❓ A parliamentary question regarding the ongoing role and activities of the Fair Employment Advocate (FEA) after changes to federal WorkChoices legislation, with the minister defending the FEA's continued importance in protecting vulnerable workers.
AnsweredQoN 60Legislative Council
QuestionView source ↗
FAIR EMPLOYMENT ADVOCATE
The new minister now has something to do. I refer the minister to the position of Fair Employment Advocate. What has the advocate, Helen Creed, been doing since the change of government, which change has removed the government’s basis for creating the position; namely, to highlight any complaint against WorkChoices? Hon JON FORD
The new minister now has something to do. I refer the minister to the position of Fair Employment Advocate. What has the advocate, Helen Creed, been doing since the change of government, which change has removed the government’s basis for creating the position; namely, to highlight any complaint against WorkChoices? Hon JON FORD
AnswerView source ↗
I thank the Leader of the Opposition for some notice of this question. The Department of Consumer and Employment Protection has advised me that, since the change of federal government, the Fair Employment Advocate continues to play a vital role in protecting vulnerable workers in Western Australian workplaces. This contributes to the government’s employment protection objective of creating fairer, more flexible and productive Western Australian workplaces. Although the potential exploitation of vulnerable workers through WorkChoices will be alleviated with the planned abolition of aspects of WorkChoices, it will take some time for the legislative changes to be implemented. In particular, Australian workplace agreements can continue as late as 2012. AWAs are currently in place that do not meet any comprehensive fairness test. As a result of WorkChoices, employees in constitutional corporations employing fewer than 100 employees are still unable to claim unfair dismissal. The FEA continues to receive complaints from people dismissed in these circumstances. The broader perspective of challenging unfair work practices will remain. Initiatives continue to be needed to protect workers. The FEA’s role of investigating harsh, illegal and unfair practices, and promoting fair workplaces is an important objective of the government to protect vulnerable workers. The FEA still receives many calls from workers concerned about the unfairness of their conditions of employment and work practices. The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
I refer the minister to the position of Fair Employment Advocate. What has the advocate, Helen Creed, been doing since the change of government, which change has removed the government’s basis for creating the position; namely, to highlight any complaint against WorkChoices? Hon JON FORD replied: I thank the Leader of the Opposition for some notice of this question. The Department of Consumer and Employment Protection has advised me that, since the change of federal government, the Fair Employment Advocate continues to play a vital role in protecting vulnerable workers in Western Australian workplaces. This contributes to the government’s employment protection objective of creating fairer, more flexible and productive Western Australian workplaces. Although the potential exploitation of vulnerable workers through WorkChoices will be alleviated with the planned abolition of aspects of WorkChoices, it will take some time for the legislative changes to be implemented. In particular, Australian workplace agreements can continue as late as 2012. AWAs are currently in place that do not meet any comprehensive fairness test. As a result of WorkChoices, employees in constitutional corporations employing fewer than 100 employees are still unable to claim unfair dismissal. The FEA continues to receive complaints from people dismissed in these circumstances. The broader perspective of challenging unfair work practices will remain. Initiatives continue to be needed to protect workers. The FEA’s role of investigating harsh, illegal and unfair practices, and promoting fair workplaces is an important objective of the government to protect vulnerable workers. The FEA still receives many calls from workers concerned about the unfairness of their conditions of employment and work practices. The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
Hon JON FORD replied: I thank the Leader of the Opposition for some notice of this question. The Department of Consumer and Employment Protection has advised me that, since the change of federal government, the Fair Employment Advocate continues to play a vital role in protecting vulnerable workers in Western Australian workplaces. This contributes to the government’s employment protection objective of creating fairer, more flexible and productive Western Australian workplaces. Although the potential exploitation of vulnerable workers through WorkChoices will be alleviated with the planned abolition of aspects of WorkChoices, it will take some time for the legislative changes to be implemented. In particular, Australian workplace agreements can continue as late as 2012. AWAs are currently in place that do not meet any comprehensive fairness test. As a result of WorkChoices, employees in constitutional corporations employing fewer than 100 employees are still unable to claim unfair dismissal. The FEA continues to receive complaints from people dismissed in these circumstances. The broader perspective of challenging unfair work practices will remain. Initiatives continue to be needed to protect workers. The FEA’s role of investigating harsh, illegal and unfair practices, and promoting fair workplaces is an important objective of the government to protect vulnerable workers. The FEA still receives many calls from workers concerned about the unfairness of their conditions of employment and work practices. The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
I thank the Leader of the Opposition for some notice of this question. The Department of Consumer and Employment Protection has advised me that, since the change of federal government, the Fair Employment Advocate continues to play a vital role in protecting vulnerable workers in Western Australian workplaces. This contributes to the government’s employment protection objective of creating fairer, more flexible and productive Western Australian workplaces. Although the potential exploitation of vulnerable workers through WorkChoices will be alleviated with the planned abolition of aspects of WorkChoices, it will take some time for the legislative changes to be implemented. In particular, Australian workplace agreements can continue as late as 2012. AWAs are currently in place that do not meet any comprehensive fairness test. As a result of WorkChoices, employees in constitutional corporations employing fewer than 100 employees are still unable to claim unfair dismissal. The FEA continues to receive complaints from people dismissed in these circumstances. The broader perspective of challenging unfair work practices will remain. Initiatives continue to be needed to protect workers. The FEA’s role of investigating harsh, illegal and unfair practices, and promoting fair workplaces is an important objective of the government to protect vulnerable workers. The FEA still receives many calls from workers concerned about the unfairness of their conditions of employment and work practices. The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
The broader perspective of challenging unfair work practices will remain. Initiatives continue to be needed to protect workers. The FEA’s role of investigating harsh, illegal and unfair practices, and promoting fair workplaces is an important objective of the government to protect vulnerable workers. The FEA still receives many calls from workers concerned about the unfairness of their conditions of employment and work practices. The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
I refer the minister to the position of Fair Employment Advocate. What has the advocate, Helen Creed, been doing since the change of government, which change has removed the government’s basis for creating the position; namely, to highlight any complaint against WorkChoices? Hon JON FORD replied: I thank the Leader of the Opposition for some notice of this question. The Department of Consumer and Employment Protection has advised me that, since the change of federal government, the Fair Employment Advocate continues to play a vital role in protecting vulnerable workers in Western Australian workplaces. This contributes to the government’s employment protection objective of creating fairer, more flexible and productive Western Australian workplaces. Although the potential exploitation of vulnerable workers through WorkChoices will be alleviated with the planned abolition of aspects of WorkChoices, it will take some time for the legislative changes to be implemented. In particular, Australian workplace agreements can continue as late as 2012. AWAs are currently in place that do not meet any comprehensive fairness test. As a result of WorkChoices, employees in constitutional corporations employing fewer than 100 employees are still unable to claim unfair dismissal. The FEA continues to receive complaints from people dismissed in these circumstances. The broader perspective of challenging unfair work practices will remain. Initiatives continue to be needed to protect workers. The FEA’s role of investigating harsh, illegal and unfair practices, and promoting fair workplaces is an important objective of the government to protect vulnerable workers. The FEA still receives many calls from workers concerned about the unfairness of their conditions of employment and work practices. The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
Hon JON FORD replied: I thank the Leader of the Opposition for some notice of this question. The Department of Consumer and Employment Protection has advised me that, since the change of federal government, the Fair Employment Advocate continues to play a vital role in protecting vulnerable workers in Western Australian workplaces. This contributes to the government’s employment protection objective of creating fairer, more flexible and productive Western Australian workplaces. Although the potential exploitation of vulnerable workers through WorkChoices will be alleviated with the planned abolition of aspects of WorkChoices, it will take some time for the legislative changes to be implemented. In particular, Australian workplace agreements can continue as late as 2012. AWAs are currently in place that do not meet any comprehensive fairness test. As a result of WorkChoices, employees in constitutional corporations employing fewer than 100 employees are still unable to claim unfair dismissal. The FEA continues to receive complaints from people dismissed in these circumstances. The broader perspective of challenging unfair work practices will remain. Initiatives continue to be needed to protect workers. The FEA’s role of investigating harsh, illegal and unfair practices, and promoting fair workplaces is an important objective of the government to protect vulnerable workers. The FEA still receives many calls from workers concerned about the unfairness of their conditions of employment and work practices. The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
I thank the Leader of the Opposition for some notice of this question. The Department of Consumer and Employment Protection has advised me that, since the change of federal government, the Fair Employment Advocate continues to play a vital role in protecting vulnerable workers in Western Australian workplaces. This contributes to the government’s employment protection objective of creating fairer, more flexible and productive Western Australian workplaces. Although the potential exploitation of vulnerable workers through WorkChoices will be alleviated with the planned abolition of aspects of WorkChoices, it will take some time for the legislative changes to be implemented. In particular, Australian workplace agreements can continue as late as 2012. AWAs are currently in place that do not meet any comprehensive fairness test. As a result of WorkChoices, employees in constitutional corporations employing fewer than 100 employees are still unable to claim unfair dismissal. The FEA continues to receive complaints from people dismissed in these circumstances. The broader perspective of challenging unfair work practices will remain. Initiatives continue to be needed to protect workers. The FEA’s role of investigating harsh, illegal and unfair practices, and promoting fair workplaces is an important objective of the government to protect vulnerable workers. The FEA still receives many calls from workers concerned about the unfairness of their conditions of employment and work practices. The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
The broader perspective of challenging unfair work practices will remain. Initiatives continue to be needed to protect workers. The FEA’s role of investigating harsh, illegal and unfair practices, and promoting fair workplaces is an important objective of the government to protect vulnerable workers. The FEA still receives many calls from workers concerned about the unfairness of their conditions of employment and work practices. The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
The FEA has been successful in gaining a high profile with significant media interest in the activities undertaken. The FEA has produced a range of discussion papers, the most recent one on AWAs, and is about to release a report on young workers as a particularly vulnerable group. The FEA has also held fair employment forums featuring employment experts from around Australia. The FEA has undertaken investigation into drive-offs from service stations and released a report titled “Driving Away with Someone Else’s Pay” in October 2007. Employers have been deducting the value of unpaid fuel from their employees’ wages after a drive-off. By publicly highlighting the issue and engaging the industry participants, the FEA has been able to influence a number of employers to alter an unfair practice that was widespread in the industry. The FEA is currently investigating concerns about the employment practices for trolley collectors and the abuse of meal break provisions.
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