Issue 133
29 June 2009
Activ, an Australian Disability Enterprise in Western Australia, have successfully included the Australian Disability Enterprises logo on their business cards.
Please note that Section 1.4 of the Australian Disability Enterprises Corporate Branding Guidelines (also known as the Style Guide) states that the minimum width of the ADE Master Logo must be 40mm. However, if you are having difficulty fitting the logo onto the proposed design of your organisation’s new business cards, the Master Logo width can be reduced to a minimum width of 30mm. Please note that this revision applies only to business cards and not to any other promotional material developed by your organisation.
Co-branding your enterprise with the Australian Disability Enterprises logo is a great business opportunity. Has your enterprise already co-branded with the new logo? Would you like to show other Australian Disability Enterprises your co-branding success? Just email an example of your co-branding with the new Australian Disability Enterprise logo to disAbility e-news to feature in an upcoming issue.
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We have a limited number of the Consumer Training and Support Trainers Manuals (Blue) that we would like to make available to Trainers/Support staff working in Australian Disability Enterprises. The manuals are identical to those issued during 2008 to each Australian Disability Enterprise outlet, and featured in the recent Consumer Training and Support workshops. The folders include:
As stocks are limited they will be issued on a first come-first served basis. Please note they will be available to Australian Disability Enterprises trainers and support staff only. To order your copy of the Training Manual, or any of its components, please send an email request to Janice.Chapman@fahcsia.gov.au.
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If you know of an Australian Disability Enterprise that has made a significant contribution to ensuring that people with disability are encouraged to participate to their full potential in employment, tell us about it by nominating them for the Australian Disability Enterprises Excellence Awards 2009.
To nominate an Australian Disability Enterprise for an Award, or to make an enquiry about the Awards visit the FaHCSIA website, alternatively you can email excellenceawards@fahcsia.gov.au or call 1800 108 196
Nominations close 20 July 2009.
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The Australian Employers' Network on Disability has just had the publication Opportunity reprinted and it is now available once more in hard copy.
Opportunity outlines the business case for employing people with disability, including the significant benefits of having people with disability as part of the workforce.
Free copies of the publication can be ordered online from the Disability Confidence website.
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DMI Reassessments can be completed 2 months prior to or 3 months after the due date.
The dates of the evidence collected for a DMI Reassessment do not have to correlate exactly to the three months when the employee is assessed.
The most valid evidence (given its currency) is collected in that 3 month window before the DMI is submitted. However, you shouldn’t exclude valuable and reliable evidence that’s been collected over the previous 24 months, such as wage assessments. As best practice, there is usually a more intensive assessment period in the three months leading up to completing the DMI, when you capture the bulk of the evidence.
The DMI Evidence Guidelines and DMI Frequently Asked Questions documents are available on the FaHCSIA website.
Should you have any further queries on DMI Reassessments please contact the CBF Helpdesk or call 1800 034 887
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Suspension on FOFMS is only required for absences of more than one calendar month. Under paragraph 18.2 of the Additional Procedures and Information it states:
‘You must Suspend a Supported Employee under paragraph 18.1 for a minimum period of one month to a maximum period of 12 months’
If you are aware that an employee is going to be absent from your service for less than one calendar month, there is no requirement to suspend the case.
However, should the employee subsequently advise that they are to be absent for more than one calendar month, you must suspend the case record on FOFMS immediately.
If a suspended employee returns to work before the end of the calendar month, it is important that the case is not restarted until one calendar month has elapsed from the initial Suspension date.
When a supported employee is suspended on FOFMS you will receive an additional Case Based Funding payment on the supported employee’s next payment anniversary date. Therefore, if an employee does return early you will not miss any eligible payment.
It is also not necessary to suspend supported employees over a Christmas shutdown period or who are on workers’ compensation, sick leave or maternity leave for less than two months.
Please contact the CBF Helpdesk or call 1800 034 887 if you require further information.
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Email disAbility e-news if you'd like more information on a particular issue or program in disAbility e-news or to let us know what you think of the newsletter.
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Your contributions to disAbility e-news are welcome. Do you want to let others know about your successes? Or how you engage with local businesses to create employment opportunities for people with disabilities? Email your story idea to disAbility e-news.
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