FW Act, Making it Fair & Low Paid Women. Anne Junor Notes for Women and Work Research Group firstname.lastname@example.org Pay Equity Workshop Friday 18 December 2009. Safety net – Modern Awards plus NES. In addition to annual reviews, modern award minimum wages can be varied:
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FW Act, Making it Fair & Low Paid Women
Notes for Women and Work Research Group
Pay Equity Workshop
Friday 18 December 2009
MIF: Amend Act s. 65 to require lodgement of individual flexibility arrangements with Fair Work Australia (R.13). Is simple lodgment enough??
(a) extra annual leave in exchange for foregoing an equivalent amount of pay; and
(b) extra personal/carer’s leave in exchange for foregoing an equivalent amount of pay
(S 129; Regulations).
MIF: Extend right to request to casuals (R.14)
0.75 0.8 0.85 0.9 0.95 1.00 1.05 1.10
Ratio female/male hourly earnings
Rob Bray FAHCSIA
MIF: Amend Act to impose legal obligation on parties to bargain to achieve pay equity, and FWA not approve an agreement unless the agreement is necessary to achieve pay equity or implements it (R. 15)
FWA to require employers of significant numbers of NESB workers to provide explanations of agreements in employees’ own language (R. 16).
MIF: Priority collection of baseline data on the workforce participation of Indigenous women and women with disabilities (R. 55 , 56); ministerial review of qualifications & English language programs; federal-state government work experience program for migrant women (R. 57-59); targeting CALD women in publicity on paid maternity leave (Recommendation 60);
Removal of Superannuation Guarantee earnings threshold, extension of fund access & co-contributions to all employees; fund or modification of Ausfund to consolidate multiple jobholders’ contributions (37-39);
Long service leave scheme allowing portability of service based on equitable industry-based employer contributions (R40).
Netherlands (Burri 2009):
Sweden (Jonsson and Nyberg 2009):
MIF: Review of assistance to employers in providing child care (R.61); creation of a special portfolio to develop policy on out of school care (R. 62). Good, but no recommendations on PT
The Spotlight Skills Recognition Tool
Developed for NZ DoLPay and Employment Equity Unit (Commissioned on initiative of Philippa Hall to ‘make pay equity ordinary’)
Skills classification framework consisting of three sets of skills – shaping awareness, interacting/relating and coordinating
Five learning-based levels of each skill – familiarisation, fluent practice, practised problem-solving, solution-sharing, system-building
Provides a systematic means of naming precisely, at 5 levels of experience-based learning, the hard-to-define, often-overlooked ‘people’ and ‘time management’ skills required in service work
Turns ‘soft skills’ and ‘personal qualities’ ‘into a systematic taxonomic framework on which recognition and career development can be based
Both job and person focused - being used as a recruitment interview item bank in DoL and for individual skill audits in parts of NZ Community sector; has also helped inform use of equitable job evaluation tool in several pay equity cases
Case Studies by Celia Briar, Conor Twyford
Burri, S. (2009) ‘The Netherlands; Precarious employment in a context of flexicurity’, in L. Vosko et al. (eds) Gender & the Contours of Precarious Employment, Routledge, London: 127-142.
Carney, T. (2009) ‘The employment disadvantage ofmothers: Evidence for systemic discrimination’ Journal of Industrial Relations 51: 113-130.
Jonsson, I. & Nyberg, A. (2009) ‘Sweden: Precarious work and precarious unemployment’, in Vosko et al., pp. 194-210.
NZ Dept of Labour (2009) Spotlight: A Skills Recognition Tool, DOL, Wellington
Zhang, A. (2009) Will things improve for migrant workers? Paper presented at Symposium on The Fair Work Act: Promises, Potential, Protections and Pitfalls, UNSW, Sydney, 21 August.