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CLAIRE SOLAR FARM ACCOMMODATION AND EMPLOYMENT STRATEGY VersionV4ReleasedSeptember 2023Prepared by NGC Pty Ltd on behalf of NeoenDocument Control History Version:V4Nature of change:Integration of
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01
Start by understanding the specific needs and goals of the individual or organization.
02
Identify potential options for accommodation and employment, taking into consideration factors such as location, type of accommodation, and job requirements.
03
Create a detailed plan outlining steps to be taken to secure accommodation and employment, including setting timelines and budget constraints.
04
Research available resources and support services that can assist in finding suitable accommodation and employment opportunities.
05
Implement the plan by taking necessary actions such as contacting landlords or employers, submitting applications, and attending interviews.
06
Regularly review and adjust the plan as needed based on feedback and progress towards goals.

Who needs accommodation and employment strategy?

01
Individuals with disabilities seeking independent living arrangements and employment opportunities.
02
Organizations looking to support their employees or clients in securing suitable accommodation and job placements.
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An accommodation and employment strategy is a plan that outlines how an organization will ensure that employees with disabilities are provided with the necessary adjustments and support to perform their jobs effectively.
Employers who have employees with disabilities, particularly those governed by disability rights laws, are required to file an accommodation and employment strategy.
Filling out an accommodation and employment strategy typically involves assessing the needs of employees with disabilities, outlining specific accommodations to be provided, and detailing the resources and actions the employer will implement.
The purpose of the accommodation and employment strategy is to ensure that employees with disabilities have equal opportunities in the workplace and can perform their jobs without facing discrimination or barriers.
Information that must be reported includes the types of accommodations provided, the number of employees with disabilities, effectiveness of the strategies implemented, and any barriers encountered.
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