The workplace modification carried out at a business in Gympie brought a smile to Robert, who could continue working. A ramp was purchased and installed, allowing Robert to access his work station.
Workplace Modifications Scheme *
Workplace modifications can reduce restrictions and barriers to employment and greatly benefit people with a disability and benefit employers and the Service Provider as well, resulting in:
- a person with a disability finding a job
- a person with a disability keeping a job
- improving productivity
- making the impossible, possible.
The Workplace Modifications Scheme (WMS) encourages and supports the employment of eligible people with disability by providing financial assistance for the cost of modifications and adjustments that may be needed to a workplace.
Assistance is subject to meeting eligibility and application requirements and funds being available.
Some examples of workplace modification include:
- A special tool or technology (for example a screen reader) that will enable the person to perform a job to their full potential
- An alarm wristwatch to remind the person to perform a task at a certain time
- Building a wheelchair ramp to a workstation
- Special lighting and alarms that flash that indicate alert
The amount of funding available for each workplace modification is dependent on the need. This means there is flexibility to provide workplace solutions that really meet the individual needs of both employers and employees.
Funding is available to help employers accommodate both new and existing employees with disability.
To be eligible, an employee must be employed for at least eight hours a week in a job that’s reasonably expected to last 13 weeks or more.
Applying is easy! WMS Internet on-line request will notify “JobAccess” of your requirements and they will call you to discuss the application and decide if an assessor is required.
Assessments are at no cost to the employer, employee or service provider.
If assigned to an assessment by JobAccess, STEPS workplace assessors will conduct a collaborative assessment and make recommendations for the most appropriate workplace modification, adjustment or adaptive Equipment to allow the person to participate in employment.
Supported Wage System (SWS)*
Finding and keeping a job at full wages can be difficult for some people with a disability, especially where ability to produce work or complete tasks within a given timeframe is not possible. This is where the Supported Wage System (SWS) can help.
Once a person accepts and understands the SWS, it becomes an ideal way to secure employment. It is a fair and realistic process that assesses the productivity of a person in a specific workplace by measuring that worker’s productivity against a co-worker who is skilled to do the same job, in the same workplace.
After a 4-13 week period of employment at an ‘agreed’ by all parties, productivity percentage rate, an assessor assigned by the Government Supported Wage Management Unit (SWMU), determines a formal and legally binding, minimum productivity rate and wage – this rate is usually reviewed yearly by another assessment, but can be sooner if requested.
Assessments are at no cost to the employer, employee or service provider.
If assigned to an assessment by SWMU, STEPS workplace assessors will provide a range of assessment and administrative services.
Infirm Workers Permit (IWP)
The IWP form of employment is suitable for those people who not only have lower productivity ability, but also have circumstances that do not match with open or the SWS employment eligibility requirements.
The IWP is for those people who:
- Are on a Disability Support Pension (DSP), but cannot work at a high enough productivity rate for enough hours per week to achieve a minimum wage of $66** per week
- Are not currently on a DSP and are not able to work at full productivity capacity
- May or may not be on a DSP and work or want to work in an industry where an accurate initial and / or review SWS assessment is not possible i.e. inconsistent factors are always occurring that are not always observable, measurable and replicable.
Similar application, assessment and approval methods to the SWS apply.
* A Division of the Commonwealth Department of Education Employment & Workplace Relations (eligibility criteria applies). More information available from JobAccess
**This minimum is subject to change. DISCLAIMER This information is provided as a Service, not as an Authority and therefore needs to be confirmed for currency and accuracy of interpretation through the links provided.
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