Staff

There will always be a need for casual staff in the sector, casual employees may be required to cover the absence of another employee, whether it be planned or unplanned leave. Furthermore, a number of conditions outlined in the DSEAV 2018 – 2022 provide casual employees with certain assurances.

Yes, the management of the casual workforce will be undertaken by Workforce Connect.

If you are a House Supervisor your DHHS staff replacement / casual coordinator can advise you on the allocation of your familiar casuals.

DHHS has developed a number of processes to support casual employees to maintain access to the casual shifts with their allocated provider. Casuals are encouraged to contact their staff replacement / casual coordinator to discuss their situation and identify houses allocated to their new provider.

As a casual employee, you have been assigned to a particular provider based on work patterns between January and June 2018 (six month period).

LWB will continue with a centralised and localised approach to the engagement of casual employees. If you wish to only work at one house, please do not ask to go on other familiar lists. Note that as a casual, work cannot be guaranteed.

Each set of circumstances will need to be considered. In addition, given that clients will receive their funding from NDIS in the future, the client will be funded accordingly on the basis of their needs, which will determine what their support needs might be.

Individual circumstances will need to be considered, particularly in the context of the arrangement relative to the secondment period.

Our houses are currently located in the northern suburbs and the outer south. During the secondment period, you will be able to pick up shifts in these houses. If you are a casual DHHS employee that is transferred to LWB you will be able to work in any of work locations that have moved to LWB.

Where required, we will conduct an internal investigation by staff who are part of an investigation team but who do not work in or report to disability services. In some circumstances, we will engage an external investigator to conduct the investigation. Whether it is an internal or external investigation, we will ensure it is a thorough and transparent process that leads to a finding that will be communicated to relevant people. We will also ensure the outcome is fair, meets our obligations and can contribute to continuous improvement.

No, this will change. Reporting will now be done in a system called ‘i-Sight' which is what Life Without Barriers uses to log incidents and issues. Training will be provided for all staff in this system.

Yes, we have a Health and Safety Representatives team.

i-Sight is being delivered first to managers in a classroom setting because they have a significant responsibility within the system and will play an important role in coaching and supporting workers with i-Sight. It will be rolled out to all staff soon.

Life Without Barriers is continuing to use the Critical Client Incident management process for transferring services that DHHS staff had been using.

The Incident Report form has been modified to capture some additional information about incidents involving occupational health and safety issues, property damage and to align with Life Without Barriers incident reporting requirements. The process and timelines for completion of the form remain the same.

i-Sight, our Life Without Barriers event management system, will be rolled out to managers in the first instance. Information from the Incident Report forms will be entered into i-Sight. Staff will be trained in the use of i-Sight.

A local Health, Safety and Environment team will be in place to support all staff and will work closely with you to develop fit for purpose health and wellbeing initiatives.

The DHHS transferring houses were allocated to five providers and split by location. A map showing the geographical coverage of each provider is available on the NDIS Victoria website.

The NDIS requires a separation of accommodation and support. This means a separation of board and lodging payments, with rent being collected by the Specialist Disability Accommodation (SDA) provider (DHHS in most cases), and a contribution for utilities and housekeeping to be collected by the SIL provider (this will be Life Without Barriers).

We do have a LWB office in Dandenong. At this stage we do not have current plans to open more offices, but we will always respond to requests for support if the opportunity arises.

Yes, you will still have the daily communications book in each house. When yours runs out Life Without Barriers will provide a new one.

Life Without Barriers received 129 houses from DHHS during the transfer, this does not include our existing houses.

For privacy reasons, we don’t publish the addresses of individual homes. You can see a high level list, below.

Yes, if the house is now a Life Without Barriers house you are able to work there.

Under the NDIS, repairs and maintenance are the responsibility of the Specialist Disability Accommodation (SDA) provider. For the transferring services, the SDA provider is either Housing Choices Australia or remains with DHHS.

Yes, each house now has a new computer and Wi-Fi. Participants are able to access the Wi-Fi.

You will be able to access the intranet from LWB networks, including in the homes. You will not be able to access the intranet if you are not on a LWB device.

Yes, each house will now have a new computer and Wi-Fi. All staff will have support and training on how to use the equipment.

Yes.

The DHHS email accounts for House Supervisors and Operations Managers will remain active for 12 months so the out-of-office agent can operate and direct people to your new email address. After 12 months they will be off boarded and the mail file will be backed up and then deleted (this is the standard process). All other employees will be off boarded and the mail files will be backed up and then deleted (standard process).

Life Without Barriers will be working with Life Saving Victoria (LSV), over the forthcoming months, to ensure you have access to CPR and First Aid training.

Although LSV are the same provider that you used to, the process will be slightly different from when you were working directly with the DHHS. As we work through the process of establishing an agreement with a preferred service provider, we ask you to follow the steps outlined on the HR page of the VDAS Intranet. Look for the First Aid and CPR Refresher Training document under "Quick Forms".

Life Without Barriers are now responsible for your training.

The employment conditions of the transferring workforce will be governed by the DSEAV, which includes obligations in relation to training and development. First Aid training is provided by LWB during paid working time, and backfill to cover workers on training will be organised to encourage employees to attend training, where required.

Yes. We encourage staff to undertake further studies.

Yes. There are online modules via an application called myLearning for each of these courses.

Yes. LWB will look at the current DHHS training data on each person’s training record. This will assist LWB to identify what training needs to be delivered.

Relevant allowances will be paid to staff in accordance with the requirements of the DSEAV for approved training.

House Supervisors are classified as non-salaried staff, which means they will apply for leave in Kronos.

Yes, you are able to check your leave via myHR and Kronos.

LWB’s business plan is titled Our Vision for 2020 and identifies our purpose which is to Partner with People and Change Lives for the Better. The plan outlines who we want to be as an organisation by 2020, what we will achieve, and how we will achieve it.

Yes. We actively seek and promote diversity, inclusion and equal opportunities for all. When services transfer you will be able to access information about our Reconciliation Action Plan and our Diversity and Inclusion initiatives.

Our head office is in Newcastle, NSW, which is where LWB first started as an organisation. We also have four offices across Melbourne in Canterbury, Richmond, Epping and Dandenong.

Yes. Just like any organisation, LWB has its own jargon and acronyms. However, there is a glossary of terms in the new Need to Know Pack folders for each group home and this will also be available on the LWB Intranet.

This will be dependent on the type of meeting. Given the purpose and audience of a meeting, they could be held in a range of locations including a group home, an LWB office or in the community.

LWB is a social purpose, not-for-profit organisation, which means we do not operate to make profit, but to provide services and opportunities for people in need. Any surplus or profit that is made by LWB is invested back into the organisation to continue to provide services to people in the community. The majority of funding provided to LWB comes from State, Territory and Commonwealth funding.

We work hard to deliver on our promises. We can proudly say that we are a values driven organisation. We constantly talk about our values, role model our values and let our values guide our decision making. As an organisation, we continually strive to embed our values within our culture and practices. At LWB, our staff live and breathe a commitment to our social purpose through our values.

Our approach to how we interact with each other in the workplace is guided by our values, our Code of Conduct and other relevant policies and procedures including, but not limited to, Respectful Workplaces Policy Guideline and our Diversity and Inclusion Policy Statement.

LWB does not request or record information about employee union membership.

LWB recognise that resident’s needs can change, sometimes quickly. We are committed to providing each person with responsive, person centred support and will continue to do so if and when a person’s needs change. At no time will a person be left without the support that they need to be safe and well supported. The SIL Quotation process allows for contingency funding to be included when we submit this to the NDIA. This is intended to be utilised for times when we need to respond quickly to changes for a person. The NDIS review process can be lengthy, however requesting a review of the NDIS Plan is only one way that we may respond to a person’s changing needs. Individual circumstances and NDIS Planning will need to be considered when changes occur.

LWB is a registered NDIS provider for Core Supports and currently delivers support for Community Participation for people who received this type of service prior to the NDIS. LWB is currently working through the complexities of delivering these type of supports in the NDIS landscape and as a result, there is currently a hold on accepting any new participants for these supports in all of LWB disability services.

The NDIA (National Disability Insurance Agency) is an independent statutory agency. Its role is to implement the National Disability Insurance Scheme (NDIS).

Staff are expected to understand each person's plan and where they have been asked to attend or advise the person and/or families with their planning meetings we would support the house supervisor (or key worker) to attend. Their role will be to implement the support that is provided for SIL and may be asked to provide additional evidence to support any requests that a person and/or their family will be making in the planning process. They will also be expected to assist in facilitating visits from or to (where this is possible) additional professional practitioners who may be involved, this may include visiting speech therapists, OT's, Behavioural Support Clinicians and where possible, implement the recommendations of these practitioners. They will also be required to work collaboratively with additional support providers who may have been selected by the person for their (additional to SIL) support in areas such as Community participation/day services etc.

As you are aware, LWB will be providing services in the homes as part of the Supported Independent Living (SIL) funding through NDIS. Community and recreation activities are funded separately to SIL and will look different for everyone depending on their NDIS plan and might be delivered by a range of providers.

The NDIS offers greater choice and control for people, including where they live and who provides their support. If a resident's goal is to move to a different accommodation arrangement, we can support them to explore the available options and move when they find somewhere that is right for them.

The Community Visitors program is currently under review, at this point it is expected that Community Visitors will continue in their role visiting accommodation services as they do now.

This will be determined by the Vacancy Management process and this will be implemented across all services.

This is a question that we will consider in the lead up to 2025.

The Office of the Senior Practitioner is now the Office of Professional Practice and their role is to record, monitor and review Restrictive Practices that are implemented by service providers for people with disability. There are a small number of Advocacy Services who have received funding to assist participants and families with the transition to the NDIS. The Office of the Public Advocate still play a role in providing guardianship where this is deemed necessary and a decision is confirmed via VCAT, where a person has next of kin.

LWB have previously sponsored employees, however it is not a common practice. It is dependent upon the role and relevant sponsorship legislative obligations.

Yes, Workforce Connect will manage shift replacement.

Yes. Support Coordination is a separate NDIS funded support and will continue to be delivered as per the participant’s NDIS Plan.

Whilst you will be able to apply for a vacant advertised role with LWB, a merit based process will be undertaken to identify suitable candidate/s.

No. LWB will forward funds to the bank by close of business Wednesday, prior to your pay day, and the funds will generally be made available in employee accounts by Thursday, the following day. The actual time that the funds will be available will be impacted by the bank transfer arrangements particular to your banking institution.

Transfer incentive payments will be paid by DHHS. Life Without Barriers have no oversight or involvement in this process. Any enquiries regarding the transfer incentive payment should be directed to DHHS.

We will have a Client Funds Management (CFM) team that will be undertaking similar tasks and responsibilities.

All of the deductions currently made from your pay will continue. This includes, but is not limited to, your current lease and any other packaging arrangements you have in place with DHHS. Should you wish to change any of your current novated lease arrangements, these will have to be made through DHHS, not through Life Without Barriers. DHHS will advise Life Without Barriers of any changes that need to be made.

If you require any further support, please contact Shared Services on 02 4033 4006 (choose option 3) or by emailing sharedservices@lwb.org.au.

No, during the secondment period, the DHHS transferred services will be managed separately to existing LWB operations in Victoria.

Your leave balances have been transferred from DHHS to LWB. DHHS will be providing LWB with updated data reflecting final leave balances as of 31 March 2019. This means that for some people, the leave balances shown on your first payslip may not be completely accurate.

Once LWB receive the revised data from DHHS and this is uploaded in our system, you will see accurate leave balances in your second payslip from LWB.

Should your planned (and approved) leave not be showing in Kronos, you will need to re-submit your request through Kronos to ensure accurate rostering and coverage.

Yes, Life Without Barriers intends to apply the first aid allowance in accordance with the way it has been applied by DHHS.

Your roster cycle remains the same as the current DHHS roster cycle, which is Sunday to Saturday. Your pay day will occur on the Thursday following the last Saturday of the fortnightly roster cycle. For example, your pay day for the fortnight period Sunday 31 March 2019 to 13 April 2019 will be Thursday 18 April 2019.

There will be opportunities for staff to undertake higher duties, where the opportunity presents. The assignment of higher duties will be consistent with the principles of merit and equity via an assessment of suitability to the requirements of the role, including the relevant qualification necessary to undertake the duties.

On payday, you will be paid for your fortnightly contracted hours and allowances, as well as any additional hours, overtime and penalties, for hours actually worked in the fortnight. This is different from how you were previously paid by DHHS which included a mixture of fortnightly contracted hours, and allowances and penalties from previous periods.

Any annual increments received will be paid in accordance with the DSEAV.

Yes. All of this information is kept in the myHR system that you can log into wherever you have access to the internet. If you are able to access an LWB computer, then you can access this information through the myHR button from the front page of the LWB intranet. You will also able to access myHR from your own computer or device.

You will now “punch on” and “punch off” either using your mobile phone or the devices available at your group home. If these “punches” reflect your actual rostered shifts, then this will be automatically reflected in the Kronos system. If you worked different hours to what is reflected in the roster, then the exception will be highlighted for the Workforce Connect team to have the exception approved by your Supervisor. This process will be managed by the Workforce Connect team.

Your House Supervisor will review what has been recorded as being worked by all of the staff across the fortnight. Your Operations Managers will be required to “Approve” the actual shifts worked. This determines what you will be paid.

DHHS have provided LSL balances for part-time employees as an averaged balance. This averaged balance was calculated by the DHHS. If you have any questions regarding this balance please contact the DHHS directly.

Eligible casual employees will be entitled to parental leave in accordance with the DSEAV which can be located in section 33.

Your payslip will be emailed to your Life Without Barriers email address once the payroll process is completed. This will usually occur on the Thursday.

LWB provides salary sacrificing for eligible LWB employees. This support is currently managed by a provider called Maxxia. You will not be eligible for salary packaging through LWB during the secondment period as you remain employees of DHHS. We will provide you with the information you need to make an informed decision regarding salary packaging for when you are directly employed with LWB, after the end of the secondment period, in which you will become eligible to access relevant salary sacrificing provisions.

Substitute Leave balances for full-time employees were previously expressed by DHHS in days. This is how it is shown in LWB’s payroll system and how you can see it on myHR. In Kronos all leave balances are expressed in hours. If you take a day of substituted leave, your balance will be reduced by 1 day regardless of the number of hours you work.

The substitute leave hours balance is calculated by multiplying the number of days in your balance by 7.6. This is irrespective of how many hours you normally work each day.

When you take a substitute leave day, the payroll system will only deduct 1 day at 7.6 hours from your leave balance. If you work an 11 hour shift, 1 day will be deducted from your leave balance and you will be paid the full value of your shift (that is, whatever you would have been paid had you worked that shift). If you work a 5 hour shift, 1 day at 7.6 hours will be deducted from your leave balance and 5 hours would be paid as per your shift.

Files have been transferred electronically and there is also a hard copy transfer of files that is being planned for at the moment (with DHHS).

Relocating employees can certainly assist in the resolution of particular matters, however it all depends on the set of circumstances. The DSEAV provides this as an option to assist in the resolution of particular matters, however once again, it would be dependent upon the circumstances.

We have a process for the management of performance and conduct. This system is designed to ensure fairness, objectivity and compliance with the relevant legislation in the management of employee performance, including employee conduct.

LWB has a supervision system that is an essential part of the provision of services and is closely linked to improving the quality of our practice. We expect that staff will have the opportunity, and the responsibility, to engage in supportive, regular, and planned Professional Development Support with their immediate supervisor.

We will work closely with DHHS during the secondment period and consult with HACSU to resolve discipline and serious misconduct matters. Overall our processes will align with the relevant obligations outlined within the DSEAV.

Similar to DHHS, the LWB Code of Conduct and Conflict of Policy Procedure requires any real, perceived or potential conflicts of interest to be disclosed. Following an assessment of the information provided a review and assessment of the disclosure will be made.

LWB has the appropriate insurances and cover for Workers Compensation.

In each house there is a LWB RSPM that holds all the LWB policies, this is also available on the Policy Centre in digital form. There is also interactive online induction courses for you to learn our manual handling procedures.

Yes. You will be provided relevant meal breaks in accordance with the DSEAV.

In each house there is a LWB RSPM, which is also accessible on the LWB intranet. All LWB policies and procedures are on the intranet.

There are no timeframes specifically attached the processes relative to discipline matter and the length of the process would always be dependent upon the set of specific circumstances, however on of the principles that underpins the discipline process is that matters are addressed in a timely manner.

A number of policies exist relative to the expected conduct of all staff, the processes available to all staff should they wish to raise concerns regarding inappropriate behaviour. Relevant training is provided to all staff in relation to expected standards required in the workplace and close supervision is regularly provided. LWB is committed to providing a respectful workplace for our people and promoting a safe and equitable working environment and positive workplace culture that is sensitive to, respects, and values the diversity and contributions of all people.

LWB do not place cameras in accommodation settings. The only time this would be considered is if this is recommended by a Behavioural Clinician, and is the least restrictive option necessary for the person we are supporting to be safe in their home. These cameras would never be placed in a resident's room and would never be a secret from staff. Staff would be advised about the recommendations for any camera placement and would contribute to the discussions about if and how the use of a camera would be implemented.

When your secondment period ceases, which will be at the end of 2020, you will be offered employment with LWB. As part of this you will be provided with a letter to review and sign.

All staff members in scope for the transfer have received a letter from DHHS confirming what organisation they will be seconded to. Any staff members on extended leave arrangements, due to a workplace investigation, will be managed in accordance with the relevant processes outlined within the DSEAV 2018 – 2022.

We fully support people to age in place for as long as the support they require does not exceed the support that can be delivered by a DDSO – with the additional support of visiting practitioners. LWB has also assisted people in the past with palliative care at home where this has been their choice, and the specific health needs have not exceeded the capacity of the support workers.

We are experienced at providing support to people with a diverse range of needs, including people with complex communication or health needs, significant behaviours of concern, degenerative conditions, and ageing. We recognise that some people require specialised approaches to support them and our approach is to listen, understand, and adapt our supports to meet these needs by involving our own specialists and partnering specialist services.

LWB is familiar with supporting highly engaged families. We recognise the need to connect early in the transition with families who have bespoke communication needs. Relationships is one of our key values and ensuring we have connected and supported these families to commence a positive relationship at the start is important. LWB Management and representatives will work with managers, staff teams and families to develop, implement or maintain current communication protocols that best meet the needs of all communication partners, keeping the needs of our transferring residents and staff wellbeing at the forefront of our thinking.

Our approach at LWB is to partner with each person to support them to live the life they choose and achieve their goals. Every participant has the right to express how they would like to be supported in order to lead a meaningful life. If a participant identifies employment as a goal of theirs, we will support them to achieve that.

Yes. There is a procedure for when a participant who lives in accommodation passes away. This includes notifying next of kin at the time this occurs. The policies and procedures are contained in the Life Without Barriers Residential Services Practice Manual (LWB RSPM) that is available in each house and on the LWB Intranet.

Yes.

Should people require additional support, including people aged over 50 years, then this will be individually managed and discussed with the person and their family.

If a person is over 65 at the time of transfer and has not transitioned to the NDIS, their supports will be funded by the Commonwealth, via DHHS, under a scheme called Continuity of Support (CoS). In this case, they do not need to move out of the home unless they choose to do so. If they have already transitioned to the NDIS before turning 65, they can either choose to continue to be supported by the NDIS, or choose to move to aged care supports at any time.

The funding for this support is reviewed annually and as long as the person remains eligible for this funding and their support can be provided safely and delivered by a DDSO, they can continue to reside at their home supported by LWB.

LWB has access to each person’s information required to ensure that we can meet their support needs. Life Without Barriers are relying on the skills, expertise and relationships that transferring staff have with the person and their family members to guide future supports.

LWB follows the Vacancy Management process that has provisions for current residents to meet prospective new residents and contribute to choosing who will be compatible to move into the home.

We place a high value on stability, familiarity and continuity of support. However, if the person’s needs change and they require a different level of support, we will discuss this with each individual, their family/supporters and their support staff to find the best possible outcome, which may result in a move to a setting with more appropriate support.

If you are a casual employee, you would be required to contact Workforce Connect as soon as possible to notify of your absence. If you are a full time or part time employee, you should contact the house (recognising that the House Supervisor is not always on shift).

Like DHHS, we use Kronos. A system for managing staff availability, including the casual pool, has been developed.

There is a comments section in the app where you can write why you are early or late to a shift. This is reviewed by your House Supervisor.

Shift lengths and rosters will be applied in accordance with clause 29 of the DSEAV.

Shift length Supervisors will be managed in accordance with the obligations outlined within the DSEAV (2018 – 2022).

Shifts will be allocated to employees in accordance with their contracted hours of employment (full and part time employees). The management and engagement of casual shifts will be undertaken by Workforce Connect (previously the Roster Hub). The assignment of shifts will be managed similarly to current processes. When a shift becomes vacant (open), current group home staff should be contacted in the first instance, then familiar casuals. If this is unsuccessful then the shift would be allocated to Workforce Connect who will then contact the broader casual workforce and part time additional staff. If the shift is still not filled, then the shift will be sent to agency by Workforce Connect. This will also be aligned with the relevant obligations outlined within the DSEAV.

Workforce Connect (previously the roster hub) will review timesheet exceptions on a daily basis. The resolution of exceptions will occur in conjunction with House Supervisors.

There are processes outlined in the Disability Services Enterprise Agreement Victoria 2019 – 2022 (DSEAV) describing the management of employee practice and performance and discipline matters. In addition, LWB will have policies and procedures in place to support the operation of these sections of the DSEAV.

During the secondment period your employment arrangements with LWB are within the services that have transferred. You may have the opportunity to work across other Group Homes, as long as they are part of the transferring services.

If you choose to apply for LWB roles in other services, this will be considered outside the scope of the secondment arrangements and will be subject to LWB’s recruitment processes.

The Award that the majority or existing LWB frontline staff are under is the Social, Community, Home Care and Disability Services Award 2010. Staff transferring from DHHS to LWB will be under the DSEAV.

Initially yes, if you are currently seconded to another role or department within the Victorian Government, it is anticipated that these arrangements will continue to apply. From 1 January 2021, you will be offered employment with LWB on the basis of your substantive position with DHHS.

It is anticipated that LWB will work closely with DHHS in relation to any active performance management matters that carry across in to the secondment period, however during the secondment period, LWB will be responsible for the application of performance management processes.

Yes, we have existing on-call systems across the organisation which ensures staff have access to managers 24/7 for support and advice when there is an incident or emergency. We are currently reviewing the DHHS on-call arrangements and will ensure for day 1 there is a clear system in place which is in line with the DSEAV requirements and meets the needs of transferring residents and staff. This will be clearly outlined in the Need to Know Folder and there will be a poster for each house.

At this time there are no scheduled forums booked in for participants/families however, more will be considered if this is identified as being useful for families and participants. Any questions that participants or families have can be sent through to LWB via our dedicated email or phone number.

We anticipate that consultation on practice matters will involve HS. It is important to LWB that we engage and consult with relevant staff members, and be informed by them, particularly those working directly with clients.

Yes, there is a digital copy accessible through the LWB Intranet in the Policy Centre.

DHHS is providing each resident with an Individual Transport Statement. This will be the basis for understanding everyone’s current transport arrangements. From there, we will work with each house to ensure the services are maintained.

The Individual Transport Statement provided to each resident by DHHS has been the starting point for us to identify how well individual current transport arrangements are working. Through this, LWB will be able to explore whether there is room for improvement.

While government cars are no longer available, we will work with participants and their families to arrange an alternative transport solution that fills the gap. Part of the solution is access to Life Without Barriers pool vehicles which are bookable. Each house received a Fleet Pack on transfer weekend which explains how to use the pool vehicles and booking system.

For LWB vehicles, full comprehensive insurance coverage for drivers and clients is in place.

Initially LWB will continue to provide the same number of vehicles as currently. Overtime we will review each individual house and client's requirements.

No, this is not a requirement.

Our strong preference is that you utilise the pool and house vehicles provided by LWB. If you need to use your own vehicle for LWB work purposes you must have full comprehensive cover. Before using your personal car for work and prior to claiming any associated expenses, you will need to pre-register your vehicle and have a manager’s approval for doing so.

Relevant allowances will be paid to staff in accordance with the requirements of the DSEAV 2018 – 2022.

Yes. Life Without Barriers values constructive and co-operative relationships with unions. We frequently meet with HACSU.

The provision of an identification card will be dependent upon the requirements of your role. If your position involves visiting clients or key stakeholders, or you are representing LWB in another capacity, you may receive an ID card.

At the time of the transfer, current arrangements regarding night-shift supervision will continue to apply.

The transfer of services to LWB was managed by geographic divisions, called parcels. There are likely to be opportunities for casual and part time staff to work across different LWB areas/parcels. We will manage the allocation of casual employees in accordance with current DHHS practices, without restriction on being dedicated to a particular area.

As a national organisation we often have opportunities that become available in other parts of Australia and in other services. We encourage all of our employees to continue their professional development and consider opportunities as they arise, if they wish to. Transferring staff will have these opportunities after the secondment period, however will need to be mindful that if you choose to gain direct employment with LWB during the secondment period, you will need to give consideration to the impact that this decision may have on your employment conditions.

It is not compulsory to wear a Life Without Barriers uniform however, for the people who would like to, Life Without Barriers has polo shirts you can order. Branded shirts are available in a range of colours and sizes. In ladies, they are available in 8 to 22 and in mens S - XXXXXL. There are four colours to choose from; pink, blue, green and black for $18.28 each, excluding GST. Freight is $25, excluding GST, per order (not per shirt) so it is a good idea to order a few with your colleagues if you want to. You can order them through our online portal and will be required to create an account.

Both LWB and DHHS have policies in place regarding secondary employment. It is not practical for people to work across more than one provider during secondment.

You will be seconded to LWB in accordance with your substantive employment status with DHHS (ongoing, fixed term, full time, part time or casual). At the end of the secondment period, you will receive an offer of employment from LWB in accordance with your substantive status, at the time, with DHHS.