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TOPIC: Work coach battles

Work coach battles 11 Oct 2018 11:48 #10505

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I hate the fact that when you see an advisor who your not familiar with a new battle begins.
My wc is still on holiday so I saw a wc who ive never seen before. Ive seen this wc being nice as pie to other claiments, but as usual when its my turn the happy wc suddenly turns moody and the interagation begins.
I show her my job search, straight away she tells me it shouldn't take 30 minutes to check emails it should take 1 minute because it takes her 1 minute.
Applying for jobs should take no more than 3 minutes so don't try and pull the wool over her eyes saying it takes 20 minutes to apply for a job.
To be honest I just let her rant away , I couldn't be bothered with her.
Then she says applying for 20 jobs a week is nothing. She says all her customers apply for 100 jobs a week ,which is a lie as all her customers look half alseep and the wc spends their appointment time talking about chocolate with them. I ask her how many a day should I apply for and the stupid cow says 'its not about how many'.
Then she switches and says why am I not on the work and health program, now this wc had a front row seat during my interregation with the manager about this, so I know she knows all about why. I tell her I don't know why im not whp, I went there and they didn't let me start.
She tells me I need ti sign the whp paperwork I reply why should I. The wc says ive got a problem with giving providers my details I tell her they are my private details and its up to me who I give them to.

Then the insults started the wc said the usual rubbish of how its my fault im unemployed, im not doinf enough and see don't believe I am applying for jobs. I tell her I don't care what anyone in this office thinks or says to me.
Then she spends ten minutes staring at me, I stare right back at her.

After that she signs me on and says think about going on work and health program.
Is this work program mandatory or not, I think they keep asking me as they won't send me back until I say im going to sign whp paperwork.
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Work coach battles 11 Oct 2018 12:10 #10506

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Typical black widow approach that some take Catwoman but your used to it, I`m sure. Good on you for replying the way you did. The work & health programme (not running in Scotland just incase anyone is unaware) is supposed to be a chance lottery that predicts from a list who should be on it. But as with most of these things, you cannot be sent there without legally binding documentation from job centre plus and as you already experienced, turning up and being asked to sign their waivers.

Trying to find the golden nuggets of law and guidance for such things is key because most of us are chosen at random and can`t predict when our time will come around, so look again at the work & health programme guidance (the links are on here in other threads) sorry I don`t have them to hand. But moreso, the FOI requests that DWP have replied to in relation to the W&H programme already indicating whether people have to participate if directed to attend this programme, or if there is flexibility there.

If memory serves Catwoman, they sent you the first time as a voluntary participant and as having a learning disability when you don`t? Am I correct? You told them this was wrong but in the end, you had an almighty clash of personalities with the mob in your job centre, but you won the argument.

The problem with these things are that they go quiet for a while and then re-emerge and all you can do is repeat and rinse. Look over your recent arguments for non participation, or their lack of judgement and pick over the parts that were in your favour. Write out a submission of sorts that you can present to this upstart but remember, always to word it using factual terminology that they understand, rather than saying "I do not need help from the health & work programme`....

You could say something like, `my participation on X date subsequently ruled that I won the right not to participate in this referral to the W&H programme due to ?`...

Site all the jobsites you use, what you do personally on a daily/weekly basis to mitigate any attempt by them to pick holes.
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Work coach battles 11 Oct 2018 12:12 #10507

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Work coach battles 11 Oct 2018 14:20 #10508

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Wanted to add also that when faced with such dilemmas, we have to ask ourselves what are we sacrificing in terms of time, data, etc... If we feel coerced into attending this W&H programme, I believe pre-preparing a written account of what we expect to achieve while there and make a list of questions for yourself. Agree (to disagree) that you attend to use their facilities, look at how flexible the place is willing to be with you, stick to your CC agreement and only consider what you believe to be suitable and reasonable for your circumstances, they being travel costs, the travel time, expenses, facilities (toilets, somewhere to eat/drink) privacy while there, being aware of anything you are asked to sign is agreeable on both sides and not just a tactic that allows the provider to use third party objectives.

These are all things to consider if your backed into a corner and are not in a position to take a sanction. And even if a sanction was given, you would still be expected to attend and carry out your attendance and any other actions they see fit. So it`s a balancing act of deciding if your in a winning position, or one that will only stir up more hostility, unless you are prepared for the fight.
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Work coach battles 11 Oct 2018 14:21 #10509

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Catwoman, dont itemise how you spend your time doing joke search ;) :) it does lead to problems as it did with me, so i changed my format to like:7 hours joke searches,list some websites/agency's and add a few applications if you manage to find any.They cannot disprove you never did the 7 hours joke search.Maybe change your total hours over 7 days than opposed to 5.

This whole look into a pc screen for 35 hours a week is total bullshit,they know it and so do we, it's just they want to use it as an excuse to make our lives a living hell. :evil:

Comply raises some good points of which i am noting for future reference

Catwoman wrote:"Then the insults started the wc said the usual rubbish of how its my fault im unemployed, im not doinf enough and see don't believe I am applying for jobs."

Catwoman did you make a complaint about this crew a while back to joke shop/MP?If not, now maybe a good time.They may feel its ok to talk down to you, treat you like a piece of garbage; but it's seriously not.If your not sure as what to do or how to deal with their bullshit tactics, get advice from cab and run bloody rings round these total bastards you are having to deal with.

Good luck, jobber

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Work coach battles 11 Oct 2018 14:28 #10510

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Hi Catwoman, I thought there would be some fallout from the WHP and your sterling performance with them ;) . However, please see the attached ‘Claimant Commitment’ :61.

"Claimants should not be set a minimum number of jobs to apply for each week as such a requirement is unenforceable. If a claimant is unable to find enough jobs to apply for this may be through no fault of their jobsearch, whilst if a claimant were to find more than the minimum number, specifying a lower number to apply for is actually unhelpful. It is reasonable to state ‘I will apply for all jobs that I find that I am capable of doing’

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When the mantra is chanted: “Then she says applying for 20 jobs a week is nothing. She says all her customers apply for 100 jobs a week ,”

[/color]
Do not let the behaviour of others destroy your inner peace.
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Work coach battles 11 Oct 2018 14:34 #10511

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Sorry I could get this to attach on the last post sorry? :S Please see : 61

Claimant Commitment
Guidance Queries and Help
1. If you are unable to find an answer to a particular question regarding policy within this guide you must contact the Jobcentre Plus Live Support Advice Line. Do not give the Advice Line number to claimants or outside bodies under any circumstances, it is for the use of Jobcentre Plus staff only. Details of how to contact them can be found by clicking on the following hyperlink, Advice Line Home Page.
2. Please do not use the ‘E-mail page owner’ and ‘Page information’ links at the bottom of each page of guidance to raise policy queries. These should only be used to report broken hyperlinks.
Introduction
3. This guidance has been developed to support the phased national roll-out of the Claimant Commitment and other supporting products for Jobseeker’s Allowance (JSA) claimants. JSA Claimant Commitments are created for all new claims.
4. The JSA Claimant Commitment will replace the Jobseeker’s Agreement for stock claimants between Jun 2 and December 31, 2014.
5. For the purposes of section 1(2)(b) of the Jobseeker’s Act 1995, the Claimant Commitment is the Jobseeker’s Agreement.
6. Districts should continue to follow existing JSA guidance when dealing with those claimants with a Jobseeker’s Agreement until roll-out of their stock claimants is complete.
Purpose
7. The JSA Claimant Commitment is the primary document for agreeing and recording key information about the claimant’s availability for work; the types of work they are most suited to do and the high level regular work search activities that the claimant will undertake.
8. The JSA Claimant Commitment is a key source of information used to ensure that claimants remain available for and are actively seeking work.
9. Failure to comply with the Claimant Commitment could result in the claimant’s benefit being stopped and a benefit sanction being imposed.
10. The Claimant Commitment should be used in conjunction with the My Work Plan booklet and the My Jobseeker Profile which together forms a Commitment pack. The Commitment pack should be used alongside other information provided by the claimant and any Jobseeker’s Directions, in order to agree, develop and monitor a personalised plan that, when followed, will give the claimant the best chance of finding and keeping a job.
11. The Claimant Commitment:
 is agreed between the claimant and Work Coach at the Initial Work Search Interview;
 must be a helpful and practical aid to work search, containing;
 reasonable and achievable types(s) of work a claimant can do,
 details of the claimant’s availability for work; and
 actions for getting into work that offers the best prospects of securing employment
 should be reviewed and updated by a Work Coach at appropriate points, in the light of experience or changes in the claimant’s circumstances, to ensure it remains relevant;
 should clearly detail the consequences of not complying with any of the activities set out within the Claimant Commitment; and
 must be signed and dated by both the claimant and the Work Coach.
12. The Claimant Commitment also provides important information about the claimant’s rights and responsibilities and what they must do to remain entitled to Jobseeker’s Allowance/National Insurance Credits.
16/17 year old claimants
13. As the discussion and the agreed activities to be undertaken will reflect the requirement for the claimant to look for training as well as work, a separate JSA Claimant Commitment has been created.
14. This guidance is still to be used by Work Coaches when agreeing a Claimant Commitment with 16/17 year old claimants.
15. References to ‘work’ should be treated as ‘work and/or training’ when using this guidance to agree a 16/17 year old Claimant Commitment.
Agreeing and Completing the Claimant Commitment
16. At the Initial Work Search Interview, the Work Coach must have an in depth conversation with a claimant to build an understanding of their capability and circumstances relating to work. Information gathered in this interview must be used to complete the Claimant Commitment.
17. It is important that the Claimant Commitment is completed at the end of the discussion and not during the discussion itself. In this way, it demonstrates to the claimant that:
 the coach has actively listened to the claimant;
 the coach has given the claimant full attention;
 all the claimant’s circumstances have been taken into account when developing the Claimant Commitment, so it is personal to them; and
 the Claimant Commitment is reasonable and achievable.
18. The Work Coach will complete the Claimant Commitment electronically and print it out for the claimant to sign.
Completing the ‘My Jobseeker Profile’
19. At the end of the work focused discussion the Work Coach should complete the ‘My Jobseeker Profile’ before going on to complete the Claimant Commitment. The ‘My Jobseeker Profile’ is a summary of the key information discussed in the Work Search Interview about the claimant’s capabilities and circumstances relating to work. This will help the Coach to determine an appropriate and reasonable level of regular work actions for getting work.
20. It is crucial to ensure that the information is described in a positive light and states what the claimant can do. This can then help the claimant’s self- belief and motivation and can be used by the claimant in applications and interviews.
21. The ‘My Jobseeker Profile’ includes the following headings:
The type(s) of work I am most likely to get:
22. The Work Coach and claimant should agree the types of work most suited to the claimant’s skills, capabilities and experience. This will help the claimant focus and prioritise their jobsearch and move into work more quickly.
23. However, the claimant is still expected to look and apply for any work they are capable of doing.
24. The Type(s) of Work the claimant considers suitable must be realistic and achievable. When agreeing the Types of Work in question, the following should be explored:
 Capability for work. Does the claimant have the relevant qualifications, experience, skills etc. required for the job?;
 Capacity for work. For example, are there any health or social issues, or caring responsibilities that might make it difficult to find, obtain and retain the job in question?;
 Restrictions. Is the claimant placing restrictions on the Type(s) of Work they aspire to? For example, wages, travel or others because of disability or caring responsibilities;
 Wage expectations. For example, do the Type(s) of Work pay the wages that the claimant expects?; and
 The local labour market. Careful consideration must be given to what jobs are available within that area. If the Type(s) of Work the claimant is looking for is not available within the area they are prepared to travel to, aspiring to these Type(s) of Work is not realistic.
My qualifications are:
25. This should include details of any educational, vocational or professional qualifications. It is also important to include other information such as licences / certificates that are required in certain occupations. For example, Driving Licences, food hygiene certificates etc.
My employment strengths and skills are:
26. This should include any skills the claimant has accrued, without having a formal qualification and should include transferable skills. For example, the skills a claimant may have gained in their own home. For example, managing the household expenses and ensuring utility bills are paid on time are all skills required for budget management.
My experience is:
27. This allows the claimant to record details of the different type of work experience they have gained; including any voluntary activities are recorded. For example;
 2 years general household plumbing on a self-employed basis until September 2013; or
 1 year local authority work, as a teaching assistant, between Jan 2012 and Feb 2013.
My circumstances are:
28. This section includes things about the claimant and their circumstances that are relevant to work and should be described in a positive, rather than
negative way. It describes the circumstances which determine what is reasonable. This could also include personal qualities relating to work.
Example:
During her Initial Work Search Interview Sarah tells her Work Coach that she cannot work full-time because she has young children and has to do the school run. This should be reflected back to Sarah positively and recorded as “I have caring responsibilities for two children and I can work part-time between the hours of 9am and 3pm”.
Content and completion of the Claimant Commitment
29. Legally, the Claimant Commitment is the Jobseeker’s Agreement and therefore, it must contain everything that legislation says a Jobseeker’s Agreement must contain.
30. The general overriding principal is that a claimant must take all reasonable steps to give them the best prospects of securing employment. The Claimant Commitment will outline what that is and will also provide further specific detail about whether a claimant has permitted period or any other agreed restriction on their availability.
31. The form is designed to be completed electronically with drop down menus to aid completion. The text displayed on the final printed Claimant Commitment will therefore depend on which categories are selected within the drop down menus.
My Types of Work
32. This section allows the Work Coach to personalise the Claimant Commitment and record any restrictions on the type of work the claimant is expected to look for. They are recorded under the following drop down entries:
 No Restrictions;
 Permitted Period Agreed; and
 Other Restrictions Agreed
No restrictions agreed
33. Unless restrictions apply, this should be used for the majority of claimants. Once selected the following text will be displayed on the Claimant Commitment:
I have agreed with my Coach that:
 I will be available for all types of work, and
 I will seek and apply for all types of work that give me the best prospects of securing employment.
Permitted Period agreed
34. From the start of a claim, a Work Coach can decide if it is appropriate to agree a Permitted Period. Providing this gives some one reasonable prospects of securing work the Permitted Period allows a claimant to restrict the Type of Work they are looking for to:
 employment in their usual occupation; or
 the usual rate of pay a claimant is willing to accept; or
 both employment in their usual occupation and at the same level of pay they were used to receiving.
35. Where appropriate, the Permitted Period is agreed at the Initial Work Search Interview and a Follow-Up Work Search Interview is arranged for the end of the agreed period, to broaden the types of work the claimant is required to look for.
36. The “Permitted Period Agreed” drop down is selected to reflect that a Permitted Period has been agreed. Both the dates and the type of work/salary are recorded in the rows below. The form allows for rows to be added and deleted as necessary. Once completed, the appropriate information will be displayed in the Claimant Commitment.
37. At the end of the Permitted Period, the Work Coach will need to update the Claimant Commitment to reflect whether the claimant no longer has any restrictions on the type(s) of work they are expected to look for.
Other restrictions agreed
38. This option should be selected to record the type of work the claimant is looking for, taking into account any agreed restrictions they may have. For example, for claimants:
 with sincerely held religious or conscientious beliefs;
 with a physical or mental condition; or
 who want to restrict the type of work they are looking for and they have been deemed to have reasonable prospects.
Examples
Below are some examples of restrictions on types of work that would be acceptable.
I have agreed with my Coach that I can restrict the type of work I am looking for to:
 Work not involving handling of meat products as I am a vegetarian;
 Office based work as I have a bad back; and
 Teaching as I am newly qualified.
Where I will work:
39. Unless a restriction is agreed due to a health condition or disability, claimants must be willing to travel:
 90 minutes to work in each direction; and
 by a route and means appropriate to their circumstances.
40. The entry on the Claimant Commitment in this section will default to 90 minutes. However, the number of minutes can be reduced to reflect any agreed restrictions for those with a health condition or disability.
Note: Even if a claimant is willing to travel for longer than 90 minutes, the default setting must not be increased above 90 minutes.
41. The 90 minute travelling time is over and above the period of time that the claimant is available for work.
42. However, when assessing whether a vacancy is suitable, everything about the claimant’s circumstances must be taken into account to identify
whether or not it is reasonable to expect the claimant to travel that length of time.
Examples
Sarah drops her children off at school at 8.45am and picks them back up again at 3pm. As a lone parent, she has restricted her availability for work to 6 ¼ hours each week day.
Example 1
Sarah’s coach finds her a part-time job in a café just down the road from school. The hours are 9am until 2:30pm. As these hours fit in with Sarah’s availability and there is no additional travelling required, it would be reasonable to expect her to apply for the job.
Example 2
Sarah finds a job in a Café in Leeds. Sarah lives in Sheffield so this means she will need to commute to work. It takes Sarah 15 minutes each way from the school to the railway station and from Leeds station to the café and the train journey is 40 minutes. Altogether, Sarah would be expected to travel to and from work for 70 minutes each way. The hours of the job are 10am – 1:30pm. It would therefore be reasonable to still expect Sarah to apply for this job.
Example 3
Sarah has found a retail job that she is capable of doing in Derby. The hours of the job are 9:30am – 2.45pm. However, after Sarah has considered the time it would take her to travel to and from the job, she doesn’t apply for it. At her next review, Sarah explains that it would take her an hour to travel each way. Her Work Coach agrees that this would have been unreasonable and accepts her reason for not applying.
My availability for work
Restrictions on ‘My availability for work’
43. Claimants must be available to work a minimum of 40 hours a week, unless their personal circumstances make these requirements unreasonable.
44. A claimant may reasonably restrict their availability for work due to:
 caring for a child or other caring responsibilities;
 being a lone parent with care of a child aged 12 or under;
 a physical or mental health condition; or
 engagement in treatment for drug and/or alcohol dependency.
45. Following an in depth review of the claimant’s situation, consideration must be given as to whether restrictions on the claimant’s availability can be agreed.
Availability for a job interview
46. Claimants must be willing and able to attend a job interview immediately, unless they have an agreed restriction in place.
47. How quickly the claimant is expected to attend a job interview, taking into account their circumstances, is recorded by selecting the appropriate drop down entry:
 immediately;
 within 48 hours; or
 within 1 week.
Availability to start work
48. Claimants must be willing and able to start work immediately, unless they have an agreed restriction in place:
49. How quickly the claimant is expected to start work, taking into account their circumstances, is recorded by selecting the appropriate drop down entry:
 immediately;
 within 24 hours;
 immediately after the end of my notice period;
 after giving one week’s notice; or
 within 28 days.
Hours of availability
50. Claimants are required to be available for a minimum of 40 hours a week but this may be limited to less than 40 hours in certain circumstances.
51. If the claimant has no restrictions on the days and hours they are available for work the Coach should select ‘No Restrictions on availability’ on the Claimant Commitment. Once completed, the appropriate information will be displayed in the Claimant Commitment.
52. If the Coach agrees that the claimant can restrict the days and/or hours they are available for work, ‘Restricted Availability’ should be selected from the drop down menu. This will enable the coach to record details of the claimant’s availability in the table provided.
Example
Jenny has caring responsibilities for a child of school age. She has the use of a breakfast club on two days a week and an after school club on one. Her partner also doesn’t work on Wednesdays. She has agreed the following hours of availability with her Work Coach.
Day
Earliest start time
Latest finish time
Most hours I can work
Monday
9:00am
15:00pm
6
Tuesday
8:00am
15:00pm
7
Wednesday
7:00am
18:00pm
8
Thursday
8:00am
15:00pm
7
Friday
9:00am
18:00pm
8
Saturday
9:00am
17:00pm
8
Sunday
Most hours I can work each week:
40
53. It should be noted that the number of hours recorded against each day, is the total number they are available to work on that day.
54. It should also be noted that the most hours a claimant can work each week is not simply a total of the number of daily hours multiplied by the number of days.
55. For example, claimants may be available to work 6 hours each weekday but only able to work a total of 25 hours a week.
My actions for getting work
56. To meet the entitlement condition for actively seeking employment each week, claimants must take all reasonable actions to give themselves the best prospects of securing employment.
57. During the Initial Work Search Interview, the claimant and the Work Coach will agree a set of high level activities the claimant can reasonably be expected to undertake. It is not intended to be a detailed plan, but rather high level categories of work search. When deciding what activities a claimant must do and how frequently they must do something the Work Coach must take the claimant’s individual circumstances into account.
58. If set properly, these activities should cover the full breadth of effective work search activities which, when taken, give the claimant the best possible chance of getting paid work quickly.
59. When selecting the appropriate actions from the dropdown menu a common frequency will automatically be populated in the ‘How often’ field. However these can be amended as appropriate.
60. Work Coaches will need to set more specific actions where claimants are not using the ‘My Work Plan’ document to set more specific actions for getting work.
Example
If a claimant is expected to log in to and use Universal Jobmatch (UJ) to look for work, the Work Coach will need to establish whether the claimant already has a UJ account. If the claimant hasn’t already got an account then it would not be reasonable to expect the claimant to do this without first considering whether it is reasonable to expect the claimant to have an account.
NOTE: Any activities in relation to the creation of a profile and public CV and / or the use of Universal Jobmatch must not be recorded on the JSA Claimant Commitment until the claimant has created their profile and public CV in Universal Jobmatch.

61. Claimants should not be set a minimum number of jobs to apply for each week as such a requirement is unenforceable. If a claimant is unable to find enough jobs to apply for this may be through no fault of their jobsearch, whilst if a claimant were to find more than the minimum number, specifying a lower number to apply for is actually unhelpful. It is reasonable to state ‘I will apply for all jobs that I find that I am capable of doing’

62. Chapter 3 of the Universal Jobmatch Toolkit includes further information about the considerations that need to be taken into account before requiring any claimants to create a profile and public CV in Universal Jobmatch (UJ).
63. For claimants who do have an account, before agreeing how often the claimant needs to log in to their account, the Work Coach will need to establish if the claimant has regular access to a computer and is willing to use their own computer to look for work. If they do, then they could reasonably be expected to log in every day. However, if the claimant is using a DWP Internet Access Device to do this, it may only be reasonable to expect them to use this method to look for work once or twice a week.
64. When agreeing the actions for getting work, the Work Coach should explain that meeting this requirement is challenging and requires detailed planning and by undertaking this detailed level of activity using the ‘My Work Plan’ booklet they will be able to demonstrate that they are meeting the requirement to take all reasonable steps to find work. Claimants not using the ‘My Work Plan’ booklet are still required to do the same level of planning.
65. Activities should be reviewed regularly, to ensure that they remain appropriate to each claimant, in light of the claimant’s experience of work search and subsequent any enhancement of their work search skills.
66. On agreeing the regular work search activities, the Work Coach explains how the claimant needs to turn these into realistic and challenging commitments in their My Work Plan booklet.
Personalised actions
67. Work Coaches also have the facility to include other personalised actions on the Claimant Commitment that they think would be appropriate for a claimant to do. This section will display a separate table with free text rows which have no character limitations and can be populated with details of the other relevant actions. Once a personalised action has been completed, or it is no longer appropriate, it should be deleted from the Claimant Commitment by clicking the cross.
68. A personalised action is not a Jobseeker’s Direction and must not be treated as such. If a Jobseeker’s Direction is issued for an action that is recorded as a personalised action it should be removed from the Claimant Commitment.
69. The personalised actions section of the Claimant Commitment is controlled by 3 buttons:
 Include personalised actions - this shows the personalised actions section.
 Add personalised row - this adds a blank personalised action row to the bottom of the table.
 Hide personalised actions - this hides the personalised actions section. This is to be used when all of the personalised actions have been deleted as the final row cannot be removed.
Setting actions for getting into work
70. To ensure that it is reasonable for the claimant to undertake each action, they must be personalised and specifically tailored to each claimant’s circumstances.
71. Therefore, the following must be considered when assessing the activities it is reasonable for each claimant to undertake:
 The type(s) of work the claimant is capable of doing;
 The skills of the claimant;
 The means required to undertake the activity; and
 Any restrictions to the claimant’s period of availability, either because of a health condition, or caring responsibilities.
72. Once the actions have been agreed, each one is recorded on the Claimant Commitment.
Type(s) of work
73. Each activity must reflect the type(s) of work each claimant is capable of doing.
74. For example, expecting a claimant who is looking for work as a bricklayer to look and apply for hairdressing post would be unreasonable.
Claimant skills
75. Claimants must have the skills to be able to undertake the activities expected of them, for those activities to be reasonable.
76. For example, it is unreasonable to expect a claimant with no IT skills to browse employment-related websites or contact employers by email.
77. However, accessing local newspapers and contacting employers by telephone, in writing or face to face would be.
78. Any lack of skills must be addressed before a claimant is expected to undertake a particular activity.
Means to undertake the activity
79. The activities must reflect the availability of the tools required to undertake an activity, giving regard to the claimant’s circumstances.
80. For example, expecting a claimant without immediate access to the Internet to use that means as regularly as someone with access at home would be unreasonable.
Restrictions
81. Claimants are only required to look for work during their hours of availability. Once any restrictions are agreed, claimants must not be expected to undertake any activities outside of these, as it is unreasonable for them to do so.
82. For example, it is unreasonable to expect a claimant to attend an ESOL training course between the hours of 9am and 5pm if they have exercised their right to restrict their availability for work to their child’s school hours of between 9am and 3pm.
83. However, it may be reasonable for that same person to attend an event to up-skill their CV knowledge, between 10am and 1pm on a day their child is at school.
My Rights
84. This makes it clear to the claimant that if there is a disagreement about their Claimant Commitment, they can ask for it to be referred to a Decision Maker. It also makes clear that if there is a dispute about the claimant’s benefit, their benefit could be removed. However all claimants have the right
to ask for an explanation or revision of their decision. If they are still not happy with the outcome, they can then appeal to the First-tier Tribunal.
Changes in my circumstances
85. Claimants are required by law to inform Jobcentre Plus of any change in their circumstances which could affect their entitlement to Jobseeker’s Allowance. Failure to report a change in circumstances could result in prosecution.
My Claimant Statement
86. When the Claimant Commitment has been agreed by both the claimant and Work Coach, two copies of the Claimant Commitment must be printed out and signed and dated by both parties.
87. The Treat as Made date is recorded, if appropriate.
88. The claimant is given a copy of their signed Claimant Commitment and the other signed copy is stored in the claimant’s Labour Market Unit.
Claimants with problems that may affect their understanding of the Claimant Commitment
89. Claimants with problems that may affect their understanding of the Claimant Commitment, for example those with learning difficulties and/or literacy problems must fully understand both their obligations in the Claimant Commitment and the consequences of not doing something outlined in their Claimant Commitment before agreeing to it. They must understand the actions they will be required to take in order to find a job and what they must do to remain entitled to Jobseeker’s Allowance.
90. Asking the claimant if they understand, does not guarantee that the claimant has understood their Claimant Commitment. The Work Coach should ask the claimant to explain what they are going to do to confirm they have understood. For example, “Which agency are you going to register with?” or “Which website are you going to look at daily?” before asking them to sign the Claimant Commitment. It may also be beneficial to ask the claimant if they understand what will happen if they do not undertake the actions.
Claimant Commitment DMA Referrals
91. Where a realistic Claimant Commitment cannot be agreed between the claimant and the Work Services Coach, every effort should be made to resolve any issues locally, before making a referral to the Labour Market Decision Maker.
Security, Storage and Retention
92. In preparation for rolling out the Claimant Commitment, all jobcentres have been asked to create a secure Claimant Commitment folder in their shared drive and saved this on users’ desktops.
93. We also recommend that within this folder a sub-folder is set up for each individual claimant in a common format, so that the current version of the claimant commitment and any accompanying documents can be saved. For example, [SURNAME] [INITIAL] [LAST 3 DIGITS OF THE NINO])
94. Only the latest version of the Claimant Commitment should be saved in the shared folder, replacing the previous version. The latest version must be retained for 30 weeks after the end of the claim.
95. This is so that it can be used to create a Claimant Commitment during a Rapid Reclaim.
96. All signed copies of the Claimant Commitment are filed in the LMU and retained accordingly as per the Records Management Policy
97. The JSA Claimant Commitment information assets, that are the secure folder and sub folders, must continue to be securely managed. Ongoing actions for the Information Asset Manager and the Work Service Manager can be found in the Managing in Jobcentre Handbook (include link to Chapter 17, Security: Chapter 17 - Security & Business Controls System Checks Introduction –Security)
Handling Special Customer Records
98. To ensure offices adhere to the processes outlined for handling Special Customer Records a secure JSA Claimant Commitment (JSA CC) Special Customer Records folder will need to be set up in the offices shared drive. This must not be a sub-folder of the JSA CC folder.
99. Only the Nominated Officer for handling Special Customer Records and their deputy should have access to the folder and will require a ‘Modify’ access level.
Interview actions
Pre-interview action
100. Work Coaches conducting interviews for claimants who have been given Special Customer Record status will need to consult the Nominated Officer prior to the interview, who will:
 release the LMU to the Work Coach for the period they need it,10 mins,40 mins etc;
 advise the Work Coach on any special arrangements required for the intervention to take place; and
 send the claimant’s electronic JSA CC to the Work Coach via email if it is needed for the interview, marked private.
Interview action
101. JSA Claimant Commitments (JSA CC) can be prepared electronically but they must not be saved by the Work Coach.
102. The Work Coach must print the JSA CC off for the claimant to sign and send the hard copy to the Nominated Officer following business as usual procedures.
103. The agreed electronic JSA CC must also be sent by email and marked private to the Nominated Officer without saving it.
104. The Work Coach must delete this email from their Sent and Deleted items.
105. The Nominated Officer will save the JSA CC to the Special Customer Records folder and store the clerical JSA CC in the LMU.
Claimant Transfers to a different Local Office
106. In instances where a claimant transfers to a different location, if the receiving office has already rolled out the Claimant Commitment, they will need to contact the previous owning office to obtain both the claimant’s Labour Market Unit and an electronic version of the current Claimant Commitment. When transferring restricted personal data, DWP Security standards must be followed.
107. However, if the claimant moves to a location which hasn’t yet rolled-out the Claimant Commitment, the receiving office will need to ensure that the information stored in the latest copy of the Claimant Commitment is converted into a Jobseeker’s Agreement.
Transfers for Special Customer Records
108. Where a Special Customer Record claimant is transferring offices, the Nominated Officer in the claimant’s current office should email the JSA CC to the Nominated Officer in the claimant’s new office. The email must be marked up as restricted and sent as private so that only the Nominated Officer can access it.
109. Upon receipt the JSA CC in the new office, the Nominated Officer should confirm receipt of the email and save the JSA CC in the secure Special Customer Records shared folder.
110. On receiving confirmation that the new office has received the JSA CC, the previous owning office must delete the JSA CC from their records.
Split Initial Work Search Interviews
111. Districts that are still operating a Split Initial Work Search Interview will need to complete a Claimant Commitment during the Conditionality Interview. Further information about each element of the Split Initial Work Search Interview can be found here.
Rapid Reclaim
112. Claimants who make a new claim within 26 weeks of their last claim to Jobseeker’s Allowance are treated as a Rapid Reclaim. Further information about Rapid Reclaims can be found here.
Homeless claimants
113. If a claimant has nowhere to live, or is living in temporary accommodation, it may be difficult for them to be contacted by employers, employment agencies or those who may be able to help them find work. They may also have to spend much of their time in the week in looking for accommodation rather than in job search. These factors should be taken into account when deciding what actions are reasonable for the claimant to take in any week.
114. Being homeless may limit the actions a claimant can take but they could still search for work by, for example:
 reading newspaper advertisements;
 making personal calls on employers and employment agencies;
 using Jobcentre IADs; or
 if available, using the internet in local libraries.
The above list is not exhaustive.
115. In setting the JSA Claimant Commitment, Coaches must consider how the claimant’s homelessness situation, their need to find accommodation and any other issues will affect the steps that are reasonable for a homeless claimant to take in any week.
116. As homelessness should be a temporary situation, the Claimant Commitment should be reviewed regularly to ensure that the steps set are still relevant and applicable.
117. Please also see the Homelessness Guide for more information.
Prison Leavers
New claim made before release
118. Prisoners have the option of making a claim to JSA before they leave prison. Until the Claimant Commitment is fully rolled out nationally (1 April 2014), these claimants will continue to agree a Jobseeker’s Agreement (JSAg) with the Employment and Benefit Adviser (EBA). Further information about the content of the interview can be found in the Employment and Benefit Advisers in Prisons guidance.
New claim made after release
119. Prison leavers who make their new JSA claim after release will form part of the roll-out for each district and agree a Claimant Commitment at their Initial Work Search Interview.
Setting the JSA Claimant Commitment Marker on LMS
120. The JSA Claimant Commitment Marker is to be set, confirming whether a Claimant Commitment is:
 CC Agreed;
 CC Disputed;
 CC Closed; or
 CC Set in error.
Action Plans
121. It is not necessary to use Action Plans for claimants who have a JSA Claimant Commitment as all the planning should be done in the My Work Plan booklet, except where the claimant is being be referred to:
 The Work Programme; or
 Other contracted provision via PRaP.
Work Programme referrals for claimants who have a JSA Claimant Commitment in place
122. The Work Programme referral guidance details the steps that must be taken to refer a claimant to the Work Programme where they have a JSA Claimant Commitment in place.
Referrals to contracted provision via PRaP for claimants who have a JSA Claimant Commitment in place
123. As a Jobseeker’s Agreement will not be created on LMS for these cases in order to transfer the relevant information to providers through PRaP the following steps must be taken on LMS:
 review and update the More Box and Quals/Assmt section, if appropriate;
 create an Action Plan and within the ‘Aims’ box record:
 the Types of Work from the Claimant Commitment My Jobseeker Profile;
 any availability or work restrictions agreed on the Claimant Commitment
 a reference stating ‘JSA Claimant Commitment Case’ as this will signal the difference to providers.
Word version of the JSA Claimant Commitment
124. A version of the JSA Claimant Commitment has been developed which is compatible with Zoomtext and Supernova and can be found here.
Do not let the behaviour of others destroy your inner peace.
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Work coach battles 11 Oct 2018 14:35 #10512

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“Then she says applying for 20 jobs a week is nothing. She says all her customers apply for 100 jobs a week ,” :evil: :evil: :evil: :evil: :evil: :evil: :whistle:

Id would tell this plank Catwoman that "not that i have to justify a total number of applications made for the purpose of receiving UC/JSA whatever" but please do show me exact proof as to all your other 'clients :lol: 'you are using that comparison to undermine/intimidate me you plank of a jobsworth :evil: :evil:

Ask plank to show what's the acceptable minimum number or do they pick it out of a hat like the lotto :whistle:

.


Catwoman wrote:
"Is this work program mandatory or not,"

"Voluntary for 'long term unemployed' in Scotland, mandatory elsewhere"

Yes but they have to use some kind of discretion with this when sending people to this new prison service especially if they have any health or mental health type issues.

They are good at saying crap like "we have specialist people trained to deal with the above,but believe me they haven't got a bloody clue and i'd also ask to see proof when and if you are having to disclose very personal health details to some scumbag provider roach of a company. Proof of their health medical qualifications and if its recognised /registered wit h nhs if not tell those morons we can all self refer access ourselves as are better equipped to do so.



For all you 50+ year olds out there if things weren't manic/depressing enough have a look at this little gem: :evil: :whistle: :pinch:

Helping 50+ jobseekers back to
work: lessons for the Work and
Health Programme :whistle:

Seeeeeee! This little gem will ensure all employers will miraculously make many vacancies available for everyone after being on this work programme MK11 circus.


www.ageuk.org.uk/globalassets/age-uk/documents/reports-and-publications/reports-and-briefings/active-communities/rb_nov16_work_and_health_programme.pdf



Outstanding! We couldn't really make it up, could we.
Known features of the new scheme include a 24 month wait for referral,like we're all dying to take up such a constructive helpful opportunity NOT!! for Jobseekers
Allowance or Universal Credit claimants in good health, while those with a disability will
be referred after six months.

Well i have a disability so must have missed the boat then,or could it b my roach misdiagnosed me? :whistle: :lol:

There are likely to be other groups who may be :cheer: eligible for
early access, as under the Work Programme, which includes carers. Jobcentre Plus
Work Coaches will identify benefit claimants who are most likely to benefit from the new
scheme and referral for disabled jobseekers will be on a voluntary basis. However after
two years out of work referral will be mandatory for all.
Get ready for the time of our lives. :evil:

Lets find out who's not eligible that seems the best deal. :)
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Work coach battles 11 Oct 2018 15:19 #10514

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Wc gave it away she's so dumb when I asked her how many jobs should I apply for to suffice her and she replies, it's not about how many you apply for so next time I'll just add one extra job on my evidence.
Also if you just tell them you've spent 35 hours looking for jobs, but you haven't applied for anything, then they'll have a bigger problem with you, they can't do anything to you regarding jobsearch so long as you have actually applied for jobs.
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Work coach battles 11 Oct 2018 16:42 #10515

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Apply quality over quantity Catwoman and shove it under her nose. And yes, add the `extra` job to the number you provided this time and if she pipes up, just say I did add another job to the list! :lol:

jobber is correct though about this 35 hour terminology. I would sweep that notion aside and apply for jobs that you think are suitable for your skills and can achieve. I`ve been on sites that give examples of this 35 hour job search and if anyone has the focus to sit at their computer for five hours a day, seven days a week and can achieve anymore than someone who spends an hour and a half doing the same jobsearch, then good luck to them.

From day one, I would agree a `reasonable` CC relating to my situation (especially if you have ANY health issues or disabilities) that would mean adjustments in the workplace, or travel time from a to b. Stick to the agreement you made on this piece of paper and anything they say you did not meet would need to show on your CC as having not been followed/actioned.

Anyone not happy with the amount of actions agreed to should ask for their CC to be amended or changed. It`s your right to do so. The main thing to remember in all of this is never to show yourself as the enemy as they won`t like it. Better to let them feel in control, but you make sure you protect yourself (as has been mentioned in many previous posts) by using their own DWP guidance and FOI replies. If DWP have replied to a FOI request saying X is not required or Y is fine, then PRINT IT OUT!!
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Work coach battles 12 Oct 2018 00:52 #10519

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Catwoman, dead right, this ratscum has utterly contradicted herself first by emphasizing the amount of jobs (100 pmsl) then retorting it isn't about the amount so what the hell was the relevance of uttering it in the first place. I for one would be looking to have a discussion with her manager about this precise issue bearing in mind the basics that others have pointed out. As others have also commented, clearly this lowlife waste of space has witnessed your dissidence towards the system first hand and has put herself forward to cover for your usual advisor. I would say you have well and truly bothered them with your previous efforts. By insulting you this woman has lost her dignity in an unprofessional manner when her job is to support you and instead this must seem like a hindrance to actually finding a job by unnecessarily taking up time that could be useful doing something positive. This seems to me like it undermines your relationship built up with your usual WC. As for WHP I wonder if she could provide some statistical evidence to show what kind of job you would expect to get and how long reasonably to expect before being in paid employment after undertaking it. After all she has suggested that you consider it and they would be somewhere near the top of my considerations before agreeing to sign up.
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Work coach battles 12 Oct 2018 11:45 #10521

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The problem with this Comply:Apply quality over quantity is something they refuse to understand;come to think of it they dont understand quantity either :cheer:


Best to always cover or to imply if asked you've done the 35 hrs joke search then ask them to move on as you are looking for a job :cheer:

The 'deal :cheer: ' is while on UC, minimum time of 35 hours per week looking for work.If you can't find any applications that's tough on them.
If i put 2 hours on a monday 1 on tuesday and so on and despite making 10 job applications they would then apply the negative test.Its not a logical thought process but this is not the game they are getting paid to play.

There is case law that's already been dusted when they try the why didn't you do this scenarios,but dosent stop them.Raise a doubt,apply a sanction,you fight it, and hopefully win 3 months after causing merry hell :) . Although we can show them in any format what we've done if they ask,we will need to provide it, a simple yes ive done 35 at my joke club would open up a MAJOR investigation :whistle: :evil:

While on UC they are looking more than ever to pick holes in what you do to find work, like the guy sitting next to me last month logged 31 hours or id say they checked his total and then came the questions! and the usual crap of we have a course that would 'help' you :whistle: :evil: You must be looking on the wrong websites,you're :whistle: :whistle: :evil: not using enough websites etc etc.
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Work coach battles 16 Oct 2018 19:37 #10561

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Well starting to wish I had volunteered for the work and health when they tried to get me onto it.

Would have been better than what I have now - normal signing, plus 1 hour group session per week. She brings down all the 'in-house' vacancies ie agencies etc. Then get activity to do. This week it was showing you can comprehend a basic job posting. [I remembered the 4 sided leaflet since I had been given it to complete during an how to make applications session during my previous work programme time.
Toads - Philip Larkin
Why should I let the toad work, Squat on my life?
Can't I use my wit as a pitchfork And drive the brute off?
Six days of the week it soils,With its sickening poison -
Just for paying a few bills! That's out of proportion...
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Work coach battles 17 Oct 2018 11:36 #10569

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moogs wrote: This week it was showing you can comprehend a basic job posting.

I would have a field day with this moogs if I sat there looking at a job description, I would be pulling the work coach up asking - "what does that mean exactly? and why does it not give X information?"..... picking holes in it!

This Work & Health programme could be a breeze for anyone 50+ or who has health issues. I did the original WP for two years while on ESA and found it easy enough. I was asked to go in every fortnight for about an hour, sometimes 30 minutes. Other times I would join a group session for an hour just talking about types of work or how we managed our health problems etc....

I would say if anyone is volunteered to go onto this programme, it may be a better choice than waiting to be reeled into other stuff like work trials or similar. Remember, you have control and from day one, you can use previously mentioned actions to take regarding signing their data waivers etc....but keeping in mind that if you do so, they could counter it by saying you can`t participate. If they do this, talk to them and make it clear that you will sign if you fully understand what it is you are signing up to and that you won`t upload a CV or give access to your FAJ account or any other account you have, but will attend on the days you are asked to attend and fully participate in sessions or job searching while there.
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Work coach battles 17 Oct 2018 15:19 #10574

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Me too Comply, yet another tale from hell showing the warped mentality of the DWP /joke shop analogy of how they feel we haven't got a job because we dont know where to look.Total muppets.I've tried to explain to them blee em;but they just dont get it.

Like we can make 100 applications but dosent mean an employer will take you on just because you've applied.Its nearly Xmas and the big posters have started to be put up in joke shops with all the 'secure' type vacancies, box-packers, security guards,toilet cleaners, temporary postal jobs,drivers mates,only for november to mid january though as those are special contracts :whistle: and guess what mini wage but with an overtime rate after you've done 40 hours,how generous of em. Must like doing the ghost shift :whistle: and "not looking to make a living" :whistle:
In red should be added to peoples UC 'agreements,'give em time though. :evil:
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Work coach battles 17 Oct 2018 17:00 #10577

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I passed a Domino`s Pizza place today while in town and a large poster just inside the door said "Drivers Wanted". I`ll bet, given the busy season is nearly upon us and anyone with a car or a motorbike will get a job because they can provide their own transport but possibly be told to pay for their own fuel!
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Work coach battles 17 Oct 2018 23:12 #10586

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The amount Domino's charge for pizza's they should be able to pay staff a decent rate but I would be surprised if that is actually the case and you are probably dead right there comply.

I cannot think what makes us all so cynical about this economy in one of the richest nation's on the planet. Odd that isn't it. The problem is we are all to thick to understand how wonderful these jobs are and lack the motivation to apply properly. Thank goodness we have so many experts to give us support at joke central.

Duh wot does minimum hours contract mean, that we don't have to work for our wage? Well that sounds great ;)
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