澳洲作業代寫:殘疾就業政策

澳洲作業代寫:殘疾就業政策

有關職位空缺的廣告將會在諮詢委員會派發。廣告內容包括職位描述、合理調整及其他相關職責等。他們還對訪問過程和結果進行了討論,結果將在FaHCSIA的內部網中公佈。殘疾人士通道協調員將就殘疾人士的面談安排提供適當的協助和諮詢。在面試階段,本署亦會確保消除一切障礙,並指示僱主作出特別調整,例如爲殘疾人士提供泊車位、修改現行程序等。合理的調整說明書也可以作爲流程圖的手段,使殘疾人可以很容易地理解。人道主義事務部還旨在消除留住殘疾人的障礙。在這方面,本署確保有效的申訴制度,透過便覽、小冊子、入職、合理調整、培訓課程及發展領導才能,妥善披露申訴情況。

1992年《殘疾人歧視法》

居住在澳大利亞的人受到法律保護。因此,頒佈了《1992年殘疾人歧視法》。DDA的設立是爲了保護殘疾人不受基於殘疾的歧視。DDA的理念是在所有人平等的基礎上共享社會的現有利益。正常情況下,遭受殘疾之苦的人將受到不那麼有利的待遇。這種情況可能發生在任何地方,如就業,親戚等。殘疾歧視可以產生直接影響,也可以產生間接影響。DDA的管理將由澳大利亞人權協會(Australian Human Rights Association, Australian Network of Disability, 2016)監督。

澳洲作業代寫:殘疾就業政策

殘疾就業政策旨在幫助包括精神病患者在內的殘疾人。就業難的結果導致精神疾病的產生,從而導致殘疾,因此即使是精神殘疾,對人們也有就業保障的需求。此類就業保障方案由相關州政府提供(DSS, 2013)。

一項關於殘疾人就業的僱主的全國性研究。約643名澳大利亞僱主參與並回答了一份有關所僱用殘疾人的問卷(Bill et al., 2006)。殘疾員工與普通員工的比較。平均員工的工作效率變量被評分,而殘疾人的工作可靠性變量或維護變量被評分。這意味着用人單位成員對殘疾人的重視程度與普通員工相當。

澳洲作業代寫:殘疾就業政策

The vacancy advertisements will be available with the DAC. The Advertisements include details i.e. position descriptions, reasonable adjustments, and any other related duties etc. They also entertained interview process and its results supposed to be available on the intranet of FaHCSIA. Proper assistance and advice will be provided by the Disability Access Coordinator in connection with interview arrangements for the people with disability. During the interview stage, the Department also ensures to remove all barriers and instruct the employer to provide particular adjustments such as parking space for disabled, modification of existing procedures etc. A reasonable adjustment fact sheet also be available be means of Flow-chart so that the disable people can understand easily. The Department also aims to remove barriers to the retention of people with disability. In this regard, the department ensures efficient grievance system, proper disclosures through Fact sheet, pamphlets, induction, reasonable adjustments, training classes and leadership development.

Disability Discrimination Act, 1992

The persons who are living in Australia granted for legal protection. Accordingly, an Act i.e. Disability Discrimination Act, 1992. DDA has been constituted to protect to the persons against discrimination based on disability. DDA’s concept is to share available benefits of the society among all persons with equal basis. Normally, the people who are suffering with disability will be treated as less favourable. The situation may arise at all places like employment, relatives etc. The discrimination in disability may have direct impact or indirect impact. The administration of DDA will be monitored by Australian Human Rights Association (Australian Network of Disability, 2016).

澳洲作業代寫:殘疾就業政策

The disability employment policy is meant for assisting the disabled people including psychiatric. The outcome from poor employment created psychiatric diseases thereby causes disability, hence there is demand Job Guarantee to the people even for psychiatric disability. Such Job Guarantee schemes are provided by the relevant State Government (DSS, 2013).

A national study on employers made where disabled persons employed. Around 643 Australian employers participated and answered for a questionnaire in connection with the disabled persons employed (Bill et al., 2006). A comparison made between disabled employee and average employee. The average employees were rated on productivity variables whereas the persons with disability were rated on reliability variables or maintenance variables. It means the employer members are more significantly considering the disabled persons par with average employees.