2.2.7 Jobseeker payment & youth allowance verification

Introduction

The following table lists the verification required for the payments/benefits in the JSP and YA grouping. If more detail is required about specific verification, the second column indicates where you will find this.

Verification of most recent employment

If a JSP or YA recipient/claimant ceased employment in the 12 months before claiming, details of their employment must be confirmed.

In circumstances where information has not been provided via single touch payroll, a person who ceased employment in the 12 months before claiming must provide either an Employment Separation Certificate OR in some circumstances, a payslip or cessation letter that shows unused leave and termination payments from:

• their most recent employer, and
• any other employer who may have paid out unused leave or redundancy payments in the specified period above sufficient to cause an IMP to be imposed.

If verification is not provided when the claim is lodged, the person MUST be asked to obtain it. Where appropriate, alternative methods to confirm information can be considered.

Note: An exception exists when an employer provides employment information through single touch payroll AND the person did not receive a leave or termination payment. In this circumstance, the person is NOT required to provide an Employment Separation Certificate or payslip.

A person is NOT required to provide an Employment Separation Certificate or payslip if they have not ceased employment in the 12 months prior to starting a claim.

Single touch payroll

An employer can provide the following employment details through single touch payroll:

• employer name
• employer ABN/WPN
• cessation date
• cessation reason
• unused leave and/or termination payment details
  • type of leave
  • date paid
  • gross amount

Note: Single touch payroll does not provide the period of a leave or redundancy payment. The delegate is to make a determination on whether the information declared by the person is reasonable.

Where employment information provided is determined unreasonable, verification MUST be obtained either via an Employment Separation Certificate or alternative method.

Employment Separation Certificate

An Employment Separation Certificate provides the following employment details:

• the date the person commenced employment
• the date the person ceased employment
• the period and amount of any leave or redundancy payments received at termination of employment
• the person's regular weekly wage
• the amount of the person's final payment
• the amount of any monies still owed by the employer to the person
• reasons for ceasing employment, and
• if a person ceased employment as a result of unsatisfactory performance, misconduct as an employee or voluntarily.

A former employer is required to provide this statement about employment to a former employee on request. All the information can be provided on a company letterhead as an alternative to an Employment Separation Certificate form.

Alternate verification

The delegate can make a determination on when alternative verification is required. Alternate verification can include a letter of termination or telephone call to the employer. Certain circumstances may prevent the person from obtaining a valid Employment Separation Certificate or payslip and may require further investigation.

The delegate must be satisfied that the alternative method of verification used confirms the employment information to assess the claim.

Verifying the Employment Separation Certificate or payslip

It is necessary to check that an Employment Separation Certificate or payslip that shows unused leave and termination payments is:

• fully completed
• signed by the employer (Employment Separation Certificate only), AND
• not altered.

If it appears that the person has made alterations, or the delegate is concerned about the verification provided, the employer should be contacted by telephone immediately to confirm the details. If this is not possible, the original should be kept on file and the person should be advised that a new Employment Separation Certificate or payslip is required.