Unemployment due to a voluntary act or misconduct 001-10060000
Expand allThis document outlines the policy and procedures that apply when a job seeker voluntarily stops suitable employment without reasonable excuse or becomes unemployed due to misconduct as a worker.
Identifying and generating a compliance action
On this page:
Identifying voluntary unemployment or dismissal due to misconduct
Generating a job seeker unemployment compliance action
Identifying voluntary unemployment or dismissal due to misconduct
Table 1
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Check reasons for unemploymentIf a job seeker receiving or claiming a participation payment becomes unemployed, the reasons for separation from employment must be identified. This information may be provided through
If the job seeker and employer's statements show unemployment was not voluntary and not due to misconduct or ill health/medical condition, do not generate a compliance investigation. If the job seeker and employer statements:
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Clarify reasons for unemploymentFurther contact with an employer is needed if:
If contact with the employer is successful, or is not needed:
If contact with the employer is needed but was not successful: A compliance investigation may be needed. Annotate the Progress of Claim DOC, where needed, with the job seeker's statement outlining their reasons for leaving work. Include:
For job seekers:
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Reason for unemployment due to voluntary act or misconductIf the job seeker is:
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Check if new claim will be rejectedConsider the information provided by the job seeker in the claim and if there are any other reasons why the job seeker will not be eligible for payment. Based on information provided by the job seeker, will the new claim be rejected?
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New claim will be rejectedFor a compliance action to be applied, a participation payment must be payable before it can be affected by a non-payment or preclusion period. If the claim for payment does not meet eligibility criteria, a compliance investigation does not need to be generated. Record a Display on Access (DOA) DOC to advise that if the claim had not been rejected, compliance investigation would have been required. Include in the DOC:
This DOA DOC must have an expiry date equal to the expected end of the potential penalty period. Procedure ends here. | |
Check if the potential penalty period has been self-servedJob seekers have fully self-served a potential penalty period if the end date of the potential penalty period is before the claim start date. This will depend on the job seeker compliance system the job seeker is managed under. The potential penalty period will be fully self-served for a job seeker who is managed:
Has the job seeker fully self-served the potential penalty period?
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Check for waiting periods that may applyIdentify other waiting periods or preclusion periods that will extend beyond the potential penalty period end date, including:
Do not undertake any MALEP assessments. The Department of Social Services (DSS) has paused all Moving to an Area of Lower Employment Prospects (MALEP) assessments. See Moving to an Area of Lower Employment Prospects (MALEP) employment related exclusion period. Will the job seeker serve a waiting period that extends beyond the potential penalty period end date?
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Job seeker needs to serve another continuous waiting period that will end after the potential penalty periodFor job seekers not currently receiving a participation payment, compliance action is not to be generated if concurrent waiting periods will extend beyond the potential penalty period end date. Staff must:
Compliance action must be generated if a waiting period review results in payment starting before the end of a potential penalty period. Continue with normal processing. Procedure ends here. |
Generating a job seeker unemployment compliance action
Table 2
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Job seekers receiving a participation payment or submitting a new claim for a participation paymentWhen a job seeker who claims for, or is receiving a participation payment stops suitable work, staff must explore the reasons why. If the job seeker left suitable work because of a voluntary act, misconduct or due to ill health, a compliance action must be generated. A compliance action to investigate the reasons why the job seeker left suitable work can only be generated when evidence suggests they left suitable work:
Has the job seeker submitted a new claim for a participation payment?
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Check if a compliance action has previously been generated for the same incident - new claimBefore generating an Unemployment Failure or Unemployment Non-Payment Period (UNPP) failure at new claim, staff must review the job seeker's record to make sure the compliance action has not been generated for the same incident. To determine this, staff must check the Participation Compliance Hub in Process Direct. In Process Direct, for job seeker who submit an online claim or where staff have completed the Assisted Customer Claim (ACC) workflow:
Does the Participation Compliance Hub show an unemployment related compliance action with a compliance status of Investigation for the same incident? Yes, do not generate another compliance action for investigation.
No:
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Check if a compliance action has previously been generated for the same incident – current job seekerBefore generating an Unemployment Failure or Unemployment Non-Payment Period (UNPP) failure for a job seeker current on payment, staff must review the job seeker's record to make sure the compliance action has not been generated for the same incident. To determine this, staff must check the Participation Compliance Hub in Process Direct. In Process Direct:
If there is an outstanding compliance action already created for the same incident, a new compliance action must not be generated. Is there an outstanding compliance action for the same incident?
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Generating a compliance action at new claimBefore generating a compliance action, make sure all relevant evidence (for example, SU1) is scanned onto the job seekers record, using the appropriate classification. On the Transaction Summary (TS) screen in Process Direct, select Within the workflow, update the following fields:
If the compliance action is generated because of a new claim, a UNPPJSK keyword is automatically added to the claim activity. The new claim activity cannot be finalised until the compliance action has been completed. Note: failure to correctly finalise the Generate Compliance Investigation workflow will result in the compliance activity remaining at Provisional status instead of the correct Investigation status. If this occurs, staff may be allocated work items ZCOC_GCA and ZCOC_GCA_CDP to review and complete the provisional compliance actions. For more information, see the Resources page for a link to the Process Direct Support page. When the compliance action is generated, if the Job Seeker is:
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Generate a compliance action for a current job seekerFor job seekers receiving a participation payment, compliance action can only be generated in Process Direct, and are generated for recipients of the following participation payments:
Select Generate Compliance Action on the Participation Compliance Hub to launch the workflow. Failure to complete the full process will result in an incorrectly generated activity. Within the workflow, update the following fields:
Note: failure to correctly finalise the Generate Compliance Investigation workflow will result in the compliance activity remaining at Provisional status instead of the correct Investigation status. If this occurs, staff may be allocated work items ZCOC_GCA and ZCOC_GCA_CDP to review and complete the provisional compliance actions. For more information, see the Resources page for a link to the Process Direct Support page. Is the job seeker on the phone or in the service centre?
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Job seeker is not present when the compliance action is generatedThe compliance or new claim activity (if appropriate) will be allocated to an appropriately skilled Service Officer to action via Workload Manager if the:
Confirm the failure has been correctly generated and annotate the Progress of Claim DOC to record the compliance action has been generated. Note: failure to correctly finalise the Generate Compliance Investigation workflow will result in the compliance activity remaining at Provisional status instead of the correct Investigation status. If this occurs, staff may be allocated work items ZCOC_GCA and ZCOC_GCA_CDP to review and complete the provisional compliance actions. For more information, see the Resources page for a link to the Process Direct Support page. Procedure ends here. | |
Job seeker is on the phone or is present when the compliance action is generatedIf the Service Officer generating the compliance action:
If the job seeker is in the service centre and/or unable to call from their own phone, help them contact the PST using an appropriate phone in the service centre. If the job seeker is unable to wait to speak with the PST, tell the job seeker this may result in a delay in their payment or claim processing. Provide the job seeker with the PST number and ask them to contact as soon as possible. If appropriate, annotate the Progress of Claim DOC detailing the job seeker was unable to be transferred to the PST and was advised to call back as soon as possible. The compliance activity will be allocated to PST-skilled staff to action via Workload Manager. Procedure ends here. | |
E488PB - Provider not known/Provider not linked error when generating failure at new claimAn error 'E488PB - Provider not known/Provider not linked' may occur in Process Direct when attempting to generate a failure as part of the new claim process. This error may occur when the job seeker has:
This error affects failures generated when a job seeker is claiming:
Before attempting to generate the failure, confirm correct action has been taken to refer the job seeker to a provider, see Participation Interview for JobSeeker Payment (JSP) and Youth Allowance (YA) (other). If the appropriate action has been taken and the error is stopping generation of the failure, the claim should be assessed without investigating the failure. Staff must:
Do not hold claims where this error shows. Procedure ends here. |
> Generate UNPP to launch the Generate Compliance Action workflowInvestigating and finalising a compliance action
For Service Officers with UNPP/WNPPD security resource only
On this page:
Contacting a job seeker about an employment related failure at new claim
Investigating unemployment due to voluntary act
Investigating dismissal due to misconduct
Making a decision about an unemployment failure or Unemployment Non-Payment Period (UNPP)
Contacting a job seeker about an employment related failure at new claim
Table 1
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Work Item ZIAM_NCLJCNF allocatedThis work item will be allocated to suitably skilled Service Officers who are able to process new claims and employment related failures at new claim. The Service Officers will have skill-tag NV_CLK_OLC_JSK_UNPP. Before starting the investigation, check:
If the ZIAM_NCLJCNF work item is being allocated:
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Job seeker contact informationDoes the job seeker have contact details recorded?
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First attempt to contact the job seekerWhen it is necessary to contact a job seeker, make every reasonable and genuine effort to make sure contact is successful. If the contact number recorded on the job seeker's record is a mobile number. Create a pre-call notification (SMS only) using Desktop Electronic Messaging Capability (DEMC). Following creation of the SMS, wait 5 minutes before making the outbound attempt. Was the contact successful?
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Second attempt to contact the job seekerIf the first attempt to contact the job seeker is unsuccessful, make a second genuine attempt in line with current processes. If the contact number recorded on the job seeker's record is a mobile number, create a pre-call notification (SMS only) using Desktop Electronic Messaging Capability (DEMC). Following creation of the SMS, wait 5 minutes before making the outbound attempt. Was the contact successful?
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Check if a letter has been sent to the job seekerCheck if a letter asking the job seeker to contact the agency to discuss their reasons for unemployment has been sent. Go to the History Summary (HS) screen. For further information on how to view a letter sent to a job seeker or find a letter stored in the Customer Archive Retrieval (CAR) system, see Viewing or reissuing a letter or electronic message. If a PBIC02 letter code does not show on the HS screen: Was a PBIC02 letter issued?
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Issue a Q164 letterIf there are no contact details or incorrect details are recorded (for example, the job seeker's phone number is not registered), or a PBIC02 letter has not been issued:
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Job seeker is unable to be contacted or fails to respond to the PBIC02 or Q164 letter
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Investigating unemployment due to voluntary act
Table 2
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Primary focus of the compliance investigationWhen investigating if a job seeker voluntarily left suitable employment without a reasonable excuse, relevant matters that must be considered include:
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Starting the investigationRecord the compliance action and decision using the Participation Compliance workflow in Process Direct. To access the workflow:
At the beginning of the investigation, the job seeker must be given a clear explanation of the reasons an investigation is being undertaken. Job seekers must be given the opportunity to respond to the claim that they are responsible for their unemployment. Service Officers must keep the conversation focused to make sure all key facts and evidence relevant to the event are collected for consideration. The information recorded when the compliance action was generated should then be used to initiate the discussion. This may include:
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Event dateThe Event date is the date of unemployment, which is:
Note: for scenarios to help with determination of the Event date, see the Resources page. If it is established that an unemployment failure or Unemployment Non-Payment Period (UNPP) was not committed on the event date that has been recorded, complete the following:
For more information, see Rejecting a compliance action. | |
Check if relocation assistance has been flagged in the workflowFor job seekers managed under the Targeted Compliance Framework only, check if relocation assistance has been flagged in the workflow. The Key Information page shows the following question: Was the job seeker eligible for relocation assistance? If the answer is yes, record No in response to the question: Have you confirmed relocation assistance was paid to commence this job? Recording No will ensure the system calculates the correct penalty period. | |
Discuss the reasons for voluntarily stopping employmentDuring the investigation, the job seeker must be given opportunity to respond to any adverse claims that have been made against them and disclose any further information they would like considered. As a result of this discussion, Service Officers should record:
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Suitability of workA compliance action can only be applied if the work was suitable for the job seeker. Additional considerations are required to assess suitability of work for job seekers who have a partial work capacity or are a principal carer parent. Services Officers (UNPP or WNPPD) must reject unemployment failures or Unemployment Non-Payment Period (UNPP) compliance actions if:
For further information on assessing the suitability of work, see Suitable/unsuitable work. If the provider submitted the compliance action, the provider has already considered the suitability of the work for the job seeker. Assume the work was suitable unless the job seeker suggests it was not suitable. If this occurs, suitability of the work for the job seeker's circumstances must be considered. | |
Assessing reasonable excuse for leaving suitable workIt is generally not reasonable for a job seeker to leave work for factors within their control; this includes leaving work voluntarily and accessing or increasing their reliance on an income support. If the work was considered suitable and the job seeker left voluntarily, consider their reasons for leaving. If they have a reasonable excuse, a penalty will not be applied. All factors that significantly and directly impacted the decision to leave work are relevant matters for consideration. In addition to the factors, consider if the assessment of the voluntary unemployment was reasonable and if the work remained suitable for the job seeker. Further considerations to determine if the job seeker left work voluntarily may include:
Factors related to personal reasons outside of the job that do not make the work unreasonable include:
Such reasons are generally not regarded as being reasonable for leaving work. A person would usually be expected to obtain new work to accommodate their external interests without having to rely on a participation payment. Similarly, leaving work because the work or contract was going to be stopping in the near future is not a reasonable excuse if the job seeker did not have another job to go to. For more information, see Assessing reasonable excuse for non-compliance with mutual obligation requirements. | |
Contact the employer for further evidenceConsider information obtained during any previous contact made with the employer. Further contact may be required to establish the facts, especially if evidence from the job seeker contradicts statements made by the employer. Service Officers should attempt to contact the employer by phone. This ensures a timely investigation and provides opportunity for matters raised to be clarified with additional questions if required. Further contact with an employer may be required:
If unable to contact the employer or the employer refuses to provide information, further evidence should be requested from the job seeker and the decision should be made based on the available evidence. See Gathering and assessing evidence for a job seeker compliance investigation. | |
Job seeker regains their jobIf, during an investigation, it is identified that the job seeker has voluntarily left suitable employment without a reasonable excuse, and:
An investigation into a job seekers reason for unemployment should not be delayed on the basis that the job seeker is attempting to regain their job. | |
Job seeker is unemployed due to a voluntary act without a reasonable excuseIf the work is assessed as unsuitable or the job seeker establishes a reasonable excuse for stopping work voluntarily, reject the compliance action. If the job seeker leaves suitable work due to a voluntary act and reasonable excuse is not established, the penalty imposed depends on the compliance system the job seeker was managed under at the time the compliance action was generated. Job seekers claiming or receiving Special Benefit (SpB) The treatment of voluntary unemployment differs depending on which mutual obligation requirements apply to the job seeker:
See Table 4. |
Investigating dismissal due to misconduct
Table 3
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Primary focus of the compliance investigationWhen investigating if a job seeker was dismissed due to misconduct, the relevant matters that must be considered include if:
If the misconduct is considered to be a behaviour or action that was within the jobseeker's control, reasonable excuse should not be considered as part of the investigation. | |
Starting the investigationRecord the compliance action and decision using the Participation Compliance workflow in Process Direct. To access the workflow:
At the beginning of the investigation, the job seeker must be given a clear explanation of the reasons an investigation is being undertaken. Job seekers must be given the opportunity to respond to the claim that they are responsible for their unemployment. Service Officers must keep the conversation focused to make sure all key facts and evidence relevant to the event are collected for consideration. The information recorded when the compliance action was generated should then be used to initiate the discussion. This may include:
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Event dateThe event date is the date of unemployment, which is:
Note: for scenarios to help with determination of the Event date, see the Resources page. If it is established that an unemployment failure or Unemployment Non-Payment Period (UNPP) was not committed on the event date that has been recorded, complete the following:
For more information, see Rejecting a compliance action. | |
Check if the job seeker received relocation assistanceFor job seekers managed under the Targeted Compliance Framework only, check if relocation assistance has been flagged in the workflow. The Key Information page shows the following question: Was the job seeker eligible for relocation assistance? If the answer is yes, record No in response to the question: Have you confirmed relocation assistance was paid to commence this job? Recording No will ensure the system calculates the correct penalty period. | |
Discuss the reasons for dismissalDuring the investigation, the job seeker must be given opportunity to respond to any adverse claims that have been made against them and disclose any further information they would like considered. As a result of this discussion, Service Officers should record:
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Suitability of workA compliance action can only be applied if the work was suitable for the job seeker. Additional considerations are required to assess suitability of work for job seekers who have a partial work capacity or are a principal carer parent. The unemployment failure must be rejected if:
For further information on assessing the suitability of work, see Suitable/unsuitable work. If the provider reported the employment failure due to misconduct, the provider has already considered the suitability of the work for the job seeker. Assume the work was suitable unless the job seeker suggests it was not suitable. If this occurs, investigate if the work was suitable for the job seeker. | |
Misconduct as an employeeWhen assessing the employer's reason for terminating employment, it is important to make sure the reason for termination was for misconduct at work or about the employment and not because of the employee's general behaviour. It is generally not be appropriate to apply compliance action if:
It is appropriate to apply compliance action if there is sufficient evidence to establish that dismissal was a result of:
If the job seeker is seeking an independent investigation by an external body into the reasons for the termination of employment, this process is outside the unemployment failure investigation and decision. PST-skilled staff or Services Officers with UNPP security resource must complete their investigation using the evidence available at the time of the decision. If the external body subsequently changes the facts about the job seekers termination of employment, the job seeker can apply for a formal review of the unemployment failure or Unemployment Non-Payment Period (UNPP) decision. | |
Contact the employer for further evidenceConsider information obtained during any previous contact made with the employer. Further contact may be required to establish the facts, especially if evidence from the job seeker contradicts statements made by the employer. Service Officers should attempt to contact the employer by phone. This ensures a timely investigation and provides opportunity for matters raised to be clarified with additional questions if required. Further contact with an employer may be required:
If unable to contact the employer or the employer refuses to provide information, further evidence should be requested from the job seeker and the decision should be made based on the available evidence. See Gathering and assessing evidence for a job seeker compliance investigation. | |
Determining dismissal due to misconduct as an employeeIf the evidence supports that the work was not suitable for the job seeker or the job seeker was not dismissed due to misconduct as an employee, the compliance action is rejected. If the job seeker was dismissed from suitable work due to misconduct as an employee, the penalty imposed depends on the compliance system that the job seeker was managed under at the time the compliance action was generated. See Table 4. |
Making a decision about an unemployment failure or Unemployment Non-Payment Period (UNPP)
Table 4
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Seeking help when determining an unemployment failure or UNPPService Officers with UNPP (at NCL only) or WNPPD security resources can finalise a decision about an unemployment failure or UNPP. Consultation with local support, the PST Virtual Support Queue or a PST-skilled Social Worker is appropriate if the decision maker needs help:
PST Virtual Support Queue contacts should use all available reference material to research their query and if more help is required, contact the Level 2 Policy Helpdesk. | |
Making the decisionRecording the investigation and decision must include:
Did the job seeker voluntarily leave suitable work without a reasonable excuse or was dismissed from suitable work due to misconduct?
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Unemployment failures and Unemployment Non-Payment Periods (UNPP)The penalty that applies will depend on which job seeker compliance system the job seeker is managed under. Is the job seeker managed under the Targeted Compliance Framework?
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Unemployment failure penaltyThe penalty start date depends on if the job seeker was receiving a participation payment when the unemployment failure was committed. Was the job seeker receiving a participation payment when the unemployment failure was committed?
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PST-skilled staff (WNPPD) - job seeker receiving a participation payment when an unemployment failure is appliedIf the job seeker is receiving a participation payment when the unemployment failure is applied, the cancellation date of effect is the first day of the instalment period following the date of the decision. The duration of the Unemployment failure's post cancellation non-payment period is 4 weeks. | |
Unemployment Non-Payment Periods (UNPP)If the job seeker is receiving a participation payment, the non-payment period starts from the date that is more beneficial, either:
For job seekers claiming a participation payment, the UNPP will start from the job seekers date of unemployment if the UNPP is applied. An applied UNPP requires Service Officers to consider hardship waiver provisions. Is the UNPP failure to be applied?
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Tell the job seeker of the decision to apply an unemployment failure and their internal review optionsBefore finalising the failure decision, the decision maker must be satisfied the workflow has the correct outcome. If the outcome is not correct, check the main reason recorded for non-compliance earlier in the workflow and the response to the relocation assistance question in the Key Information page of the workflow. Staff must explain to the job seeker:
For more details on the internal review options, see Non-compliance with compulsory requirements - review and appeals. Note: PST-skilled staff and Service Officers with UNPP security resource who are unable to tell the job seeker of the decision and/or internal review options, must only finalise the decision if contact with the job seeker has already occurred. A letter advising of the decision will be sent to the job seeker if they are not present when the Service Officer applies the penalty. Is a new claim currently pending the outcome of the unemployment failure investigation?
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Tell the job seeker of the decision to reject the unemployment failure or UNPPIf the unemployment failure or UNPP will not be applied, it is important to explain the decision to the job seeker and tell them that they should:
For more information, see Rejecting a compliance action. Once the compliance action is complete, if the job seeker requires immediate social work crisis intervention, a general referral may be appropriate in certain circumstances. See Referral to a social worker. Note: PST-skilled staff and Service Officers with UNPP security resource who are unable to tell the job seeker of the decision should continue to finalise the decision. The job seeker will be notified of the decision. | |
Update the Progress of Claim DOC when the failure investigation is completeWhen the new claim cannot be finalised at the same time as the unemployment failure decision, update the Progress of Claim DOC confirming the unemployment failure decision has been finalised. Include any other details that may help with finalising the outstanding new claim. Update the claim status to In Process and remove the UNPPJSK keyword in Process Direct. To update the claim status:
To remove UNPPJSK keyword after updating the claim status to In Process:
Procedure ends here. |
Applying Unemployment Non-Payment Periods (UNPP), internal review options and hardship waiver provisions
Table 5
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Applying an Unemployment Non-Payment Period (UNPP)Before finalising the failure decision, the decision maker must be satisfied the workflow has the correct outcome. If the outcome is not correct, check the main reason recorded for non-compliance earlier in the workflow. When the penalty is applied, the penalty periods will automatically be calculated. Staff must:
In addition, staff must explain to the job seeker:
For more details on the internal review options, see Non-compliance with compulsory requirements - review and appeals. | |
Service Officer with UNPP/WNPPD security resources commences review or waiver actionWhen applying a UNPP, on the Decisions and Penalty screen, select one of the following options to start waiver action:
Note: job seekers who are serving a UNPP can contact at any time to test their eligibility for a waiver by advising they are in severe financial hardship. Job seekers who contact to discuss a UNPP waiver can be transferred to PST. Has the job seeker requested a review under the 'hardship provisions' while serving the UNPP?
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Go to the Review Decision screenTo access the Review Decision workflow:
Select one of the following options from the Actions required: field:
Record reasons and supporting evidence obtained to substantiate the decision to make payment during the UNPP under hardship provisions. Completion of the Review Decision screen will automatically go to the Waiver Consideration page. | |
Assessing severe financial hardshipGather evidence of the job seeker's liquid assets to determine if they would be in severe financial hardship because of the UNPP. Severe financial hardship means the job seeker has less than:
When the UNPP is determined while processing a new claim, evidence of liquid assets provided by the job seeker as part of the new claim should be used when the amounts have been verified. If the liquid assets have only been verbally declared, verification will be required. If the job seeker is receiving a payment, information from their record and other evidence may be used to determine the level of liquid assets available. When a job seeker is re-testing their eligibility under UNPP hardship provisions, the unavoidable or reasonable expenditure for the Liquid Assets Test policy guidelines must be applied. Will serving the UNPP cause the job seeker to be in severe financial hardship?
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Establish if the job seeker is a 'class of person' as specified by the Secretary of the Department of Employment and Workplace RelationsGather evidence to establish if the job seeker:
Evidence must be collected or be available on the record to confirm the job seeker falls within a 'class of person' specified by the Secretary of the Department of Employment and Workplace Relations. Examples of evidence include but are not limited to:
The 'class of person' must be re-established if the job seeker is re-testing their eligibility for payment under hardship provisions. If the job seeker is required to provide evidence to support a hardship waiver, use the Request for Information workflow. See Requesting information (CLK). Note: this will only record the details of the request. Use the Evidence UNPP Hardship Fast Note to record the evidence needed and its due date. Is a waiver being considered as the job seeker is unable to meet their accommodation expenses?
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Affordability of housingThe safe, secure and adequate housing provision allows for payment to be reinstated when the job seeker is at risk of homelessness as they cannot afford their current accommodation and there are no other feasible housing options. A job seeker can have their payment reinstated at the point their liquid assets are equivalent, or less than, the combined amount of their next accommodation payment plus one fortnightly participation payment at the maximum basic rate. To establish eligibility under this provision, confirm the job seeker's regular accommodation expenses including the amount payable and frequency of payment. Examples of evidence for a non-homeowner:
Examples of evidence for a homeowner:
Determine if the job seeker has sufficient liquid assets to cover immediate accommodation/living expenses by:
Is the liquid asset amount less than or equal to the fortnightly payment amount plus the next accommodation payment due?
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Complete the waiver consideration questionsAn applied UNPP can be waived if the job seeker is:
When a response of Yes has been selected for both questions, the system will automatically default the field 'What is the decision on this waiver action?' to 'Waiver the non-payment period'. Note: the Date field will pre-populate with the system date, however, if a job seeker requested payment under UNPP hardship provisions earlier than this date, the date of contact should be recorded. This information is in the workflow. In the 'Please select the reason for waiving the penalty period' field, select one of the following:
Is the job seeker eligible for a UNPP hardship waiver?
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Job seeker is not eligible for payment under hardship provisions
When a response of No has been selected for either of these questions, the system will automatically default the field 'What is the decision on this waiver action?' to 'Do not waive the non-payment period'
Procedure ends here. | |
Select the reason for making payment under hardship provisionsWhen a response of Yes is selected for both questions, the system will automatically default the field 'What is the decision on this waiver action?' to 'Waiver the non-payment period'. In the 'Please select the reason for waiving the penalty period' field, select one of the following:
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Start date of payment under hardship provisionsIf the waiver reason 'Unemployment non-payment period hardship - full' is selected, payment will restart from the start date of the UNPP. If the waiver reason 'Unemployment non-payment period hardship - partial' is selected, payment will restart the day after the UNPP end date recorded.
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Remind the job seeker of mutual obligations requirementsWas the UNPP generated by Services Australia?
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