You have to make sure that the parties who are likely to be contacted by DIMA have a copy of the relevant documents. Ideally you would ensure that the personnel records, particularly the duty statement, are up to date.
Some HR departments have no idea what a person is actually doing and when consulted and have been known to rely on outdated job descriptions. There have been cases where an HR manager has referred to an historical record that did not correspond in its particulars with the employment claims made.
In a major organisation, for example a government department, this is unlikely to happen, but if it does, trouble looms. This sort of blunder does not happen very often, but when it does the outcome can be catastrophic. If the application does not attract review rights there is no remedy, short of an application to the Federal Court on a point of law.
Applicants from first-world countries are getting a taste of what has been applied to third-world counties for years.
Whatever the inconvenience it is much easier to keep out of trouble than get out of it.
If you think this cannot happen to you, I hope you are right.
Best wishes
Westly Russell
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