RETURN TO WORK INITIATIVE

MODULE THREE
JOB CANVASSING TECHNIQUES AND EMPLOYER INCENTIVES

Re-Engage Users. Go to Campaign Step 3- Job Search Methods

Before you can start job seeking, it is important to think about the most effective way for you to do this. This
is an area that you will be an expert in as you will know best how to do this within your industry. Below are
examples ways to job search.

Ways to Source your New Job

What Is Networking?

Networking includes everything from a casual conversation with a friend to an

informational interview with a potential employer. Networking doesn't mean asking
everyone you run into for a job. It means building relationships so you can comfortably
ask for ideas, advice, and referrals to those with hiring power.
Networking
Follow up

Following up is an essential step in guaranteeing that your networking interactions were

worthwhile. This follow-up can involve thanking them for meeting with you or asking
further questions. These continued interactions strengthen the relationship, remind the
contact of your meeting, and perhaps cause them to think of you for an open position.
If your industry tends to advertise using newspapers, look for a wide range of papers
that you can find. Find out which day of the week or month they come out so you can
get to them quickly. Look for all job ads that you think you have the skills and essential
criteria for.

Your opportunity to impress is going to be in the call you make to enquire further about
the role. Before you pick up the phone, take a little bit of time to prepare the following to
give you the best chance to impress:
Newspapers/
Local Papers  Research information about the company if possible so you can show you know
about them.
 Write a very brief intro about yourself – what role you are calling about, what
interests you about the job and what further information you would like to know.
 List your qualifications and skills so you are prepared when they ask.
 List companies/ type of companies/roles you have worked for previously
 If there is no opportunity at this time, ask if you can send them through your resume
in case anything comes up in the future.
This can be a method to gauge whether there are any current or potential vacancies
within a company you would be interested in working with.

Create a target list of potential employers that you would like to focus on. If you know
any contacts within organisations, consider calling them to see if they know of any
opportunities, openings or further people for you to contact.
Cold-Calling
Preparation is key, so before making the call put together an outline of questions you
will ask, skills you have and what type of roles you think you could perform.

If there are no opportunities at this time, ask if you can send them through your resume
in case anything comes up in the future

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This involves attending an employer unannounced and enquiring whether any roles are
available. This is not appropriate for all industries however for industries such as retail
this is an established way of gaining employment.

Preparation is key here too and the following should be considered for this approach:

 Ensure this approach is used within your industry and if in doubt use an alternate
approach
 Dress to impress - ensure you dress appropriately for the industry/ employer you
are approaching
Cold-
 Consider what would be the most convenient time of the day for the employer - for
Canvassing
example over lunch or mealtimes are likely to be the busiest time for staff so they
are less likely to have time to speak with you
 Again, prepare questions that are appropriate to ask regarding any roles available
and be prepared to answer questions about any relevant experience you have.
 Have a copy of your resume with you so you can leave this with the employer and
be prepared to go back later if the employer is busy.

This approach can be very successful as it demonstrates the level of motivation of an

individual to find a role and provides a fantastic opportunity for you to create a positive
impression on an employer.

USE RECRUITERS

Recruiters are companies that assist with obtaining work in specific areas. The benefits of using a recruiter
is that they are essentially assisting in finding you work which means you have support in job seeking.
However, for this to be effective, they need to understand exactly what you are looking for and what your
skills are so they can match the two.

Write down 3 recruitment agencies appropriate to your industry and contact each to ensure you can register.
This call can help you identify opportunities available within your area.

Recruitment Company Phone Website

USE JOB SEARCH SITES

For some industries, jobs are predominantly advertised online, so think about which search engines are
used – SEEK, CareerOne, Gumtree and so on. For other industries jobs will be advertised in local media
so think about which local papers are likely to be most useful. There are also other informal ways to engage
with employers and this module is about getting you to identify the options you will be using to engage with
potential employers.

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ACTIVITY
JOB SITE REGISTRATION

Write down 3 job search sites and complete registration. Make sure you upload your resume.

Job Site Website Username

TOP THREE LOCATIONS

Please provide your top 3 work locations that you are able to travel to and type of transport you can use.

Location Travel Type (car, public Approximate travel time to

transport, other) location
1

INJURY DISCLOSURE
Injury Disclosure can be difficult but also a positive opportunity in the job seeking process. There is no legal
obligation for you to disclose your injury unless it is likely to affect your ability to meet the inherent
requirements of the job.

The inherent requirements of the job are tasks that must be carried out in order to get the job done. It is
important when applying for a job that you are fully aware of the inherent tasks involved as this can be a
deciding factor on whether or not you disclose your injury.

MYTHS OF INJURY DISCLOSURE

 As soon as I tell an Employer about my injury, they won’t want anything to do with me
 I need to go into medical detail relating to my injury
 The best time to disclose my injury is after I have started the job, to ensure that my application is
successful

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FACTS OF INJURY DISCLOSURE

 It is against the law for an employer to discriminate against a job applicant on the basis of an injury by
treating them less favourably
 Disclosing your injury during the interview is the best opportunity to disclose however when you
approach this subject is crucial. It creates the opportunity for you to lead the conversation and answer
any questions or concerns the employer may have.
 You only need to disclose what the employer needs to know about your injury. There is no need to go
in to too much detail
 Being positive when disclosing your injury to an employer and highlighting what you can do as opposed
to what you can’t do, as well as your strengths as an employee, leaves a positive impression with an
employer

If your injury is not visible, you have more choice as to whether or not you disclose your injury. You may
choose not to disclose as the injury may not affect your job performance. In particular, many people with
mental illness are unwilling to disclose this as they are concerned about being stigmatised and
discriminated against. Other non-visible injuries may include a back injury, vision or hearing impairment,
arthritis and medical conditions such as diabetes. Your injury may be a visible one and it may be impossible
to not disclose. In this instance, it is important to do so in a positive manner that focuses on what you can
do rather then what you can’t do.

TIPS OF INJURY DISCLOSURE

 Be fully aware of the tasks that will be involved in the role, as it will be a deciding factor to whether or
not you disclose your injury
 Highlight your strengths as an employee
 Focus on what you can do as opposed to what you can’t do and don’t focus on limitations. For example,
instead of saying ‘I can’t stand for longer than one hour’ say ‘I am able to stand for up to one hour’
 Make it clear to the employer that although you have sustained a workplace injury, you have been
medically cleared to complete the duties required within the role
 The only time you should show your WorkCover Certificate to an employer is when it has been
requested
 Be sure to use any return to suitable duties or Work Trials as support for your ability to work successfully
 Should you choose to disclose your injury, it is important that you highlight your abilities and reassure
the employer that you are able to complete the tasks required. It is important to focus on your strengths
and not your weaknesses. When interviewing, employers look for someone that can do the role and do
it well. If you can market yourself effectively you stand a good chance of securing the role. It is all about
focusing on the positive attributes that you would bring to the role and how you would be a productive
and efficient member of staff. Should you disclose your injury, it is important to know what sort of
accommodations may be required for you to do the role. This will show the employer that you are aware
of what you can and can’t do and that with the right equipment you are able to fully function, performing
the role as well as anyone. When someone who is injured has disclosed this information to an employer,
the employer is required to consider appropriate responses, including training or work-related
adjustments to accommodate the employee with injury.

EMPLOYERS CAN ONLY ASK QUESTIONS ABOUT A PERSON’S INJURY IF THE QUESTIONS
RELATE TO:

 Any adjustments required to ensure a fair and equitable interview and selection process.
 If/ how the injury may impact on the inherent requirements of a job or safety in the workplace
 Any adjustments that may be required to adequately perform the requirements of the job

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 Any other questions about a person’s injury are inappropriate, including questions about:
 How the person acquired their injury
 Specific details of the person's injury

EMPLOYER RESPONSABILITY

Once an employee has disclosed a disability/injury, the main obligations of an employer under the Disability
Discrimination Act 1992 are:

 Not to discriminate directly by treating a person with an injury less favourably than a person without an
injury in the same or similar circumstances.
 Not to discriminate indirectly by having a requirement, condition or practice that is the same for
everyone, but which is less favourable in its impact on a person with an injury.
 To make reasonable adjustments for a person with an injury where required.
 To avoid and prevent harassment of employees with an injury.

VOCATIONAL PROGRAM/ iCare INCENTIVES (WORK-TRIAL & JCPP)

Vocational Program incentives are a range of programs that have been developed in order to assist
Workers return to work successfully following an incident or injury within the workplace. The incentives are
outlined below with a summary of each incentive provided.

Vocational
Overview
Program

A Work-Trial is an initiative that provides work-based opportunities for a Worker

to upgrade their physical & psychological capacity for work or develop
Work-Trial marketable skills. A Work-Trial places a Worker with a suitable host employer
(Work-Trial Host) for a short period of time when the Pre-Injury Employer is
unable to provide suitable duties or employment.

The JCPP provides an Employer with incentives to employ a Worker. The

benefits of this program include an employment incentive payment for up to 12
months and it is designed to offset the costs of engaging and training a new
employee. The incremental increase in the incentive is designed to reward an
employer for sustaining durable return to work for the Worker employed. The
maximum incremental amounts payable are:
JobCover
 $400 per week for the first 12 weeks (maximum $4,800)
Placement
 $500 per week for the next 14 weeks (maximum $7,000)
Program (JCPP)
 $600 per week for the next 26 weeks (maximum $15,600)

An employer does not pay additional workers compensation premiums for the
Worker they engage under this program for the initial 2 years of employment. If
a Worker sustained a work-related aggravation or reoccurrence of existing injury
within the first 2 years of employment, the employer’s premiums will not be
impacted as a result of the claim.

A Work-Trial is the most commonly utilised incentive to assist you within the New Employment space.
Outlined below is additional information regarding the incentive and how this can assist you specifically with
your return to work.

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BENEFITS OF WORKERS

 It allows you to gain work experience in a new job or industry with potential for paid employment
 It allows you to receive on-the-job training to develop and/or refresh specific skills and knowledge
 It allows you to engage in a recovery at work approach to improve your fitness for work and health and
is a fantastic way to demonstrate your ability to work
 It allows you to demonstrate your skills, knowledge & competency to potential employers

When you are approaching potential employers whilst job seeking, it can be an opportunity to mention the
Work trial initiative available to them. Some employers will be unaware of it, but it can be worth mentioning
as employers can benefit from it too.

BENEFITS FOR WORK-TRIAL HOSTS

 It allows an employer the opportunity to evaluate suitability of a worker for their workplace
 It allows an employer to train and guide a potential employee/worker without any financial costs
 It allows an employer to demonstrate their willingness to assist and promote positive perception of their
organisation and industry regarding the workers compensation system

RESPONSIBILITY FOR PAYMENT

 The Insurer/Agent is responsible for administering the Vocational Program expenses unless otherwise
specified or agreed
 The Insurer/Agent is responsible for administering weekly workers compensation payments during the
period of your Work-Trial unless otherwise specified or agreed
 A Work-Trial Host (employer) does not make any payments to the worker directly nor hold any
responsibility regarding your weekly workers compensation payments

INSURANCES

 A Work-Trial initiative is based on the principle that a Work-Trial Host will not experience any impact
on their workers compensation insurances in the event a reoccurrence or new injury is sustained during
the course of the Work-Trial period; a worker is covered by their existing claims or equivalent statutory
workers compensation insurance coverage
 A Host Employer may be reimbursed for additional expenses for other claims made against the Work-
Trial Host’s insurance policies where it is deemed the Worker was directly at fault. Liability for
negligence, however, remains the responsibility of the Work-Trial Host
 A Worker’s vehicle, if used only for transport to & from the Work-Trial, must have minimum Third-Party
Property Insurance
 A Work-Trial Host must hold relevant insurances regarding Motor Vehicle Insurance
(if driving in the course of performing the Work-Trial), Professional Indemnity Insurance
(if provision of service with an established discipline) and Public Liability Insurance

WORK-TRIAL SUITABILITY CONSIDERATIONS

For you to be eligible for a work trial:

 The work trial must be in line with your return to work goal and agreed by the worker, work trial
host, insurer and the nominated treating doctor. It must also be in line with your functional capacity.
 To be eligible you must be receiving weekly workers compensation payments and have the
capacity to work.

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 You must immediately withdraw from the work trial if commutation or work injury damages
settlement is accepted.
 Usually you would be eligible to complete up to 12 weeks within work trials.

For a host employer to be eligible for a work trial:

 An employer may be a host if they have no workers compensation liability to yourself and no current
employer/employee relationship. If a host makes any payment to you, an employer/employee
relationship exists, and therefore the work trial must cease.
 Work trial hosts may not have more than one work trial ongoing at any given time, although an
exception may be considered for a large host with multiple departments or work sites.

During the Work-Trial

 A Worker will strictly adhere to the developed & agreed Return to Work Plan and perform tasks as
agreed within their functional capacity and certification
 A Worker will adhere to advice regarding ergonomic/manual handling/Work, Health & Safety from both
Pinnacle Rehab and Work-Trial Host Employer
 A Worker will comply with policies and procedures of the Work-Trial Host
 A Work-Trial Host is responsible for providing direction, feedback and supervision of Worker
 A Work-Trial Host is responsible for providing training (where previously establish & agreed) to the
Worker
 A Work-Trial Host is required to provide feedback to Pinnacle Rehab and Insurer/Agent regarding a
Workers performance and participation during the period of the Work-Trial

ADDITIONAL INCENTIVES FOR WORK-TRIAL HOST

If, on conclusion of the Work-Trial, the Work-Trial Host has a suitable job-vacancy and would like to offer
the Worker ongoing paid employment, the Work-Trial Host may be eligible for a JobCover Placement
Program (JCPP) provided paid employment has not yet commenced.

JOBCOVER PLACEMENT PROGRAM (JCPP)

The JobCover Placement Program (JCPP) is something that is important for you to understand and be
aware of, so that you can mention it to potential employers if you think they would be eligible, you can also
discuss with your Career Coach to see if it is something they can discuss with the employer.

In order to be eligible and meet the eligibility criteria the following is applicable:

 The position must be for a minimum of 64 paid hours per month, or a return to pre-injury hours if it is
less than 64 hours per month.
 You must not have accepted any form of damages settlement including commutation under the
Workers Compensation Act 1987 (WC Act), or a work injury damages settlement
 You must not have received notification from your Insurer that weekly payments are to cease
 You are not engaged in self-employment arrangements

You can find additional information at the following link:

[Link]
brochure

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If during the program, you are assessed as having an earning capacity and therefore weekly payments
cease, the program’s employer incentives will continue as per the agreement.

You can undertake a program with a different employer even while employed by your pre-injury employer
e.g. for example, the pre-injury employer provides permanently modified duties two days a week and a new
employer provides similar duties three days a week.

Is the employer eligible?

Provided that they hold a current workers compensation policy or self-insurer’s licence and can demonstrate
adherence to the relevant workers compensation and workplace health and safety legislation in their
jurisdiction, an employer is likely to be eligible for the program.

EMPLOYERS ARE NOT ELIGIBLE FOR THE PROGRAM WHEN:

 the worker moves between employers within the same group of related employers in which the worker
was injured
 the new employer is insured under the same group self-insurer licence as the pre-injury employer
 they are the worker’s pre-injury employer as the program is designed to assist a worker secure
employment with a new employer

Signature:

Name (Print):

Date:

Rehab Consultant / Career Coach signature:

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