❓ Hon. Norman Moore questions the appointment of Ms. Helen Creed as Fair Employment Advocate, inquiring about the position's justification, salary determination, and overlap with existing grievance mechanisms. The Minister's response defends the appointment by highlighting the need for a watchdog to address unfair work practices beyond legal breaches.
AnsweredQoN 233Legislative Council
QuestionView source ↗
FAIR EMPLOYMENT ADVOCATE - APPOINTMENT OF MS HELEN CREED
I refer the minister to the appointment of Ms Helen Creed to the position of Fair Employment Advocate. (1) Will the minister table the relevant documents showing the recommendation for the creation of such a position and its approval? (2) Is the minister aware of mechanisms that already exist under state and commonwealth laws enabling people to pursue employment-related grievances? (3) If so, what is the purpose of creating another body as an avenue for complaints? (4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY
I refer the minister to the appointment of Ms Helen Creed to the position of Fair Employment Advocate. (1) Will the minister table the relevant documents showing the recommendation for the creation of such a position and its approval? (2) Is the minister aware of mechanisms that already exist under state and commonwealth laws enabling people to pursue employment-related grievances? (3) If so, what is the purpose of creating another body as an avenue for complaints? (4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY
AnswerView source ↗
I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(1) Will the minister table the relevant documents showing the recommendation for the creation of such a position and its approval? (2) Is the minister aware of mechanisms that already exist under state and commonwealth laws enabling people to pursue employment-related grievances? (3) If so, what is the purpose of creating another body as an avenue for complaints? (4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(2) Is the minister aware of mechanisms that already exist under state and commonwealth laws enabling people to pursue employment-related grievances? (3) If so, what is the purpose of creating another body as an avenue for complaints? (4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(3) If so, what is the purpose of creating another body as an avenue for complaints? (4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(1) Will the minister table the relevant documents showing the recommendation for the creation of such a position and its approval? (2) Is the minister aware of mechanisms that already exist under state and commonwealth laws enabling people to pursue employment-related grievances? (3) If so, what is the purpose of creating another body as an avenue for complaints? (4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(2) Is the minister aware of mechanisms that already exist under state and commonwealth laws enabling people to pursue employment-related grievances? (3) If so, what is the purpose of creating another body as an avenue for complaints? (4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(3) If so, what is the purpose of creating another body as an avenue for complaints? (4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(4) How was the salary level determined for the position filled by Ms Creed, and what comparable pay scale positions exist within the Department of Consumer and Employment Protection? Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
Hon SUE ELLERY replied: I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
I thank the honourable member for some notice of the question and I provide the answer on behalf of the Minister for Employment Protection. (1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(1) No. The position was established by cabinet and therefore the documentation is confidential. (2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(2) Yes. If there is an identifiable breach of a state or federal award, agreement or other industrial instrument, the person alleging the conduct will be referred to the appropriate body for it to investigate the matter. (3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(3) The Western Australian government approved the establishment of a Fair Employment Advocate to inform, educate and assist employees and employers on federal and state industrial relations legislation. The FEA will investigate work practices that may be legal but are harsh, oppressive and unfair. The need for a watchdog to investigate such matters is demonstrated in figures collected by Wageline of nearly 300 instances of dismissals in constitutional corporations with less than 100 employees where, as a result of WorkChoices, the employee had no unfair dismissal remedy. (4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
(4) The salary level was determined by the Salaries and Allowances Tribunal. There is no comparable position within the Department of Consumer and Employment Protection.
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