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Post by Banjo on Jul 16, 2011 10:48:54 GMT 7
disabilityemployment.org.au/I'm book marking this one, their news section looks interesting. Millions to be spent on unnecessary re-tendering in Disability Employment sector
Wed, 13 Jul 2011, 10:03 AM MEDIA RELEASE - DISABILITY EMPLOYMENT AUSTRALIA - 12 July 2011 A national campaign launched on Friday 8 July – ‘NO to 80% Tender’ – opposes the Labor Government’s decision to enforce over 80% of disability Employment Support Services to re-tender for government contracts in 2012. Disability Employment Australia (formerly ACE National) CEO, Lynette May met with the Minister of Workforce Participation, Kate Ellis, on Monday to demand transparency around the decision. “We were extremely disappointed to get no meaningful engagement on this vital issue from Minister Ellis. Enforced re-tendering will have a substantially negative impact on the sector – both in terms of service provision for people with disability, and from a financial perspective,” said Ms May. In response to threatened instability in the sector as a result of the planned and unprecedented wide-scale tendering process, Disability Employment Australia – the peak body for disability employment services in Australia – initiated the ‘NO to 80% Tender’ campaign on behalf of member organisations. “I fail to see the logic behind enforcing re-tendering on service providers that are already meeting or exceeding their service commitments,” said Ms May. Disability Employment Services do not compete financially for tenders, but are instead allotted funding from the government for contracts. Supporting people with disability into employment is not an economic imperative. It is a right based on social inclusion, which is imbedded in the Disability Services Act 1986. This decision will not guarantee a better outcome for clients. While the Minister has not disclosed the expected return on investment for the tendering process, it is estimated that it will cost the government upwards of $10 million to complete. The cost of tendering by service providers is anticipated to equal or exceed this amount. Keryl Neville, CEO of LEAD Employment in Canberra pointed out the impact such a costly exercise will have on the sector. “Service providers, particularly smaller providers, and those in regional areas, will have no choice but to divert staff and taxpayer funding for service provision away from supporting people with disability in the workforce, and into the unnecessary tendering process,” said Ms Neville. It is foreseeable that small providers will be forced to forfeit their contracts due to a lack of resources and the expertise required to complete a successful tendering process. This will cause a lack of diversity in the disability employment services sector, and a lack of choice for the consumer of these services. “We welcome the entry of new providers into the market, and would be the first to demand that poor performers should be exited. However, achieving these objectives can be accomplished through more effective and less costly processes. We implore the Government to listen to the sector and re-examine their decision to enforce over 80% of the disability Employment Support Services to re-tender,” said Ms May. The ‘NO to 80% Tender’ campaign is already gaining significant momentum within Disability Employment Service providers, their staff and the clients and employers they support. www.disabilityemployment.org.au/noto80
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Post by Deleted on Jul 16, 2011 13:40:07 GMT 7
Maybe the government has finally worked out all the agencies have just been racking in the $$$$, and not doing too much.
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Post by spaceyone on Jul 18, 2011 10:09:14 GMT 7
This is what just one of these disability employment agencies makes in profit each year, from doing nothing for us, while sitting around in air-conditioned offices with plenty of perks for the staff, flexible working hours and great staff incentives.
Your directors submit the financial report of On-Q Human Resources Limited for the year ended 30 June 2007.
OPERATING RESULT The net amount of the profit of the company for the financial year after providing for income tax was $384,848 (2006 year $312,354 profit).
Your directors submit the financial report of ON-Q Human Resources Limited for the year ended 30 June 2008.
OPERATING RESULT The net amount of the profit of the company for the financial year after providing for income tax was $1,196,597 (2007 year $384,848 profit).
OPERATING RESULT - 2009/10
The Company continues the growth trend of recent years and whilst a number of factors conspired to cause a reduced surplus this year, much was achieved against a fairly turbulent global and industry economic backdrop which should strengthen and consolidate our position in the future.
In terms of our financial performance a net surplus of $624,678 (2008: $1,196,597) was recorded representing 3.5% of total revenues (2008: 7.4%).
This decrease in surplus was in spite of a 10% increase in total revenues from $16.07m (2008) to $17.69m. Factors behind this included a weaker employment sector and the Company finally feeling the strain of doubling in size over three years, which meant that productivity and efficiency was significantly impacted.
This agency was making more and more money until the Global Financial Meltdown. I guess their figures will be back up again for 2009/10, which includes being paid for doing nothing to find me work, and only to sabotage my DSP application.
This company has also cost Centrelink a fortune in having to pay their legal team to get them out of the mess On-Q HR created when dealing with me, and to thwart my threat to sue them.
My case has also kept some officers of the Ombudsman's Office and Privacy Commissioner's office busy, and earning their salary.
But what did I get? Torn tendons and slipped discs in my back, before I was excused from looking for, and having to, work in low-paid physically demanding jobs.
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Post by Banjo on Jul 18, 2011 10:30:28 GMT 7
I've written to Minister Plibersek this morning addressing a number of concerns we have.
1) Will the same people currently contracted by Centrelink to handle NewStart customers be involved in similar activities for DSP recipients?
2) What will the minimum qualifications of the people involved in the assessments have to be?
3) Will these people be qualified to overrule the medical practitioners consulted by DSP recipients?
4) What will the process be for people obviously unable to cope with an aggressive and intrusive assessment due to their disability?
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Post by spaceyone on Jul 18, 2011 11:58:50 GMT 7
I think we should organise a pre-emptive strike, and petition. We should advise the department who's role it is to oversee these disability employment agencies, Job Services Australia, that we will refuse to attend these places until a proper investigation has been conducted into what one of them did to me.
We should let them know that my case, and the injuries I suffered due to my employment agency doing nothing to help me, while creating false records that they were, has become common knowledge amongst recipients of the DSP. We should advise that it has made us all wary of attending these places, and that while one is allowed to get away with corrupt behaviour and sabotage of a DSP claim, we will refuse to attend any of them.
I will think about that more and see what I can come up with. Hoping all our members would be willing to sign off on same.
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Post by spaceyone on Jul 18, 2011 12:45:29 GMT 7
I have just found that my disability employment provider not only evaded investigation and disciplinary action for what they did to me, they were instead inducted into the Disability Employment Hall of Fame. Disgusted! Every government agency, responsible for keeping these bastards honest, had to instead attack me and/or act corruptly themselves to cover up for On-Q Human Resources. To see that their founder received this award just last month, fills me with even more disgust for these places and Job Services Australia. ON-Q Takes the Limelight 06-Jul-2011 Representatives from over 244 Disability Employment Service organisations spanning some 2000 offices across Australia, gathered at the Gala Dinner of the National Disability Services conference in Brisbane last Wednesday, 29 June. It was at the Gala Dinner that ON-Q took the limelight. Peter Tanner, company founder and Executive Director of Business Development was recognised for his outstanding contribution to the sector throughout his 23 year career at ON-Q. Peter played a fundamental role in building the foundations of what is now an innovative and progressive disability employment sector. In recognition, Peter Tanner was formally inducted into the Disability Employment Australia Hall of Fame. Disability Employment Australia Chairperson Donna Faulkner offered congratulations and commented on the commitment driving the sector, “…At our core, we are committed to ensuring better employment opportunities for people with disability. It is a passion for positive change that drives the sector forward.” And so it is at ON-Q. Peter has laid the foundations and provided the springboard. This is a great achievement for Peter and well deserving of the recognition.
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Post by Banjo on Jul 18, 2011 13:08:34 GMT 7
I think we should organise a pre-emptive strike, and petition. We should advise the department who's role it is to oversee these disability employment agencies, Job Services Australia, that we will refuse to attend these places until a proper investigation has been conducted into what one of them did to me. We should let them know that my case, and the injuries I suffered due to my employment agency doing nothing to help me, while creating false records that they were, has become common knowledge amongst recipients of the DSP. We should advise that it has made us all wary of attending these places, and that while one is allowed to get away with corrupt behaviour and sabotage of a DSP claim, we will refuse to attend any of them. I will think about that more and see what I can come up with. Hoping all our members would be willing to sign off on same. I think this will be a popular cause, affecting more Australians, than our residency campaign. We need to reach out to the people it will affect, much the same as we did when we started this forum, and let them know that help and support is available and there is strength in numbers.
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Post by Banjo on Jul 18, 2011 13:14:27 GMT 7
I have just found that my disability employment provider not only evaded investigation and disciplinary action for what they did to me, they were instead inducted into the Disability Employment Hall of Fame. Disgusted! Every government agency, responsible for keeping these bastards honest, had to instead attack me and/or act corruptly themselves to cover up for On-Q Human Resources. To see that their founder received this award just last month, fills me with even more disgust for these places and Job Services Australia. ON-Q Takes the Limelight 06-Jul-2011 Representatives from over 244 Disability Employment Service organisations spanning some 2000 offices across Australia, gathered at the Gala Dinner of the National Disability Services conference in Brisbane last Wednesday, 29 June. It was at the Gala Dinner that ON-Q took the limelight. Peter Tanner, company founder and Executive Director of Business Development was recognised for his outstanding contribution to the sector throughout his 23 year career at ON-Q. Peter played a fundamental role in building the foundations of what is now an innovative and progressive disability employment sector. In recognition, Peter Tanner was formally inducted into the Disability Employment Australia Hall of Fame. Disability Employment Australia Chairperson Donna Faulkner offered congratulations and commented on the commitment driving the sector, “…At our core, we are committed to ensuring better employment opportunities for people with disability. It is a passion for positive change that drives the sector forward.” And so it is at ON-Q. Peter has laid the foundations and provided the springboard. This is a great achievement for Peter and well deserving of the recognition. Disability Employment Australia Hall of Fame? Who pays for this crap? Just what the people on the DSP need, those responsible for helping them indulging in an orgy of self congratulation. disabilityemployment.org.au/about-us/hall-of-fame/
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Post by spaceyone on Jul 18, 2011 13:28:18 GMT 7
Yes, what wankers they are all! I have just fired off a quick email to the Chairperson of Disability Employment Australia, to let her know what I think of On-Q HR's award.
To: info@disabilityemployment.org.au Subject: Att: Donna Faulkner Date: Mon, 18 Jul 2011 16:21:06 +1000
Dear Ms Faulkner
I just came across a piece of 'news' on the On-Q Human Resources website, that Mr Peter Tanner has just been inducted into the Disability Employment Hall of Fame.
I am completely disgusted to learn of this.
You and your organisation must not be aware of the following complaints I have made about them over the past year. All of which were not properly investigated, in a deliberate attempt to ensure that they went unpunished and kept their trading licence.
1. Deliberately sabotaged my DSP application, rendering me injured and homeless.
2. Employing people as 'counsellors' who are not legally allowed to be doing counselling work.
3. Claiming to DEEWR that I was attending interviews when I was not.
4. Keeping false records.
5. Denying to a JCA officer that they had seen any signs of illness, when all of the records relate to how sick I was while on their program.
6. Witholding valid medical evidence from a JCA assessor.
7. Making false allegations in a court of law, to obtain an AVO to prevent me from making FOI requests to see my file.
8. Denying my FOI rights in refusing to supply a copy of same file, until instructed to do so by the Office of the Information Commissioner.
9. Making phone calls to my home laughing at me that I had been turned down for DSP, when no decision had officially been made, and goading me to sign up for Newstart and stay on their program.
10. Their corrupt arrangement with the JCA company, Australian Personnel Management.
This is just to name a few of the acts of corruption they committed against me. Centrelink officers then stepped into to protect them, by attacking me and falsifying more contact, and medical records, to make it appear that I was not sick, and instead was aggressive and abusive towards their staff.
Now I am totally filled with disgust, not only for the agencies who refused to investigate my allegations, but for the whole of the disability employment sector. You are as corrupt as any criminal sitting in a jail doing time for their crimes. Yet, you all not only walk free, but hand out awards to each other.
I will be attempting to get a petition signed by as many DSP recipients as I can contact, urging them not to attend a disability employment agency, until On-Q HR has had their licence to operate taken away from them, as it should have been had my complaints be properly dealt with.
You are the sick people. Sick in the minds. We are just sick in our bodies. We retain our integrity and honesty. You all just get sicker in your thinking, and more corrupt in your dealings with us.
Yours truly
SpaceyOne
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Post by Banker on Jul 18, 2011 15:54:14 GMT 7
Christ I go away from the forum for a couple of days & it comes back to life You have been a busy boy Banjo.....get out the cheque book Spacey Spacey, As I have said before we will get a far better response, if we send these complaints by Physical mail by all means send them an email also. Please keep a copy of all physical mail you send.
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Post by spaceyone on Jul 19, 2011 11:12:05 GMT 7
Lol, Banker, my bad. I was just so furious to see that the boss of that corrupt company had been given an award that I had to let them know how I felt, immediately.
I do intend to write Mr Tanner a nice long letter next, explaining to him what a fraud I think he, his company, and that award are, and post it to him. I will also write a longer one to the Chairperson of Disability Employment Australia outlining my complaint in more detail to her, show her the proof of my claims, and post that off to them as well.
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Post by Banjo on Jul 19, 2011 13:26:34 GMT 7
I think that when writing to a private company snail mail is essential. You could even register it. I still have faith in email to government departments although I currently have two outstanding emails awaiting replies to La Plibersek.
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Post by spaceyone on Jul 19, 2011 22:59:11 GMT 7
This is a discussion paper prepared when Rudd was still the PM, relating to the government's plans for Disability Employment Service providers. I notice on the first page, it states that the disabled have the right to work if they choose to. So why are they trying to assess how many hours of work we can do each week, and passing legislation to ensure that we either do it, or loose our payments? It also shows how much these places are paid to sit around and watch us look for work, and then claim a bonus when we are successful in getting ourselves hired. www.deewr.gov.au/Employment/Programs/DES/DESReview/Documents/FutureDESDiscussionPaper.pdf
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Post by spaceyone on Jul 19, 2011 23:04:40 GMT 7
It seems to me, that a lot of the government's new policies in relation to DSP recipients and work requirements, were born from this ridiculously simple assessment of things, back in 2005. I quote: Fewer people with disabilities participate in the workforce than those without disabilities. More people with disabilities are unemployed than those without disabilities. www.hreoc.gov.au/disability_rights/employment_inquiry/papers/issues1.htm
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Post by spaceyone on Jul 22, 2011 11:20:34 GMT 7
Budget 2010-11 Assessment Processes for Job Seekers and Disability Support Pension ClaimantsKey Elements •The Government will improve assessments for disadvantaged jobseekers and people with disabilities to ensure that appropriate employment services and income support are provided. •Job Capacity Assessments for the Disability Support Pension (DSP) will be refined to have a greater focus on a person’s potential to work with appropriate capacity building and rehabilitation. The assessments will also have greater consideration of the person’s transferrable skills, suitability for alternative employment with reasonable adjustment and their capacity to benefit from vocational training and rehabilitation. •This does not impact current recipients of the DSP. •As part of the new assessment process, DSP claimants will now be required to provide sufficient evidence that they are unable to participate in work, even with the appropriate employment assistance. This evidence will include demonstrating that they have participated in an open employment service or vocational rehabilitation. •DSP claimants who do not have sufficient evidence to demonstrate that they could not be assisted back to work will have their DSP claim rejected in the first instance and will instead be referred to an employment service to receive assistance. •Claimants with manifest or severe disabilities who are clearly unable to work will not be affected and will proceed directly onto the DSP. •These changes will be introduced from 1 January 2012 to coincide with the planned implementation of the revised Impairment Tables, which are currently being reviewed. •To support these changes, from 1 July 2011 responsibility for DSP assessments will transfer from the Department of Education, Employment and Workplace Relations (DEEWR) to the Department of Families, Housing, Community Services and Indigenous Affairs (FaHCSIA) so that all DSP related policy will be in the one place. •More needs to be done to encourage people with disability to participate in community life - and key to that is supporting those who can, to enter the workforce. This is especially important given the trend over the last decade which has seen the number of DSP recipients increase by over 31 per cent, reaching more than 757,000 in June 2009. •This measure will focus on keeping people with capacity connected to the workforce, thereby reducing their reliance on income support. •On 1 July 2011 new assessments for job seekers with disabilities and other disadvantaged job seekers will be introduced. •The current Job Capacity Assessment service for job seekers will cease to operate. Disadvantaged job seekers will benefit from new assessments to refer them to the most appropriate employment service and identify the level of support that matches their needs. •The new job seeker assessments will be completed by Centrelink with assistance from the Australian Government service provider, CRS. These assessments will be undertaken by allied health professionals, for example psychologists and rehabilitation counsellors. •The completion of assessments by Australian Government organisations will make the assessment process less complex for disadvantaged job seekers and provide greater consistency in determining their employment service needs. •In addition to referring job seekers to the most suitable employment service, assessors will arrange for eligible job seekers to receive assistance such as psychological counselling, pain management and work conditioning to help them overcome their barriers to work. Background •Many new applications for the disability pension are not triggered by the acquisition of an impairment or disability, but by changes in an individual’s employment circumstances. Around half of DSP entrants come onto payment from employment without having tested their capacity to be retrained for alternative work. Timely intervention is essential in ensuring people with some capacity maintain their workforce attachment. Implementation •These changes for the DSP will be introduced from 1 January 2012 to coincide with the planned implementation of the revised Impairment Tables, which are currently being reviewed. •This measure will be implemented by FaHCSIA in consultation with Centrelink, DEEWR and the Department of Human Services. Total Government Funding •Saving of $383.4 million over four years from 2010-11 to 2013-14. www.fahcsia.gov.au/about/publicationsarticles/corp/BudgetPAES/budget10_11/Documents/factsheets_jobseekers.htm
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