DOCSLIB.ORG

OECD Report 7/8 11Am

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
OECD Report 7/8 11Am OECD Review of Family Friendly Policies: The Reconciliation of Work and Family Life Australia’s Background Report Prepared by the Australian Department of Family and Community Services and Department of Employment and Workplace Relations with assistance from the Work and Family Life Consortium August 2002 AUSTRALIA’S BACKGROUND REPORT ON FAMILY FRIENDLY POLICIES © Commonwealth of Australia 2002 ISBN 0642770298 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no part may be reproduced by any process without prior written permission from the Commonwealth, available from the Department of Finance and Administration. Requests and inquiries concerning reproduction and rights should be addressed to the Manager, Copyright Services, Info Access, GPO Box 1920, Canberra ACT 2601 or by e-mail [email protected]. Early in 2001, Australia agreed to participate in the Organisation for Economic Co-operation and Development (OECD) three country thematic review of “Family Friendly Policies: The Reconciliation of Work and Family Life”. The Commonwealth Department of Family and Community Services (FaCS) funded participation in this review and collaborated with the Commonwealth Department of Employment and Workplace Relations (DEWR). Participation in the review included the preparation of this Australian Background Report (or Country Note). It provides a point-in-time overview of key Commonwealth policies and programs that support reconciliation of work and family life. The Work and Family Life Consortium was commissioned to assist FaCS and DEWR with the preparation of this Background Report. Most of the data presented in this report is current for August 2001. As part of the review, Australia also hosted a visit by an OECD Study Team from 13 – 23 August 2001. The team met with a wide range of individuals and organisations including members of parliament, federal and state government departments, employer and industry representative groups, peak interest bodies, trade unions, best practice employers, service providers and academics. The Commonwealth wishes to acknowledge all who have been involved in this review: the members of the Steering Committee, the contributors to the report and those who assisted in arranging the Study Team’s visits and meetings in the Australian Capital Territory, Queensland, New South Wales, Victoria and Western Australia. The Australian Background Report is available on the internet at the following sites: Commonwealth Department of Family and Community Services: www.facs.gov.au Commonwealth Department of Employment and Workplace Relations: www.workplace.gov.au OECD: www.oecd.org For further information contact the Commonwealth Department of Family and Community Services on 1300 653 227. People with a hearing or speech impairment can contact the Department on its telephone typewriter (TTY) on 1800 260 402. ii AUSTRALIA’S BACKGROUND REPORT ON FAMILY FRIENDLY POLICIES Contents 1. Introduction and Overview .............................................................................. 1 Chapter 2: The Australian Context ............................................................................................ 2 Chapter 3: Families and Work .................................................................................................. 2 Chapter 4: Family Policy Settings .............................................................................................. 3 Chapter 5: Support for Families in the Workplace...................................................................... 4 Chapter 6: Work and Family Workplace Practices ...................................................................... 4 Conclusion .............................................................................................................................. 5 2. The Australian Context .................................................................................... 7 2.1 Basic Demographic Context .............................................................................................. 7 2.2 The Family Context ...........................................................................................................7 2.3 Changes in the Labour Market and the Nature of Work ................................................... 10 3. Families and Work ......................................................................................... 16 3.1 Joblessness and Families ................................................................................................. 16 3.2 ‘Spillover’ from Work to Family........................................................................................ 21 3.3 Patterns of Time Use ....................................................................................................... 21 3.4 Emerging Issues Shaping Policy Development .................................................................. 24 4. Family Policy Settings .................................................................................... 26 4.1 Family Assistance and In-work Benefits ........................................................................... 27 4.2 Child Care ...................................................................................................................... 30 4.3 Support for Returning to Work ........................................................................................ 33 4.4 Family Support ...............................................................................................................34 4.5 Community Support........................................................................................................ 35 4.6 Child Support ................................................................................................................. 35 4.7 Indigenous Australians.................................................................................................... 35 4.8 Summary ........................................................................................................................ 37 5. Support for Families in the Workplace ............................................................ 38 5.1 Workplace Relations—the role of Governments .............................................................. 38 5.2 Employer, Trade Union and Non-government Organisations ............................................. 39 5.3 Work and Family Measures in Workplace Relations ‘Instruments’ ..................................... 40 5.4 Summary ........................................................................................................................ 44 6. Work and Family Workplace Practices ............................................................ 46 6.1 Leave provisions .............................................................................................................46 6.2 Flexible Working Arrangements ....................................................................................... 47 6.3 Family Care Facilities at Work .......................................................................................... 49 6.4 Trends Amongst Leading 0rganisations in Australia ......................................................... 49 6.5 Summary ........................................................................................................................ 50 iii AUSTRALIA’S BACKGROUND REPORT ON FAMILY FRIENDLY POLICIES 7. Appendices ................................................................................................... 51 Appendix A: Work and Family Life Consortium Membership and Steering Committee Membership .................................................................................... 51 Appendix B: Federal Government Payments to Families ......................................................... 52 Appendix C: Government Agencies with Responsibilities for Work and Family Issues .............. 60 Appendix D: Anti-discrimination Legislation .......................................................................... 61 Appendix E: Government Work and Family Public Awareness Activities .................................. 62 Appendix F: Work and Family Provisions in Certified Agreements ......................................... 68 8. Glossary........................................................................................................ 71 Endnotes ............................................................................................................. 73 References ........................................................................................................... 76 Figures Figure 1: Part-time Employment as a Proportion of Total Employment, 1980 to 2000 ........... 11 Figure 2: Labour Force Participation Rates of Women and Men at Different Ages .................. 18 Figure 3: Age-specific Labour Force Participation Rates of Australian Women According to Cohort Experience ............................................................................ 19 Tables Table 1: Per Cent of Children Living with Both Natural Parents by Age of Child ..................... 9 Table 2: Proportion of Part-time Employees Receiving Standard Employment Benefits in Main Job, August 2000 ................................................................................................. 12 Table 3: Average Weekly Hours for Full-Time Employees, by Gender, 1982-2001 ................. 13 Table 4: Number (‘000) of Children Aged Under 15 by Labour Force Status of Parent(s),
Load more

Recommended publications
  • Long Service Leave Guide
    Guide to Long Service Leave AS AT SEPTEMBER 2019 How to use this guide Long service leave legislation varies from State to State, and as such employers should take care to apply the law as in force in the relevant jurisdiction. The information contained in this document is a guide only and is not a substitute for independent professional advice. You should obtain any appropriate professional advice relevant to your particular circumstances. The information contained in this guide is accurate at the time of publication. Industrial relations legislation changes regularly, however, and you should ensure that you maintain your copy of this guide in an up to date form. For more information Phone: 1800 RETAIL (738 245) Table of Contents Queensland ...................................................................................................................... 3 New South Wales ............................................................................................................. 9 Victoria .......................................................................................................................... 13 South Australia ............................................................................................................. 19 Western Australia ......................................................................................................... 23 Tasmania ....................................................................................................................... 27 Northern Territory ........................................................................................................
    [Show full text]
  • Paid Parental Leave (PPL) Entitlements
    2015 UNION GUIDE – Paid Parental Leave Entitlements Paid Parental Leave (PPL) Entitlements Purpose of this document How to apply The purpose of this guide is to provide an You must lodge a claim with the Family overview of your parental leave entitlements Assistance Office (FAO). You can lodge your under your Award and the Paid Parental Leave claim up to 3 months in advance of the date of Act 2010 (Cwth), which comes into effect from 1 birth of your child (and from any date after 1 January 2011. This entitlement operates in October 2010): addition to your Award entitlements for paid parental leave. 1. online at http://www.familyassist.gov.au/online- services/ ; Where members are unsure or require further 2. by post through calling 13 6150 for a hard information, they should contact the Union Office copy form to fill out; or on the details below. 3. by going to the FAO at any Medicare or Centrelink office. Who is eligible? The FAO will advise the Department that you are eligible for PPL. As you are not allowed to work To be eligible for PPL, you must be the primary during the PPL period, Department of Premier carer of a newborn child or the initial primary carer of a newly-adopted child under 16 years. and Cabinet advise you should submit a leave There is also a work test, an income test, and form for the period you will be on PPL. Australian residency requirements. The Department does not have a generic leave form, and have (so far) not done anything to help The work test you apply for PPL.
    [Show full text]
  • Reserve Bank of Australia Annual Report 2019
    Our People The Reserve Bank seeks to attract, develop and retain high-quality people, and to foster an environment where there is a strong focus on behaviours consistent with the Bank’s values and risk appetite. The emphasis of this work in 2018/19 focused on: developing employee capabilities in leadership and management; providing greater clarity over position requirements and career opportunities; and ensuring that employees work in a safe and productive environment. Consistent with its values, the Bank also emphasises supporting a diverse and inclusive workforce that is both reflective of, and relevant to, all Australians. This is achieved by raising awareness of issues experienced, ensuring employment opportunities are based on merit and providing flexible work arrangements. RBA Employee Numbers* 2018/19 Workforce Profile As at 30 June No. IT No. In June 2019, the Reserve Bank (excluding Note Corporate Support (excluding IT) Printing Australia Limited) had 1,378 employees. Business Services Core Policy With 8 per cent of employees working part time, 1,200 1,200 the Bank’s workforce comprised 1,343 full-time equivalent (FTE) employees. During 2018/19, there 800 800 was a decline in project resourcing as a number of large projects were completed, but this was offset by an increase in staff to operate and 400 400 support the new activities and services resulting from these projects. During the year, the Reserve 0 0 2009 2011 2013 2015 2017 2019 Bank hired 254 employees, of which 67 per cent Excludes NPA * were recruited on maximum-term contracts. Source: RBA The graduate and internship programs continue to the Bank’s policy, business services and corporate be an important recruitment channel, particularly support areas and hold degrees in economics, in the policy formulation and implementation commerce, IT and other professional disciplines.
    [Show full text]
  • Long Service Leave: Past, Present and Future
    5 Long service leave: past, present and future SHAUNA FERRIS, DR NICK PARR, DR RAY MARKEY AND DR TIM KYNG ABSTRACT As a result of changes to the Australian industrial relations framework, long service leave benefits are under review. State and Commonwealth governments are working towards the Shauna Ferris development of a new national standard for long service leave (LSL). It is, therefore, timely to re-examine the purpose of LSL. How do people use their LSL benefits? What are the main benefits of LSL for employers, employees, and the community as a whole? This paper provides a historical overview of developments, as well as a summary of current trends, and discusses some proposals for improved vesting and portability of benefits. Dr Nick Parr Dr Ray Markey Dr Tim Kyng KEYWORDS Long Service Leave, employee entitlements, National Employment Standards AJAP 2015; 3: 5–22 6 AUSTRALIAN JOURNAL OF ACTUARIAL PRACTICE ❙ 2015 ❙ VOLUME 3 INTRODUCTION Who receives LSL benefits, and who misses out? Should LSL benefits be improved, and if so what improvements Should Australian workers have a guaranteed are desirable? entitlement to long service leave (LSL)? Is LSL an Section 1 of this paper summarises the historical obsolete benefit that is no longer necessary? Or should evolution of LSL, including the impact of recent LSL be retained, improved and extended to meet the changes to Australian industrial relations legislation. changing needs of Australian society? Section 2 describes how people use their LSL This issue has become more controversial over entitlements. the last decade, as a result of changes in the industrial Section 3 discusses some proposals for improving relations framework.
    [Show full text]
  • Rules of the Construction Industry Long Service Fund
    RULES OF THE CONSTRUCTION INDUSTRY LONG SERVICE FUND as at 17 January 2019 TABLE OF CONTENTS PART 1 - INTERPRETATION ............................................................................................................ 1 1. Interpretation ............................................................................................................................... 1 PART 2 - OVERRIDING RULES ........................................................................................................ 6 2. Overriding Rules .......................................................................................................................... 6 3. Overriding Rule Prior To Act Coming Into Force ......................................................................... 6 4. Overriding Rule Once The Act Comes Into Force ....................................................................... 6 5. Effective Date .............................................................................................................................. 7 PART 3 - THE FUND.......................................................................................................................... 8 6. Fund ............................................................................................................................................ 8 7. Actuarial Investigations ............................................................................................................... 8 PART 4 - REGISTERS ......................................................................................................................
    [Show full text]
  • Agenda Extraordinary (10 March 2020) - Agenda
    Council agenda Extraordinary (10 March 2020) - Agenda MEETING AGENDA EXTRAORDINARY COUNCIL Tuesday 10 March 2020 (at the conclusion of the Strategy and Operations Committee) COUNCIL CHAMBER LIARDET STREET NEW PLYMOUTH Chairperson: Mayor Neil Holdom Members: Cr Tony Bedford Cr Sam Bennett Cr Gordon Brown Cr David Bublitz Cr Anneka Carlson Cr Murray Chong Cr Amanda Clinton-Gohdes Cr Harry Duynhoven Cr Richard Handley Cr Stacey Hitchcock Cr Colin Johnston Cr Richard Jordan Cr Dinnie Moeahu Cr Marie Pearce 1 Council agenda Extraordinary (10 March 2020) - Agenda Purpose of Local Government The reports contained in this agenda address the requirements of the Local Government Act 2002 in relation to decision making. Unless otherwise stated, the recommended option outlined in each report meets the purpose of local government and: Promote the social, economic, environmental, and cultural well-being of communities in the present and for the future. Would not alter significantly the intended level of service provision for any significant activity undertaken by or on behalf of the Council, or transfer the ownership or control of a strategic asset to or from the Council. END 2 Council agenda Extraordinary (10 March 2020) - Health and Safety Health and Safety Message In the event of an emergency, please follow the instructions of Council staff. Please exit through the main entrance. Once you reach the footpath please turn right and walk towards Pukekura Park, congregating outside the Spark building. Please do not block the foothpath for other users. Staff will guide you to an alternative route if necessary. If there is an earthquake – drop, cover and hold where possible.
    [Show full text]
  • Report III (Part 1B)
    International Labour Conference 92nd Session 2004 Report III (Part 1B) General Survey concerning the Employment Policy Convention, 1964 (No. 122), and the Employment Policy (Supplementary Provisions) Recommendation, 1984 (No. 169), and aspects relating to the promotion of full, productive and freely chosen employment of the Human Resources Development Convention, 1975 (No. 142), and of the Job Creation in Small and Medium-Sized Enterprises Recommendation, 1998 (No. 189) Third item on the agenda: Information and reports on the application of Conventions and Recommendations Report of the Committee of Experts on the Application of Conventions and Recommendations (articles 19, 22 and 35 of the Constitution) International Labour Office Geneva Promoting employment Policies, skills, enterprises INTERNATIONAL LABOUR OFFICE GENEVA ISBN 92-2-113034-7 ISSN 0074-6681 First edition 2004 The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. ILO publications can be obtained through major booksellers or ILO local offices in many countries, or direct from ILO Publications, International Labour Office, CH-1211 Geneva 22, Switzerland.
    [Show full text]
  • Guidance Note on Accruing and Debiting of Long Service Leave
    GUIDANCE NOTE ON ACCRUING AND DEBITING OF LONG SERVICE LEAVE THE PURPOSE AND NATURE OF THIS GUIDANCE NOTE This Guidance Note is provided by the Coal Mining Industry (Long Service Leave Funding) Corporation (the "Corporation") to assist employees and employers to understand the Corporation's views as to how long service leave is accrued and how long service leave should be taken and debited under the long service leave scheme which applies in the black coal mining industry (the "LSL Scheme"), and which is governed by the Coal Mining Industry (Long Service Leave) Administration Act 1992 and associated legislation (the "Act"). The Corporation acknowledges that there is not a direct correlation between the accruing and debiting of long service leave and the calculation of “eligible wages” and the “amount reimbursed to employers” following a payment of long service leave. The Corporation is responsible for administering the LSL Scheme and maintaining records of an employee's long service leave credit ("LSL credit"). Whilst this Guidance Note represents the opinion of the Corporation, it is not intended as legal advice and is not determinative of legal rights or obligations. The LSL Scheme applies to employees who are 'eligible employees' under the Act, and to their employers. The examples given in this Guidance Note are indicative only and intended as illustrations of how, in the opinion of the Corporation, the relevant concepts in the Act are to be applied. In this Guidance Note any reference to a "mine" or "coal mine" is a reference to a black coal mine. 1 THE LONG SERVICE LEAVE SCHEME The LSL Scheme in the Act reflects agreement between employees and employers in the Australian black coal mining industry about how long service leave should be accrued and recorded.
    [Show full text]
  • 14 International Review of Leave Policies and Related Research 2018
    INTERNATIONAL NETWORK ON LEAVE POLICIES AND RESEARCH 14th International Review of Leave Policies and Related Research 2018 EDITED BY SONJA BLUM (UNIVERSITY OF HAGEN), ALISON KOSLOWSKI (THE UNIVERSITY OF EDINBURGH), ALEXANDRA MACHT (OXFORD BROOKES UNIVERSITY) AND PETER MOSS (UCL INSTITUTE OF EDUCATION, UNIVERSITY COLLEGE LONDON) SEPTEMBER 2018 SEPTEMBER 2018 Contents 1. Introduction 2. Defining Leave Policies 3. Cross-Country Comparisons • Sources Used • Statutory Maternity Leave: April 2018 • Statutory Paternity Leave: April 2018 • Statutory Parental Leave (not including Additional Childcare Leaves): April 2018 • Statutory Other Measures: April 2018 • Total Statutory Leave (including Additional Childcare Leaves): April 2018 • Relationship between Leave and ECEC Entitlements: April 2018 • Leave Policy Changes: April 2018 4. Country Notes: April 2018 • Australia • Austria • Belgium • Brazil • Bulgaria • Canada • China • Croatia • Czech Republic • Denmark • Estonia • Finland • France • Germany ii • Greece • Hungary • Iceland • Ireland • Israel • Italy • Japan • Korea • Latvia • Lithuania • Luxembourg • Malta • Mexico • Netherlands • New Zealand • Norway • Poland • Portugal • Romania • Russian Federation • Slovak Republic • Slovenia • South Africa • Spain • Sweden • Switzerland • United Kingdom • United States • Uruguay iii 1. Introduction The International Network on Leave Policies and Research has been producing an annual review of leave policies and related research since 2005 (for earlier reviews, go to the network’s website www.leavenetwork.org). The review covers Maternity, Paternity and Parental leaves; leave to care for sick children and other employment-related measures to support working parents; and early childhood education and care policy. As well as policies, it provides some information on publications and research. Please be aware that this is not intended to be a comprehensive list of all publications or research in this area for this country.
    [Show full text]
  • Long Service Leave
    VPS Enterprise Agreement Common Policies LONG SERVICE LEAVE Table of contents Authority and Application 2 Overview 2 Relevant provisions of the VPS Enterprise Agreement 2 Clause 54. Long Service Leave 2 Specific arrangements for Employees of Department of Health and Human Services (Appendix 4) 6 Supplementary Guidance Information 6 1. Calculation of Long Service Leave entitlement 6 2. Accrual of Long Service Leave during periods where an employee is in receipt of Workers Compensation payments 7 3. Accrual of Long Service Leave during periods of unpaid parental leave 7 4. Continuous service 8 5. Taking Long Service Leave 8 6. Other forms of leave during periods of Long Service Leave 9 7. Communication with Employees whilst on Long Service Leave 9 8. Long Service Leave entitlements on movement within or out of the coverage of the Agreement 9 9. Prior recognised service 11 Making decisions under this policy 12 Dispute resolution 12 Further Information 13 Related policies or documents 13 Authorised by Industrial Relations Victoria Department of Economic Development, Jobs, Transport and Resources 1 Spring Street Melbourne Victoria 3000 Telephone (03) 9651 9999 © Copyright State of Victoria, 2019 If you print and store this document, you may be looking at an obsolete version. Always check the latest version of this document at https://vpsc.vic.gov.au/vps-enterprise-agreement-common-policies/ Long Service Leave I Version 1.1 I January 2019 ORIA tote overnment Authority and Application Clause 54 of the Victorian Public Service Enterprise Agreement 2016 (the Agreement), applies to Victorian Public Service Departments and Agencies (Employers) and their Employees covered by the Agreement.
    [Show full text]
  • IAG Enterprise Agreement 2016
    Note – this agreement is to be read together with an undertaking given by the employer. The undertaking is taken to be a term of the agreement. A copy of it can be found at the end of this agreement. IAG Enterprise Agreement 2016 1 Table of Contents 1. INTRODUCTION ............................................................................................................................................. 4 1.1 Introduction ............................................................................................................................................... 4 1.2 IAG's Commitments – Closer, Braver, Faster ........................................................................................... 4 2. TECHNICAL MATTERS .................................................................................................................................. 6 2.1 Title ........................................................................................................................................................... 6 2.2 Terms and Definitions ............................................................................................................................... 6 2.3 Coverage of the Agreement ...................................................................................................................... 8 2.4 Commencement Date and Term of the Agreement .................................................................................. 9 2.5 Effect of this Agreement ...........................................................................................................................
    [Show full text]
  • Public Hospital Medical Officers (State) Award 2019 and All Variations Thereof
    PUBLIC HOSPITAL MEDICAL OFFICERS (STATE) AWARD 2021 INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES AWARD PART A Arrangement Clause No. Subject Matter 1 Definition 2 Salaries 3 Payment of Salaries 4 Qualification Allowance 5 In-charge Allowance 6 Hours of Work 7 Part-Time Employees 8 Penalty Rates 9 Time Worked 10 Meal Breaks 11 Overtime 12 On Call and Call Back 13 Higher Duties Allowance 14 Annual Leave 15 Public Holidays 16 Sick Leave 17 Maternity, Adoption and Parental Leave 17A Lactation Breaks 18 Family and Community Services Leave and Personal/Carer’s Leave 18A Family Violence Leave 19 Long Service Leave 20 Board and Accommodation 21 Uniform and Laundry Allowances 22 Termination of Employment 23 Settlement of Disputes 24 Anti-Discrimination 25 Study Leave 26 Travelling Allowances 27 Mobility, Excess Fares and Travelling 28 Secondment 29 Relocation Expenses 30 Labour Flexibility 31 Salary Packaging 32 Reasonable Hours 33 Salary Sacrifice to Superannuation 34 No Extra Claims 35 Area, Incidence and Duration PART B Table 1 - Allowances and Other Rates PART C PART A 1. Definitions "Award" means the Public Hospital Medical Officers (State) Award 2021. "Employer" means the Secretary of the Ministry of Health exercising employer functions on behalf of the Government of New South Wales (and includes a delegate of the Secretary). "Health Service" means a Local Health District constituted under section 8 of the Health Services Act 1997, a Statutory Health Corporation constituted under section 11 of that Act, and an Affiliated Health Organisation
    [Show full text]