Thursday 7 September
Service animal care
Download the transcript of this audio here
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.