Investigating a No Show, No Pay Failure 001-17091300

A No Show, No Pay failure may be generated for a CDP participant when:

• they do not attend a job interview (including arriving late or leaving early); or
• during a job interview they deliberately behave in a manner that results in a job offer not being made

When non-compliance occurs within the CDP participant's control the intention is that a No Show, No Pay failure should be applied.

No Show No Pay failures do not apply for non-attendance or misconduct at voluntary activities such as Work for the Dole.

Once contact with the CDP participant is established, PST-skilled Service Officers are responsible for:

• assessing the impacts of any identified personal factors or circumstances impacting the CDP participant's capacity to comply with their requirements.
  Note: a PST skilled Service Officer must consult with a PST-skilled social worker where the participant presents with family and domestic violence or has a current Family relationships/Domestic violence circumstance recorded. See Accessing a PST-skilled social worker
• ensuring the CDP participant clearly understands expectations as well as the consequences of non-compliance
• giving the CDP participant the opportunity to explain their reasons for the failure and recording their explanation in the Compliance Investigation workflow
• gathering relevant evidence to establish the facts
• assessing whether the work was suitable for the CDP participant
• assessing whether the CDP participant had a reasonable excuse for non-compliance
• making the decision to apply or reject the No Show, No Pay
• recording the investigation, and evidence considered, appropriately in the Compliance Investigation workflow
• explaining the CDP participant's rights of review and appeal when a failure is applied
• generating a Comprehensive Compliance Assessment (CCA) if appropriate

The PST-skilled Service Officers considers the CDP participant's reasons for non-compliance, including if the reasons and/or circumstances:

• were foreseeable or within the participants control
• directly affected their ability to comply
• are acceptable under the reasonable excuse provisions

Reasonable excuse is not assessed when misconduct at a job interview has been established. The focus of these incidents must be if the behaviour was in the CDP participant's control.

An assessment of prior contact for non-attendance at a job interview is not required by legislation for a determination to be made, however, it may add weight to establishing the CDP participant's intent to comply.