Hear stories from NDIA workers on why paid disability leave matters.

The recent decision by the APSC to reject the CPSU’s claim for 10 days paid disability leave at both Service wide and agency level bargaining negotiations, has left workers within the National disability insurance agency (NDIA) campaigning to seek an exemption. More than 1000 NDIA workers signed the CPSU petition calling on CEO Rebecca Falkingham to seek an exemption from the APSC to directly secure paid disability leave for the NDIA.

This petition was delivered on August 1, and we still have not received a substantive response on disability leave from NDIA management.

Workers voices need to be heard. In our petition workers shared their experiences of managing their own disability, caring for someone with a disability or the impacts felt by their colleagues. These stories paint a real and earnest picture of why change is needed in the NDIA to support workers with disabilities. We think it’s vital workers voices are heard and so from Monday the 4th of September we’ll be uploading recordings of real worker stories until we receive a response from the NDIA.

If this is an issue you feel strongly about, join the CPSU today and add your voice to the CPSU Accessibility Network.

Wednesday 13 September

NDIA workers who need time off to maintain their prosthetics

Download the transcript of this audio here

Transcript

Good afternoon. Today is Wednesday, 13 September and you’re listening to a selection of the responses that NDIA workers provided to their CEO. The petition asked her to seek an exemption from the APSC, which would allow the NDIA to negotiate paid disability leave directly. This exemption relates to the NDIA specific portion of the bargain, and earlier today, CPSU members in the APS received a voting link inviting them to have their say on the service wide package as it stands. 
 
If you are in the APS, and would like your voice to be heard on the service wide bargain join the CPSU today. If you would like more information about how bargaining is different this time around, please visit the Service Wide Bargaining page on the CPSU website at cpsu dot org dot au forward slash s w b.  
 
These stories are recorded as they are written. Today, two NDIA workers who need time off to maintain their prosthetics. 

(chime) 

I have been an above knee amputee for 35 years, and in all that 35 years I have worked as an ICU nurse, medical research, insurance and at the NDIA, and in all that time I have had to use my annual leave and or personal leave to have regular prosthetic and medical appointments to ensure I have the capability to not only go to work but to live a usual life. It's worth noting that my provider is 360-kilometre round trip to visit plus the 2-hour appointment time.  

The only reason I have to have these appointments is because I am an amputee, I am not sick and its certainly no holiday to attend prosthetic appointments so using annual leave and sick leave is essentially wrong. I note people who elect to have children have leave entitlements to attend their families why can't I have a special leave category to attend my prosthetic needs to ensure I can work and live a fulfilling life?  

Only a person who doesn't have a disability and or has no exposure to a significant other who does have a disability would think it's acceptable to not have a leave entitlement for a person with a disability to attend appointments for their disability.  
And to be even more direct, how does the NDIA look in a general public pub test around not having a leave entitlement to attend appointments directly related to their disability for an NDIA worker with disability?  

(chime) 

I am required to attend appointments with my prosthetist frequently but am required to take sick leave even though I'm not sick. I should not be penalized by using this leave when other 'able' bodied workers don't have this requirement. If I use my sick leave up for these appointments what would I do when sick. Either come to work and affect everyone else in the office or take a day with no pay. 

(chime) 

Thank you for listening. It has been 42 days without a substantive response from NDIA senior management on the topic of paid disability leave for NDIA workers. If this is an issue you feel strongly about, join your union today. In the APS, and a range of other industries, you can do that by going to cpsu dot org dot au forward slash join. 
Tune in tomorrow for more stories from NDIA workers. 

Tuesday 12 September

Messages of solidarity from NDIA workers who support paid disability leave for their colleagues

Download the transcript of this audio here

Transcript

Good afternoon. Today is Tuesday, 12 September and you’re listening to a selection of the responses that NDIA workers provided to the CPSU in a petition to their CEO. The petition asked her to seek an exemption from the APSC, which would allow the NDIA to negotiate paid disability leave directly.  

These stories are recorded as they are written. Today, five messages of solidarity from NDIA workers who support paid disability leave for their colleagues. 

(chime) 

This shouldn't even be a negotiable. Those with lived experience of disability have so many varied reasons for requiring leave. It can be as simple as they need a 'quiet appointment' which can only be achieved during work hours or unexpected pain associated with amputations or perhaps a cold takes a harder hit than those who don't have a lived experience with disability, and it takes a couple of extra days to get over. It should be noted that lived experience with disability can be mentally taxing in an ableist world and leave days to support this are 100% necessary and would be considered reasonable and necessary. 

(chime) 

There's a difference between Fairness and equality. Fairness means treating people according to their needs - equality is treating everyone the same. But we aren’t all the same and our workplaces should be aiming for Fairness and inclusivity. Disability leave is about recognising that, while we are all different, with different needs - we are all deserving of the same consideration and support. I don’t have a disability myself, but I wholly support disability leave as I believe in what is fair and right. I also believe that fairness in the workplace helps to create an environment in which all employees feel safe and engaged in their roles. Such an environment contributes to overall productivity, which would benefit all employees regardless of who they are. 

(chime) 

It is essential that people living with a disability are able to keep their sick leave entitlements for times when they are unable to work due to being unwell. The provision of paid disability leave will allow staff living with a disability to attend to disability specific needs without using personal leave entitlements. 

(chime) 

People with disability don't have an equal opportunity to use their annual leave for leisure, as they often need to use this time to manage their disability.  
This is unfair and can be simply fixed. 

(chime) 

An agency that supports people with disabilities yet does not support is staff who have disabilities.  At times, more leave is required for someone who has a disability.  The NDIA should be showing the gold standard of supporting staff with disability.
 
(chime) 

Thank you for listening. It has been 41 days without a substantive response from NDIA senior management on the topic of paid disability leave for NDIA workers. If this is an issue you feel strongly about, join your union today. In the APS, and a range of other industries, you can do that by going to cpsu dot org dot au forward slash join. 
Tune in tomorrow for more stories from NDIA workers. 

 

Monday 11 September

Managing disability when personal leave has run out

Download the transcript of this audio here

Transcript

Good afternoon. Today is Monday, 11 September and you’re listening to a selection of the responses that NDIA workers provided to the CPSU in a petition to their CEO. The petition asked her to seek an exemption from the APSC, which would allow the NDIA to negotiate paid disability leave directly.  

These stories are recorded as they are written. Today, three NDIA workers with disability who have no personal leave left to take. 

(chime) 

I live with a disability and currently struggling to maintain fulltime employment. I have set up a flexible working schedule so that I can take one afternoon a week off for my appointments and therapy however I still continue to exhaust my personal leave for my disability specific support needs. I also utilised most of annual leave in lieu of personal leave often taking it at half pay to try and extend it. I rarely take annual leave for the purpose of vacations or holidays. [Paid disability leave] could make the difference between my continuing to maintain full time employment or not. 

(chime) 

I have had to use all sick leave - some without pay or use annual leave at half pay (nil holidays away are available to me in 2023). This is not the experience of many other employees without injury or disability. This situation directly related to functional challenges has meant additional financial challenges. Already many of us experience escalated anxiety in the workplace directly associated with KPI quantity expectations and threats of punitive measures which may result in loss of employment. Cultural leave is available - parental leave is available and carer leave options are acknowledged... but not disability. 

(chime) 

I am taking personal leave tomorrow to repair my current wheelchair and trial out a new wheelchair. Since I have to travel to the city, I will need the whole day off, I have taken a personal leave day without evidence as I will not get a certificate of attendance for personal leave. I have 2 kids and carer responsibilities for my mother, so I do need regular sick leave with or without medical certificate and this trialling of a wheelchair is something I am postponing for a while. If I was able to put up a paid leave for disability, it would mean I have fair chance and equal for claiming my leave for personal reasons that are separate to my leave that I have to take due to my disability. 

(chime) 

Thank you for listening. It has been 40 days without a substantive response from NDIA senior management on the topic of paid disability leave for NDIA workers. If this is an issue you feel strongly about, join your union today. In the APS, and a range of other industries, you can do that by going to cpsu dot org dot au forward slash join. 
Tune in tomorrow for more stories from NDIA workers. 

 
 
 

Thursday 7 September

Service animal care

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Transcript

Good morning. Today is Thursday, 7 September and you’re listening to a selection of the responses that NDIA workers provided to the CPSU in a petition to their CEO. This petition asked CEO Rebecca Faulkinham to seek and an exemption from the APSC, to allow the NDIA to negotiate paid disability leave directly. 

Today's story is recorded as it was written, by an NDIA worker with disability. This story discusses the injury and sudden death of a service animal. Listener discretion is advised. 

(chime) 

When my guide dog got a shard of glass in his paw during lunch, I had to work late to make up the time I spent at the vet. I have no issues using other leave types and flexible working arrangements to take my pet to the vet, or even attend routine appointments for my guide dog. However, a guide dog is not a pet, they are a mobility aid. They are exposed to environments and demands that relate to being a mobility aid. My guide dog sustained that injury whilst doing a job that allows me to do mine. Disability leave would allow me to address WHS risks in a timely and appropriate manner, without adding to my risks from having to make up lost time.
  
When my guide dog had to be put down suddenly a few weeks ago in traumatic circumstances on a Saturday, I reluctantly spent Sunday trying to find out what leave I could use for Monday when I had to make calls to the NDIA, Guide Dogs Australia and rearrange my supports. I didn't need time off for my mental health, I actually needed to keep my routine (including work) for my own grieving purposes and wellbeing. However, a guide dog is a mobility aid, and there are additional notifications and arrangements I need to make, that are not required for a pet. I needed a day to do that, and I needed to not have to try and fit that into an extended lunch break or part day before heading back to work the same day. I just needed a day. I really wished I had the certainty of disability leave in that moment, and that was my first thought when I was faced with having to make notifications about losing a guide dog. I am currently awaiting confirmation if I can use Miscellaneous Special leave, and the uncertainty is distressing. The certainty of a dedicated, relevant leave type is what I needed during this very difficult time. This is important for psychosocial wellbeing in the workplace. With disability leave I can simply take the time after discussing with my leadership, preferably my team leader. With miscellaneous leave, I have to seek permission from an EL2 and I am not sure whether I will need to provide evidence. It would be less distressing if I didn't have to contemplate whether a receipt showing euthanasia is going to be enough. In this circumstance, the access to dedicated Disability leave would offer me greater dignity and support my wellbeing.  

When I get my guide dog, 10 days disability leave would make a huge difference in how I manage health and safety risks of the intensive training program. My guide dog is an essential mobility aid that allows me to engage in work, but in order to set this up each time I need to engage 4 weeks of intensive training with that dog (on average a guide dog is replaced every 8-10 years if everything goes normally). For this training, one choice is to use all my annual leave, and get no actual break. Normally people have time to plan to take one to two weeks of annual leave and manage the last two to three weeks with flexible work arrangements. If they can't negotiate adequate flexibility, it is 12 to 14 hour days (including during your lunch break) when you have try and do both work and training at the same time. Even with flexibility, I still have to work longer hours to accrue time in lieu. Since my dog wasn't due for retirement, I didn't plan my annual leave to accommodate this need. 10 days disability leave would allow me to use 5 days, no matter how much annual leave I have, and use the remaining time flexibly. I will still get the health benefits of taking annual leave when it is accrued on a like basis to my colleagues without disability. Disability leave supports WHS and equitable access to other leave types. 

(chime) 

Thank you for listening. It has been 36 days without a substantive response from NDIA senior management on the topic of paid disability leave for NDIA workers. If this is an issue that you feel strongly about, join your union today. In the APS, and a range of other industries, you can do that by going to cpsu dot org dot au forward slash join. 
Tune in on Monday 11 September for more stories from NDIA workers. 

 
 

Wednesday 6 September

Sick leave and fairness

Download the transcript of this audio here

Transcript

Good morning. Today is Wednesday, 6 September and you’re listening to a selection of the responses that NDIA workers provided to the CPSU in a petition to their CEO. The petition asked her to seek an exemption from the APSC, which would allow the NDIA to negotiate paid disability leave directly. 

These stories are written by NDIA workers, and today have been lightly edited for privacy. Today’s stories talk about sick leave and fairness. 

(chime) 

Workers with disability still get sick, still have caring responsibilities, and still deserve a holiday. Without access to dedicated disability leave, workers with disability are forced to use personal, carer’s or annual leave, and sometimes unpaid leave to manage their disability. Not only do I believe in supporting everyone with a disability, [I] have [a disability], so this is very close to home for [me]. [I] would benefit from disability leave and [I am] disadvantaged because it is not yet available[…] 

(chime) 

As an Employee with a disability it is important to me to fight and stand up for the right to receive paid disability leave. Currently I utilise all my personal leave for medical appointments related to my disability so if I am unwell due to a regular illness such as a cold, Flu or Covid I have no leave remaining therefore having to resort to either using my Annual Leave or taking "unpaid" leave which impacts my leave allocation and or being able to pay bills.  

My disability is not a choice and therefore I don't understand how this impacts me not being able seek medical maintenance for my disability and in turn being disadvantaged as a result in my leave balance. I would strongly support any opportunity to support my fellow colleagues in standing up to requesting some equality in relation to having "Disability Leave" for all staff at the agency [and] in government in general. This is very important especially as we at NDIA are here to provide equality to all people in the community with a disability, so why not including staff in that statement! (seems reasonable, doesn't it?) 

(chime) 

As a disabled person, who has additional requirements to attend various medical appointments to monitor and manage my condition, I lose roughly half of my 10 personal leave days simply to maintain my capacity to be fit forwork. Then if I'm actually sick I end up having to use annual leave so that I can be sick and keep my colleagues well. Is that fair?  

(chime) 

Thank you for listening. It has been 35 days without a substantive response from NDIA senior management on the topic of paid disability leave for NDIA workers. If this is an issue you feel strongly about, join your union today. In the APS, and a range of other industries, you can do that by going to cpsu dot org dot au forward slash join. 
Tune in tomorrow for more stories from NDIA workers. 

 

Tuesday 5 September

Parents and carers with disability

Download the transcript of this audio here

Transcript

Good morning. Today is Tuesday, 5 September and you’re listening to a selection of the responses that NDIA workers provided to the CPSU in a petition to their CEO. The petition asked her to seek an exemption from the APSC, which would allow the NDIA to negotiate paid disability leave directly. 

These stories are recorded as they are written. Today, two NDIA workers with disability who are also parents and carers. 

(chime) 

As a person with a disability I have regular medical appointments that are required for my wellbeing. Often specialist appointments are based on availability of the doctor and not my work hours. I also have a fluctuating disability which means at times I am unable to work until symptoms subside.   

Being a mum of a young child as well means that I often need to use my personal leave for caring responsibilities. Disability leave would mean for me that I did not have to worry about whether I would have enough leave to look after my daughter when she brings home a cold from daycare.  

(chime) 

As an employee with a disability, who is also a carer for two children with disability, I am often required to take annual leave or personal leave due to my disability or to care for my children due to their disabilities. The result is that at times when I become unwell I do not have access to the required leave to take time off to recover, therefore will work unwell when I should be resting.  

This impacts on my ability to do my job to the standard I would like to, and normally do. It also impacts on my ability to undertake my roles outside of work, which then increases my stress levels and makes me more prone to illness.  

It is a vicious cycle.  

I have learnt how to manage this the best way I can, to ensure my work continues to be of a high standard, however the constant juggle is not healthy. Having access to additional days of leave due to my disability would reduce the pressure workers experience trying to manage it all.  

I see this as a disability related workplace adjustment or accommodation, which enables us to continue to be able to do our jobs to a high standard, and provide vital life experience and training to build a stronger NDIS team. 

(chime) 

Thank you for listening. It has been 34 days without a substantive response from NDIA senior management on the topic of paid disability leave for NDIA workers. If this is an issue you feel strongly about, join your union today. In the APS, and a range of other industries, you can do that by going to cpsu dot org dot au forward slash join. 

Tune in tomorrow for more stories from NDIA workers. 

Monday 4 September

Managing fatigue without paid disability leave

Download the transcript of this audio here

Transcript

Good morning. Today is Monday, 4 September and you’re listening to a selection of the responses that NDIA workers provided to the CPSU in a petition to their CEO. The petition asked her to seek an exemption from the APSC, which would allow the NDIA to negotiate paid disability leave directly.

These stories are recorded as they are written. Today, three NDIA workers who are struggling to manage their fatigue without paid disability leave.

(chime)

Having an invisible disability means that some people automatically assume you are okay when you actually need time away due to fatigue or for your mental health. For those who also have caring duties it often means that there is just not enough personal leave and we end up using annual leave. This does not actually allow us to use annual leave for it’s intended purpose, leading to burn out.

(chime)

I live with a relapsing-remitting style disability. As a result, all of my sick leave is used towards periods where my disability makes me very unwell. I can't recall the last time that it wasn't disability related. I have limited social activities which avoids general flu and covid illnesses. After that, I generally have an average of 2 weeks without pay per year due to relapses and a lack of supported leave for people with disability. Access to 10 days of disability leave would be such a relief for me and take away the stress of leave without pay. Being the only income earner for my household, it is financially hard for us to go without pay.

(chime)

I am an NDIS Participant who sometimes needs to take extra time off due to that I have OT and other supports that I have to schedule around my work hours. It is stressful as it creates increased anxiety in trying to balance my work life along with my disability supports.

(chime)

Thank you for listening. It has been 33 days without a substantive response from NDIA senior management on the topic of paid disability leave for NDIA workers. If this is an issue you feel strongly about, join your union today. In the APS, and a range of other industries, you can do that by going to cpsu dot org dot au forward slash join. Tune in tomorrow for more stories from NDIA workers.