and her supervisor would have a look and sign it off.”

“

At no point was I told that part of my head was missing.”

“I experienced that kind of just benign ableism every day, but you would think for a government department and a frontline service that it should be all accessible.”

Alyce is calling for the department to scrap all fixed cameras in all branches to be more inclusive for people with a disability.

The Department of Transport and Main Roads (TMR) has since apologised to Alyce and says it will continue to improve processes to ensure that it doesn’t happen again.

Despite everything Alyce still found a way to make light of the photobomb.

“

My friend made it into a meme and so everybody’s had a little giggle at that.”

Great coverage of this story with a front page of the Chronicle and Channel 7 NEWS report.

So what do our readers think?

WhatsUp Queensland

by Steven Paull

Employer incentives and subsidies for apprenticeships and traineeships

When you employ an apprentice or trainee in Queensland, you may be eligible for financial support to reduce the cost of training and supervision throughout the apprenticeship or traineeship.

Financial support comes in many forms:

• one off incentive payments

• subsidies (wages, training)

• discounts (workers' compensation)

• exemptions (payroll tax).

Support payments do not cover the full cost of employing an apprentice or trainee. But, depending on your circumstances, you may be eligible for more than one kind of payment.

One off payments

Support payment of up to $20,000 for Employers who recruit eligible unemployed jobseekers in regional Queensland.

Training Subsidies

A contribution to the cost of training for priority apprenticeship and traineeship qualifications. These subsidies are paid directly to the eligible Skills Assure Supplier.

Free for registered apprentices and trainees, who are under 25 and studying a priority apprenticeship or traineeship qualification and User Choice for others who are doing a high priority training (Including Disability)

Insurance Discounts

Discount on workers' compensation premium for apprentices only.

Tax Exemptions

50% rebate on payroll tax.

In July 2021, the Minister for Employment and Small Business and Minister for Training and Skills Development requested a review be undertaken of the support measures available to apprentices and trainees in Queensland and specifically the support for female apprentices and trainees in male dominated occupations.

In particular, the review is to identify improvements or gaps in current arrangements and the inclusion of additional support measures, if needed, to ensure Queensland has safe and productive workplaces with adequate support arrangements for apprentices and trainees.

Some interesting facts 30 June 2021

• 58.7% of apprentices were employed by small employers

• Trainees in Community Services were 1878 of which 1658 were female (88.3%)

WorkCover Queensland

Workers' compensation is a type of insurance that can pay the wages and medical costs of employees who have been injured due to their employment. WorkCover Queensland is the exclusive provider of accident insurance for work related injuries in Queensland, with the exception of self insurers.

Last month WorkCover staff commenced a blitz on employers who had claimed a discount on trainees wages, these numbered in the hundreds. When other Queensland Government departments offer support for both Apprentices and Trainees, WorkCover only provides a discount for an apprentice. Of course, any support is greatly appreciated by employers however why only apprentices? In the workplace the employees most at risk are those using tools and are new in the role. How about all trainees?

Historic Home Sold

KILOON HOUSE

BigDog is very proud to announce that they have purchased this house of historic significance to operate as our new administration office. Conveniently located opposite Grand Central Shopping Centre it offers a commanding position overlooking the CBD.

The building will be available in late October and BigDog will be making some changes including installing new computer networking, office furniture and security, so the anticipated operational date will be sometime in late November or early December.

feature period furniture

main areas of the house

reflect the heritage

this beautiful building.

Beulah Servo & Cafe

It’s good to see the old Blackstone Service Station in operation. Beulah Servo & Cafe opened last week, and will soon have an op shop and food outlet, with Crossfire Community Services. Drop in and get fuel, coffee, and support Bev, Louise and their friendly team. Open Mon-Sat from 7

Crossfire Community Services operates under the umbrella of The Message of the Cross Indigenous Corporation, a registered Aboriginal Community Controlled organization based in Ipswich Queensland, operating

WhatsUp

NDIA

By Steven Paull

Kurt Fearnley AO

The National Disability Insurance Agency (NDIA) has a new look leadership team, headlined by new NDIA chair, Australian Paralympian and disability advocate, Kurt Fearnley AO.

Mr Fearnley is joined by new NDIA Chief Executive Officer (CEO) Rebecca Falkingham, and Board members Dr Graeme Innes AM and Maryanne Diamond AO.

Ms Falkingham, the former Department of Justice and Community Safety Secretary, is the first permanent female CEO of the NDIA.

Dr Innes, is a lawyer, author and former Chair for Vision Australia, while Ms Diamond is the General Manager of Stakeholder Engagement at the NDIA. She was also instrumental in the National Disability Insurance Scheme (NDIS) rollout.

Additionally, former NDIA Chair Dr Denis Napthine AO, who resigned from his position in July of this year, has been reappointed back to the Board.

Mr Fearnley says he is excited by the role and looks forward to providing a fresh take on the NDIA.

“

I think it’s important that the participants of the NDIS get to see themselves in this organisation, and trust with the organisation itself is a visceral thing,” says Mr Fearnley.

“

The scheme cannot be a success without trust and that is built over a period of time. It’s filled that’s one thing I do know about the community of people with disabilities, they are filled with hope.

“

The scheme itself I can’t wait to get to know the people within the organisation, to get to know those that are building the

New CEO & Board

NDIA. It’s an honour the Minister would see me fit to take on this role.

“

And I can’t wait to join the Board with, well, with two other voices behind me, of people with disabilities, who have another fresh take on what this organisation can be.”

NDIS Minister Bill Shorten says his new appointments deliver on a promise he made before the Federal Election to “prioritise putting people with lived experience of disability back at the centre of the scheme”. These appointments also reinforce the calls for inclusivity at the NDIS as well.

“

The way I would want to see the National Disability Insurance Scheme (NDIS) run is a broad church where people feel included, not excluded,” says Minister Shorten.

Rebecca Falkingham

NDIA Chief Executive Officer

Rebecca Falkingham is currently Secretary of the Victorian Department of Justice and Community Safety, and was previously awarded a Public Service Medal for “outstanding public service through innovative policy design and service delivery of public service reform in Victoria”.

Once a Labor ministerial adviser, Falkingham also worked in the NSW government of former Liberal premier Mike Baird. Falkingham is a mentee of retired “top Victorian public servant” Chris Eccles, and is one of Victorian Premier Daniel Andrews’ most devoted public servants.

In 2017, Falkingham was named in the inaugural group of the Top 50 Public Sector Women in Victoria.

Dr Graeme Innes AM

NDIA Board Member

Graeme was a Commissioner at the Australian Human Rights Commission for nine years, responsible for issues relating to disability, race and human rights. In this role, he led work on the ratification by Australia of a UN Convention on the rights of people with disabilities, Same Sex Same Entitlements inquiry and the regulations in the areas of accessible buildings and transport.

Graeme was awarded an AM for his work on the development of the Disability Discrimination Act, a finalist for Australian of the Year, and a member of the Australian delegation that participated in negotiating the UN Convention on the Rights of People with Disabilities.

WhatsUp Community

Latest NEWS

by Jess Wright

Darling Downs Warrior Carers Support Group

The group supports over 300 unpaid Carers in the Darling Downs area and provide information and resources needed to support their journey of caring for a loved one! We all know how challenging being a carer can be and its good to know there is lots of resources there is out there.

They meet once a month at the Paul Myatt Community Centre in Alexander Street North Toowoomba and those dates are announced on their same name fb site with regular updates of what help, resources and info is available through Carers Gateway and Carers QLD. Usually each month there is a speaker who comes along to talk about something specific to caring.

Community Leadership Award

Further to our last edition where we featured Sam Moorfoot and his special relationship with Joel Selwood, captain of the Geelong Cats AFL Club comes this announcement that Joel has selected DSV as the beneficiary of the 2022 Jim Stynes Community Leadership Award prize. Selwood was recognised for his dedication and commitment to community engagement. From the beginning of his career, 16 years ago, he prioritized showing up for his community and has not stopped since.

A sincere thank you to Joel for choosing DSV as one of two charities to receive $20,000, along with AFL and Telstra. We'd like to extend our gratitude and acknowledgement to the legacy of Jim Stynes and the Jim Stynes Award for this generous and important donation, promoting values close to DSV's heart: helping others and being community minded” said a spokesperson.

WhatsUp

Warrina Services

a specialist support agency that has been providing individual support to people of the Darling Downs since 1986. We support people with a diverse range of needs and also provide mental health services to assist personal recovery.

can help you to achieve positive outcomes in your life.

may be related to choice

independence, education or training, attending social activities, increasing skills, getting

job or contributing to

community.

Getting the most from your

NDIS Plan

Everyone's situation is different; therefore, everyone's NDIS Plan will also be different. Knowing if you are getting the most out of your plan can be challenging as you cannot directly compare your plan with another person. Here are five tips for making the most of your NDIS Plan.

1. Research with an expert

Work with an experienced NDIS plan manager or support coordinator to make sure your plan is suitable for you. Be prepared to review your plan every so often to ensure what was working for you previously is still working for you now.

2. Is your support coordinator still working well for you?

Almost half of all NDIS plans have a support coordinator. It is essential that you feel your support coordinator understands you and your needs and provides advice to help you identify and meet your goals.

A support coordinator should assist you in accessing services and equipment to support a disability, but also consider supports to enable ability, for example, study, community groups, accommodation, and paid or voluntary work. You can change your support coordinator if you feel your needs and goals aren't being met.

3. Review your plan

Review your plan every three months with your support coordinator. Questions to consider are:

• Is the plan still meeting your needs?

• Are there other services or supports available that may be more suitable for you?

Keep in mind the NDIS price guides are the maximum a provider can charge for a

by Bronwyn Herbertson

service. It pays to shop around and perhaps consider getting a quote or pricing from unregistered providers. This option is available to you if you have an independent plan manager, like Connect Plan Management. It is always worth looking around to see if there are better options.

4. Document your own review

When reviewing your plan, seek reports or evidence from your funded supports or allied health providers about your progress towards your goals and what services they have provided.

Also, seek written quotes for any new or different services or service providers you are considering. This will help you document your review and prepare for your next formal review.

5. Check in on your finances

Review your finances monthly and do a more detailed check in halfway through your plan. Things to consider include:

• Do you need more funds?

• Have you under-spent, or are you spending the available funds most beneficially for you?

• How are you managing your plan's financial administration and paying your suppliers?

A plan manager will do the day-to-day administration to manage the financial aspect of your plan. They can track your plan spending, lodge your claims with the NDIS, and ensure that your providers get paid.

An independent plan manager also provides support and advice on budgets and the best way to utilise the finances in your plan.

WhatsUp Media Releases NDIS

Making NDIS Payments Faster and Safer

The NDIA has recently concluded a Request for Tender (RFT) to build a new Claims at Point of Support (C-POS) channel, giving participants and providers a faster, more secure way to make their NDIS claims.

The Commonwealth Bank of Australia was successful in this process and will partner with the NDIA to create a better option for managing claims, without the need for participants to pay up front using their own funds.

It will make NDIS claims faster by reducing the administrative workload for participants and providers as well as helping make self managed plans more accessible. It will also support ongoing efforts to reduce fraud in the NDIS.

This new system will not replace the way providers and participants make claims but will be in addition to current claims channels.

The NDIA will work with participants, providers and the disability sector during the design process.

People with disability welcomed to the NDIA

It has been a tumultuous year for the NDIA after former CEO Martin Hoffman and chair Dr Napthine both resigned in July.

Mr Napthine’s absence was short lived as Mr Shorten announced he will be returning to the NDIA board.

The departure of these executives led to calls from the disability community to appoint more people with disability to leadership positions within the NDIA.

The addition of Mr Fearnley, Dr Innes and Ms Diamond means the NDIA board features a historic five people with disability, including current members Leah van Poppel and Meredith Allan.

Mr Fearnley was full of praise for his fellow board members and he says their experience will greatly benefit people with disability.

“

I will do everything within my power to engage with the people who I have fought alongside, who I have engaged with for the last decade when it comes to the advocacy of the scheme,” says Mr Fearnley.

“We’re also bringing not just my voice, but we’re also bringing Maryanne and Graeme, who bring a depth of experience to the organisation at the Board level, whether it be their advocacy role, or Marianne’s experience of working within the NDIS itself.

“This organisation can be what we believe it to be. For now, I just need to take a breath [and] get to know the organisation."

Mr Fearnley adds he is looking forward to sitting down with the NDIA Board and getting an understanding of where the NDIS is at and what they can do to improve it.

Latest NEWS

Focus on building trust

Australia's national peak disability and advocacy organisation, People with Disability Australia (PWDA), hopes to see trust between the NDIS and people with disability rebuilt.

Deputy CEO Carolyn Hodges says it is important the new NDIA CEO listens to the experts and provides a wide range of positive outcomes.

"Ideally, PWDA would like to see any new CEO concentrate on rebuilding trust between the NDIS and people with disability, their families and supporters," says Ms Hodges.

"Too many people with disability have been living in fear of losing the supports they need.

"[The NDIA needs to] ensure planning decisions are based on listening to the experts people with disability themselves and the professionals they chose to support them.

"[We also want to see] work to ensure that the NDIS supports high quality and equitable outcomes for a diverse range of participants regardless of their specific disability, location, culture and language groups and/or sexuality."

Ms Hodges says PWDA also wants to see a reduction in the number of appeals being taken to the Administrative Appeals Tribunal, while ensuring all outcomes are developed and delivered in partnership with people with disability.

Excluding people over 65

“The scheme was designed [for under] 65. I think there’s a challenge for disability care for people over 65.” Minister Shorten stated

Australian Taxation Office

Single Touch Payroll Phase 2

The expansion of STP (STP Phase 2) will reduce reporting burden for employers who need to report information about their employees to multiple government agencies. It will also help Services Australia’s customers, who may be your employees, get the right payment at the right time.

• You'll no longer have to send us your employees' tax file number (TFN) declarations. Your employees will provide it to you, and you'll need to keep it with your employee records.

• If you're using a concessional reporting option, such as for closely held payees or for inbound assignees, you'll be able to tell us through reporting income types.

• If you make a Lump sum E lump sum Epayment, you won't need to provide Lump sum E letters to your employees. You'll have included the amount and the period it relates to.

• If you change software or your employee’s payroll ID, you can tell us in your STP report if your solution has this functionality. This will help fix issues with duplicate income statements for employees in ATO online services through myGov.

We'll also share payroll information you report to us in near real time with Services Australia to streamline requests:

• for you to provide or confirm employment and payroll information about your employees

• from your employees to provide employment and payroll information such as pay slips for prior periods.

WhatsUp A New Bill

The newly introduced Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill 2022 (Cth) seeks to implement a further seven recommendations made by Sex Discrimination Commissioner Kate Jenkins' Respect@Work Report. Joe Murphy, Emily Haar and Juliana Marcus discuss the proposed amendments, and their potential impact on Australian workplaces.

Following a number of recent announcements, on Tuesday 27 September 2022 the Federal Government introduced the Anti Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill 2022 (Cth) into Parliament. The Bill's aim is to take proactive steps to address sexual harassment, discrimination and victimisation in Australian workplaces, by continuing to implement recommendations from the Sex Discrimination Commissioner's Respect@Work Report in 2020.

The Federal Government has advised that their ultimate goal is to introduce and apply all 55 recommendations in order to create safer, more respectful and more equitable workplaces.

The changes proposed by the Bill further demonstrate the shift in focus in these matters from dealing with individual complaints and issues to a more "preventative" approach, in line with how other work health and safety hazards and risks are managed.

Hostile Work Environment

The Bill will insert a new objects clause to expressly state that the intention of the Sex Discrimination Act 1984 (Cth) (SD Act) is to 'eliminate, so far as is possible, discrimination involving subjecting persons to workplace environments that are hostile on the ground of sex'. In order to recognise

that sexual harassment can occur even if it is not directed at a specific person, the protection intends to capture and prohibit conduct that creates an 'offensive, intimidating and humiliating' environment for people of one sex.

Whilst conduct that results in a hostile work environment arguably currently falls within the SD Act's operation, the new amendments are intended to clarity and confirm the law by setting clear limitations on acceptable conduct in the workplace.

Positive Duty

This introduction of a positive duty to prevent sexual harassment and sexual discrimination is the Bill's centrepiece. The Bill intends to insert a new provision in the SD Act, which will confer a positive duty on all employees and persons conducting a business or undertaking (PCBU) to 'take reasonable and proportionate measures to eliminate, as far as possible, certain discriminatory conduct'.

This places a focus on the prevention of sexual harassment in the workplace. The introduction of a positive duty is not exactly a foreign concept preventing discrimination and harassment by employees or agents is something that businesses should already be doing in order to defend against vicarious liability claims for sexual harassment by employees under section 106 of the SD Act.

The Explanatory Memorandum explains that it is also intended that the positive duty will operate concurrently with the existing model Work Health and Safety framework, which requires employers and PCBUs to ensure, so far as is reasonably practicable, the physical and psychological health and safety of workers. The Bill will also insert provisions in the Australian Human Rights Commission

Respect@Work

by Emily Haar, Joe Murphy & Julianna Marcus

Act 1986 (Cth) (AHRC Act) that enable the Australian Human Rights Commission (AHRC) to monitor and assess compliance with the positive duty.

Other Recommendations Implemented

Amend the Workplace Gender Equality Act 2012 (Cth) (WGE Act) to clarify that victimisation can be the basis for a civil action of unlawful discrimination in addition to a criminal complaint.

Amend the WGE Act to require the Commonwealth public sector to report against six gender equality indicators to the Workplace Gender Equality Agency. It is intended that the enhanced data collection will allow a better understanding of gender inequality within Australian workplaces.

Amend the objects clause of the SD Act to state that the object of the Act is to 'achieve substantive equality between men and women'.

Amend the timeframe for when a complaint under anti discrimination law may be terminated by the President of the Australian Human Rights Commission from 6 months to 24 months. This is designed to ameliorate procedural challenges and complications that arose as a result of the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth) only amending the time frame for just the SD Act.

Conclusion

The Bill seeks to provide clarification by introducing express prohibitions on sexual harassment and sexual discrimination within the workplace. The majority of amendments work alongside current provisions within anti -discrimination legislation and are not entirely unfamiliar concepts for employers.

However, the Bill does not cover all of the Recommendations arising out of the Respect@Work Report. Some of the more potentially controversial Recommendations, such as those relating to non disclosure agreements, have not been included in this round of proposed changes. It will be of interest to see the Federal Government's next steps in working towards passing the Bill and how they will continue to implement recommendations from the Respect@Work report.

While the Bill is not yet law, it is likely to be enacted without major changes as the Government has a mandate arising from an election promise.

Key Takeaways

Now employers will need to ensure they are compliant with the requirements of the various amendments. Good employers will be ready for this legislation before it commences operation, which means:

• New policies to cover sexual harassment, sex discrimination and related WHS risks in their workplace (including pro active measures and appropriate complaint procedures).

• Meaningful and regular training for all staff, but properly tailored for leaders, line managers and staff generally.

• WHS practices enhanced to include risk assessments to identify the likelihood of discrimination and harassment occurring, and measures to eliminate or control hazards/risks.

• Pro active reporting methods, and other workplace monitoring programs to ensure they are best placed to continue to provide safe and thriving working environments.

WhatsUp in November

WhatsUp

mycommunity

With Sarah Rossiter

Natural Disaster Impact Survey

Department of Agriculture and Fisheries are attempting to build a Business Case to have people residing within TR Council boundaries and who were impacted by the flooding event between 6 and 20 May 2022 to be included to receive Disaster Recovery Assistance.

Disaster Recovery Assistance is not automatically granted and it is important for individuals to report damages and impacts as soon as possible include date stamped photos providing as much evidence as possible.

• Note this survey does not constitute an application for assistance - the purpose of this survey is to gain a better understanding of the extent of the recent natural disaster affecting your area.

• Participation is voluntary, and you can stop the survey anytime. If you have multiple properties to report, please complete one survey per property.

The Department of Agriculture and Fisheries collects this information to inform the process for activation of disaster recovery assistance.

Your information may be shared with other Queensland State and Local Government agencies responsible for disaster response and recovery.

For further information: Call DAF on 13 25 23 Email info@daf.qld.gov.au with your enquiry.

TRC is working with Brisbane Housing Company to develop new social, affordable units

“

BHC’s proposal is to develop new social and affordable units on the south east portion of the Station Street site,” Cr O’Hara Sullivan said.

“

We are pleased to partner with BHC, which has a proven record of delivering this type of accommodation.

“Council has been devising ways to address the acute shortage of rental accommodation, especially for the social and affordable housing sector, that is representative of the tight housing and rental market across Australia.

“Council is positive that the proposed Station Street development will offer a greater variety of well designed housing options that are close to transport, schools, recreation areas, retail and service hubs.

“

Council will look for ways to re invest the proceeds from the sale of the Station Street land into car parking or similar improvements across the CBD. The Station Street car park is rarely above 60% capacity on most days.

“

Private investors have shown their confidence in this part of the CBD through recent multi storey development applications, including the construction of the Bernoth development fronting Mylne Street.

“

There is great potential for additional revitalisation of this area of the CBD with easy connections to the historic and recently upgraded Russell Street retail area in addition to easy access to the Railway Parklands.

New

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