Physical Disability Australia has recently gone through a restructure and is on the search for a CEO to help lead the organisation into the future.
If you have lived experience of physical disability, are an exceptional communicator and leader, have a strong background in management and a working knowledge and understanding of government and the disability sector, this position could be just right for you.
As a work from home opportunity based anywhere in Australia, the successful applicant will be instrumental in amplifying the voices of people living with physical disability and guiding PDA into its next exciting chapter.
To learn more, go to:
With the 2024 Paris Paralympics starting on Wednesday 28th August, we’re set for 12 exciting days of incredible skills, determination and camaraderie.
Whether you’re a keen sportsperson, a couch spectator or someone with a take it or leave it approach to sport, we hope you’ll join us as we celebrate our Australian Paralympic Team – quite a few of whom are PDA Members.
If you have a Paralympic event that you’d like us to feature, or if you or someone you know is representing Australia in Paris, let us know and we’ll join you in waving the Aussie flag and celebrating the efforts of our country’s Paralympian heroes.
To make sure that you don’t miss any events, check out the full event schedule at https://olympics.com/en/paris-2024/information/competition-schedule-for-the-paralympic-games
Aussie Aussie Aussie, Oi Oi Oi.
People with a disability can sometimes face higher levels of exploitation and discrimination at work. Having a good understanding of what your rights are, and where to find help, is an important way to protect yourself.
Everyone deserves to be paid fairly for the work they do and to work in a safe environment, free from bullying and harassment. There is a lot of help available from government regulators, unions and community legal centres – if you are unsure, it pays to check. PDA can even help put you on the right path if you get stuck.
The national workplace relations system is established by the Fair Work Act 2009 (Fair Work Act), which covers most private sector employees and employers in Australia. The key elements of the workplace relations framework are:
The practical operation of the Fair Work Act is overseen by the Fair Work Commission and the Fair Work Ombudsman.
Employees get different pay and entitlements depending on their type of employment.
Full-time employees and part-time employees:
Casual employees:
Independent contractors:
Have different rights and obligations to employees. They provide services to another person or business and aren’t employees of that person or business. They negotiate their own fees and working arrangements and minimum pay rates don’t apply because they aren’t considered to be employees.
You might still be an employee, even if you have an Australian Business Number (ABN) or your employer tells you that you are an independent contractor. It is important to seek advice from the Fair Work Ombudsman if you think your employer might be classifying you incorrectly.
The safety net in the national system comprises two parts; a National Minimum Wage and a set of eleven minimum standards of employment. These standards, the National Employment Standards (NES), contain the minimum terms and conditions for employees in the national workplace relations system. Employees can’t receive less than the NES, even if they have an award or agreement.
For most employees, their pay and conditions are set by the award that covers their industry or occupation. The minimum wage refers to the amount of pay before tax is taken out (gross pay). Some employees have a different minimum wage depending on their employment type, age or work capacity. If an award covers an employee, they’ll be paid based on their classification in the award.
In many jobs, employees get penalty rates for evening, weekend, public holiday and overtime work. Employees may also receive extra payments, or allowances, for things like laundry, driving vehicles or doing special types of work.
The Fair Work Ombudsman provides an award finder tool that will help you identify the award that applies to your situation.
Some people might be covered by an enterprise agreement. An enterprise agreement is like an award but negotiated at the workplace level between an employer and those employees that work for the employer.
The Fair Work Commission provides an enterprise agreement finder tool that will help you find the agreement that applies to you.
The law protects employees from losing their job in a way that is unfair, and you may be able to apply for unfair dismissal; the Fair Work Commission decides on cases of unfair dismissal. You must apply to the Commission within 21-days of termination so if you think you have been unfairly dismissed, you should contact the Commission as soon as possible.
The law also protects employees from losing their job if the reason is related to a reason expressly prohibited by the Fair Work Act – unlawful dismissal. Reasons include disability, because you were away with illness or injury, or because you belong to a union. This is a complex area, so if you have any concerns, you should contact the Fair Work Commission as soon as possible.
A range of other protections are provided by law, including the right to be free from bullying and harassment at work, the right to belong to a union, and the right to be free from discrimination.
The Fair Work Ombudsman and Fair Work Commission are a valuable source of information and advice for people with disability. Don’t hesitate to contact them if you would like advice or have concerns about your situation.
One of the best ways to protect yourself is to join your union. All union members get access to advice and legal representation if things go wrong in the workplace. Think of it like a safety net – you pay small, regular membership dues, but you’re covered big time if something goes wrong.
Let us know if you have any follow up questions or would like information about another employment related topic.
The Department of Social Services is calling on all Australians to provide feedback on the current disability strategy, via a questionnaire until September 6th at 5pm AEST.
The aim of this feedback is to create a more inclusive Australia through a a review of Australia’s Disability Strategy, ensuring that it is working as planned and to understand if improvements need to be made.
A discussion paper has been prepared by the Australian Government outlining information to inform Australians when submitting their feedback on the current disability strategy. This comes in multiple formats (including a standard, easy-read, low-formatted and Auslan video and transcript) and can be accessed by going to
www.engage.dss.gov.au/ads-review/review-of-australias-disability-strategy-ads-discussion-paper/
To be involved in the review, complete the questionnaire by going to
or by emailing your feedback to ADSReview@dss.gov.au.
It is hoped that this feedback will lead to an updated strategy geared at improving the lives of people with disability, and looking towards a more inclusive and accessible community and society for all Australians.
Australians with disability, their family, disability organisations and Australians without disability are all encouraged to provide their feedback during this review.
For more information on Australia’s Disability Strategy 2021-2031, go to
https://www.disabilitygateway.gov.au/ads
Get involved. Have your say.
Together we can steer positive change.
A recent *workplace disability discrimination report from Diversity Council Australia has revealed that some people living with disabilities are choosing not to disclose their conditions for fear of being overlooked for career progression, being ostracised and/or discriminated against by colleagues and employers.
Have you experienced discrimination at work because of your disability or have you made the active decision to not share your disability information because of professional or social concerns?
Do you think that you have an obligation to disclose this aspect of your personal information regardless of its impact to your job? Or do you think that it’s no-one’s business but your own if accessibility arrangements or workplace concessions aren’t required?
We’d love to hear your thoughts.
Our Social Hours are one of our fave times and are sure to bring a bucketload of smiles, infectious laughter and some hilarious chats to everyone who joins in the fun.
6pm VIC/ACT/TAS/NSW/QLD
5:30pm SA/NT
4pm WA
Held on the first Monday of the month, our Social Hours are a great chance to have fun, have a laugh, make friends and have an hour that leaves you with a big smile.
We’d love you to join us, but you will need to register.
To do this head across to:
https://us02web.zoom.us/meeting/register/tZYqc–qqjkjG903J2KoieI9ASVSig7b4mxr
Hope to see you there. 😊
An article from the *Disability Support Guide, has revealed that 1 in 3 Australians living with disability are priced out of the housing market.
Average weekly rental cost is sitting at around $500 dollars a week, and 32% of disabled Australians are reportedly earning less than $383 per week.
With Homelessness Week coming up next week (5-11 August), Homelessness Australia is working to raise awareness of our country’s shocking homelessness rates, whilst highlighting ways in which these numbers can be significantly reduced.
Join the call to government to improve the number of social and affordable housing options in Australia by signing a petition calling on government to establish funding for a minimum 25,000 social and affordable homes each year.
You can sign this petition by going to:
Help is available if you’re experiencing or at risk of homelessness, by reaching out to organisations listed at:
The company breached the Fair Work Act by terminating, or threatening to terminate, the employment of three workers in order to employ them as independent contractors – a less beneficial employment arrangement for the workers when they were essentially doing the same work.
Nearly $200,000 in penalties for sham contracting involving workers with disability – #FairWorkOmbudsman
There is a significant power imbalance between employers and workers; if you are concerned that you may not be receiving your correct entitlements you can contact FWO for free and confidential advice.
FWO ensures compliance with Australia’s workplace relations system and prioritises people with disability given their heightened risk of exploitation.
PDA may also be able to help. Let us know if you need guidance through the process of checking your employment arrangements.
Over the past weekend Physical Disability Australia’s Board met in Brisbane to guide the organisation’s work into the future.
As the first face-to-face meeting since 2019, it provided a valuable opportunity for the team to discuss and consolidate strategic plans, goals, responsibilities and objectives moving forwards.
With so many plans in the pipeline, PDA continues to look forward to making a real difference for our Members and Australia’s wider disability community through driving positive change.
We’re excited to have you join us on this exciting journey.
If you’re not already a PDA Member, sign up for free by going to
pda.org.au/membership/.
IMAGE DESCRIPTION: PDA’s Board Members posing for a group photo. Front row (left to right) Sharon Boyce – Co-Vice President/QLD Director, Nick Schumi – SA Director, Sarah Styles – QLD Associate Director, Robert Wise – VIC Associate Director, Krystal Matthews – SA Associate Director. Back row (left to right) Tim Harte – Treasurer/VIC Director, Mark Pietsch – NSW Director, Talia Spooner-Stewart – Co-Vice President/ACT Director, Andrew Fairbairn – President/WA Director, Paul Williamson – ACT Associate Director, Melanie Hawkes – WA Associate Director, Paul Watson – NT Director
This refusal to sign up to a set of design standards that ensures that basic accessibility needs for all people are met on new housing developments, is beyond understanding.
Modelling based on these standards has shown that these amended requirements will add a mere 1% to the cost of a new build.
But in failing to adopt this new code, these rogue states are ensuring that fewer houses are available for people with disability and older people.
In turn, this potentially leads to thousands of Australians unable to live in homes built to accommodate their needs, thereby forcing more people into specialist disability housing and aged care, and putting greater pressure on the NDIS and state governments.
Building Better Homes Campaign is working to pressure the NSW Government to do the right thing, to join Australia’s forward thinking Governments and end discriminatory housing.
To get behind this important push, sign the open letter to NSW State political leaders by going to:
www.buildingbetterhomes.org.au/new-south-wales/
And WA, pull your finger out. You’re next!
1800 732 674
