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Post #48298 by IsntLifeGrand on November 23rd 2012, 10:13 AM (in topic “To the CSA "Sorry" is good enough”)

To the CSA "Sorry" is good enough:

Hi jables08, If you want to push the point about no phone contact and the harrassing telephone calls from the CSA, call your telephone provider, each provider has a department that deals with unwelcome telephone calls etc.  Explain what has been happening and they should be able to advise what can be done, if need be they will refer it to the police for them to lay charges.

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Post #48139 by IsntLifeGrand on November 12th 2012, 4:07 PM (in topic “Written Only Contact - Response”)

Written Only Contact - Response:

This is from one of my previous posts, this may explain why they still make telephone calls even though

people request to be write only clients.  See sub para c.  It would also explain a lot of issues people have with the CSA.

Hodkinson v The Commonwealth [2011] FMCA 171

I found this extract very interesting

1.   On 6 November 2009, after her return to work following her back problem, the applicant's team leader, Mr Maxwell, advised her that she was going to be placed on a Work Improvement Plan ("WIP"). He cited the following issues:
a)   not meeting the monthly dollar target of $17,500 set for October 2009;
b)   not meeting finalised cases of six per month;
c)   not averaging twenty outbound calls per day, over the week; and
d)   not meeting milestone and workload management.
I thought it was interesting.

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Post #48096 by IsntLifeGrand on November 8th 2012, 2:48 PM (in topic “To the CSA "Sorry" is good enough”)

To the CSA "Sorry" is good enough:

Hi jables08,

Here is the link to The Scheme for Compensation for Detriment caused by Defective Administration (the CDDA Scheme).

http://www.finance.gov.au/financial-framework/discretionary-compensation/cdda-scheme.html

If you have been financially disadvantaged by the decisions made by CSA staff and their decisions were caused by defective administration, you may have a case for CDDA Scheme.

This would also cover stress, if you have taken time off work (stress leave) or paid for medication (Presciption medication) to relieve the stress, then you may still be entitled relief under the CDDA Scheme.

No harm in trying, all claims under the CDDA Scheme are reportable, even the ones that are unsuccessful.  someone in authority would have to take note

because it costs them resorces to investigate each and every claim lodged.

ILG

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Post #47952 by IsntLifeGrand on November 1st 2012, 11:04 AM (in topic “To the CSA "Sorry" is good enough”)

To the CSA "Sorry" is good enough:

jables08, here are some excerpts from different legislation and acts that may be of interest to yourself and other people when drafting complaints to Ministers, departments etc about CSA and CSA Staff.

There is a Government agency that deals with misconduct from APS Staff from all Government Departments including CSA APS personel.  The Australain Public Service Commission, here is a link to their site.

http://www.apsc.gov.au/

There is some interesting reading from that site and of particular interest is one paragraph.

Part 1: Framework and overview for handling misconduct

1. Framework

Under the Public Service Act 1999 (the PS Act), agency heads are responsible for upholding and promoting the APS Values (the Values). Senior Executive Service (SES) employees are required to promote the Values by personal example and other appropriate means, and APS employees are required to uphold the Values.The Values together with the APS Code of Conduct (the Code) form the statutory foundation underpinning the conduct of all APS employees.

When making a complaint, you can also make a complaint about the department heads as they are responsible for the conduct of the people they are in charge of.

I have highlighted some areas that may be included in submissions that obviously some APS staff at CSA do not adhere to.

PUBLIC SERVICE ACT 1999 - SECT 10

APS Values

             (1)  The APS Values are as follows:

                     (a)  the APS is apolitical, performing its functions in an impartial and professional manner;

                     (b)  the APS is a public service in which employment decisions are based on merit;

                       the APS provides a workplace that is free from discrimination and recognises and utilises the diversity of the Australian community it serves;

                     (d)  the APS has the highest ethical standards;


                     (e)  the APS is openly accountable for its actions, within the framework of Ministerial responsibility to the Government, the Parliament and the Australian public;

                      (f)  the APS is responsive to the Government in providing frank, honest, comprehensive, accurate and timely advice and in implementing the Government's policies and programs;

                     (g)  the APS delivers services fairly, effectively, impartially and courteously to the Australian public and is sensitive to the diversity of the Australian public;


                     (h)  the APS has leadership of the highest quality;


                      (i)  the APS establishes workplace relations that value communication, consultation, co-operation and input from employees on matters that affect their workplace;

                      (j)  the APS provides a fair, flexible, safe and rewarding workplace;

                     (k)  the APS focuses on achieving results and managing performance;

                      (l)  the APS promotes equity in employment;

                    (m)  the APS provides a reasonable opportunity to all eligible members of the community to apply for APS employment;

                     (n)  the APS is a career-based service to enhance the effectiveness and cohesion of Australia's democratic system of government;

                     (o)  the APS provides a fair system of review of decisions taken in respect of APS employees.

             (2)  For the purposes of paragraph (1)(b), a decision relating to engagement or promotion is based on merit if:

                     (a)  an assessment is made of the relative suitability of the candidates for the duties, using a competitive selection process; and


                     (b)  the assessment is based on the relationship between the candidates' work-related qualities and the work-related qualities genuinely required for the duties; and


                       the assessment focuses on the relative capacity of the candidates to achieve outcomes related to the duties; and


                     (d)  the assessment is the primary consideration in making the decision.

Code of Conduct

APS employees are required, under the Code of Conduct, to behave at all times in a way which upholds the APS Values

The Code

The CodeThe Code of Conduct requires that an employee must:



behave honestly and with integrity in the course of APS employment

act with care and diligence in the course of APS employment

when acting in the course of APS employment, treat everyone with respect and courtesy, and without harassment

when acting in the course of APS employment, comply with all applicable Australian laws

comply with any lawful and reasonable direction given by someone in the employee's Agency who has authority to give the direction;

maintain appropriate confidentiality about dealings that the employee has with any Minister or Minister's member of staff;

disclose, and take reasonable steps to avoid, any conflict of interest (real or apparent) in connection with APS employment;

use Commonwealth resources in a proper manner;

not provide false or misleading information in response to a request for information that is made for official purposes in connection with the employee's APS employment;

not make improper use of:

1.  inside information, or

2.  the employee's duties, status, power or authority, in order to gain, or seek to gain, a benefit or advantage for the employee or for any other person;

at all times behave in a way that upholds the APS Values and the integrity and good reputation of the APS;

while on duty overseas, at all times behave in a way that upholds the good reputation of Australia; and comply with any other conduct requirement that is prescribed by the regulations (regulations available on the ComLaw website)



I hope this may of help help when drafting complaints about individuals employed by the CSA.

Don't forget, when complaining about an employee, also complain about the Department Head for not ensuring the APS Code of Conduct and Values has been upheld by the APS staff member your complaining about..put the wind up them


ILG

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Post #47920 by IsntLifeGrand on October 29th 2012, 1:22 PM (in topic “New age family forms”)

New age family forms :

Liberi Primoris said
Hey did anyone see the Star Trek rerun the other day, Spock was talking about the need to develop a refraction laser in the future.
  I didn't see that episode but I did see the one with the ferbies that reproduced like mad, maybe that is what the developement of the refraction laser was for..

ILG

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Post #47804 by IsntLifeGrand on October 17th 2012, 9:22 AM (in topic “Same-sex marriage; the real cost”)

Same-sex marriage; the real cost:

I thought this may be of interest to some people…
below is a link to an article in the Daily Telegraph..

No Cookies | dailytelegraph.com.au

It is slightly off topic so please forgive me but I do think it can be linked to the original topic.

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Post #36399 by IsntLifeGrand on May 16th 2011, 3:22 PM (in topic “shared care 6 month old”)

shared care 6 month old:

Hi Leroy, it is called formula or the mother expressing…no big deal, my daughter has a 9 week old son and it works quite well for her so the argument that "Oh I'm am breast feeding" does not cut it anymore in our enlightened society.

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Post #36310 by IsntLifeGrand on May 9th 2011, 8:35 AM (in topic “legal termination of a marriage (USA)”)

legal termination of a marriage (USA):

The advent of NO-FAULT divorce is the problem with marriage today.  Someone can get married, screw around, waiste thousands of dollars then say, hey I don't want to be married anymore and what does the courts do, they reward that person.  

One only has to look into the history of when no fault divorce was first introduced, the USSR in 1917, they tried it found that it did not work because the state had to pick up the pieces from the broken marriages and had to take over as guardians of the children from those marriages in the form of support so they eventually scapped it.  When the West first brought in the no fault divorce the USSR at the time were rubbing their hands because they new from expirience what that would bring.

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Post #35683 by IsntLifeGrand on April 6th 2011, 8:55 AM (in topic “CSA COLLECTION TARGETS”)

CSA COLLECTION TARGETS

Hi All,  for anyone interested in if the CSA have had financial targets for collection, here is an interesting judgement from the Federal Magistrates Court.

Hodkinson v The Commonwealth [2011] FMCA 171

http://www.fmc.gov.au/judge/html/new.htm (scroll down until you find the judgement)


I found this extract very interesting

1.   On 6 November 2009, after her return to work following her back problem, the applicant's team leader, Mr Maxwell, advised her that she was going to be placed on a Work Improvement Plan ("WIP"). He cited the following issues:
a)   not meeting the monthly dollar target of $17,500 set for October 2009;
b)   not meeting finalised cases of six per month;
c)   not averaging twenty outbound calls per day, over the week; and
d)   not meeting milestone and workload management.
I thought it was interesting.

ILG

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Post #35526 by IsntLifeGrand on March 29th 2011, 8:38 AM (in topic “What is reasonable time for a baby & father?”)

What is reasonable time for a baby & father?:

What is reasonable time for a baby & father?……now lets put it this way…..What is reasonable time for a baby & MOTHER?……

Has anyone asked this question

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