Sometimes, you may need to adjust a role’s tasks. Do this to best suit an employee’s abilities, skills and needs. Making these types of changes may help improve their productivity and safety., How can I change or adjust tasks?, One way to change or adjust tasks is to swap an employee’s task that they find difficult with another employee. For example, you could swap: telephone tasks for filing tasks if your employee has a hearing impairment lifting and carrying tasks for desk tasks if your employee has a back injury complex problem-solving tasks for detail-oriented tasks if your employee has a mild intellectual…, How to work out what changes to make, Your employee might point out some tasks that don’t suit them or that they can’t do. Employees may also be able to provide suggestions on task swap. If your employees are confident and skilled, they will be more productive. This will benefit your organisation. If your employee has a How Disability Employment Services can help. Disability Employment Services provider , they might help. They can…
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Talk to your employees with disability as you would any other employee. Approach conversations in a way that makes people feel comfortable, valued and a part of the team., Keep questions related to the job, You can only ask questions about how an employee’s disability relates to their job. For example, you can ask: how you can change the workplace to help your employee do their job how you can change work hours or rosters to help your employee be more productive about keeping the workplace safe for your employee and other team members. You can’t ask personal questions about a person’s lifestyle. You…, Try not to be patronising, Don’t assume that a person with disability can’t do something – that’s for them to decide. Don’t say, ‘You’re such an inspiration’ when discussing their disability. The person with disability might not believe they are disadvantaged., Use positive and sensitive language, The type of language you use is just as important as what you talk about. Use positive, sensitive language when talking about, or to, a person with disability. For example: do say:, person with disability or person living with disability, don’t say:, disabled person or handicapped, do say:, the person has or experiences a particular condition, don’t say:, the person suffers from a condition, do say:, the person is a wheelchair user or uses a wheelchair, don’t say:, the person is confined to a wheelchair., It’s important to note that people have different preferences. Some people prefer identify-first language over person-first language. For example, they prefer ‘disabled person’ over ‘person with disability’. People with Disability Australia’s People with Disability Australia’s Language Guide Language Guide has more information and advice on respectful and inclusive language., Awareness training, Some courses improve disability awareness in your workplace. You may also be eligible for funding to support training for your staff.
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As an employer, you must make sure that all employees have a safe working environment. You can reduce the risk of injury and improve productivity with workspaces set up to meet the needs of your employees. , What is workplace ergonomics?, Workplace ergonomics is about designing workplaces and practices. They should let employees do their jobs without discomfort or fatigue. Ergonomics also reduces the risk of strain and injury. For example, due to sitting or standing in the same position for long periods. Setting up safe and comfortable workspaces can help your employees to work well and avoid injuries., Setting up workstations, People come in all shapes and sizes. Consider giving employees adjustable equipment. It will let them customise their workstations. Below are some ideas., Chairs, Office chairs should have adjustable seats and backrests. They should be adjusted so that: the employee doesn’t have to reach or hunch over they can place their feet on the floor or on a footrest their lower back is supported. If a chair has armrests, make sure they fit under the desk. If possible, test office chairs before buying them. People have different needs and preferences. , Footrests, Footrests can be fixed or adjustable in height and angle. They should support the employee’s feet without stopping the chair moving under the desk., Desks, If possible, provide height-adjustable desks. These are useful for employees who need to change their posture regularly to manage symptoms. Adjustable desks can also be used: for more than one task by more than one employee. , Computer monitors, Position monitors so that: they are about an arm’s length from where the employee sits when using the keyboard the employee’s eyes are level with the top third of the screen there is less glare from windows and lights., Keyboards, Position the keyboard so that the employee’s upper arms are by the sides. The forearms should be at a 90-degree angle and the wrists are in line with the arm. Keyboards should sit flat on the desk so that the employee can keep the correct wrist position., Mouses, Position the mouse as close to the keyboard as possible so that the employee doesn’t have to reach for it. The employee’s hand should be relaxed when using the mouse and rested when not using it., Laptops and tablets, If the employee uses a laptop or tablet for long periods, consider giving them an external mouse, keyboard and stand for the screen. , Other desk equipment, Place all other equipment the employee uses often, like the phone and reference materials, within easy reach. If the employee often needs to use the phone and computer at the same time, a hands-free phone, or headset could help. Ergonomics resources The University of Western Australia’s article on computer workstation ergonomics gives a lot more detail on how to set up workstations., Reducing strain and reaching, Along with having the correct workstation equipment, you can make other adjustments. They can reduce physical strain, reaching and overreaching., Reducing physical strain, Some ideas to reduce physical strain on the body include: store heavy and often used items at waist level set up work tasks to avoid twisting the spine, bending forwards or reaching away from the body use tools or equipment such as trolleys, jacks and hoists add stretch breaks into the work routine. Do this especially before, and after hard tasks. You could also consider whether employees can do…, Reducing reaching and overreaching, Some ideas to reduce reaching or overreaching include: put often used objects and tools within easy reach and in mid-range of the body put hand-operated controls, switches and levers between the employee’s elbow and shoulder height provide raised work platforms or step stools reduce an employee’s need to reach – for example, by having fewer reaching tasks or rotating jobs between employees., Other safe work tips, Other safe work practices include: rotate or split job tasks between different employees take breaks to change posture – for example, after every 20 to 30 minutes of sitting, the employee can do another task where they need to walk or stand for 2 to 3 minutes add regular stretches and exercises at work make sure employees are trained in operating equipment and safe work practices.
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Support plans can benefit your employees with disability, as well as your business. Find out what to include in a plan and how to get started writing one – or download a handy template., What is a disability employment support plan? , A disability employment support plan is a document created for an employee with disability. It addresses their specific needs in the workplace and help they may need to settle into or keep a job long term. Not every employee with disability needs a plan. A support plan might include: information on workplace changes and special equipment, if needed details of the job, including tasks, procedures…, Who writes the support plan?, The first disability employment support plan is put together by the employer and employee. If the employee has a DES provider, they may help with this too. As the employee becomes more comfortable in their role the next plan may only need to be put together by the employee and employer. , Benefits of a support plan, A disability employment support plan can help your employee with disability do well in their role and progress in their career. The plans can also help your organisation. They can: make staff feel supported and stay in their job longer get ongoing help that is needed from Disability Employment Services providers, Getting started , You should start writing the plan as soon as possible after the employee begins work. The National Disability Recruitment Coordinator (NDRC) has a handy employment support plan template you can download and use to suit your employee. For more advice, you can contact one of our JobAccess Advisers.
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If you’ve had time away from work due to your disability, injury, illness or health condition, you might be concerned about returning to your job. There are steps you can take to get the support you may need or make changes to your workplace., Step 1: Get advice from your doctor, Visit your doctor and give them a copy of your job description or task list, so they understand what you do in your job. This will help your doctor tell you when you can return to work. They might say it’s okay to return to work straight away or some time in the future. They might ask you to ease back into work. For example, at first you might work fewer days or hours, or have fewer duties. If…, Step 2: Plan to meet with your employer, You know more than anyone else about what you can and can’t do due to your disability, injury, illness or health condition. Plan to meet with your employer to discuss your situation and what support you might need. If you have a Disability Employment Services (DES) provider , they can help you have the discussion with your employer., Step 3: Review the essential tasks of your job, With your employer or DES provider, review your job description and work tasks. You and your employer or DES provider might think about: if you can still do all the essential tasks what other or different tasks you can do if you need any training if you need changes to work times or other flexible arrangements any workplace changes your employer can make to support you. Changes in the workplace…, Funding and support available, You and your employer might be able to get support to cover the cost of workplace adjustments through the Employment Assistance Fund . This includes a free workplace assessment to help work out what changes you need. If you’re working and having trouble doing the essential tasks of your job because of an injury, disability or health condition, you may be eligible for support through Work Assist ., Step 4: Agree on a ‘return to work’ plan, Your employer might create a ‘return to work’ plan for you. Or a rehabilitation expert might prepare this. A plan could include: a new job title a list of your duties starting and finishing times break times any restrictions or recommendations – these might come from your medical certificate the supervisors or managers who will support your return to work a schedule for adding to your workload…, Step 5: Consider training and other support, You and your employer might decide you need to do some training. For example: ‘refresher’ training on your current skills training if you need to learn some new skills – for example, if you return to work with different job tasks retraining in work health and safety procedures. Mentoring or buddy programs can also help you in your return to work. This is when another employee gives you extra…
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There is a range of training options to help your management and employees get a better understanding of disability and mental health. Your organisation may be able to get funding to cover the costs of training., Arranging awareness training, Disability awareness training provides information and tips about disability in the workplace. It can help your team: get a better understanding about disability, including facts, research and myths learn tips to support good practice in your workplace create a more supportive and inclusive workplace communicate and work well together. There are a few options for organisations to arrange…, Mental health first aid, Mental health first aid training can give your team the knowledge and skills to support each other through mental health at work. For more information, visit the Mental Health First Aid website . For information, resources and tools to help you support workplace mental health, visit Work and mental health on the Beyond Blue website., Deaf awareness and Auslan training, If one or more of your employees is deaf or has a hearing impairment, your team can take part in deaf awareness training. This training gives management and staff an insight into: the lives and needs of people who are deaf or hard of hearing the Deaf community ways to better communicate with co-workers who are deaf or hard of hearing. If one or more of your employees uses Auslan, your team can…, Financial support for awareness training, Your organisation may be able to get financial assistance through the Employment Assistance Fund to have staff take part in awareness training. That includes training about disability, mental health, deafness and Auslan. A JobAccess Adviser can help you work out which programs your organisation is eligible for. Contact JobAccess for more information.
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Mental health conditions affect one in five Australians every year. Almost half the population will experience a mental health condition in their life. Employers can help employees deal with mental health. They can also create a supportive workplace that supports the mental health of all., Understanding mental health conditions, There are many types of mental health conditions. These include common issues like depression and anxiety. They also include less common illnesses such as bipolar disorder and schizophrenia. Mental health conditions can be managed, and people can live full and productive lives. For information on mental health conditions and symptoms, visit the healthdirect website . , Mental health at work, Those with mental health conditions probably know best. They know what causes their symptoms and what they need. To support your staff, work with your employee to find arrangements that suit them. , Starting a conversation about mental health, Mental health conditions can present in different ways. You might notice changes in an employee’s behaviour or attitude. These conditions might affect the way they work as well as their wellbeing. Before you talk to an employee about their mental health, you need to plan the conversation. A good starting point is to tell your employee that you are concerned about them. Be specific about the…, What to do when an employee tells you about a mental health condition, If an employee tells you they have a mental health condition, it is important to respond in a sensitive way. Keep in mind that: mental health conditions are common and most can be managed most people will be able to work well without support and adjustments most of the time mental health conditions can impact different people in different ways. Don’t assume you know how the condition will…, Making workplace adjustments to support your staff, The impact of mental health conditions may change, so support may need to be flexible. If the employee’s symptoms affecting their work, consider changing their tasks or workload. Talk with the employee about this too. Many workplace adjustments and solutions cost nothing, or very little. For example, you could: have a clear role description and key performance indicators for each job. Make sure…, Supporting general mental health at work, The right work practices and policies can support all your employees. A good way to support workplace mental health is to include mental health awareness in various processes. For example: when introducing new employees to the workplace during work health and safety training as part of ongoing staff education and training programs., Managing stress at work, Some mental health conditions are made worse when the person is stressed. Stress is harmful even for people without a mental health condition. Too much stress can make it hard for people do their jobs and to communicate well. Stress can also reduce self-belief and cause depression and other mental health conditions. Recognising stress Signs of stress might include feeling hopeless, upset or…, Tips to support better mental health, Below are a few tips that can help both employers and employees manage good mental health: Maintain a healthy lifestyle – getting enough sleep, eating a healthy diet and getting regular exercise. Take regular work breaks. Plan regular performance feedback. Learn about stress reduction techniques. Do complex tasks at times you can concentrate best. Identify someone to talk to if needed: a work…, Services and financial support, The Employment Assistance Fund can help fund mental health awareness training in the workplace. It can also help fund one-to-one support with a mental health specialist. Here is a list of other websites that may be useful for you and your workplace: Australian Psychological Society Beyond Blue Black Dog Institute Head to Health Mental Health First Aid Australia Sane Australia, Download, Mental Health Awareness Training
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