9. Post-placement support

Supporting Documents for this Chapter

Supporting Documentssign-in required (sign-in required)

• Meaningful exchange of email or text messages – Provider Fact Sheet

• Employment Assistance Fund Guidelines

9.1 Chapter OverviewCopy citation · §9.1

This Chapter outlines a Provider’s responsibilities when delivering Post Placement Support. This includes:

• when to move a Participant to Post Placement Support

• how to support a Participant to achieve Employment Outcomes

• how Post Placement Support links to Ongoing Support, and

• when a Participant Exits from Post Placement Support.

Post Placement Support is available as part of the In-Employment Support phase of Inclusive Employment Australia. A Participant receives Post Placement Support when their Provider considers the Participant’s Job Placement is likely to continue to an Employment Outcome. The Provider decides when to anchor a Job Placement by moving the Participant to Post Placement Support. This starts an Outcome Period.

During Post Placement Support:

• Participants and their Employer can receive support to ensure the Job Placement is successful, and

• Providers receive Fees to support sustained and successful Job Placements.

Fees available in Post Placement Support may include:

• Progress Fees after 4-weeks of sustained Employment — refer to Section 11.4 Progress Fees

• Outcome Fees after a 12-week Period, 26-week Period and 52-week Period of sustained Employment — refer to Section 11.5 Outcome Fees, and

• Moderate Intellectual Disability (MID) Payments, which may be paid in addition to Full Employment Outcome Fees if the Participant has moderate intellectual disability and has worked on average at least 15 hours per week over the Outcome Period — refer to Section 11.6 Moderate Intellectual Disability Payment.

Providers must deliver Post Placement Support to a Participant who has commenced a Job Placement which is progressing towards an Employment Outcome until the Participant has completed a 26-week Employment Outcome. The Provider must continue to support the Participant until they achieve a 52‑week Employment Outcome by delivering either Post Placement Support or Ongoing Support.

The Participant will receive Post Placement Support to help with keeping their Employment until the Participant returns to Pre-Employment Support, starts receiving Ongoing Support or is Exited (see Section 9.6 Moving between Post Placement Support and other phases).

The Provider must Exit a Participant (Voluntary) who does not wish to receive Post Placement Support and who is eligible to Exit, as outlined in Chapter 3: Commencements, Transfers, Suspensions and Exits.

9.2 Post Placement SupportCopy citation · §9.2

Providers must deliver Post Placement Support to Participants for the duration that they are in Post Placement Support.

Post Placement Support can include:

• regular Contacts to the Participant, as needed, to support the Job Placement

• support for the Employer (where agreed by the Participant), including advice about disability management and available support

• help with the costs of necessary equipment, licenses or transport, and

• supporting the Participant and/or Employer to access funding for workplace modifications and equipment where needed, through the Employment Assistance Fund (EAF).

Services provided during the Post Placement Support phase will vary depending on the circumstances of the Participant, Employer and Job Placement.

Providers should keep an effective, positive relationship with the Participant and/or Employer to ensure the effectiveness of the Job Placement. An effective relationship will also help the Provider to collect Documentary Evidence that must support any claim for an Employment Outcome Fee.

Providers must consider any sensitivities, for example, whether the Participant has not disclosed their disability to their Employer and/or whether the Participant does not want their Provider to contact their Employer. In these instances, the Provider would contact the Participant only. Providers must not disclose the Participant’s disability, health condition or other personal details to the Participant’s Employer unless the Participant has consented to the disclosure.

(Deed Reference(s): Clause 119, 121)

9.3 Movement to Post Placement SupportCopy citation · §9.3

9.3.1 Vacancy managementCopy citation · §9.3.1

Providers record the details of Job Placements, including Vacancies sourced by the Participant, in the Department’s IT Systems as a Vacancy.

Providers will need to enter a range of information including a job description, Employer details, hours, salary, Vacancy type and whether the job was sourced by the Participant.

Vacancy types are:

• normal position — used when none of the more specific types below are applicable

• Apprenticeship or Traineeship

• Pre-Existing Employment

• internship

• graduate

• seasonal, and

• self-employment.

When sourcing Vacancies for a Participant, Providers must ensure the Vacancy is not a Non-Payable Outcome, including that the relevant minimum wage is satisfied — Providers may wish to refer to information on Minimum Wages published by the Fair Work Ombudsman. Providers must not refer Participants to any Vacancy that does not meet minimum requirements under applicable workplace legislation.

In addition, Providers must not anchor any Participant sourced Vacancy or claim an Outcome Fee for that placement if the Provider becomes aware the employment does not meet National Minimum Wage requirements. In this case, the Provider should ensure the Participant is aware of the information and assistance available to them through the Fair Work Ombudsman.

System step — Providers must lodge Vacancies in the Department’s IT Systems and follow the workflow to provide a complete record of the Employment details.

System step — Providers must connect the Vacancy record with a Participant in the Department’s IT Systems when the Participant is placed into the Vacancy. This includes the date the Participant started in the Job Placement.

Placements with the Provider or Related Entity

Providers can place a Participant into a paid Employment position with the Provider’s Own Organisation or Related Entity. However, Job Placements within a Provider’s Own Organisation or Related Entity cannot form part of any Employment Outcome claim unless the Provider has obtained the Department’s written agreement that the Job Placement can be used this way. This is because there is a real or apparent conflict of interest when a Provider can claim an Outcome Fee by Employing a Participant on their own Caseload.

Providers can seek the Department’s approval of an Own Organisation or Related Entity Job Placement by sending an email to their Account Manager that sets out the full circumstances of the Job Placement, including:

• the intended work duties, term of employment, hours and wages

• why the Provider wishes to make the placement, and

• any other relevant employment placements the Participant has undertaken relating to the proposed Vacancy.

The Department may agree to an Own Organisation or Related Entity Job Placement where the Department is satisfied that the Job Placement is genuine Employment that is suitable for the Participant, and where the Provider would bear the full cost of the Employment for the Full Outcome Period.

If the Department does not provide agreement, the Provider can continue to support the Participant’s Employment in the Own Organisation or Related Entity but cannot anchor the Job Placement or claim an Employment Outcome.

Providers cannot use a Wage Subsidy for any Job Placement with a Provider’s Own Organisation or Related Entity (as outlined in Section 8.2.2 Employer Eligibility).

(Deed Reference(s) Clauses 122.4, 163.2)

9.3.2 Anchoring a Job PlacementCopy citation · §9.3.2

Participants may work in one or more Job Placements during the Pre-Employment Support phase, including as short-term or casual paid work, paid work experience placements or paid Work Trials — see Section 7.7.1 Paid Employment for more information.

Providers must consider whether a Participant is likely to achieve an Employment Outcome when deciding to move a Participant to Post Placement Support, as this movement ceases Service Fee payments and starts progress towards Outcome Fees and/or a Progress Fee (where relevant).

System step — Providers can anchor a Job Placement in the Department’s IT Systems by moving the Participant to Post Placement Support when the Participant has been placed against a recorded Vacancy. The Anchor Date can be as early as the date the Participant starts in the Job Placement, or any later date.

Note: Only one Job Placement can be anchored, even if the Participant is working in more than one Job Placement. The Participant’s work across all recorded Job Placements can count towards Employment Outcome requirements.

Providers can record and anchor a Job Placement on the Department’s IT systems where they satisfied that the Participant is undertaking Unsubsidised Self-Employment. A Participant undertaking subsidised self-employment should not be anchored as they are ineligible to achieve an Outcome for that self-employment.

Next actions

Providers must update a Participant’s Job Plan when they anchor a Job Placement (see Section 4.9 Updating a Job Plan). This must be done shortly after the movement between the Pre-Employment Support and Post Placement Support phases, at the next Contact. Once updated, the Job Plan will capture that the Participant is receiving Post Placement Support.

If the Participant has a Meaningful Engagement Job Plan, Providers also must ensure they review the tasks and activities agreed with the Participant as part of the plan for meaningful engagement and adjust / remove any that conflict with the Participant’s focus on paid Employment.

If the Participant has a Detailed Job Plan, Providers must also adjust the requirements in the Participant’s Job Plan. This update includes:

• adding Code EM56 [Paid Work], EM54 [Self-Employment] or ET53 [Apprenticeship/Traineeship] — depending on the nature of the Employment

• removing Activities that conflict with the focus on paid Employment, and

• adjusting tasks and activities to recognise the Participant needs to prioritise their paid Employment, including the Job Search Requirement for a Participant (Mutual Obligation).

Note: If a Participant (Mutual Obligation) is Fully Meeting their Mutual Obligation Requirements while receiving Post Placement Support, they will have no compulsory requirements in their Job Plan —refer to Section 5.2.1 Mutual Obligation Requirements. Those Fully Meeting their requirements are not required to look for additional work or participate in other Activities.

9.4 Participant ContactCopy citation · §9.4

Providers are expected to deliver regular support tailored to each Participant in Post Placement Support through Contacts but are not required to deliver a minimum number of Contacts.

(Deed Reference(s): Clause 114.1)

Providers are not required to deliver specific supports during Post Placement Support because:

• the Participant is expected to concentrate on successfully undertaking their Employment, and

• the Provider is expected to provide any supports the Participant may need.

Providers must agree a mode of contact with the Participant while delivering Post Placement Support. Providers may also agree a Contact schedule with the Participant if this approach will aid in delivering support.

Support can be delivered to a Participant via a Contact using the following Engagement Methods:

• face-to-face

• as a phone conversation

• as a videoconference, and

• as meaningful email or text message exchanges (see Meaningful exchange of email or text messages – Provider Fact Sheetsign-in required (sign-in required) on the Provider Portal for more details).

The Provider must ensure the Participant knows how they can request support, when needed.

System step — If the Participant has not scheduled their hours of work as a Personal Event in the Participant’s Electronic Calendar, the Provider must record this for them. The Provider must not schedule Contacts during Personal Events without first getting the agreement of the Participant.

Providers can deliver Contacts in the workplace with the agreement of the Participant and the Employer. When scheduling Contacts during the Participant’s work hours, the Provider must record in a file note the Employer’s willingness to allow the Participant to engage during work hours, and agreement as to whether the Contact can occur at the workplace or not.

Note: Participation requirements may continue to apply to Participants (Mutual Obligation) and DSP Recipients (Compulsory Requirements) while they receive Post Placement Support. Providers should refer to Section 5.6.1 Appointments for further information on how to capture Contacts and Contact Appointments for those with a Meaningful Engagement Job Plan or Detailed Job Plan.

9.5 Employment Outcome conditionsCopy citation · §9.5

Moving a Participant to Post Placement Support anchors the first Outcome Period and starts the Participant’s progress towards meeting Employment Outcome requirements.

Providers may claim Outcome Fees when a Participant they are servicing achieves an Employment Outcome in Employment, Unsubsidised Self-Employment, an Apprenticeship or Traineeship. This includes self-employment through S-EA and employment arranged by a CTA or EST Provider.

As noted in 11.5.3 Non-Payable Outcomes, a Participant’s Employment prior to Commencing in Inclusive Employment Australia cannot count towards an Employment Outcome unless the Participant’s working hours in that Employment increased after Commencement in Inclusive Employment Australia.

More details on Outcomes Fees and the requirements for claiming these Fees are included in Section 11.5 Outcome Fees.

9.5.1 Full or Partial Outcome requirementsCopy citation · §9.5.1

There are different Outcome requirements for Full Outcome and Partial Outcomes.

A Participant can achieve a Full Outcome when, across an Outcome Period, the Participant:

• works an average number of hours at least equal to their Employment Benchmark, or

• reports to Services Australia income earnings that are sufficient to cause the Basic Rate of their Income Support Payment to cease.

A Participant can achieve a Partial Outcome when, across an Outcome Period, the Participant works an average number of hours per week which is approximately two-thirds or more of their Employment Benchmark.

The average number of hours a Participant must work to meet Outcome requirements is shown in the table below.

Hours required for Full and Partial Outcomes

* Note: For Participants with an Employment Benchmark of 0 hours per week, there is some additional flexibility to account for building work capacity or unanticipated gaps in weekly hours. A Full Outcome will also be available for working at least 8 hours per week for:

• 9 of 12 weeks for a 12-week Employment Outcome, and

• 20 of 26 weeks for the 26-week Employment Outcome, and

• 20 of 26 weeks for the remaining 26 weeks of the 52-week Employment Outcome.

An Employment Outcome can only be claimed if the preceding Outcome was claimed. That is:

• a 26-week Employment Outcome cannot be claimed unless a 12-week Employment Outcome was claimed during the 26 weeks of the 26-week Outcome Period, and

• a 52-week Employment Outcome cannot be claimed unless a 26-week Employment Outcome was claimed immediately before the 26 weeks of the 52-week Outcome Period.

(Deed Reference(s): Clause 163.1, 163.2, 163.3)

9.5.2 Outcome PeriodsCopy citation · §9.5.2

Outcome Periods are Consecutive Weeks of Employment over defined periods of 12 or 26 weeks. When a Provider can show that a Participant worked the required number of hours or earned enough income during an Outcome Period, the Provider can claim the Outcome Fee for that Outcome Period.

An Outcome Period may be broken by one or more Permissible Breaks. When a Permissible Break is used, the Outcome Period consists of the relevant number of Consecutive Weeks on either side of the Permissible Break.

Once an Employment Outcome has been claimed, the Outcome Period Start Date cannot be changed.

(Deed Reference(s): Clause 163)

12-week Period (12 Consecutive Weeks)

The 12-week Period is a period of 12 Consecutive Weeks that starts on the Job Placement Anchor Date set when a Participant moves to Post Placement Support and ends when the Participant completes 12 Consecutive Weeks of Employment.

A Provider can claim a 12-week Outcome if, during the 12-week Period, the Participant:

• worked enough hours each week, on average, to achieve at least a Partial Outcome, or

• earned enough income to cause their Basic Rate of Income Support Payments to cease.

26-week Period (26 Consecutive Weeks)

The 26-week Period is a period of 26 Consecutive Weeks that starts on the Job Placement Anchor Date set when a Participant moves to Post Placement Support and ends when the Participant completes 26 Consecutive Weeks of Employment. This means that the time, hours and earnings from the 12‑week Period form part of the time, hours and earnings of the 26-week Period.

A Provider can claim a 26-week Outcome if, during the 26-week Outcome Period, the Participant:

• worked enough hours each week, on average, to achieve at least a Partial Outcome, or

• earned enough income to cause their Basic Rate of Income Support Payments to cease.

52-week Period (26 Consecutive Weeks)

The 52-week Period is a period of 26 Consecutive Weeks that starts on the day after the 26‑week Period ends and ends when the Participant completes a further 26 Consecutive Weeks of Employment. This means that the time, hours and earnings from the 12-week Period and the 26‑week Period do not form any part of the time, hours and earnings of the 26-week Period.

A Provider can claim a 52-week Outcome if, during the relevant 26 weeks of the 52-week Outcome Period, the Participant:

• worked enough hours each week, on average, to achieve at least a Partial Outcome, or

• earned enough income to cause their Basic Rate of Income Support Payments to cease.

9.5.3 Permissible Breaks and Voluntary Changes in EmploymentCopy citation · §9.5.3

Permissible breaks

Providers can record a Permissible Break within an Outcome Period where a Participant who is tracking towards an Employment Outcome is unable to work at their normal employment conditions due to circumstances outside the control of the Participant or Provider.

Permissible Breaks recognise that unforeseen situations may temporarily disrupt sustained and ongoing Employment. This can include situations such as:

• Illness or injury

• Major personal crisis

• Declared natural disasters

• Employer initiated shutdowns

• Unexpected termination followed by a new job within the break period

• Carer emergencies

• Temporary lack of access to childcare

• Culturally significant events for Aboriginal and Torres Strait Islander persons, and

• While undertaking an education and training course

A Permissible Break does not form part of an Outcome Period. This means that:

• the days of the Permissible Break, including any hours worked and income earned during that time, do not count towards the Outcome’ or

• the Outcome end date is extended by the number of days equal to the Permissible Breaks. Hours worked and income earned during this extended period do count towards the Outcome.

This means the Outcome Period continues to be 12 or 26 Consecutive Weeks, excluding the Permissible Break.

Providers do not need to use Permissible Breaks. When a Participant’s circumstances would allow a Permissible Break to be used, the Provider must decide whether to enter a Permissible Break. Providers must retain Documentary Evidence of the need for any Permissible Break used.

In general, Participants can have Permissible Breaks of up to:

• 28 days during the 12 Consecutive Weeks of the 12-week Period

• 28 days in the 14 Consecutive Weeks between the end of the 12-week Period and the end of the 26-week Period, and

• 28 days for each 13-weeks between the 26-week and 52-week Outcomes.

Each maximum of 28 days can include one or more break periods.

Providers can submit a request to the Department for approval of additional Permissible Breaks exceeding the 28-day limits described above for any Participant where needed because of exceptional circumstances. Additional Permissible Breaks will usually be approved only where there is a very clear need for a further break, for reasons beyond the Participant’s or Provider’s control, such as the impact of a natural disaster.

Principal Carer Parents can have an additional Permissible Break of up to 8-weeks for an Employer-initiated shutdown over the Christmas period, providing that the Participant will resume their Employment in the New Year.

System step — Permissible Breaks are added on the ‘Outcome details’ screen, as described in the Adding Permissible Breaks task card.

Evidence requirement — Providers must retain Documentary Evidence to support each Permissible Break. Acceptable Documentary Evidence is a statement (signed and dated hard copy or email) from the Participant or Employer, confirming:

• the Employer organisation name

• the event or circumstances requiring the Permissible Break

• the start and end dates of that event or circumstances

• that the Participant is still employed following the event or circumstances (where relevant), and

• the full name, phone number and email address of the person making the statement.

Voluntary Change in Employment

Voluntary Change in Employment breaks are available to Participants tracking towards an Employment Outcome in recognition that Participants in Post Placement Support (or Ongoing Support) and their Providers should not be penalised for finding alternative Employment.

Where a Participant voluntarily changes their Employment during an Outcome Period, Providers can record a short break of up to 7 Calendar Days between Job Placements so that the Provider does not have to re-anchor the Outcome. A Voluntary Change in Employment break may be used for each change in Employment.

If the break between Job Placements is longer than 7 Calendar days, the Provider must re-anchor the new Job Placement to recommence the Outcome Period.

Evidence requirement — For each Voluntary Change in Employment break used, the Provider must keep a statement (signed and dated hard copy or email) from the Participant or the Provider confirming:

• the change in Employment

• the new Employer organisation name

• the end and start dates of the two employment placements, and

• the full name, phone number and email address of the person making the statement.

9.5.4 Re-anchoring Job PlacementsCopy citation · §9.5.4

Re-anchoring a Job Placement re-starts the Outcome Period from the new Anchor Date. Providers can re-anchor a Job Placement at any time.

Providers may choose to re-anchor a Job Placement if they think the Participant is likely to achieve a better outcome in the new Outcome Period.

If a Job Placement is re-anchored, the Outcome Period starts from the new Anchor Date and does not include any hours or earnings from the earlier Outcome Period.

If a Provider re-anchors a Job Placement, the Provider cannot claim any 12-week, 26-week or 52-week Outcome Payment that the Provider claimed in the previously anchored Outcome Period. The Provider:

• must submit a claim for $0 for any previously claimed Outcome, after confirming that the Participant met the requirements of a Partial Outcome or Full Outcome for that Outcome in the re-anchored Outcome Period, and

• can then claim any Outcome not previously claimed, after confirming that the Participant met the requirements of that Outcome in the re-anchored Outcome Period.

9.6 Moving between Post Placement Support and other phasesCopy citation · §9.6

Participants continue to receive Post Placement Support until the Participant:

• moves to Ongoing Support

• achieves a 52-week Outcome and Exits the Program, or

• returns to Pre-Employment Support.

9.6.1 Changing Participant circumstancesCopy citation · §9.6.1

Providers must decide how to support a Participant in Post Placement Support when their circumstances change.

Participant completes a 26-week Employment Outcome

When a Participant with higher levels of support needs is nearing completion of a 26-week Employment Outcome, a Provider can refer the Participant for an Ongoing Support Assessment, as described in Chapter 10: Ongoing Support. Otherwise, the Provider continues to offer Post Placement Support.

The Provider can also refer a Participant to an Ongoing Support Assessment at any time after the Participant receiving Post Placement Support completes a 26-week Outcome until the Participant has completed a 52-week Outcome, if the Provider considers higher levels of support are required.

Participant completes a 52-week Employment Outcome

When a Participant has completed a 52-week Employment Outcome, the Provider can:

• Exit the Participant from Inclusive Employment Australia if they can continue working independently

• move the Participant to Ongoing Support if the Provider considers that the Participant needs more support. This includes referring the Participant for an Ongoing Support Assessment to confirm the Participant’s Ongoing Support needs, as described in Chapter 10: Ongoing Support, or

• continue to support the Participant in their Placement in Ongoing Support, if the Participant is already receiving Ongoing Support.

Participant is no longer Employed

If a Participant is no longer Employed, the Provider can:

• consider if a Permissible Break or a break for a Voluntary Change in Employment would cover a short break in Employment — refer to Section 9.5.3 Permissible Breaks and Voluntary Changes in Employment

• return the Participant to Pre-Employment Support, or

• Exit the Participant from Inclusive Employment Australia, if the Participant no longer wishes to receive support and is eligible for a Provider Exit — refer to Section 3.6 Exits.

If a Participant returns to Pre-Employment Support because the Participant ceases Employment or does not meet the required hours for an Employment Outcome, the Provider must:

• hold a face-to-face Contact Appointment for the purposes of Re-engagement

• review and update the Participant’s Job Plan (if appropriate), and

• resume delivering Pre-Employment Support.

Participant’s hours of employment reduced

If a Participant’s hours of employment reduce, the Provider can:

• continue to support in Post Placement Support (or Ongoing Support), if the Participant may still achieve a Partial Outcome

• return the Participant to Pre-Employment Support while supporting any continued employment and looking for opportunities to increase employment, or

• Exit the Participant from Inclusive Employment Australia, if the Participant has already achieved a 26-week Outcome and is eligible for a Provider Exit — refer to Section 3.6 Exits.

A Participant who returns to Pre-Employment Support can return to Post Placement Support when they are undertaking one or more Job Placements that are expected to achieve an Employment Outcome, in accordance with Section 9.3 Movement to Post Placement Support. This can include re‑anchoring a Participant in a previously anchored Job Placement, if the Participant’s work hours increase (see Section 9.5.4 Re-anchoring Job Placements).

Participant’s hours of Employment increased

If a Participant’s hours of Employment increase, the Provider may decide that the Participant’s hours of Employment may now result in a higher Employment Outcome. In this circumstance the Provider can:

• continue to support the Participant in Post Placement Support (or Ongoing Support), and

• re-anchor the Job Placement— refer to Section 9.5.4 Re-anchoring Job Placements.

9.7 Support to be provided to EmployersCopy citation · §9.7

Most Post Placement Support assistance is expected to be on-the-job help and is delivered through Provider Contacts with Participants. These supports may be delivered in the Participant’s workplace if required.

Supports must be tailored to the individual needs of the Participant and the Employer. Examples of Employer supports are outlined in the following table.

(Deed Reference(s): Clause 9, 121)

Examples of In-Employment Support for Employers

9.8 Employment Assistance FundCopy citation · §9.8

The Employment Assistance Fund (EAF) provides reimbursements for pre-approved reasonable workplace modifications, equipment and services necessary for a person with disability to perform their employment duties. The EAF is delivered through the JobAccess provider on behalf of the Department. JobAccess also provides an information and advice service to help employers and people with a disability find or maintain employment.

Employers have obligations under the Disability Discrimination Act 1992 (Cth) to make reasonable adjustments in work arrangements for their employees with disability, to ensure they have equal opportunities in the workplace.

The EAF is available to a person with disability who meets the eligibility criteria. Providers can help eligible Participants and their Employers to access the EAF, where a need is identified.

Access to information about the EAF can be found on the JobAccess website.

Providers can request support for Participants who:

• have been offered, or are working, in Employment of at least 8 hours per week for at least 13 weeks, and/or

• need work-related assistive technology, special work equipment or Auslan interpreting.

  A person with a disability may also be eligible for EAF assistance if they:

• have periods of employment of less than 13 weeks

• are employed in a position that may not be continuous (e.g. seasonal industries), or

• are employed for less than 8 hours a week but have a commitment from their employer to support them building at least 8 hours per week.

*Applications in these circumstances will be considered by the department on a case-by case-basis.

The EAF can be used to help with the cost of:

• computer software and software upgrades

• modifications to work vehicles

• communication and assistive technology devices

• items of work equipment, or modifications to existing work equipment

• building modifications

• Auslan interpreting services (not available for Appointments with the Provider)

• assistance to help a person with disability learn to use specific modifications or equipment

• specialised support and training packages for people with mental health conditions or specific learning disorders, and

• disability awareness training for the workplace (including deafness awareness training and mental health awareness training.

To seek funding through the EAF, Providers must:

• confirm the Participant meets the eligibility requirements

• collect the Documentary Evidence required, and

• complete the EAF Online Application on JobAccess Secure.

Providers will be advised whether the EAF application has been approved.

If the EAF application is approved, the Provider:

• must create an EAF application file to hold all relevant Documentary Evidence

• can buy the approved EAF help, and

• must update the EAF items to “Purchase Declared” within 21 days through the Department’s IT Systems.

EAF payments are automatically lodged when an item is “Purchase Declared”.

Providers must refer to the Employment Assistance Fund Guidelines for details on eligibility for EAF, the EAF application process and claiming Reimbursement of approved EAF expenses.

Evidence requirement — The EAF application file must hold:

• a copy of the completed EAF application

• quotations obtained, and any technical or descriptive information on items requested

• evidence of expenditure, supplier receipts and Tax Invoices

• a declaration from the Participant or Provider that help has been provided

• any completed 13-week Post Implementation EAF Outcomes Survey, and

• written agreement of affected parties’ ownership of any workplace modification.