AIER Submission to the Insecure Work Inquiry 190112

AustralianInstitute of EmploymentRightsInc.1

POBox237,SeddonWest,Victoria,3011 Tel:+61396479102 Fax:+61396479199 Email:

©AustralianInstituteofEmploymentRightsInc.2010.Thisworkissubjecttocopyright.Apartfromanyuseexpresslyauthorised,nopartmaybereproduced,copied,published,adaptedorusedinanymannerotherwisenotpermittedundertheCopyrightAct1968(Cth)withoutthepermissionoftheAustralianInstituteofEmploymentRights

Introduction

1.TheAustralianInstituteofEmploymentRights(“AIER”)isanindependent,not‐for‐profitbodythatworksinthepublicinteresttopromotetherecognitionandimplementationoftherightsofemployersandworkersinacooperativeindustrialrelationsframework.Itisindependentofgovernmentorinterestgroups.

2.AIERwelcomestheopportunitytopresentthissubmissionandtoaddresstheInquiryaboutthisimportantissue.AIERcongratulatestheAustralianCouncilofTradeUnions(“ACTU”)ontheestablishmentofthisInquiryandtheutilisationofthisbroadbased,publiclyaccessibleprocesstoinformitspolicydevelopmentanddecisionmakingatitsnextACTUCongress15‐17May2012.AIERwishestoencouragetheACTUtotakeallstepsavailabletoittoensurethatinformationpresentedtoitthroughthisInquiryisincorporatedintoACTUpolicyandaction,andtheactionofallACTUaffiliatesintothefuture.

3.AIERdoesnotseektoaddresseachofthetermsofreferencefortheInquiryindividuallyindetail.RatherinthissubmissionAIERhasfocusedonkeyissuesconcerningtheregulationofemploymentrelationsandthenatureofworkplacerelationshipsinwhichwehaveparticularexperienceandexpertise.OurreferencepointforthissubmissionistheAustralianCharterofEmploymentRights(“theCharter’). TheroleoftheInstituteandtheCharterwillbeexplained.

4.AIERhastakenabroadviewofinsecurityforthepurposethissubmissionandweencouragetheInquirytotakeupthisbroadview.Wethereforeprovideourdefinitionandourrationaleforthis. Ourdefinitionofinsecurityincludesinsecuritythatarisesfromthenatureofengagement(standardemploymentrelationshipsversusatypicalorcontingentrelationships)andthatwhicharisesfromtheexperiencethatworkershaveintheworkplace(inparticularthetypeofcultureandthatispresent).

5.ThebulkofthissubmissionhasbeendrawnfromAIER’spublicationTheAustralianCharterofEmploymentRights1.TheAIERthereforewishestoacknowledgeandthankthecontributorstothisbook,whoincludemanyofAustralia’sleadinglabourlawyers,barristers,academicsandpractitionerswhocontributedtothisseminalwork.Oursubmissionissupplementedbyfurtherresearchthatweacknowledgethroughout.

6.AIERbelievesthatthereisanurgentneedtoaddressfactorsthatarenegativelyimpactingontheexperienceofworkinAustralia.Insecurityisoneofthemanifestoutcomesfromthisexperience.Wedonothoweverbelievethatinsecuritycanberemovedorminimalisedthroughregulationalone.Attheheartofourapproachisaconcernaboutlossof,andundervaluingoftripartismandtheinfluenceofneo–liberalphilosophyonworkplaceculture.AsaresultAIER’ssubmissiontothisInquiryraisessomebroaderissueswhichontheirfacemayappeartobeoutsidethescopeoftheInquiryhoweverwearguearefundamentaltostrategiestoaddressinsecurity.Therelationshipsbetweenworkersandtheiremployerareofparticularimportancegiventhefactthatitisthesuccessoftheserelationshipsthatshapestheworkplace.Fromthe

1BrombergMIrvingM(eds)(2007)TheAustralianCharterofEmploymentRights,HardieGrant,Prahran.

prosperityofthebusinesstotheemotionalwell‐beingofeachworker,thequalityofworkplacerelationshasacrucialroletoplay.

7.AustralianlabourlawacademicRosemaryOwensdescribesthesignificantroleofworkasfollows:

“InAustralia,asinmostcontemporarysocieties,workhasacquiredanabidingsignificance.Themeaningofworkinoursocietyisintimatelylinkedwithhumandignity.Itisnotsimplythatforagreatmanypeopleaverylargepartoftheirlifeisspentworking.Northatworkisformosttheprimarymeanstogainingalivelihood,andthusensuringtheirmaterialsurvival.Ratherinpresentdaysocietyworkhasamorecomplexmeaningintricatelyentwinedinthecreationofasenseofself.…Thesignificanceofworkisalsolargerthansimplyitsmeaningtotheindividualperson.Workplaysacriticalroleintheveryconstitutionofasociety.Theinterdependenceofcitizensthroughtheirworkisoneofthemostimportantstructuralbondsofanycommunity”2

8.ItisthereforedistressingtoacknowledgethatforanincreasingnumberofAustralianstheirexperienceofworkandtheirtreatmentwithintheworkplaceisanegativeone.InthissubmissionwehavenotsetoutindetailwhatAIERbelievestobethesenegativeconsequences. WerefertheInquirytoourpreviouspublicationandotherrelevantresearch.3Webelievethe“costs”ofinsecurityasdefinedbyusinthissubmissioninclude:

GreatercareerinstabilityHigherunemploymentrisksLowerupwardmobilityLowerlevelsorremunerationIncomestress

LowerinvestmentintrainingandskillsdevelopmentLongtermeconomicpenalties(particularlyforwomen)Higherlevelsofjobdissatisfaction

HigherpropensitytomentalhealthissuesCoronaryheartdisease

Familystressandbreakdown.

2OwensR2002DecentWorkfortheContingentWorkforceintheNewEconomy15AJLL209

3FormoredetailsregardingthisseetheAIER’scomprehensivesubmissionregardingPreventativeHealthand

WorkplaceCultureavailableattheAIERwebsite preventative‐health‐and‐workplace‐culture‐submission/#more‐308.SeealsoSchererS(2009)‘TheSocialConsequencesofInsecureJobs’DepartmentofSociologyandSocialResearch,TrentoUniversityItaly;LaszloKDetal(2010)‘JobInsecurityandhealth:Astudyof16Europeancountries’,SocialScienceandMedicine70(2010)867‐874,D’SouzaRetal(2006)WorkDemands,jobinsecurityandsicknessabsencefromwork.Howproductiveisthenew,flexiblelabourforce?’,AustralianandNewZealandJournalofPublicHealth2006vol30no.3pp205‐212

9.Thegrowingincidenceofworkplaceinsecurityisaglobalphenomenon.Thisdoesnothowever,giveAustraliaalicensetoacceptthisgrowinginsecurity,tosomehowshrugitsshouldersandwalkawayfromtheissueasifit,andthenegativeconsequencesthatflowfromit,areinevitable.AroundtheglobeinternationalinstitutionssuchastheILO,andvariouscountriesareworkingtolimitorendemploymentinsecurity.

10.Australiaisyettoarticulateacomprehensiveplanofattacktoendemploymentinsecurityanditsnegativeconsequence.Infact,AIERwouldarguethatthisissueisnotyetevenacceptedasaproblemrequiringresolutionbyallpartiestotheindustriallandscape.ThisisparticularlyofconcerngiventheuniquefeaturesofAustralianinsecurityincludingthefactthatAustraliahasoneofthehighestlevelsandfastestgrowingratesofcasualisationwithintheOrganizationforEconomicCooperationandDevelopment(“OECD”)andthegendersegmentationoftheworkforceandinequalityassociatedwiththiscontinuestopersisthere.ThesefactorshavethepotentialtoundermineAustralia’ssocialcohesionandanyattemptstoimproveproductivity.

11.Acomprehensivecaseagainstinsecurityandforreasonableregulationofthelabourmarketneedstobeadvocated.Asdoesthecaseforeducatingtoremodelworkplacerelationshipsandcultureontheground.ThisisataskthatAIERhasbeenadvocatingsinceitsinceptionin2005.

SummaryofAIER’sRecommendedActions

TheAIERrecommendsthattheACTUadoptandpromotetheAustralianCharterofEmploymentRightsasrepresentingtherightsthatshouldexistwithinthelawineveryAustralianworkplaceinordertopromotesecurityinworkplacerelationshipsandtheAustralianStandardofEmploymentRightsasthetooltoachievethatgoal.

TheAIERrecommendsthatACTUpolicyandstrategyshouldmovetoanemphasisonestablishingrightsthatareuniversallyaccessibleforallthosewhoworkwithoutdistinction.

• Minimumemploymentprotectionsshouldbeavailabletoanypersondefinedasaworker.
• Apersonisaworkerwithinabusinessthattakesthebenefitoftheworker’slabour(“theemployer”)ifthepersonmeetstwoormoreofthefollowingindicators:

• thepersonissubjecttothecontroloftheemployerinrelationtohowtheworkisperformed
• thepersonusuallyworksfortheoneemployerandonlythatemployer
• thepersonistreatedas,orportrayedtoothersas,partoftheemployer’sorganization
• thepersonperformsworkthatisthesameasorsimilartothatperformedbyotherswhoaretreatedasregularemployeesbytheemployer
• thepersonhasregularlyworkedfortheemployeroverathreemonthperiod
• thepersonusesequipmentorotherfacilitiesneededtoperformtheworkprovidedbytheemployer(otherthantheusualtoolsoftrade)

andthepersondoesnotengageinentrepreneurialactivitiescharacteristicoftheconductofabusinessinrelationtotheworkprovidedtotheemployer.Typically,thosecharacteristicswillincludeexposuretofinancialrisk,theprovisionofacommercialservice(andnotmerelylabour)toarangeofcustomers,thecapacitytosellthebusinessincludingitsgoodwillandthecapacitytodelegatetheperformanceoftheworktoothers.

TheAIERrecommendsthatthefollowingtestbeadoptedfordeterminingwhetheraworkerisaworkeroftheentitythatgetsthebenefitoftheworker’swork(thetrueemployer)incircumstanceswhereathirdentitypurportstobetheemployer.

• Aworkerisaworkerofthetrueemployer,wherethepersonmeetstwoormoreofthefollowingindicators:
• thepersonissubjecttothecontrolofthetrueemployerinrelationtohowtheworkisperformed
• thepersonusuallyprovidesworkinthebusinessofthetrueemployerandonlythatbusiness
• thepersonistreatedas,orportrayedtoothersas,partofthetrueemployer’sbusiness organization
• thepersonperformsworkthatisthesameasorsimilartothatperformedbyotherswhoaretreatedasregularemployeesbythetrueemployer
• thepersonhasregularlyworkedforthetrueemployeroverathreemonthperiod
• thepersonusesequipmentorotherfacilitiesneededtoperformtheworkprovidedbythetrueemployer(otherthantheusualtoolsoftrade)

butnotwherethethirdentitywhichiscontractedtoprovidetheperson’slabourtotheend‐userbusinesshasacontractwiththatbusinesswhichprovidesacommercialreturntothethirdentityandwhichbyreasonoftheprovisionofthelabourunderthecontract,ascomparedwiththeuseofdirectemployees,providestheenduserbusinesssignificantandgenuineeconomicefficienciesunrelatedtothecomparativecostofemployingthatperson’slabourdirectlyandunrelatedtoanyintentonthepartoftheenduserbusinesstounderminethecapacityofworkersworkinginitsbusinesstocollectivelybargaintogether.

InadditionAIERrecommendsamendmentstolegislationthatpresumeanemploymentrelationshipforallworkersandallowforaccesstothetribunaltoresolveissuesindisputewherethenatureoftherelationship(employeeorcontractor)issubjecttodispute.

AIERrecommendsthatintheneartermtheACTUconductareviewofModernAwardstoappraiseprovisionsinrelationtothedefinitionofcasualemployeesandtherightsandbenefitsaffordedtothem.

• Intheinterestsoftransparency,andtoremoveambiguity,theAIERrecommendstheinclusion,withinModernAwardsofastandarddefinitionofatruecasualworkerthatprovidesgreaterclaritytotheappropriateuseofcasualwork.Thiscommondefinitiontoincludeconceptsofintermittencyanirregularengagementthatshouldbeattheheartofcasualwork.

• TheAIERsuggeststhattheACTUgiveconsiderationtodevelopingmaterialsforACTUaffiliatestofacilitatetheirreviewofcasualprovisionsincollectiveagreementsinordertorefinetheseprovisionstoprovideclearerandmoreappropriateprotectionshere.ToassistinthisprocesstheAIERrecommendsthatACTUencouragesadiscussionamongstitsaffiliatesofthelimitationsofworkingpredominantlytoprotecttheStandardEmploymentRelationship(SER)andtheimpactthatthisapproachhashadonthedevelopmentofinsecureworkinAustralia.

AIERsubmitsthatAustralianlabourlawneedstoberecastinthefollowingways

• Byrethinkingworkrelationships,consciouslyacknowledgingtheimpactofthebread‐winnermodelonourindustrialregulationandpracticeandcommittingtooverturningtheimpactofthis.Inparticulartoaddressthediscriminationthathasresultedforwomenworkers.

• Byrecastingourlawsothateveryworkerhasaccesstoasuiteminimumentitlements/rightsonaproratabasis.Thereshouldbenoabilitytocontractoutofthese.Thisalsomeansthatmechanismstoqualifyforrightsorbenefitssuchascontinuityofservice,numberofhoursworked,periodsofserviceormethodsofengagementshouldalsobediscarded.

TheAIERthereforerecommendsthatallpartiesincludinggovernments,socialpartiesandinfactindividualemployersandworkersadopttheILOdefinitionofdecentworkastheirpolicyobjectiveandframeworkandutilisethisforthedevelopmentofappropriatenewformsofindustrialregulation,policy,culturalchangeandeducativeinitiativesandonthegroundpractice.

TheAIERrecommendsthattheACTUjoinswithorganisationssuchasAIERinordertomakeastrongpubliccaseforlabourmarketregulationsbasedonarightsbasedapproachasadoptedinourCharterofEmploymentRights.Thisincludesactivelyeducatingaboutthebenefitsofarightsbasedapproachandpromotingagreaterunderstandingofinternationalrightsbasedinstrumentsandhowtheyapplytotheworldofwork.

TheAIERbelievesthatgreatereffortneedstobeputtorebuildinganenvironmentofgenuinetripartism.AIERhaspreviouslycalledforsupportforaCentreforWorkplaceCitizenship.Werenewourcallforthisinitiativeviathissubmission.

TheAIER

12.TheAIERisanindependentnotforprofitorganisation.TheObjectivesofAIERstate:

“2.ObjectsoftheInstitute

AdoptingtheprinciplesoftheInternationalLabourOrganisationanditscommitmenttotripartiteprocesses,theAustralianInstituteofEmploymentRightswillpromotetherecognitionandimplementationoftherightsofemployeesandemployersinaco‐operativeindustrialrelationsframework.

Inparticularitwill:

(a)commissionacademicresearch

(b)holdconferencesandseminars

(c)publishanddisseminatepublications

(d)contributetopublicdiscourseonemploymentissuesthroughthemedia,communitydebatesandpublicforums

(e)providetrainingtoindustrialparticipants

(f)provideadviceandotherservicestoindustrialparticipantsandgovernments

(g)developaCharterofEmploymentRightsforAustralia

(h)promotemodelsofworkplacearrangementswhichpromoteeconomicefficiencywhilerespectingemploymentrightsandstandards

(i)workco‐operativelywithacademicandcommunityorganizationswhichsharesimilarobjectives

(j)encouragetheparticipationofmemberswhosharesimilarobjectives.

13.TheAIERisanorganisationindependentofgovernmentoranyparticularinterestgroupandwillimplementtheseObjectswithacademicrigourandprofessionalintegrity.

14.TheAIERincludesemployerandemployeeinterestsinitsmakeup,membershipandoperation.Itisalsofortunatetohaveincludedinitsgovernancestructureandadvisorybodiesrepresentativesfromtheacademicandlegalfraternity.

15.AlistofthoseinvolvedontheAIERExecutiveCommitteeanditspanelofexpertsisincludedasanAnnexuretothissubmission.

16.ItisAIER’sviewthatanysystemofindustrialregulationmustbefoundedinprincipleswhichreflect:

(a)RightsenshrinedininternationalinstrumentswhichAustraliahaswillinglyadoptedandwhichasamatterofinternationallawisboundtoobserve;

(b)ValueswhichhaveprofoundlyinfluencedthenatureandaspirationsofAustraliansocietyandwhichareembeddedinAustralia’sconstitutionaland

institutionalhistoryofindustrial/employmentlawandpractice.Inparticular,valuesintegraltowhathasbeendescribedasthe“importantguaranteeofindustrialfairnessandreasonableness”4;and

(c)Rightsappropriatetoamodernemploymentrelationshipwhicharerecognisedbythecommonlaw.

17.TheAIERiscommittedtotripartismandisoftheviewthatthelossofagenuinecommitmenttotripartisminAustralianindustrialrelationsissignificantlyhinderingAustralia’sabilitytodevelopamoderneconomycommittedtoindustrialfairnessandachievingproductivitygrowth.

TheAustralianCharterofEmploymentRights

18.In2007theAIERpublishedtheAustralianCharterofEmploymentRights(attachedwiththissubmission).TheCharterisbasedonthe3sourcesofrightsidentifiedabove.

19.TheCharter’spurposeistounravelthecomplexityoftheregulationofworkplacerelationsandre‐defineitbyidentifyingthefundamentalvalueswhichgoodworkplacerelationshipsandgoodlawmadetoenhancesuchrelationshipsmustbebasedupon.

20.TheCharterofEmploymentRightsandthebookwhichaccompaniesit,AnAustralianCharterofEmploymentRights,istheworkofeminentworkplacerelationspractitionersfromboththeacademicandlegalcommunitieswhoareindependentofanystakeholderswithvestedinterests.Alistofthosepersonsinvolvedisincludedintheannexures.

20.TheCharterhasbeenthrougharigorousassessmentprocess.ItwascirculatedindraftformatandpubliccommentwasinvitedandtakenduringtheperiodMarchtoSeptember2007.Anonlinesurveywasdevelopedinordertoreceivefeedbackonitscontent.PublicforumswereheldinSydneyandMelbourne.

21.TheCharterwascirculatedtoalarge(inexcessof2000)numberofhumanresourcespractitionersviatheAustralianHumanResourceInstitute(AHRI)publicationHRmonthly.

22.FormalconsultationsregardingthecontentoftheCharterwereheldwithrepresentativesofeverymajorAustralianpoliticalparty.

23.InhisreportfromtheNSWGovernmentInquiryintooptionsforanewNationalIndustrialRelationssystem,ProfessorGeorgeWilliams,developedasetofprinciplesthathebelievedshouldfoundanewnationalsystem.WilliamscitedanumberofAustralianandoverseassourcesusedtodeveloptheprinciplesandgaveparticularemphasistoAIER’sCharterofEmploymentRights.

24.TheCharterhasbecomeablueprintforassessinggovernmentpolicy,forlegislativereform,forcompanypracticeandforeducationaboutworkplacerights.AIERrecommendstheCharterbeusedinthismannerbythisInquiryasablueprintoffactorsthatwouldneedtobeinplaceinordertopromotemoresecurityinAustralia’sworkplace relationships.

25.TheInstituteencouragesallAustralianworkplacestoadoptandapplytheCharter.Toassistinthis,theInstitutehaspublishedtheAustralianStandardofEmploymentRights,

4NewSouthWalesandOthersvCommonwealth[2006]HCA52,perKirbyJat[523]–[525].

whichconvertsthetenCharterrightsintoapracticalformthatcanbeappliedineveryworkplace.

26.OurexperiencetellsusthattheCharterisbeingusedonadailybasisasaresourcebypractitioners,managers,tribunalmembers,academicsandeventeacherswhoareutilisingtheCharter’scompanionresourceforsecondaryschools,Workright,toinform14and15yearoldstudentsabouttheirrightsandresponsibilitiesintheworkplace.

27.TheAIERthereforealsorecommendsthattheACTUadoptandpromotetheAustralianCharterofEmploymentRightsasrepresentingtherightsthatshouldexistwithinthelawandineveryAustralianworkplaceinordertopromotesecurityinworkplacerelationships.

DefinitionsofInsecurity

28.ForthepurposesofthissubmissiontheAIERhasadoptedabroaddefinitionofinsecurity.Oneformofworkplaceinsecurityarisesfromthenatureofengagement(standardemploymentrelationshipsversusatypicalorcontingentrelationship).

29.Anotherforoninsecurityarisesfromtheexperiencethatworkershaveintheworkplace,theirtreatmentandtheculturethatispromoted.ItisimportantthatthisInquiryaddressesbothoftheseaspectsofinsecurity.AIERbelievesthatthetermsofreferencefortheInquirysupportthisbroadapproach.ItisAIER’sviewthatwithoutabroadlyfocusedandmultifacetedapproachtotheproblemsofinsecurityintheworkplace,thecultureofworkplaces,andtheframeworksinformingourregulatoryregime,insecurity(anditsnegativeconsequences)willcontinuetobeacommonfeature.

30.Insecurityisnotjustafeatureforthoseinprecariousorcontingentrelationships.Insecuritycanbeexperiencedbythosewhohaveapermanentorongoingrelationship.5Forexample,workerswhoarenotengagedindecisionmakingorconsultedaboutchangeoftenfeelinsecureandexperienceanxietywhenchangesareintroducedin theirworkplace.Therelationshipbetweenaworkerandanemployerisuniquebecauseofitshumanness.Thebalancebetweentheexpectationsoftheworkerand whattheybringtotherelationshipandhowtheyaretreatedintheworkplaceisoftenreferredtoasthepsychologicalcontract.KeinandWilkinsonnote:

“Thepsychologicalcontractisbasedonthebeliefthat“hardwork,securityandreciprocityare linked.Fromanemployee’sperspective,thepsychologicalcontractguaranteesjobsecurity,fairwagesbenefits,andasenseofselfworthfordoingthejobwell.Theemployerobtainsandretainsdedicatedworkerswhoperformtheirjobswell,aresatisfiedintheirjobsandarecommittedtotheorganization.”6

Insecurityariseswhenthepsychologicalcontractisshakenorbroken.

31.AusefulframeworkthattheInquirymaywishtoadoptisthatdevelopedbyBurgessandCampbellutilisingtheworkofGuyStanding.Thisworkidentifieseightformsofinsecuritythatimpactonworkersintoday’sworkplaces

• Employmentinsecurity—whenworkerscanbedismissedorlaidofforputonshortertimewithoutdifficulty

5BrosnanPUnderhillE(1998) Introduction:PrecariousEmployment8LabourIndustryp.1

BurgessJCampbellI(1998)TheNatureandDimensionsofPrecariousEmploymentinAustralia8LabourIndustryp.5

6KeinCWilkinsonA(2011)TheBrokenPsychologicalContract:JobinsecurityandCoping,Business

Perspectives,Fall(2010/Winter2011)pp22‐26atp.24

• Functionalinsecurity—whenworkerscanbeshiftedatwillorwherethecontentofthejobcanbealteredorredefined
• Workinsecurity—whentheworkingenvironmentisunregulatedpollutedorentailsotherthingsmakingitdangeroustocontinue
• Incomeinsecurity—whenearningsareunstable,contingencybasedornotguaranteedornearpoverty
• Benefitinsecurity—whenaccesstostandardbenefitsislimitedordenied
• Working‐timeinsecurity—whenhoursareirregularandatthediscretionoftheemployerorinsufficienttogenerateadequateincome
• Representationinsecurity—whentheemployercanimposechangeandneednot,ormayrefuseto,negotiatewiththeworkers’representatives;and
• Skillsreproductioninsecurity—whenopportunitiestogainandretainskillsthroughaccesstotrainingandeducationarelimited.7

32.AsnotedabovetheseaspectsofinsecuritycanbeexperiencedbyallworkershowevertheAIERacknowledgesthattheyaremorelikelytobepresentandmoreacutelyfeltforworkersinparticularcircumstancesincludingthosethatareengagedprecariouslyorcontingently,thoseinworkplacewhererepresentationisnotavailabletoworkersandthosewhoseemploymentconditionsarenot“settled”collectively.

33.TheAIER’sCharterofEmploymentRightsaddressestheaboveaspectsofinsecurity.Firstly,wheretheCharterrefersto“workers”itobviouslyincludesemployees,butitalsoincludesdependentcontractorsandotherworkerswhopersonallyperformworkunderacontractthatseekstoconceal,distortordisguisethetruenatureoftheunderlyingemploymentrelationship.Becausecommonlawapproacheshavesofarfailedtoadequatelyaddresstheproblemofdisguisedemploymentrelationships,theCharteraimstospellouthowatrueemployeeandatrueemployeristobeidentified.

34.TheAIERrecommendsthatthisisanapproachthatshouldbetakeninpolicydevelopment,regulationandpractice.Theemphasisshouldmovetoestablishingrightsthatareuniversallyaccessibleforallthosewhowork.

35.Secondly,theCharteranditsaccompanyingStandarddefinekeycomponents,beyondtheformofengagement,thatgotogethertopromoteworkrelationshipsfoundedongoodfaithanddignityandrecognitionofmutualityandtheneedforreciprocity.InthiswaytheCharterpromoteswaysof“being”and“doing”thatwillaidineliminatinginsecurityanditsnegativeconsequencesviachangingtheexperiencethatworkershaveintheworkplaceandthecultureofworkplaces.

36.Oursubmissionwilladdressthesemattersinfurtherdetail.

7seeOwensR(2002)op cit

Definitionsofemployment–promotinginsecurity

37.ThelastthirtyyearshaveseenprofoundchangesinthewayworkisperformedinAustralia.Newformsofworkingrelationshipsthatdonoteasilyfitthetraditionalmouldhaveproliferated,amongthemengagementthroughlabourhirecompaniesandtheuseofselfemployedcontractors.

38.Thegrowthinatypicalmodesofemploymentisaninternationalphenomenon.AstheILOstatedinits2006ReportontheEmploymentRelationship:

Theprofoundchangesoccurringintheworldofwork,andparticularlythelabourmarket,havegivenrisetonewformsofrelationshipthatdonotalwaysfitwithintheparametersoftheemploymentrelationship.Whilethishasincreasedflexibilityinthelabourmarket,ithasalsoledtoagrowingnumberofworkerswhoseemploymentstatusisunclearandwhoarecurrentlyoutsidethescopeofprotectionnormallyassociatedwiththeemploymentrelationship.8

39.In2000ameetingofexpertsoftheILOrecognisedthisproblemandstatedthatrecenttransformationinthewayworkwasbeingperformedresultedinsituationsinwhichthelegalscopeoftheemploymentrelationshipdidnotaccordwiththerealitiesofworkingrelationships.TheExpertsfoundthatthishadresultedinatendencywherebyworkerswhoshouldbeprotectedbyindustriallawswerenotreceivingthatprotection.

40.Thecurrentindustriallawsprotectmanyofthesedifferenttypesofworkersbutnotothers.Weneedtorecognisethatthecurrentwayourindustriallawsareframed,protectingemployeesrecognisedassuchundercommonlaw,andnototherworkers,institutionalizesdiscriminationagainstagrowingnumberofworkers.

41.Apurposeofindustriallaws,andoneofthepurposesoftheCharter,istoredresstheinequalityofbargainingpowerbetweenthosewhoperformworkandthoseforwhomworkisperformed.Inasimilarvein,theILO’s2006RecommendationConcerningtheEmploymentRelationshipstates:

“Labourlawseekstoaddresswhatcanbeseenasanunequalbargainingpositionbetweenpartiestoanemploymentrelationship…TheprotectionofworkersisattheheartofthemandateoftheILO.”

42.Moderndemocraciesimplicitlyrecognisetheinequalityofbargainingpowerandthroughoutthetwentiethcenturysoughttoredressitbyenactingminimumemploymentconditionsandallowingforcollectiverepresentationofworkers.Howeverthecommonlawandparliamentshaveusedtheconceptofemploymenttodistinguish

8para 6

betweenthoseworkerswhomeritprotectionfromtheinequalityofbargainingpowerandthosewhodonotmeritthatprotection.Manylawsthatprotectemployeesprovidelimitedprotectiontolabourhireworkersandvirtuallynoprotectiontoself‐employedcontractors.InAustraliatheemphasisgivenwithinoursystemtotheconceptofthemalebread‐winnerandtheconceptofstandardemploymentasthenormhasalsomeantthatpart‐timeandcasualworkershavesufferedsignificantlybecauseofthelimitationsenshrinedwithinthelaw.

43.Ifoneofthepurposesofindustriallawsistoprotectpeoplewhoperformwork,whoarevulnerabletoexploitationandwhosufferasaresultofaninequalityofbargainingpower,thecurrentlawsexcludearangeofworkersthatlogicandfairnesssuggestsshouldbeprotected.

44.AIERhasaddressedthisissueindefiningthescopeoftheCharter.TheChartergrantsrightstoemployersandworkers.WheretheCharterrefersto“workers”itincludesemployees,butitalsoincludesdependentcontractorsandotherworkerswhopersonallyperformworkunderacontractthatseekstoconceal,distortordisguisethetruenatureoftheunderlyingemploymentrelationship.

45.Becausecommonlawapproacheshavesofarfailedtoadequatelyaddresstheproblemofdisguisedemploymentrelationships,theCharteraimstospellouthowatrueemployeeandatrueemployeristobeidentified.BeyondtheCharter,thisformulationisproposedasawayforalllabourlawstodealwiththeissue.

46.Fromthemid‐nineteenthcenturythroughthetwentiethcenturytheconceptofemploymentwasdevelopedbythecommonlawandadistinctionwasrecognisedbetweenemployeesandindependentcontractors.Parliamentscommonlyadoptedthisdistinctionandconferredtheprotectionofindustriallawsonemployeesbutleftindependentcontractorsrelativelyunregulated.Overtimeithasbecomeincreasinglydifficulttodistinguishbetweenemployeesandindependentcontractors,withcourtsandindustrialcommissionsusingvariousteststodefinethedistinction.

47.Attimesthedifferencewasthoughttolieintheissueofcontrol:anemployercouldcontrolwhat,where,whenandmostimportantlyhowworkwasperformedbyemployees,whereasindependentcontractorswererelativelyfreeofcontrolbytheprincipal contractors.

48.Attimesthetestwasvariouslystatedas:istheworkerintegratedintotheemployer’sorganisation?Oristheworkerinbusinessonhisorherownaccount?Oristheessenceofthecontractforthesupplyoftheworkandskilloftheworker?Oristheworkerpartandparceloftheemployer’sorganisation?Oristheworkerengagedtoproduceagivenresult?

49.ThecurrentapproachadoptedbyAustraliancourtsisamultifactortest:itpermitscourtstoconsiderawiderangeofindications,noneofwhichisdeterminativeinitself.Courtshaverecognisedthatthereisnomagictouchstone;thesearchforasingledistinguishingfactorisfutile.InthewordsofJusticeDeaneintheHighCourt,thedistinctionbetweenemploymentandotherrelationships“hasbecomeanincreasinglyamorphousoneasthe

singletestofthepresenceorabsenceofcontrolhasbeensubmergedinacircumfluenceofcompetingcriteriaandindicia”.

50.Oneproblemwithanambiguousdistinctionbetweenemployeesandindependentcontractorsisthatemployerscanoftenavoidlawsmeanttoprotectemployees.Theydothisbystructuringtheirrelationshipwiththeworkersoastoavoidrecognisingtheworkerasanemployeeandinsteadcategorisingtheworkerasthoughsheorheisself‐employed.Thisisoftenachievedbythecontractbetweentheemployerandtheworkerexpresslystatingthattherelationshipisnotanemploymentrelationship.Suchcontractualdeclarationsofintentarenotconclusive,butcourtsoftenplacegreatweightonthemwhendeterminingwhethertherelationshipisoneofemployment.

51.Anothermeansofavoidingobligationsimposedbylawsintendedtoprotectworkersistointerposeanotherentitybetweentheemployerandtheworker.Forexample,theemployermayarrangeforalabourhireagencyandnottheemployertoengagetheworkerdirectly.Alternatively,asaconditionofobtainingthejob,theemployermayinsistthattheworkerbecomea“onepersoncompany”thattheemployerthenengagesunderasupposedcommercialcontract.

52.Theeffectoftheselegaldevicesistoavoidindustriallaws,awardsandinsomecasescollectiveagreements,thatshouldapplygiventhetruenatureoftherelationshipbetweentheworkerandthebusinessreceivingthebenefitoftheworker’swork.

53.TheILOhasfocusedontheissueofcontractsthatconceal,distortordisguisethetruenatureofarelationshipbetweenemployerandworker.The2006ReportontheEmploymentRelationshipdefinesadisguisedemploymentrelationshipas

“onewhichislenttheappearancethatisdifferentfromtheunderlyingreality,withtheintentionofnullifyingorattenuatingtheprotectionaffordedbythelaw”.

54.The2006recommendationaccordswiththe2003ILOResolutionontheEmploymentRelationship,whichdeclaresthat“allworkers,regardlessofemploymentstatus,shouldworkinconditionsofdecencyanddignity”.TheapproachadoptedcorrectsthetendencyrecognisedbytheILOMeetingofExpertsonWorkersNeedingProtectionforworkerswhoshouldbeprotectedbyindustriallawsnottobeaffordedthatprotectionduetolimitationsonthelegalscopeoftheemploymentrelationship.

Solutionstotheproblem

55.InthelastfewdecadesparliamentsinAustraliahaveadoptedarangeofsolutionstodealwiththeproblemoftheinadequacyofthecommonlawmeaningofemployment.

56.Onesolutionistodeemspecifiedclassesofworkerstobeemployeesforthepurposesofparticularlaws.

57.Anothersolution,adoptedinpayrolltaxlegislation,istotreatcontractorswhopersonallyperformworkasemployees,eventhoughthecontractormaybeengagedthroughaonepersoncompany.IntheUnitedKingdommanyindustriallawsapplyto“workers”,notjustemployees.TheCanadianLabourCodeextendscertainbenefitstodependentcontractors.Whileuseful,theselawshavenotaddressedtheprobleminthecomprehensivewaythatisproposedhere.

58.ThesolutionadoptedintheCharteristhatitgrantsrightstoemployersandworkers.A“worker”meansanemployeeandincludesadependentcontractor.Where,byreasonoftheuseofanagencyorlabourhirearrangement,atriangularrelationshipexistswhichdisguisesthetrueemployeroftheworker,theCharterextendstothetrueemployer.

59.TheCharteradoptsarelativelysimpleyetcomprehensivedefinitionof“worker”.Apersonisaworkerwithinabusinessthattakesthebenefitoftheworker’slabour(“theemployer”)ifthepersonmeetstwoormoreofthefollowingindicators:

• thepersonissubjecttothecontroloftheemployerinrelationtohowtheworkisperformed
• thepersonusuallyworksfortheoneemployerandonlythatemployer
• thepersonistreatedas,orportrayedtoothersas,partoftheemployer’sorganisation
• thepersonperformsworkthatisthesameasorsimilartothatperformedbyotherswhoaretreatedasregularemployeesbytheemployer
• thepersonhasregularlyworkedfortheemployeroverathreemonthperiod
• thepersonusesequipmentorotherfacilitiesneededtoperformtheworkprovidedbytheemployer(otherthantheusualtoolsoftrade)

andthepersondoesnotengageinentrepreneurialactivitiescharacteristicoftheconductofabusinessinrelationtotheworkprovidedtotheemployer.Typically,thosecharacteristicswillincludeexposuretofinancialrisk,theprovisionofacommercial service(andnotmerelylabour)toarangeofcustomers,thecapacitytosellthebusinessincludingitsgoodwillandthecapacitytodelegatetheperformanceoftheworktoothers.

60.Asnotedabove,theCharterwillalsoapplytodependentcontractors.Dependentcontractorspersonallyperformworkunderacontractandaredirectlyorindirectlyeconomicallydependentononeprincipalcontractor.ForthepurposesoftheCharter,theprincipalcontractorisregardedastheemployer.Thisincludes:contractorswhosesoleorpredominantsourceofincomeisearnedfromoneprincipalcontractor(mostoutworkerswillfallintothiscategory.);workerswhopersonallyperformworkforanentity(suchasacompany,partnershiportrust)wheretheentity’ssoleorprincipalsourceofremunerationispaymentfortheworkprovidedbytheworker.Thispointdealswithoneoftheinterposedentityproblems:thefactthattheservicesoftheworkerareprovidedtotheprincipalcontractor,throughaonepersoncompany.

61.Thereisathirdproblem.Thisinvolvesaddressingconductthatdisguisestherealityofarelationshipbymaskingtheidentityoftherealemployer.Suchasituationusuallyoccurswhereaworkerisengagedbythetrueemployerthroughanintermediary,suchasan

agencyoranentitythatpurportstobealabourhirer.RecentAustralianexperiencesuggeststhattheuseofthiskindofdeviceisnotconfinedtosmallfly‐by‐nightoperationsbutisusedfromtimetotimebymajorcorporations.Itsdetrimentaleffectonworkersisthreefoldandpotentiallyverysevere.Firstly,itenablesthetrueemployertoavoiddirectresponsibilityforthepaymentoftheworker’swagesandother entitlements,denyingworkersaccesstothewealthofthebusinesswhichhastakenthebenefitoftheirwork.

62.Secondly,bythisdevicethetrueemployerisabletodistanceitselffromwageclaimsorothergrievancesraisedbytheworkerswhoselabourittakesthebenefitof.Theimpositionofanintermediary“employer”meansthatworkersareunabletocollectivelybargainwithandtakeactionagainstthetrueemployer;areunabletojoinwithregularemployeesofthetrueemployerforcollectivebargaining,thusweakeningthecollective;andareunabletotakeupgrievancesdirectlywiththetrueemployerdespitethesourceofthegrievancebeingtheconductofthatentity.

63.Thirdly,becauseagreementsusuallyimposeobligationsonlyontheparticularemployer(s)namedbythoseinstruments,thoseobligationscanbeavoidedbythenamedemployerdevolvingtheroleofemployertoanintermediarynotnamedbythoseinstruments.

64.Thelawshouldapplytothetrueemployerdespitetheimpositionofanintermediaryorthirdparty“employer”.Atestisrequiredtodistinguishbetweenlegitimatethirdpartyarrangementswherethebusinesstakingthebenefitoftheworkshouldnotberegardedastheemployerandillegitimatethirdpartyarrangementsdesignedtoavoidemploymentobligations,inwhichcasethebusinessistoberegardedasthetrueemployer.Thetraditionalcommonlawtestshaveprovendifficultandatestdirectedatthepurposeoftheuseoftheintermediaryislikelytoprovideamoreappropriatedividingline.Thetestproposedacknowledgesthatagencyandlabourhirearrangementscanbeusedforlegitimatepurposesbytheenduserbusinessbecause,inawiderangeofcircumstances,sucharrangementsgenerateeconomicefficienciesthathavenothingtodowiththeavoidanceoflabourcostsoremploymentobligations.

65.TheCharteradoptsthefollowingtestfordeterminingwhetheraworkerisaworkeroftheentitythatgetsthebenefitoftheworker’swork(thetrueemployer)incircumstanceswhereathirdentitypurportstobetheemployer.Aworkerisaworkerofthetrueemployer,wherethepersonmeetstwoormoreofthefollowingindicators:

• thepersonissubjecttothecontrolofthetrueemployerinrelationtohowtheworkisperformed
• thepersonusuallyprovidesworkinthebusinessofthetrueemployerandonlythatbusiness
• thepersonistreatedas,orportrayedtoothersas,partofthetrueemployer’sbusiness organization
• thepersonperformsworkthatisthesameasorsimilartothatperformedbyotherswhoaretreatedasregularemployeesbythetrueemployer
• thepersonhasregularlyworkedforthetrueemployeroverathreemonthperiod

• thepersonusesequipmentorotherfacilitiesneededtoperformtheworkprovidedbythetrueemployer(otherthantheusualtoolsoftrade)

butnotwherethethirdentitywhichiscontractedtoprovidetheperson’slabourtotheend‐userbusinesshasacontractwiththatbusinesswhichprovidesacommercialreturntothethirdentityandwhichbyreasonoftheprovisionofthelabourunderthecontract,ascomparedwiththeuseofdirectemployees,providestheenduserbusiness significantandgenuineeconomicefficienciesunrelatedtothecomparativecostofemployingthatperson’slabourdirectlyandunrelatedtoanyintentonthepartoftheenduserbusinesstounderminethecapacityofworkersworkinginitsbusinesstocollectivelybargaintogether.

66.Weddedwiththeabovedefinitionscouldbearecastingoftolegislationsuchthatitpresumesanemploymentrelationshipforallworkersandallowsforaccesstothetribunaltoresolveissuesindisputewherethenatureoftherelationship(employeeorcontractor)issubjecttodispute.

AccesstoFairMinimumStandards

67.CharterRight8states

“Everyworkerisentitledtotheprotectionofminimumstandards,mandatedbylawandprincipallyestablishedandmaintainedbyanimpartialtribunalindependentofgovernment,whichprovideforaminimumwageandjustconditionsofwork,includingsafeandfamily‐friendlyworkinghours.”

68.AIERbelievesthatallworkersregardlessofemploymentstatusshouldhaveaccesstoaseriesofminimumstandardstoenableworkerstobejustlyrewardedfortheirwork,toensurefairnessacrossthelabourmarket(especiallyforvulnerableworkers)andtoenableemployeestoliveafulfillinglifeandattainafairbalancebetweenworkandtherestoftheirlives.However,workersengagedprecariouslyorcontingentlydonotgenerallyhavethisaccessinAustralia.

69.Thegapinaccesstofairminimumstandardsforworkersotherthanthoseengagedinstandardemploymentrelationships(SERs)representsaformofdiscriminationagainstthosewhoarenonSERworkers.TotheextentthatapurposeoflabourlawandregulationistoprovideprotectionparticularlytothosemostvulnerableintheworkforcethisobjectiveisnotbeingmetfornonSERworkers.9

70.ItiswidelyrecognisedthatAustralia’sexperienceofcasualworkisuniquewhencomparedtootherliberaldemocracies.CampbellpointsoutthattheAustraliandistinctiveness includes

“notonlythesizeofthecasualworkforce(bothregularandirregular)andthetrajectoryofgrowthoverthepasttwodecadesbutalsothesizeoftheshortfallinrightsandbenefitsthatdividescasualandpermanentemploymentandthewayinwhichcasualisationisfacilitatedbythedistinctivesystemoflabourregulationinAustralia.”10

71.TounderstandprecariousorcontingentworkweneedtounderstandthelimitationsofSERs.HistoricallyinAustraliathepermanentfull‐timeworkerwasthepivotaroundwhichbenefitsweredefinedandinfactaroundwhichtradeunionsandsocialpolicyactivistsagitatedforindustrialandsocialreform.TheemphasiswithinAustraliawasonthemale‐breadwinnerasthemodelfordefiningbenefitsandrights.AcommitmenttotheSERwasacommitmenttoamechanismdesignedtoprotectemployeesagainsteconomicandsocialrisks,reducesocialinequalityandincreaseeconomyefficiency.11However,thedefinitionoftheSER(male,full‐time,permanent)andtheprivilegedpositionaffordedtothoseemployedinaccordancewithitwasalwaysgenderedandignoredformofengagementthatsatoutsideofthemodel.

9ThamJ‐G(2007) ‘TowardsanUnderstandingofStandardEmploymentRelationshipsunderAustralianLabourLaw20AJLLpp123‐158.

10CampbellI(2004)“CasualWorkandCasualisation:HowDoesAustraliaCompare?”LabourIndustryVol.15No.2December2004pp85‐111atp.85

11FudgeJ(2006) “PrecariousEmploymentinAustraliaandCanada:TheRoadtoLabourLawReform19AJLLpp105‐126atpp.107‐114

72.Industrialawardswere,andremainstill,themechanismbywhichtheexperienceofSERandnonSERworkerswasframed. Canadianacademic,JudyFudge,notesthatgiventhatawardsuntilrelativelyrecentlyfailedtoregulatepart‐timework,thegrowthinwomen’semploymentinAustraliawasviacasualengagement.Withmostpart‐timeworkinAustraliabeingcasualinnature.12

73.Thenegativeconsequencesofinsecurityarisingfromprecariousorcontingentworkaredisproportionatelyfeltbywomen.AustralianunionsshouldexaminetherolethattheyhaveplayedinestablishinghierarchiesaroundtheSERthathavefacilitatedthis.Formanywomen,giventhedoubleloadofpaidworkandunpaidwork(inthehome)thattheycontinuetoshoulder“flexibility”hasmeantacceptingtheadversityofinsecurity.

74.Clausesinawardsandagreementshaveandcontinuetobeillconceived.AIERnotesthateveninthenewModernAwardsthedefinitionofcasualworkeriscommonlyexpressedasbearingnomoredetailthanbeing“someoneengagedassuch”. ItisarguablethatunderthisformulationcontainedinmanyModernAwardsanyworkercouldbeemployedasacasualworker.Itcertainlyprovidesagreatdealofdiscretiontoemployerstomakeachoicefreefromanyparticularconstraintstochoosetoengageworkersascasuals.Adefinitionofthistypedoesnotprovideforanyguidancetoemployersorworkersastowhentheusualofcasuallabourwouldorwouldnotbeappropriate,thereforeinhibitingtransparencyandunderstandingattheworkplace.

75.Thisalmost“freechoice”foremployersislikelytobeencouragedbythefactthatthegapinentitlementsbetweencasualandotherformsofengagementislargeinAustralia.Campbellnotesthatthe“cashingout”ofminimumentitlementsforcasualworkersthroughtheuseofthecasualloadingissomethingthatisuniqueinAustraliaandthatthislegaldeprivationofsomanystandardrightsandbenefitswouldbeseenasan“archaicformofemploymentinappropriatetoamodernsociety.”13

76.AIERnotesfurtherthatprovisionsinmodernawardsareconfusingastojustexactlywhatbenefitsorrightshavebeentradedoffbytheloadingwithatleastoneawardcontainingthefollowingprovision

(a)Anemployeemaybeengagedasacasualandmustbepaidanhourlyratecalculatedbyconvertingtheappropriateannualratefortheclassificationprescribedinclause15toanhourlyrateandaddingaloadingof25%.

(b)Suchloadingispaidtocompensatesuchcasualemployeesforlackofcontinuityinemployment,paidleave,terminationandotheremploymentbenefitsofafull‐timeorpart‐timeemployee.14

Basedontheaboveformulationitwouldappearthatthe25%loadingisdesignedtocoveranyotheremploymentbenefits.Wasthisintended?Whilsttheamountof

12Ibid p.9013Ibid p.100

14MA000065‐ProfessionalEmployeesAward2010

loading(25%)appearscommonacrossallofthemodernawardsthatAIERreviewed,theexpressionofwhatthiscoversintermsofcompensationvariedquitewidely.

77.AIERrecommendsthatintheneartermtheACTUconductareviewofModernAwardstoappraisetheseprovisions.FurtherthattheACTUraisethisdisparityinthereviewofModernAwards.

78.Furthermore,intheinterestsoftransparency,andtoremoveambiguity,theAIERrecommendstheinclusion,withinModernAwardsofastandarddefinitionofatruecasualworkerthatprovidesgreaterclaritytotheappropriateuseofcasualwork.Thiscommondefinitiontoincludeconceptsofintermittencyandirregularengagementthatshouldbeattheheartofcasualwork.

79.TheAIERalsosuggeststhattheACTUgiveconsiderationtodevelopingmaterialsforACTUaffiliatestofacilitatetheirreviewofcasualprovisionsincollectiveagreementsinordertorefinetheseprovisionstoprovideclearerandmoreappropriateprotectionshere.

80.Theabovestrategiesdonotresolvetheinherentproblemsexperiencedbycasualworkers.Theconceptofacasualloadingrecognisesthatfundamentalrightscanbetradedoff.Thisisamatterthatwedealwithinsomedetaillaterinthissubmission. Thisinturnreinforcestheconceptofacommodificationofcasuallabour.Theloadingitselfisnotsufficienttofullycompensateforwhatislost.Casualworkersareunlikelytoprogressupclassificationscalesregardlessofexperience.Theyarelesslikelytohaveaccesstotrainingandcareerorskillsdevelopmentetc.15

81.Inrealitymanycasualworkersdonotreceivethecasualloading.Alternativelytheyworkincircumstanceswhereitisdifficulttofindapermanentequivalentworkerwithwhotocompareratesofpayinorderascertainwhetheracasualloadinghasinfactbeenapplied. Enforcementisanissue.TheFairWorkOmbudsmanhasaroletoplayhere,howevergiventhedifficultiesindefinitiondescribedintheparagraphsaboveitmaybeadifficulttasktoascertaintheappropriatebenefitsaccruingtocasualsinarangeofcircumstances.

82.TheextenttowhichAustraliaallowsforthe“optingout”ofminimumentitlementsthroughmechanismssuchasthenodisadvantagetestorbetteroffoveralltestandviatheexclusionandqualificationonsomegroupsofworkers(casuals,fixedterm,thoseofemployedbyorganisationsofaparticularsizeandviaqualifyingperiods)isuniqueandshouldbereviewed.

83.AIERsubmitsthatAustralianlabourlawneedstoberecastinthefollowingways

• Byrethinkingworkrelationships,consciouslyacknowledgingtheimpactofthebread‐winnermodelonourindustrialregulationandpracticeandcommittingtooverturningtheimpactofthis.Inparticulartoaddressthediscriminationthathasresultedforwomenworkers.

15Campbell(2004)opcitpp92‐93

• Byrecastingourlawsothateveryworkerhasaccesstoasuiteofminimumentitlements/rightsonaproratabasis.Thereshouldbenoabilitytocontractoutofthese.Thisalsomeansthatmechanismstoqualifyforrightsorbenefitssuchascontinuityofservice,numberofhoursworked,periodsofserviceormethodsofengagementshouldalsobediscarded.

DecentWorkDignity‐newfoundationstounderpinsecurity

84.Charterright2WorkwithDignitystates

“Recognisingthatlabourisnotacommodity,workersandemployershavetherighttobeaccordeddignityatworkandtoexperiencethedignityofwork.Thisincludesbeing:

• treatedwithrespect
• recognisedandvaluedforthework,managerialorbusinessfunctionstheyperform
• providedwithopportunitiesforskillenhancementandcareerprogression
• protectedfrombullying,harassmentandunwarrantedsurveillance.”

85.Inanenlighteneddemocraticsociety,giventheimpactofworkonindividualsandcommunity,peopleshouldbeaffordedtheopportunitytoexperiencedecentwork.Theconceptofdecentworkasapolicy,legislativeandpracticalframeworkforregulatingworkrelationshipsisgainingpurchasearoundtheglobe.16

86.TheILOdescribesdecentworkasfollows:

Decentworkmeansproductiveworkinwhichrightsareprotected,whichgeneratesanadequateincome,withadequatesocialprotection.Italsomeanssufficientwork,inthesensethatallshouldhaveaccesstoincome‐earningopportunities.Itmarksthehighroadtoeconomicandsocialdevelopment,aroadinwhichemployment,incomeandsocialprotectioncanbeachievedwithoutcompromisingworkers’rightsandsocialstandards.17

87.Centraltothisconceptofdecentworkistheconceptthatworkshouldbeperformedinanenvironmentoffreedom,equalityandsecurity.Workersexperienceofinsecurityatandofworkunderminestheabilitytoobtaindecentwork.

88.TheDeclarationofPhiladelphia,whichdefinedtheaimsandpurposesoftheILO,statesthat“allhumanbeings,irrespectiveofrace,creedorsex,havetherighttopursueboththeirmaterialwell‐beingandtheirspiritualdevelopmentinconditionsoffreedomanddignity,ofeconomicsecurityandequalopportunity”.18

16Owens2002opcitp.7

17InternationalLabourOffice,ReportoftheDirectorGeneral,DecentWork,InternationalLabour

Conference,87thSession,Geneva,1999,p11.

18Annex,II(a)oftheILOConvention

89.OneofthecorefoundingprinciplesoftheILOisthat“labourisnotacommodity”.AstheeconomistKarlPolanyiputit,thecommoditystatusoflabourissimplyaconvenientfictionthatmomentarilygreasesthewheelsofcommercebutisdetrimentalforsociety.Thegrowingemphasison“flexibility”andincreasedcasualisationoftheworkforcehasincreasedthecommodificationoflabour.

90.Inrecentyearsthecommonlawhasincreasinglyrecognisedthatworkershaveaninterestinperformingwork,notjustbeingpaid.Thisisbecausethebenefitsofworkforanemployeecanincludesatisfactionofperformingthework,theopportunitytokeeptheworker’s“handin”,andtheopportunitytodevelopexperiencetoensureemployabilityinotherfields.AstheEnglishCourtofAppealhasnoted:“Associalconditionshavechangedthecourtshaveincreasinglyrecognisedtheimportancetotheemployeeofthework,notjustthepay”.19

91.TheUnitedNationsUniversalDeclarationofHumanRightsstatesthat

“Everyonewhoworkshastherighttojustandfavourableremunerationensuringforhimselfandhis[sic]familyanexistenceworthyofhumandignity”.20

88.TheEuropeanUnion(EU)CharterofFundamentalRights(2000)proclaimsthat“Humandignityisinviolable.Itmustberespectedandprotected.”TheEUCouncilhasalsoadoptedapolicyondecentwork.RecentEuropeanFoundationstudieshavefocusedonfivekeydimensions:

• qualityofworkandemployment
• ensuringcareerandemploymentsecurity
• maintainingthehealthandwell‐beingofworkers
• developingskillsandcompetenciesand
• reconcilingwork–lifebalance.21

89.Definitionsofdignityusuallystressnotionsofworth,esteemorhonour,whicharebestowedbyothers.Thisincludesfeelingsofprideandself‐respect.Thesedefinitionsdenoteanabidingsenseofrespectfromothersaswellasacorrespondingsenseofself‐respect.Workcanenhanceordiminishdignity.

90.AIERisconcernedthatthenotionofdignityatwork,includingarespectforemploymentsecurityhavebeenlostinpublicpolicyframeworksandpublicdiscoursearoundworkinAustralia.

91.Thevalidityofachievingdignityatworkasaregulatory/policysettingwasclearlychallengedbytheadoptionofthe“Workchoices”legislation.ThepublicrepudiationofWorkchoices,hasmeantthatnopartieshavebeenpreparedtopubliclyendorsethat

19WilliamHillOrganisationLtdvTucker[1999]ICR291,seealsoBlackaddervRamseyButcheringServicesPtyLtd(2005)221CLR539at566.

20

policyhowevertherehasnotbeenadeclaredabandonmentoftheneo‐liberalphilosophythatunderpinnedthis.

92.RecentcallsfromvariousemployergroupstoincreaseAustralia’sproductivitybyregulatingtoreducelabourstandardsdemonstratethatneoliberalphilosophyisstilldominanthere.Toemphasisethepointbyexample,dignityatworkincludesthecapacitytoeffectivelyparticipateindeterminingthetermsandconditionsofwork.Thisinvolvestherightsoffreedomofassociation,unionrecognition,collectivebargaining,therighttostrikeandtherighttobeconsultedandparticipateindecisionmaking.Theseareallrightsthatinrecenttimeshavebeenhighlycontestedeitherinpublicdiscourseorindeedinmattersbeforecourtsandthetribunal.

93.TheUNInternationalCovenantonEconomic,SocialandCulturalRightsprescribesequalopportunityforeveryonetobepromotedintheiremploymenttoanappropriatehigherlevel,subjecttonoconsiderationsotherthanthoseofseniorityandcompetence.22 Thisdependsonallworkersbeingprovidedwithopportunitiesforskillenhancementandcareerprogression.

97.AccumulatingpersonalhumancapitalisnotonlyaneconomicrightofindividualsrecognisedbytheUNcovenant;itisalsointhelonger‐termeconomicinterestsofemployingenterprisestomaximisetheopportunitiesfortraining,developmentandpromotionofthepeoplewhoworkthere.Retainingahighlyskilledworkforceshouldfacilitatethequalityofoutputaswellasthecompetitiveness,productivityandinnovationofenterprises.

98.However,someemployersaretemptedtoadopt“low‐road”strategies.Thesecaninvolveadoptingshort‐termmindsets,minimizinginvestmentintheskillformationoftheirworkforceandattemptingtopurchaseenhancedskillfromtheexternallabourmarket.Thepressuretomaximiseshort‐termfinancialreturnstendstoinduceemployerstoadoptthesestrategies.

99.Throughandexaminationoftheconceptdignityofanddignityatwork,andthroughtheCharteringeneraltheAIERhasestablishedasetofindicatorsthatreflectkeyelementsofthedecentworkagenda.Thisconceptofdecentworkestablishesaframeworkmoreexpansivethanthatwhichhasbeentraditionallythedomainoflabourlawandindustrialrelationslegislation.TheAIERsubmitshoweverthatthesolutiontotheproblemsassociatedwithinsecurityatworkcanonlybefoundinamultipronged,multilayeredapproachtotheissue.

100.TheAIERthereforesubmitsthatallpartiesincludinggovernments,socialpartiesandinfactindividualemployersandworkersadopttheILOdefinitionofdecentworkastheirpolicyobjectiveandframeworkandutilizethisforthedevelopmentofappropriatenewformsofindustrialregulation,policy,culturalchangeandeducativeinitiativesandonthegroundpractice.

22

101.WithinthisframeworkwecanreflectanewpurposeforindustrialregulationwhichincludespolicyparametersthoseassociatedwiththetraditionalSERincluding

• Toprotectworkersagainsteconomicandsocialrisks
• Reducesocialinequality
• Increaseeconomicefficiency

andaddsnewpurposestakingaccountofdeficiencieswithintheoldSERintoday’seconomysuchas

• topromoteequalaccessformenandwomentotheemploymentsystem
• supportlifelonglearninginordertoimproveemployabilityandincreaseflexibilityintheworkplace.23

23ForfurtherdetailsofthisapproachseeBoschG(2004) ‘TowardsaNewStandardEmploymentRelationshipinWesternEurope‘BritishJournalofIndustrialRelations42:4December2004pp617‐636

EconomicPerspectivesonWorker’sRights–Arightsbasedapproachissustainable

102.Oneofthemostimportantobjectionstotheimplementationofworkers’rightsistheviewthatsuchrightsimposesignificanteconomiccostsontheeconomyintheformofreducedoutputandemployment.Thisisbasedonneo‐liberalideologydrawingonneoclassicaleconomictheory.However,bothinternalandexternaltheoreticalcriticismsofthisconclusionarguethatitisbasedonaspecificationofthetheorywhichcannotdescribeactualeconomies.Whenthetheoryismodifiedsoastoincorporateessentialfeaturesofcontemporaryeconomies,theconclusionthatrightsimposecostsisnolongersustainable,asthetheorycannolongermakepredictionsabouttheimplicationsoftheimpositionofrights.

103.Thismeansthatthequestionofeconomiccostsmustbetestedempirically.Hereagain,theevidencedoesnotsupportthecontentionthatrightsarecostly.Mostoftheevidencesuggeststhatgrantingworkers’rightscausesnolossofoutputoremployment,whilealsosupportingabeneficialrelationbetweenlegislationprovidingforsecurityofemployment(EmploymentProtectionLegislation,orEPL)andthedistributionofincomeandequity.

104.Modernpolicyisoftenguidedbyneo‐liberal(economicrationalist)ideology.Withrespecttothelabourmarket,itisarguedthataderegulatedlabourmarket,withnoemploymentprotection,willallowtheforcesofsupplyanddemandtoestablishaprice(wage)andconditionswhichwillensurethatalllabourthatisavailabletoworkatthatwagecandoso.Accordingtothisview,markets,whenleftalone,willachieveoptimaloutcomes,andsoinstitutions,representativeofthisideology,suchastheWorldBankandtheInternationalMonetaryFund(IMF)havepushedforlabourmarketderegulationandincreasedflexibilityofemploymentconditionsandtime.Inotherwords,theyarguethatderegulatedmarketscanguaranteefullemploymentunderconditionsthatassumecompetitivemarketconditions.Aconsequenceofthisisthatregulatedmarketswithminimumwagesandemploymentprotectioninterferewiththemarketmechanism,andsowillimposecostsontheeconomy,eitherintermsofjoblossesorintermsofhigherprices.Thetheorybehindthisresultisderivedfromneoclassicalanalysisandreliesonmarketsfulfillingcertainconditions,includingbothperfectcompetitionandperfectinformation.Perfectcompetitionimpliesthatallagentsinthemarket,especiallyfirmsandemployees,aresosmallrelativetothesizeofthemarketthattheycannotexertanymarketpower.Thismeansthattheyhavenoinfluenceoverwageoutcomes,sothat theyareallpricetakers.Moreover,theinformationrequirementsoftheanalysisdemandperfectknowledgenotonlyofallcurrentactivitybutalsoofthefuture.Noreputableeconomistbelievesthattheconditionsforperfectcompetitionexistinanyactualeconomy,butmanyneoclassicaleconomistsconsiderthatdeparturesfromperfectcompetitionarenotimportantenoughtoinvalidatetheuseofthemodelasatoolforanalysingaggregateemploymentandunemployment.

105.ThelimitationsofneoclassicaltheoryasaguidetopolicyarewellknownintheliteratureandareparticularlywellarticulatedbyJosephStiglitz,aformerseniorvicepresidentand

chiefeconomistoftheWorldBankandNobelLaureateinEconomics.24Labourmarketanalysisiswidelyrecognisedasanareawheretheuseofneoclassicaltheoryislikelytocauseanalyticalproblems.Byreferencetoeconomictheory,thereisnocredibleprimafaciecaseagainstinterventioninlabourmarketstosetminimumemploymentconditions.Accordingly,anempiricalanalysisisnecessary.

106.Intheimportantcaseofminimumwages,theoreticalambiguityoccursinpartbecausewagesarebothacosttotheemployer(hence,increasesarelikelytoreduceemployment)andanincomefortheemployeeandthereforeasourcefortheirspendinganddemand(hence,increasesarelikelytoincreaseemployment).Inaddition,itisastandardresultofmicroeconomictheorythatwhenemployershavemarketpower,sothatperfectcompetitiondoesnothold,minimumwagelegislationcanincreaseemployment.Especiallyinthiscase,thetheoreticalpositionwithrespecttotheeconomiccostsofemploymentrightsisambiguous,andreferenceneedstobemadetotheempiricalevidence.ThisistrueoflabourmarketregulationmoregenerallyandisreflectedinrecentOECDreports.

107.Initially,theOECDunambiguouslyopposedEmploymentProtectionLegislation(“EPL”),arguingthatlabourmarketderegulationwasanecessaryconditionforgrowthandfullemployment.However,afterstrongtheoreticalandempiricalcriticism,ithasrecentlyreverseditsposition.In2004theOECDEmploymentOutlookstatedthat:

ThenetimpactofEPLonaggregateunemploymentisthereforeambiguousapriori,andcanonlyberesolvedbyempiricalinvestigation.However,thenumerousempiricalstudiesofthisissueleadtoconflictingresults,andmoreovertheirrobustnesshasbeenquestioned…TheimpactofEPLonoverallemploymentandunemploymentratesisambiguous…Overall,theoreticalanalysisdoesnotprovideclear‐cutanswersastotheeffectofemploymentprotectiononoverallunemploymentandemployment…noclearassociationcanbedetectedbetweenEPLandunemploymentrates.25

108.AssummarisedbyeconomistRichardFreeman:

“Studiesofminimumwages…ofemploymentprotectionlegislation…andofdiverseothersocialprotectionprograms…findlittleornoimpactoftheseinstitutionalinterventiononeconomicefficiency”.26

109.LackoflabourmarketflexibilityasthemajorcauseofunemploymentinEuropewastheneworthodoxyofthe1990s,especiallyamongtheOECDandneo‐liberaleconomists.However,theempiricalstudiessupportingthisorthodoxyhavebeenshowntobeso

24Stiglitz,J,WhitherSocialism?,MITPress,CambridgeMass.,1996.

25OrganizationforEconomicCooperationandDevelopment(OECD),OECDEmploymentOutlook,OECDParis,

2004,pp.63and80

26Freeman,R,(2000)“Singlepeakedvs.diversifiedcapitalism:therelationbetweeneconomicinstitutionsand

outcomes”,NationalBureauofEconomicResearchWorkingPaper7556,2000,p.18

flawedthateventheOECD,asaninstitution,wasforcedtobackdown.AgainFreemansummarisesverysuccinctlywhathappened:

“TheOECDJobsStudycamedownstronglyinfavourofderegulationandactivelabourmarketpolicies,butsucceedinganalysesbytheOECDhavehighlightedtheweaknessofthatcase.Countrieswithverydifferentregulatorypracticesandpolicieshavesurprisinglysimilaroutcomes.”27

110.Thereisnowstrongagreementthatderegulationoflabourmarketsandtheincreasedlabourmarketflexibilitythatensuesarenotassociatedtoanysignificantextentwithincreasedlevelsofemploymentorfallingunemployment.However,theyareassociatedwithadeteriorationinthedistributionofincome.InFreeman’swords:

“Thebottomlineisthatemploymentprotectionlegislationaltersthedistributionofworkbutnotitsvolume.”28

111.TheOECDitselfhascommented:

Highuniondensityandbargainingcoverage,andthecentralisation/co‐ordinationofwagebargainingtendtogohand‐in‐handwithloweroverallwageinequality.Thereisalsosome,albeitweaker,evidencethatthesefacetsofcollectivebargainingarepositivelyassociatedwiththerelativewagesofyouths,olderworkersandwomen.Ontheotherhand,thechapterdoesnotfindmuchevidencethatemploymentofthesegroupsisadverselyaffected.

Norobustassociationsareevidentbetweentheindicatorsofwagebargainingdevelopedinthischapterandeitherthegrowthrateofaggregaterealwagesornon‐wageoutcomes,includingunemploymentrates.29

112.Anotherargumentagainstrightsforworkersisthe“conventionalwisdom”thatpredictsthatlowerlabourstandardswillbemoreattractiveforforeigndirectinvestment(FDI),whichwillincreasedomesticemploymentandoutputinthelongerterm.Somearguethat,byincreasingthecostofemployinglabour,workers’rightsmakecountrieslesscompetitiveandthereforelessattractivetoforeigninvestors.Thisviewhasbeencriticisedonthebasisthatemploymentrightsmayincreasetheproductivityofworkersthroughtheirimpactoneducation,skillsacquisitionandfirmloyalty,aswellasbeingassociatedwithhighereconomicgrowth.Thereisnocredibleempiricalevidencetosupportthe“conventionalwisdom”.Infact,theempiricalevidence“suggest[s]thatFDItendstobegreaterincountrieswithstrongerworkerrights”.30

27op. cit.,p.2228ibid.

29op.cit.p.130

30Kucera,D,“Corelabourstandardsandforeigndirectinvestment”,InternationalLabourReview,vol.141,nos1–

2,2002,p.34.

113.Inshort,workers’rightsdonotseemtohaveanysignificantnegativeimpactonemploymentorefficiency,buttheydohaveasignificantimpactonequalityandthedistributionofincome.

114.Assuggestedabove,theevidenceoverwhelminglysupportstheviewthatgreaterflexibilityinlabourmarkets,especiallythatwhichoccursbyreducingthepoweroftradeunions,increasesearningsinequality.AgaintheOECDitselfhaspointedthisout:

[Our]analysisconfirmsonerobustrelationshipbetweentheorganisationofcollectivebargainingandlabourmarketoutcomes,namely,thatoverallearningsdispersiontendstofallasuniondensityandbargainingcoverageandcentralisation/co‐ordinationincrease.Itfollowsthatequityeffectsneedtobeconsideredcarefullywhenassessingpolicyguidelinesrelatedtowage‐settinginstitutions.31

115.Incomeinequalityandotherundesirablesocialeffectsthatmayflowfromincreasedflexibilitymayreduceproductivity.Thisisparticularlythecaseasempiricalevidencesuggeststhatworkerscareaboutsocialjusticeandthattheirincentivetoworkisinfluencedbytheirperceptionofhowtheyarebeingtreated.Moregenerally,casualisationislikelytoreducethecommitmentofworkerstofirmsandhencereduceproductivity.Thismayhaveseriouseffectsoninternationalcompetitiveness,so“itislikelythat[freedomof]associationrightswouldincreaseoutputandcompetitivenessbyraising productivity”.32

116.Thereisalargebodyofevidencesupportingtheassociationbetweenstrongerworkers’rightsandhighereconomicgrowthaswellasimproveddistributionofincome.Therearemanyreasonsforthis,includingimprovedpossibilitiesforthedevelopmentofhumancapital,reductionsinindustrialunrest,improvedfirmloyaltyandreducedlabourturnover.

117.Theprovisionofreasonableprotectionstoworkers,suchasthosecontainedintheAustralianCharterofEmploymentRights,isunlikelytoimposecostsontheeconomyintheformofreducedemployment,outputorefficiency.Neitherthetheoreticalnortheempiricalevidencesupportsthecaseforanylossinoutput,efficiencyoremploymentresultingfromtheserights.Infact,thereissignificantevidencesuggestingthatthereversemaybetrue.Itisreasonabletosuppose,andtheempiricalevidenceconfirms,thatworkers“care”aboutjustconditionsandequity,andtheyreactadverselytoperceivedunfairnessandinequality.Inaddition,thereisevidenceofalinkbetweenbetteremploymentrightsandimprovingeconomicperformancethroughimprovementsinlabourproductivityassociatedwithbettereducationandskillacquisition–andinincreasedforeigndirectinvestment,amongotherfactors.

31op.cit.,p.166.

32Martin,W,andMaskus,K,“CoreLaborStandardsandCompetitiveness:ImplicationsforGlobalTradePolicy”,

ReviewofInternationalEconomics9(2),2001,p.317

118.TheAIERrecommendsthattheACTUjoinswithorganisationssuchasAIERinordertomakeastrongpubliccaseforlabourmarketregulationsbasedonarightsbasedapproachasadoptedinourCharterofEmploymentRights.Thisincludesactivelyeducatingaboutthebenefitsofarightsbasedapproachandpromotingagreaterunderstandingofinternationalrightsbasedinstrumentsandhowtheyapplytotheworldofwork.

Movingbeyondtheadversarial

118.AIER’svisionforAustralia’sindustrialrelationsfutureisonethatisunderpinnedbyfairnesstoallsides,balanceandfosteringgreaterrespect,harmonyandinnovation.WeraisethismatterinthecontextofthisInquiryprincipallybecausewethinkanewapproachtodefiningindustrialrelationshipswithinAustraliaisrequiredifthetriggersforinsecurityaretoberemovedoratleastminimalised.Oneofthemajorobstaclestoachievingthisinourviewisthelossofgenuine,ratherthanfunctionaltripartisminthisarenawithinAustralia.Thislossoftripartismmeansthereislimitedopportunitytodiscussnewapproachestoregulatingworkrelationshipsinanonadversarialclimate.

119.TheAIERbelievesthatgreatereffortneedstobeputtorebuildinganenvironmentofgenuinetripartism.AIERhaspreviouslycalledforsupportforaCentreforWorkplaceCitizenship.33 Werenewourcallforthisinitiativeviathissubmission.OurdetailedproposalforthisCentreisattachedasanAppendixtothissubmission.

33ForamoredetaileddiscussionofIndustrialcitizenshipsee:EwingKD(1998)’AustralianandBritishLabourLaw:

DifferencesofFormorSubstance‘,11AustralianJournalofLabourLaw44;McCallumR(1996),’TheNewMillenniumandtheHigginsHeritage:IndustrialRelationsinthe21stCentury‘,38JournalofIndustrialRelations294;FudgeJ(2005)’AfterIndustrialCitizenship:MarketCitizenshiporCitizenshipatWork?’,IndustrialRelations,60(4),pp.631‐653.

Annexure1:

AustralianInstituteofEmploymentRightsInc.Patrons

TheHonourableRJHawkeProfessorRonMcCallumAO

Executive Members

President

MrMichaelHarmerHarmersWorkplaceLawyers

VicePresidents

Employer–FionaHardie–HardieGrantPublishingEmployee–PaulRichardson–NationalUnionofWorkersIndependent–Hon.PaulMunro

Treasurer

MarkPerica–CPSU‐SPSF

Members

SeanReidy–QueenslandBar

GaryRothville‐GaryRothvilleandAssociatesMarkIrving‐VictorianBar

AnthonyLawrence‐HWLEbsworthJoelFetter–ACTU

TimMcCauley‐AMWU

LisaHeap–AIERExecutiveDirector

Annexure2

Charter‐PanelofExpertsCharterAdvisoryCommittee

MordyBrombergSC,VictorianBar(nowJusticeofFederalCourt) / ProfessorBarbaraPocock,CentreofWorkandLifeattheUniversityofAdelaide
ProfessorJoellenRiley,SydneyUniversity / JusticePaulMunro,formerPresidentialMemberoftheAIRC
ProfessorGregBamber,MonashUniversity / ProfessorRonMcCallumAO,SydneyLawSchool
CarolAndrades,RyanCarlisleThomas / DavidChin,NSWBar
AssociateProfessorAnthonyForsyth,MonashUniversity / AnneGooley,Partner,MauriceBlackburnCashman(nowCommissionerFairWorkAustralia)
AssociateProfessorColinFenwick,MelbourneUniversity(andnowILO) / ProfessorRussellLansbury,UniversityofSydney(liaison)
ProfessorMarilynPittard,MonashUniversity / EmeritusProfessorJohnNeville,UNSW
ProfessorDavidPeetz,GriffithUniversity / AssociateProfessorPeterKriesler,UNSW
MichaelHarmer,HarmersWorkplaceLawyers / BobRussell,GriffithUniversity
MarkIrving,VictorianBar / JuliaWatson,MelbourneUniversity
PeterRozen,VictorianBar

Annexure3

TheAustralianCharterofEmploymentRights

Recognisingthat:improvedworkplacerelationsrequiresacollaborativecultureinwhichworkerscommittothelegitimateexpectationsoftheenterpriseinwhichtheyworkandemployersprovideforthelegitimateexpectationsoftheirworkers.

Anddrawingupon:Australianindustrialpractice,thecommonlawandinternationaltreatyobligationsbindingonAustralia,thisCharterhasbeenframedasastatementofthereciprocalrightsofworkersandemployersinAustralianworkplaces.

1.Goodfaithperformance

Everyworkerandeveryemployerhastherighttohavetheiragreedtermsofemploymentperformedbythemingoodfaith.Theyhaveanobligationtoco‐operatewitheachotherandensurea“fairgoallround”.

2.Workwithdignity

Recognisingthatlabourisnotamerecommodity,workersandemployershavetherighttobeaccordeddignityatworkandtoexperiencethedignityofwork.Thisincludesbeing:treatedwithrespectrecognisedandvaluedforthework,managerialorbusinessfunctionstheyperformprovidedwithopportunitiesforskillenhancementandcareerprogressionprotectedfrombullying,harassmentandunwarrantedsurveillance.

3.Freedomfromdiscriminationandharassment

Workersandemployershavetherighttoenjoyaworkplacethatisfreeofdiscriminationorharassmentbasedon:

• race,colour,descent,national,socialorethnicorigin
• sex,genderidentityorsexualorientation
• age
• physicalormentaldisability
• maritalstatus
• familyorcarerresponsibilities
• pregnancy,potentialpregnancyorbreastfeeding
• religionorreligiousbelief
• politicalopinion
• irrelevantcriminalrecord
• unionmembershiporparticipationinunionactivitiesorothercollectiveindustrialactivity
• membershipofanemployerorganisationorparticipationintheactivitiesofsuchabody
• personalassociationwithsomeonepossessingoneormoreoftheseattributes.

4.Asafeandhealthyworkplace

Everyworkerhastherighttoasafeandhealthyworkingenvironment.Everyemployerhastherighttoexpectthatworkerswillco‐operatewith,andassist,theiremployertoprovideasafeworkingenvironment.

5.Workplace democracy

Employershavetherighttoresponsiblymanagetheirbusiness.Workershavetherighttoexpresstheirviewstotheiremployerandhavethoseviewsdulyconsideredingoodfaith.Workershavetherighttoparticipateinthemakingofdecisionsthathavesignificantimplicationsforthemselvesortheirworkplace.

6.Unionmembershipandrepresentation

Workershavetherighttoformandjoinatradeunionfortheprotectionoftheiroccupational,socialandeconomicinterests.

Workershavetherighttorequiretheiruniontoperformandobserveitsrules,andtohavetheactivitiesoftheirunionconductedfreefromemployerandgovernmentalinterference.Everyworkerhastherighttoberepresentedbytheirunionintheworkplace.

7.Protectionfromunfairdismissal

Everyworkerhastherighttosecurityofemploymentandtobeprotectedagainstunfair,capriciousorarbitrarydismissalwithoutavalidreasonrelatedtotheworker’sperformanceorconductortheoperationalrequirementsoftheenterpriseaffectingthatworker.ThisrightissubjecttoexceptionsconsistentwithInternationalLabourOrganizationstandards.

8.Fairminimumstandards

Everyworkerisentitledtotheprotectionofminimumstandards,mandatedbylawandprincipallyestablishedandmaintainedbyanimpartialtribunalindependentofgovernment,whichprovideforaminimumwageandjustconditionsofwork,includingsafeandfamily‐friendlyworkinghours.

9.Fairnessandbalanceinindustrialbargaining

Workershavetherighttobargaincollectivelythroughtherepresentativeoftheirchoosing.Workers,workers’representativesandemployershavetheobligationtoconductanysuchbargainingingoodfaith.Subjecttocompliancewiththeirobligationtobargainingoodfaith,workershavetherighttotakeindustrialactionandemployershavetherighttorespond.

Conciliationservicesareprovidedwherenecessaryandaccesstoarbitrationisavailablewherethereisnoreasonableprospectofagreementbeingreachedandthepublicinterestsorequires.Employersandworkersmaymakeindividualagreementsthatdonotreduceminimumstandardsandthatdonotundermineeitherthecapacityofworkersandemployerstobargaincollectivelyorthecollectiveagreementsmadebythem.

10.Effectivedisputeresolution

Workersandemployershavetherightandtheobligationtoparticipateindisputeresolutionprocessesingoodfaith,and,whereappropriate,toaccessanindependenttribunaltoresolveagrievanceorenforcearemedy.Therighttoaneffectiveremedyforworkersincludesthepowerforworkers’representativestovisitandinspectworkplaces,obtainrelevantinformationandproviderepresentation.

Annexure4

TheAustralianStandardofEmploymentRights

Recognisingthat:improvedworkplaceculturerequiresworkersandemployerstorecognisetheirpivotalroleasindustrialcitizens.

Andbuildingupon:theAustralianCharterofEmploymentRights,thisStandardhasbeenframedasastatementofthereciprocalrightsandresponsibilitiesofworkersandemployersinAustralianworkplaceswhichhavereceivedthedistinctionofbeinga‘Charter‐AccreditedWorkplace’.

1.Goodfaithperformance

A.Employersandworkersdonotseektomislead,deceiveortrickeachotherbutalwaysseektoactinanhonestandtrustworthymanner.

B.Employersandworkersdonotabuseanypowersordiscretionsgrantedtothemintheemployment contract.

C.Nopersoninorassociatedwiththeworkplaceissubjectedtoharassmentorhumiliationsoastocausepsychologicalharmordistress.

D.Workersandemployersactingoodfaithduringterminationoftheemploymentrelationship.Workersaredismissedonlyforareasonrelatingtotheirperformanceorconduct,orforoperationalbusinessreasons.Workersarewillingtoservethenoticeperiodrequiredintheircontractiftheydecidetoterminatetheiremployment.

E.Employersandworkersdonotmaliciouslydamagethereputationoftheother.

F.Employersdonotseektoplaceanillegitimaterestrictiononthefreedomofworkerstopursuetheircareersoncetheiremploymentrelationshipisover.

2.Workwithdignity

A.Employersandworkersarecommittedtorecognisingandaffirmingthedignityofeverypersonintheworkplace.

B.Thereisnobullyingandharassmentintheworkplace.

C.Theemployerregularlyinvestsintheskillformationofworkersandappropriatecareerpathsaredevelopedwithintheworkplace.

D.Surveillanceoftheworkplaceonlyoccurswiththeconsentofworkersandwhenusedforalegitimatepurpose.

E.Everypersonintheworkplaceiscommittedtotreatingotherswithrespect.

3.Freedomfromdiscriminationandharassment

A.Theemployeriscommittedtoachievingaworkplacethatisfreefromdiscriminationandharassmentbasedonprotectedattributes.

B.Theemployermakesnon‐discriminatorydecisionsaboutallworkrelatedmattersby givingeveryworkerandjobapplicantfairaccesstoallworkplaceopportunitiesandbenefits.

C.Theemployerhasaclearsetofpoliciesandproceduresforaddressingandmanagingtherisksarisingfromdiscriminationandharassmentintheworkplace.Thisincludes:

ipreparinganddistributingawrittenpolicyondiscriminationandharassment

iiensuringthatthereisinplaceaprotectiveinvestigationprocesswhichdealswithcomplaintspromptlyandproperly

iiimaintainingthoroughrecordsand(subjecttolegalrequirements)guaranteeing confidentiality

ivpromotingthepolicythroughoutthebusiness

vprovidingtrainingonoperationofthepolicytoallworkers,includingthoseinleadershippositions

viifpossible,appointingtraineddiscriminationandharassmentcontactofficers

viireviewingworkpracticesandregularlymonitoringandevaluatingtheworkplaceculturetoensurecompatibilitywithappropriatestandards

viiiguaranteeingthatnoworkerwillbevictimisedformakingacomplaintorforsupportingsomeonewhohasdoneso

ixensuringthatallpartiestothecomplaintsprocessarepermittedtohaveasupportperson,advocate,unionofficialorothersimilarrepresentativeaccompanythemtoanyinterviewsormeetings

xprovidingaworkerwhohassuffereddiscriminationorharassmentintheworkplacewithaccesstocounsellingservicesorotheremployeeassistanceprograms

xidealingwithperpetratorsinamannerproportionatetotheseverityoftheirbehaviour

D.Allworkersarecommittedtoachievingaworkplacethatisfreefromdiscriminationandharassmentbasedonprotectedattributes.

4.Asafeandhealthyworkplace

A.Theemployeriscommittedtomakingsafetypartofthelifebloodofthebusinessbyminimisingexposuretohealthhazardsandtakingallstepstominimisedeathsandinjuriesintheworkplace.

B.Theemployerhasasystematic,proactiveandcomprehensiveriskmanagementprocesstoensuretheachievementofasafeandhealthyworkplace.

C.Thereisconsultationwithworkersaboutmajorchangestosafetyandhealthmeasuresaswellaschangestoworkthatmayhavesafetyorhealthimplications.

D.Workersaregiventheopportunitytoberepresentedindealingswiththeiremployerconcerninghealthandsafetyissues.

E.Thereisadequateinformation,instruction,trainingandsupervisiongiventoworkerstoenablethemtoperformtheirworkinamannerthatissafeandwithoutriskstohealth.

F.Theworkplaceisfreeofbullying,stress,abuseandanxietythatisdetrimentaltotheworker’smentalhealth.

G.Allworkersarecommittedtoachievingasafeandhealthyworkplaceandtocooperatingwithmanagementaboutworkplacesafetymeasures.

5.Workplace democracy

A.Bothemployersandworkersrejectadversarialworkplacerelationsandcommittoseekingmutuallybeneficialoutcomes.

B.Theemployerdoesnothaveablanketmanagerialprerogativebutiscommittedtomanagingthebusinessinaresponsiblemanner.

C.Bothemployersandworkersarecommittedtoengaginginconstructivedialogue.Aspartofthis,workersareallowedtoexpresstheirviewsintheworkplaceandhavetheirviewsconsideredingoodfaithbytheiremployer.

D.Inthecaseofbusinessdecisionsthathavesignificantimplicationsforworkerssuchasworkplacerestructuring,workershavetheopportunitytoparticipateinthedecision‐makingprocessbybeingprovidedwithinformationandmeaningfulconsultation.

E.Workersarecommittedtocooperatingwithandsupportingtheemployer’srighttoresponsiblymanagetheirbusiness.

6.Unionmembershipandrepresentation

A.Workersarenotdiscriminatedagainstortreateddetrimentallyforjoiningorbeingamemberofaunionoronaccountoftheirunionactivities.

B.Nojoborotheremploymentbenefitisofferedontheconditionthattheworkerisnotaunionmemberorrelinquishtherighttounionrepresentation.

C.Theemployerdoesnotrefusetorecogniseaunionorpunishitsmembersforparticipatinginlawfulindustrialactivity.

D.Theemployerrecognisesthattherighttocollectivelybargainisanintegralaspectofunionmembership.

E.Theemployerdoesnotrestricttheroleoftheunioninrepresentingworkerswithintheworkplace.

F.Workersandtheirunionsexercisetheirrighttocollectivism,responsibly,ingoodfaithandwithregardtotheirongoingemploymentrelationshipandthedignityofeverypersonintheirworkplace.

7.Protectionfromunfairdismissal

A.Theemployerhasasystematicandcomprehensiveriskmanagementprocesstomanagingdismissalsorterminationsofemploymentintheworkplace.

B.Theemployerhasalegitimatereasonforterminationofemploymentwhenthatterminationrelatestotheworker’sconduct.

C.Priortoterminationandwherepossible,anemployershouldwarntheworkeraboutconductorperformancematterssothattheworkerhasareasonableopportunitytorectifytheconductorimproveperformance.

D.Workerswhoarebeingdismissedareentitledtoproceduralfairnessinthedismissalprocess.

E.Whereaworkeristerminatedbecauseoftheemployer’soperationalrequirements,theterminationistobetreatedasaredundancy,andproceduresfordetermininganddealingwithredundanciesarefollowed.

F.Theemployeriscommittedtorespectingthedignityofallthoseinvolvedinthetermination process.

8.Fairminimumstandards

A.Theemployeriscommittedtocomplyingwithfairminimumstandardsimposedexternallytotheworkplace.

B.Theemployer,inconsultationwithworkers,iswillingandcommittedtoprovidingfairstandardsthatbuilduponthelegislativeminimumandwhicharetailoredtotheneedsoftheworkplace.

C.Theemployerrespectstheneedofworkerstoliveafulfillinglifeandtoattainafairbalancebetweenworkandtherestoftheirlives.Inrecognisingthis,thebusinessiscommittedtodevelopingpoliciesonflexibleworkpractices,parentalleave,workinghoursandworkloads,andotherconditionswithintheworkplace.

9.Fairnessandbalanceinindustrialbargaining

A.Workershavetherighttobargaincollectively.

B.Allpartiesinvolvedinbargainingforworkplaceagreementsactingoodfaithandwithdueregardforthedignityandintegrityofallpersonsintheworkplaceandrelevantthirdparties.

C.Workershavearighttouserepresentativesoftheirchoosinginthebargainingprocess.

D.Workershavetherighttouselawfulindustrialactionaspartofthebargainingprocess.Employershavearighttorespondtothis.

E.Theuseofstatutoryindividualagreementsdoesnotundercutcollectiveagreementsandisnotusedasamechanismtoavoidorunderminecollectivebargainingwithworkers.

10.Effectivedisputeresolution

A.Theprocessofdisputeresolutionisclearlydocumentedandaccessibletoallworkers,offeringbothformalandinformaloptions.

B.Theemployerhasawell‐designeddisputeresolutionprocessthataimsto:iGuaranteetimeliness,confidentialityandobjectivity

iiBeadministeredbytrainedpersonnel

iiiProvideclearguidanceontheinvestigationprocess

ivGuaranteethatnoworkerisvictimisedordisadvantagedformakingacomplaint

vBeregularlyreviewedforeffectiveness

viGuaranteethattheworkercanparticipateinthedisputeresolutionprocesswithoutanylossofremuneration

viiGraduatefrominformaltoformalmeasures

C.Thedisputeresolutionprocessisprocedurallyfair.

D.Theprocessofdisputeresolutionallowstheworkerandtheemployertoberepresented.Fullaccesstorelevantrecordsandinformationastothedisputeresolutionprocessisprovidedtotheworkerandtheirrepresentative.

E.Ifthedisputecannotberesolvedattheworkplacelevel,thedisputeisreferredtoanindependentandimpartialbodythathasthepowertoresolvethedispute.

Annexure5

Amechanismtofosterandsupportculturalchange–thecreationofaCentreforWorkplace Citizenship

ThisproposalisintendedtoscopetheestablishmentofanationalresourcetopromotefairworkpracticesinAustralia.

Byresourcewemeananorganisation/Centrededicatedto:

• ImprovingthequalityofworkinglivesofindividualAustralians

• Creatingconditionsforbusinesssuccess

• Enhancingsocialcohesionviathepromotionofrespectfulworkplacesandtheunderstandingofworkplacecitizenship

• EducatingtheAustralianpublicaboutfairworkpracticesandworkplacecitizenship.

Itisproposedthatthisorganisationbeindependentandultimatelyself‐sustaining.Theresourceshouldbecomposedofrepresentativesofemployersandemployeesandthosewhobroadlyhaveaninterestintheestablishmentoffairworkpracticesandworkplacecitizenship.

Whilsttheultimateaimisfortheorganisationtobeselfsustaining(foundedintherecognitionthatfairworkpracticesandrespectfulrelationshipsaredirectlybeneficialtothepartiesinthelabourmarket),initialseedfundingfromgovernmentisrequiredinordertopromotetheimmediatesuccessoftheorganisation,publicrecognitionforitspurposesanditsabilitytoensurethatitseffortsarenotnarrowlyconfined.

Thepresentaggressive,adversarialworkplaceculturerequiresaninjectionofresourcestoovercomelearnedbehavior.Thereisasubstantialpublicbenefitwarrantingtheexpenditureofpublicfundsinthemanneroutlinedinthisproposal.

Co‐operativeapproachestostakeholderengagementarebeingadoptedinbroadersocialandeconomiccontextsbothwithinAustraliaandinternationally.

Thereisalsoagrowingtrendinternationallyforthisco‐operativeapproachtopromotinginnovationandproductivityintheworkplace.

Differentmodelsapply–independentnotforprofitentitiesthatreceivegovernmentfunds(NZEEOT),distinctoperatingunitswithingovernmentbureaucracy(NZPartnershipCentre),independentstatutoryauthorities(Ireland’sNationalCentreforPartnershipPerformance).

InAustraliatheVictorianandQueenslandGovernmenthavesponsoredprogramsdesignedtoshowcasethepartnershipsapproachthroughinitiativessuchasthePartnersatWorkGrants(Vic)andBetterWorkandFamilyBalanceGrantsProgram(Vic)andtheSmartWorkplacesProjects(Qld).42

TheAustralianInstituteofEmploymentRights(AIER)hasoccupiedauniquespacebeingtheonlyindependentbodyinAustraliawithemployerandemployee/unionrepresentationinitscompositionandwiththestatedaimsofpromotingtherecognitionandimplementationof

therightsofemployeesandemployersinacooperativeindustrialrelationsframework. TheAIERhasadoptedtheprinciplesoftheILOanditscommitmenttotripartiteprocesses.

Withlimitedresources,andinadifficultpoliticalenvironment,theAIERhasbeenabletoproducevaluableresourcessuchasitsCharterofEmploymentRights(andaccompanyingbook),theAustralianStandardofEmploymentRightsandtheeducationresourceWorkright,participateinandfacilitateforumsforpublicdebateandinputintopublicinquiries.Ithasreceivednumerousrequeststoprovidemoreinformationandtoassistorganisationswishingtoimproveworkplaceculture.

Thebenefitsofestablishingthisresource

Initiativesofthiskindbenefitemployers,employeesandunions.Itislogicalthereforethatemployersandthetradeunionmovementwillinvestinaninitiativeofthistype.Therearealsosubstantialpublic(orthirdparty)benefitsassociatedwiththeinitiativethatwarranttheinjectionofpublicfunds.

Withoutinitiativesdesignedtodrivefairnessandanunderstandingofworkplacecitizenshiporganisationswillcontinuewiththeircurrentcostcompetitiveapproachandtheadversarialindustrialrelationsculturewillpermeate.

Foraslongasglobalcompetitivenessreliesincreasinglyonflexibilityandinnovation(ratherthanprice)andtheservicerelatedindustriesheavilyreliantonthequalityofhumancapitalcontinuetogrowinAustralia,thereisaneedtomovebeyondshortterm,andadversarialworkplace relationships.

Newworkplacerelationshipscanbefosteredthat:

• helptore‐orientfirmstowardsdevelopmentswhichimprovequality,innovationandresponsivenesstoemergingmarketopportunities

• shifttheindustrialrelationsclimatetooneofengagementaroundissuesofmutualinterest

• ensure,viainvolvementandrespectthatmaximumvalueofemployeesisreached

• provideapositiverolefortradeunionstoplayintheworkplace.Thepublicbenefitsassociatedwiththisproposalare:

• Reducedtransactionalcostsinformingandmaintainingworkplacerelationships

• Reducedlevelofindustrialdisruptionandlossofproductivityviahiddendissatisfactionandlowmorale

• MoreadaptiveproductionbaseAcceleratedpaceoforganisationalandculturalchange

• Improvedsocialcohesionresultingfromgreatersatisfactionwithworkandimprovedproductivityandeconomicsustainability.

Inadditionthepublicbenefitshouldalsobemeasuredintermsofthecostsofnotsupportingsuchaninitiative.Thesecostsarelargelyassociatedwiththelagordelayinachievingculturalchangetowardsfairnesswherepartiesareskepticalorfinditdifficulttomoveawayfrompastpracticeorwheretheimprovementswiththesechangesareincrementalanddifficulttomeasure.Inthisenvironmentandwithoutthesupportof

additionalresourcesthepositivemorelong‐terminitiativesmaybecrowdedoutbyimmediateshort‐termagendas.

Thereisalsothepotentialthatwithoutaresourcethatprovidesacatalystforpositivechangetheexperienceofthischangewillbenarrow.Forexamplesolelyamongstlargeorganisationswiththeinternalhumanresourcescapabilitiestomanageitthemselves.

Theroleandfunctionoftheresource

Thereisaveryclearneedforthisnewresource:

• Toensurethatfairnessmovesbeyondthemachineryofgovernmentandtofacilitatethedevelopmentofonthegroundofculturalchange

• ChangestothenatureofthelabourmarketandinparticularAustralia’sskillsshortagerequireinnovativeresponses

• Promotingrespectingandtrustfulenvironmentswithinworkplaceswillallowinnovationandproductivitytoflourish

• Industrialpartiesneedsupportandeducationtomoveforwardparticularlygiventherecentpast.

Thisresourceshouldbeguidedbythefollowingobjectives:

• ImprovingthequalityofworkinglivesofindividualAustralians

• Creatingconditionsforbusinesssuccess

• Enhancingsocialcohesionviathepromotionofrespectfulworkplacesandworkplace partnerships

• EducatingtheAustralianpublicaboutfairworkpractices.

Itwillachievetheseobjectivesthroughfacilitatingimprovementsinworkplaceandindustryrelationships,promotingfairworkpracticesandeducatingthecommunity.Itshouldcarryoutthefollowingfunctions:

• Fosteringfront‐endculturalchange

• Promotingmodelsoffairworkpractices

• Educatingworkplaces,industrialpartiesandthebroadercommunity

• Collectingandanalysingdataregardingpracticeswithinworkplaces.

Fosteringfront‐endculturalchange

Theresourcewillactasacatalystforculturalchangeprovidingonthegroundassistancetoorganisationswantingtotakeupthischallenge.Itwillassistorganisationstobuildtheinternalcapacitytomakethemselvesfairbothintermsoftheprocessofchangeitselfandtheimplementationoffairpractices.Theemphasiswillbeonbuildingthecapacityoftheorganisationsthemselvestoimplementeffectivestrategies.Tothisendtheresourcewill:

• Provideinformation,resourcesandexamplesoffairworkpracticesandprocesses

• Traininternalfairworkfacilitatorsfromamongstthestaffandmanagementoforganisations

• Beavailabletoprovideadvicetoorganisationsandactasaresourceandtrainandaccreditotherstoalsoprovidethisresource

• Establishanetworkoforganisationsthatapplyfairworkpracticesthatcanhelpandsupporteachother.

Promotion/demonstrationofmodelsoffairworkpractices

Whatisfair?PracticesthatemergedunderWorkChoicesprovidedAustraliawithmanyexamplesofwhatunfairpracticesmightlooklike.Whilstwehaveanideaorgeneralfeelforwhatthedifferenceisbetweenfairandunfairpractices,Australianworkplaceswillneedsomeclearstandardsasaguideorruleofthumbofwhatfairnessmeansinpractice.

JurisdictionssuchastheUKhavedonethisbylegislativeinitiativeandprovidingcodesofconductonavarietyofmatters.TheAIERhasattemptedtocapturetheminimumprovisionsthatshouldexistinanyworkplaceviaitsCharterofEmploymentRightsandtheAustralianStandardofEmploymentRights.

Thisnationalresourcewillhelporganisationstointerpretandapplythelegislationinpractice.Tothisenditwill:

• Createamodelstandardorsetofbenchmarksforfairnesswhichareconsistentwith,andhelporganisationstomeet,therequirementsofnewlegislation

• Publishandpromotethisstandard/benchmark

• Publishandpromotecasestudiesoforganisationsachievingorstrivingtoachievethis standard/benchmark

• EstablishasystemofvoluntaryaccreditationagainstthebenchmarkorstandardPublishvoluntarycodesofconduct

Educatingworkplaces,industrialpartiesandthebroadercommunity

Thepoliticisationofworkplacerelationshasdonelittletoenhancegenuineunderstandingoffairnessatwork.ThedominanceofunitaristtheoryinthetrainingofhumanresourcepractitionersthathasemergedinAustraliasincethe1980shasalsounderminedthepartnershipapproachtoworkplaceparticipation.Ithasalwaysbeendifficulttoeducatefirsttimeentrantstothelabourmarketabouttherightsandobligationsintheworkplaceandwhatisfairandreasonabletreatment.Tothisendthenationalresourceshould:

• engageininitiativesdesignedtopromoteanunderstandingintheAustraliancommunityaboutwhatisfairnessatwork

• engagewithacademiaandthoseinvolvedinthetrainingofHR/IRpractitionersaboutavaluesbasedapproachtotheirteaching/learningand

• assistintheproductionofresourcestargetingnewentrantstothelabourmarket.Itshouldalsoholdabiennialconferencedesignedtoshowcaseexamplesoffairworkinpractice

• Provideavenueforthepresentationofresearchandacademicdiscussionabouttrends

• Engageandeducatepractitionersintheachievementoffairworkstandards.

Collectingandanalysingdataregardingpracticeswithinworkplaces

Thecollectionandanalysisofwhat’shappeninginsideworkplacesoverthenextdecadewillbeacrucialtooltoassessthedepthofculturalchangethatlegislativeandpolicychangehasbroughtabout.Thisnewnationalresourcewillbewellplacedtoexaminequalitativelythelevelofprogresstowardsfairnesswithinworkplaces.Tothisendthenationalresourcewill

• Surveybienniallyorganisationsaboutwhatishappeningtoimplementfairnessintheworkplace.Thissurveywillbelinkedtothefairnessstandardsandaccreditationsystemtheorganisationhasestablished.

• Thesurveyingprocesswillbeestablishedinconjunctionwitharecognisedtertiaryinstitutionthathasexpressedaninterestinoversightthesurveyprocess.Thiswillensuretherigouroftheprocessandthattheresultsofthesurveywillbeabletobeusedtoenhanceacademicendeavours.

• Surveyresultswillbemadeavailablepubliclyforthepurposesofpromotingfairworkpractices,enhancingacademicendeavour,facilitatingpublicdiscourseandinformingpublicpolicy.

• Surveyresultswillbeexploredatthebiennialconferenceoftheresource.

RelationshiptoFairWorkAustraliatheFairWorkOmbudsman

TheworkofthisnewresourceandFWAwillbecomplimentarybutnotoverlap.Forexamplethisresourcewillnotbeinvolvedindisputeresolution.Itsemphasiswillbeonassistingtheprocessofculturalchange,promotingfairworkpracticesandeducationaboutthesepracticesandtheirbenefits.ItislikelythatthenewresourcewillbeabletogaintheconfidenceofemployersandemployeesinwaysthatFWAortheFWOwillnotbeabletobebecauseitwillhavenoenforcementorcompliancepowersorroleandwillbeabletotakeaproblemsolvingapproachtoassistingtheparties.