In some cases, a TAC client may sustain a permanent disability as a result of their transport accident.

There are many business benefits to employing people with a disability, and evidence shows* that employing people with a disability does not cost any more than employing people without disability.

The Australian Network on Disability (AND) lists five key benefits to hiring people with a disability.

• Attract and retain talent.
• Build your business reputation and brand.
• Improve your marketing and customer retention.
• Mitigate business risk.
• Recognise and uphold the rights of people with a disability.

*Graffam,J., Shinkfield, A., Smith,K., & Polzin, U. (1998). Making it work; Employer outcomes when employing a person with a disability. Melbourne; Institute of Disability Studies, Deakin University.

Accessing government support

If you are hiring someone with a disability, there are a range of government supports you may be eligible to access.

JobAccess provide free advice and support to help remove barriers to employing people with disability. This includes an advice service, employer engagement team, workplace modifications, support and training, and more.

Find out more at the JobAccess website.

Making reasonable adjustments

If you are aware of an employee’s disability, legally you must provide what is regarded 'reasonable adjustments' to accommodate the needs of your employee.

Reasonable adjustments let an employee with disability safely perform the essential requirements of their job.

More information about reasonable adjustments, including policy templates and checklists are available on the JobAccess website.

Ticket to work

Young people with disability want to work for similar reasons as everyone else.

But often they do not get the same career development and work experience opportunities while at school. This can set them back.

Ticket to Work has worked with over 2,000 employers who have provided career and work opportunities for students with disability.

https://tickettowork.org.au/resources/employers/

Your role

You provide the essential ingredient in the return to work process, the job!

This may be in the form of one or more of a:

• Full-time employment opportunity
• Part-time employment opportunity
• Casual employment opportunity
• Work trial opportunity: a short term trial role that helps build work readiness.

The TAC and a return to work specialist will discuss with you what supports are available to help a TAC client return to work in a new job.

These supports will vary according to both our client’s needs and your needs as an employer.

Your employee (the TAC client)

Our clients are encouraged to actively participate in the return to work process.

They will work with you (the employer), the TAC and their return to work specialist (if applicable) to ensure a safe and sustainable return to work. This includes:

• Working according to the agreed duties and hours in their return to work plan
• Regularly reviewing and discussing their recovery progress and work arrangements with you, their health professional and/or return to work specialist (if applicable).
• Raising any issues or concerns with you and their return to work specialist (if applicable)

The TAC

As part of the return to work process, the TAC will:

• Discuss return to work options with our client and their healthcare professionals
• Refer our client to a return to work specialist
• Discuss and agree to provide relevant supports as part of a return to work plan
• Liaise with all parties involved, including you, to support our client’s successful return to work.

Return to work specialists

If your new employee is working with a return to work specialist, they will plan a tailored return to work program that meets the needs of you and your new employee.

The return to work specialist may:

• Conduct a worksite assessment to determine an appropriate working environment and duties
• Assess and recommend any necessary workplace modifications or equipment
• Liaise with your new employee’s healthcare professionals to ensure hours and duties are appropriate
• Work with your occupational health and safety manager (if applicable)
• Develop a return to work plan and monitor your new employee’s progress
• Be the key contact in relation to the return to work plan

If your new employee has a return to work plan, you are still responsible for the usual elements of the employment relationship.

These include supervision, performance management, superannuation, industrial relations, human resources, standard equipment required for the role and all other WorkCover obligations.

Before your new employee begins work

1. Your employee’s return to work specialist will conduct a worksite assessment, including a productivity assessment. The initial wage subsidy will be agreed at this stage (if applicable).
2. The specialist will provide a report cleared by a medical practitioner that confirms your new employee’s duties, work hours, wage subsidies and any other recommendations (e.g. equipment needs).
3. The TAC will confirm the details of the return to work plan, WorkCover insurance and any subsidy payments

When your new employee starts

1. Your new employee will start work as per the return to work plan.
2. During the return to work plan you should pay your employee only for the hours they work.
3. In the case of wage subsidies, either you or your employee should send or email payslips to the TAC. This will ensure you are reimbursed the agreed wage subsidy (for hours worked) and help us calculate any partial income benefit to be paid to our client.
4. The return to work specialist will conduct regular reviews throughout the return to work plan and will provide progress reports to all parties detailing any changes in productivity, duties and hours to be worked.
5. There is no set time frame for a return to work plan, however it will normally run for a minimum of 12 weeks. The specialist will finalise the plan once the return to work goals are achieved and sustained.