New approach to reduce large compensation payments to WA’s most senior bureaucrats.
WP_Query Object ( [query] => Array ( [category_name] => industrial-relations ) [query_vars] => Array ( [category_name] => industrial-relations [error] => [m] => [p] => 0 [post_parent] => [subpost] => [subpost_id] => [attachment] => [attachment_id] => 0 [name] => [static] => [pagename] => [page_id] => 0 [second] => [minute] => [hour] => [day] => 0 [monthnum] => 0 [year] => 0 [w] => 0 [tag] => [cat] => 20116 [tag_id] => [author] => [author_name] => [feed] => [tb] => [paged] => 0 [meta_key] => [meta_value] => [preview] => [s] => [sentence] => [title] => [fields] => [menu_order] => [embed] => [category__in] => Array ( ) [category__not_in] => Array (  => 22371 ) [category__and] => Array ( ) [post__in] => Array ( ) [post__not_in] => Array ( ) [post_name__in] => Array ( ) [tag__in] => Array ( ) [tag__not_in] => Array ( ) [tag__and] => Array ( ) [tag_slug__in] => Array ( ) [tag_slug__and] => Array ( ) [post_parent__in] => Array ( ) [post_parent__not_in] => Array ( ) [author__in] => Array ( ) [author__not_in] => Array ( ) [ignore_sticky_posts] => [suppress_filters] => [cache_results] => 1 [update_post_term_cache] => 1 [lazy_load_term_meta] => 1 [update_post_meta_cache] => 1 [post_type] => [posts_per_page] => 14 [nopaging] => [comments_per_page] => 50 [no_found_rows] => [order] => DESC ) [tax_query] => WP_Tax_Query Object ( [queries] => Array (  => Array ( [taxonomy] => category [terms] => Array (  => industrial-relations ) [field] => slug [operator] => IN [include_children] => 1 )  => Array ( [taxonomy] => category [terms] => Array (  => 22371 ) [field] => term_id [operator] => NOT IN [include_children] => ) ) [relation] => AND [table_aliases:protected] => Array (  => wp_term_relationships ) [queried_terms] => Array ( [category] => Array ( [terms] => Array (  => industrial-relations ) [field] => slug ) ) [primary_table] => wp_posts [primary_id_column] => ID ) [meta_query] => WP_Meta_Query Object ( [queries] => Array ( ) [relation] => [meta_table] => [meta_id_column] => [primary_table] => [primary_id_column] => [table_aliases:protected] => Array ( ) [clauses:protected] => Array ( ) [has_or_relation:protected] => ) [date_query] => [queried_object] => WP_Term Object ( [term_id] => 20116 [name] => Industrial Relations [slug] => industrial-relations [term_group] => 0 [term_taxonomy_id] => 20109 [taxonomy] => category [description] => [parent] => 0 [count] => 115 [filter] => raw [cat_ID] => 20116 [category_count] => 115 [category_description] => [cat_name] => Industrial Relations [category_nicename] => industrial-relations [category_parent] => 0 ) [queried_object_id] => 20116 [request] => SELECT SQL_CALC_FOUND_ROWS wp_posts.ID FROM wp_posts LEFT JOIN wp_term_relationships ON (wp_posts.ID = wp_term_relationships.object_id) WHERE 1=1 AND ( wp_term_relationships.term_taxonomy_id IN (20109) AND wp_posts.ID NOT IN ( SELECT object_id FROM wp_term_relationships WHERE term_taxonomy_id IN (22364) ) ) AND wp_posts.post_type = 'post' AND (wp_posts.post_status = 'publish') GROUP BY wp_posts.ID ORDER BY wp_posts.post_date DESC LIMIT 0, 14 [posts] => Array (  => WP_Post Object ( [ID] => 28087 [post_author] => 670 [post_date] => 2017-09-22 09:40:49 [post_date_gmt] => 2017-09-21 23:40:49 [post_content] => The Western Australian Government has moved to reduce large compensation payouts for senior bureaucrats when a contract is brought to an early end. The Public Sector Commissioner has decided to apply a new approach when determining compensation payments. Currently, senior members of the public service may seek a compensation payment of up to 12 months' remuneration, which includes salary, motor vehicle allowances and superannuation. Under the new policy, in operation from 1 September 2017, compensation payments will be applied on the basis of four months' remuneration for each full year of the contract remaining, up to a maximum of 12 months. Further legislative changes will also limit the maximum compensation payment when officers' contracts are brought to an early end, to 12 months' salary rather than remuneration. If this approach had been applied to Senior Executive Service officers since March 2017, the total compensation costs would have been reduced by about 41 per cent. As part of the government's workforce reform, legislation will be introduced to also remove the existing 'right of return' provision available to Senior Executive Service officers appointed under the Public Sector Management Act 1994 and health executives appointed under the Health Services Act 2016. Following the enactment of the legislation, a six-month transition period will be in place, enabling officers to exercise their right to return to a permanent tenure if they wish to do so. WA Premier Mark McGowan said: “A number of people leave the public service for various reasons. While there is an initial cost that the state government is trying to reduce, there is also long-term savings.” [post_title] => WA to cut back SES payouts, benefits [post_excerpt] => New approach to reduce large compensation payments to WA's most senior bureaucrats. [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => wa-cut-back-payouts-benefits-senior-bureaucrats [to_ping] => [pinged] => [post_modified] => 2017-09-22 09:42:26 [post_modified_gmt] => 2017-09-21 23:42:26 [post_content_filtered] => [post_parent] => 0 [guid] => https://governmentnews.com.au/?p=28087 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw )  => WP_Post Object ( [ID] => 27998 [post_author] => 670 [post_date] => 2017-09-11 14:15:30 [post_date_gmt] => 2017-09-11 04:15:30 [post_content] => People Matter is an employee perception survey conducted by the University of Technology Sydney’s Centre for Local Government (UTS CLG). It is regularly conducted across state government public sectors and provides important information and insights for departments, organisations and sector stakeholders on workplace experiences and employee engagement. Local government makes up almost 10% of the total public sector workforce in Australia. This research utilises a tailored version People Matter survey tool to gain feedback on employee experiences and perceptions of working in the local government sector. Approximately 1,500 NSW local government employees responded to the anonymous survey from an estimated fifteen local government areas between December 2016 and April 2017. Research findings include the following from the local government employees who responded to the survey:
- There is a strong understanding of what is expected from them of in terms of their role (86%) and respondents are highly enthusiastic when it comes to look for ways to perform their job better (95%). Employees who responded have a strong appreciation (87%) of how their position contributes to positive outcomes for their council and community.
- While wellbeing is mostly perceived positively, unacceptable workloads (19%) and detrimental work stress (15%) is reported. A third of the respondents rate work-life balance as less than good.
- There are positive perceptions of how their immediate workgroup or team works together (70%). There are some negative perceptions (14%) when it comes to rating ‘team spirit’.
- In terms of performance and development, employees who responded are able to have open and honest conversation with their supervisors about the quality of work required (70%), although a proportion (39%) do not have a current performance plan that sets out objectives. There is a strong desire for career advancement (65%); however, there is dissatisfaction with opportunities for career progression or the merit system within their organisation (30%). Managing underperformance was one area that a significant proportion of respondents perceived in a negative light (27%).
- There are mostly positive perceptions of managers with many managers being seen to encourage employee input (73%). However, a smaller number of managers are seen to consider this input when making decisions in the organisation (58%). Less than half of the respondents have positive perceptions of council senior managers. Demonstrating collaboration and leading change are perceived as being areas for improvement for senior executive teams.
- Council organisations are rated well when it comes to understanding and building relationships with communities (79%). Whilst a large proportion of the respondents agree that councils are making the necessary improvements to meet challenges of the future (65%), a quarter perceives that change is not handled well. Most of the employees who responded (67%) would recommend their organisation as a great place to work.
- The majority of respondents (85%) can see how diversity and inclusion in the workplace contributes to better business outcomes and feel able to voice different views to their managers and colleagues (70%). Gender and age are seen as a barrier to success within some of the respondents’ council organisations (8%-12%).
Costs and benefits of casual workCasual jobs offer flexibility, but also come with costs. For workers, apart from missing out on paid leave, there are other compromises: less predictable working hours and earnings, and the prospect of dismissal without notice. Uncertainty about their future employment can hinder casual workers in other ways, such as making family arrangements, getting a mortgage, and juggling education with work. Not surprisingly, casual workers have lower expectations about keeping their current job. For example the Australian Bureau of Statistics (ABS) found 19% expect to leave their job within 12 months, compared to 7% of other workers. Casuals are also much less likely to get work-related training, which limits their opportunities for skills development. The employers of casual workers also face higher costs. High staff turnover adds to recruitment costs. But perhaps the main cost is the “loading” that casual workers are supposed to be paid on top of their ordinary hourly wage. Australia’s system of minimum wage awards specifies a casual loading of 25%. So, a casual worker paid under an award should get 25% more for each hour than another worker doing the same job on a permanent basis. In enterprise agreements, the casual loading varies by sector, but tends to be between 15 and 25%. The practice of paying a casual loading developed for two reasons. One was to provide some compensation for workers missing out on paid leave. The other, quite different, motivation was to make casual employment more expensive and discourage excessive use of it. However this disincentive has not prevented the casual sector of the workforce from growing substantially.
Casual jobs aren’t much better paidOne approach in determining whether casual workers are paid more is simply to compare the hourly wages of casual and “non-casual” (permanent and fixed-term) employees in the same occupations. This can be done using data from the 2016 ABS Survey of Employee Earnings and Hours. We compared median hourly wages for adult non-managerial employees, based on their ordinary earnings and hours of work (i.e. excluding overtime payments). If the median wage for casuals is higher than for non-casuals, there is a casual premium. If the median casual wage is lower, there is a penalty. The 10 occupations below accounted for over half of all adult casual workers in 2016. In most of these occupations, there is a modest casual wage premium - in the order of 4-5%. The size of the typical casual wage premium is much smaller, in most cases, than the loadings written into awards and agreements. Only one occupation (school teachers) has a premium (22%) in line with what might be expected. Three of the 10 largest casual occupations actually penalise this sort of work. And overall for these 10 occupations there is a casual wage penalty of 5%. This method of analysis suggests that few casual workers enjoy substantially higher wages as a trade-off for paid leave. Taking a closer look involves controlling for a wider range of differences between casual and non-casual workers. One major Australian study in 2005 compared wages after taking account of many factors other than occupation, including age, education, job location, and employer size. All else equal, it found that part-time, casual workers do receive an hourly wage premium over full-time, permanent workers. The premium is worth around 10%, on average, for men and between 4 and 7% for women. These results imply that most casual workers (who are in part-time positions) can expect to receive higher hourly wages than comparable employees in full-time, permanent positions. However, the value of the benefit is again found to be less than would be expected, given the larger casual loadings mentioned in awards and agreements. It seems that while there is some short-term financial benefit to being a casual worker, this advantage is worth less in practice than on paper. A recent study, using 14 years of data from the Household, Income and Labour Dynamics in Australia Survey (HILDA), finds no evidence of any long-term pay benefit for casual workers. The study’s authors estimate that, among men, there is an average casual wage penalty of 10% - the opposite of what we should see if casual loadings fully offset the foregone leave and insecurity of casual jobs. Among female casual workers, there is also a wage penalty, but this is smaller, at around 4%. This study also finds that the size of the negative casual wage effect tends to reduce over time for individual workers, bringing them closer to equality with permanent workers. But very few casual workers out-earn permanent workers in the long-term.
Inferior jobs, but fewer alternativesThe evidence on hourly wage differences leads us to conclude that casual workers are not being adequately compensated for the lack of paid leave, or for other forms of insecurity they face. This makes casual jobs a less appealing option for workers. This does not mean that all casual workers dislike their jobs – indeed, many are satisfied. But a clear-eyed look at what these jobs pay suggests their benefits are skewed in favour of employers. Despite this, the choice for many workers - especially young jobseekers - is increasingly between a casual job or no job at all. Half of employed 15-24 year olds are in casual jobs. In a labour market characterised by high underemployment and intensifying job competition, young people with little or no work experience are understandably willing to make some sacrifices to get a start in the workforce. The option of 'holding out' for a permanent job looks increasingly risky as these opportunities dwindle. Joshua Healy, Senior Research Fellow, Centre for Workplace Leadership, University of Melbourne and Daniel Nicholson, Research Assistant, Industrial Relations, University of Melbourne. This article was originally published on The Conversation. Read the original article. [post_title] => The costs of a casual job [post_excerpt] => The costs of a casual job are now outweighing any pay benefits. [post_status] => publish [comment_status] => open [ping_status] => open [post_password] => [post_name] => costs-casual-job [to_ping] => [pinged] => [post_modified] => 2017-09-04 21:25:47 [post_modified_gmt] => 2017-09-04 11:25:47 [post_content_filtered] => [post_parent] => 0 [guid] => https://governmentnews.com.au/?p=27959 [menu_order] => 0 [post_type] => post [post_mime_type] => [comment_count] => 0 [filter] => raw )  => WP_Post Object ( [ID] => 27867 [post_author] => 670 [post_date] => 2017-08-21 11:45:30 [post_date_gmt] => 2017-08-21 01:45:30 [post_content] => The Australian Border Force (ABF) has identified a number of labour hire intermediaries sourcing illegal labour and sending money derived from this exploitation overseas. Following an Australia-wide operation codenamed Bonasus, more than 225 people working in breach of their visa conditions were also located during the operation. Video footage of the operation can be viewed here. ABF officers inspected 48 properties, including businesses and residential premises, as part of the operation targeting organised visa fraud, illegal work and the exploitation of foreign nationals. The illegal workers were from Malaysia, Indonesia, China, Vietnam Tunisia, Pakistan and Bangladesh. They were located working in industries ranging from agriculture to retail and hospitality. In addition, more than 300 individuals were refused entry into Australia as part of the operation. ABF Commander Field and Removal Operations Robyn Miller said the operation should act as a warning to both employers of illegal workers and non-citizens who are, or are intending to, work illegally in Australia. "The facilitation of, and engagement in, illegal work can have lasting negative impact on Australian communities and individuals," Commander Miller said. "This includes significant underpayment and substandard living conditions for foreign workers, and reputational damage for rural and metropolitan industry sectors. "Small and medium businesses are also disadvantaged due to the unfair competitive advantage gained by those who do not adhere to the law." Investigations into these labour hire intermediaries are continuing. Penalties for businesses organising illegal work range up to ten years imprisonment and/or fines of up to $210,000. Individuals caught working illegally may be detained and removed. Individuals also face being banned from re-entering Australia for three years and may be liable for the costs of their removal. A majority of the unlawful non-citizens and foreign nationals caught working illegally have been removed to their country of origin. A small number of the group are assisting the Department of Immigration and Border Protection to resolve their immigration status. Anyone who is aware of an individual, business or employer who may be facilitating visa fraud or illegal work is urged to contact Border Watch on 1800 009 623 or visit www.border.gov.au/report. Information can be provided anonymously.
|State/Territory||Number of warrants||Illegal workers located||Locations|
|Victoria/Tasmania||14||More than 50||Warrants occurred in metropolitan Melbourne, Mildura, Shepparton, and Sunbury.|
|NSW/ACT||16||More than 110||Warrants occurred in metropolitan Sydney, Coffs Harbour, Mittagong and Griffith.|
|Queensland||4||More than 25||Warrants occurred in metropolitan Brisbane, Bundaberg and Mareeba.|
|Western Australia||12||Almost 40||Warrants occurred in metropolitan Perth.|
|South Australia/Northern Territory||2||Fewer than 5||Warrants occurred in Golden Heights and Whyalla Stuart.|
|Total||48||More than 225|
- The introduction of a requirement to produce an annual Modern Slavery Statement.
- The reporting requirement would be applicable to a range of entities:
- with a proposed revenue threshold no lower than $100 million total annual revenue, and
- headquartered in Australia or that have any part of their operations in Australia.
- Entities will be required to report on their actions to address modern slavery in both their operations and supply chains (including beyond first tier suppliers).
- Entities will be required to report, at a minimum, against four criteria (which cover the optional criteria set out in the UK Modern Slavery Act):
- the entity’s structure, its operations and its supply chains;
- the modern slavery risks present in the entity’s operations and supply chains;
- the entity’s policies and processes to address modern slavery in its operations and supply chains and their effectiveness (such as codes of conduct, supplier contract terms and training for staff), and
- the entity’s due diligence processes relating to modern slavery in its operations and supply chains and their effectiveness.
- Modern Slavery Statements would need to be approved at board level and be signed by a director.
- Entities would be required to publish their Modern Slavery Statement within five months after the end of the Australian financial year.
- Entities would be required to publish their Modern Slavery Statement on their websites, with the Government also proposing a publicly accessible central repository.
- Punitive penalties for non-compliance are not proposed but options for oversight are being considered.
- The Government will provide guidance and awareness-raising materials for business.
- The affordability of insurance remains a significant concern for consumers, which is supported by research that shows household spending on private health insurance premiums has increased steadily over the past decade.
- Consumers are shifting towards lower-cost policies with lower benefits. Between June 2014 and June 2016 there was a 400,000 reduction in hospital policies with no exclusions (which can be equated with ‘top cover’), whilst an additional 600,000 hospital policies with exclusions were taken out.
- The amount of hospital benefits paid by health insurers per person increased by 4.2 per cent, along with a 2.9 per cent increase in general benefits per person.
- Average out-of-pocket expenses incurred by consumers from hospital episodes increased by 6.9 per cent, compared to only 0.7 per cent for general treatments.
- Overall consumer complaints to the Private Health Insurance Ombudsman (PHIO) rose for the third consecutive financial year, although the year-on-year increase of 3.5 per cent followed much larger increases of nearly 16 per cent in 2013-14 and 24.5 per cent in 2014-15.
- The PHIO continued to receive the highest level of complaints regarding the benefits paid by insurers to consumers (over 30 per cent of total complaints in 2015-16). The main issue of consumer concern relating to benefits was hospital policies with unexpected exclusions and restrictions.
- Consumers increasingly rely on information provided by commercial comparison websites when making decisions about their private health insurance. Around 40 per cent of consumers who made comparisons between insurers prior to selecting their current policy utilised a commercial comparison website, such as iSelect and Compare the Market, to assist their decision making.
- A lack of transparency of the identity of shipowners and consequent impediment to holding the owner to account for a ship’s actions.
- Insufficient flag state regulatory enforcement and adherence to standards.
- The Fair Work Ombudsman (FWO) implement an inspection program for ships with foreign seafarers to verify paid wages meet Australian legal requirements.
- The Federal Government fund the FWO wages inspection program.
- The Federal Government implement clear procedures on how to respond to deaths that occur on ships travelling in or to Australian waters.
- The Federal Government consider legislative amendments to provide clarity on jurisdictional responsibility for investigating deaths on ships travelling in Australian waters.
- The re-establishment of an advisory body made up of key maritime industry stakeholders to advise government on new Australian shipping policies and workforce development and training opportunities.
- The Federal Government review the Australian maritime industry with a view to grow and support it.
- The Federal Government review the potential economic, security and environmental risks presented by FOC vessels and foreign crew.
- research feasible overseas markets,
- develop marketing material for distribution overseas,
- participate in international trade shows, trade missions and overseas business programs,
- adapt websites for specific international markets,
- access cultural and export training, mentoring and coaching services, and
- support incoming buyers.
- Eligible applicants must export goods or services that are grown or ‘Made in South Australia’.
- If goods or services are not made in South Australia, then businesses must prepare a detailed submission outlining the net benefits that the product or service will bring to the state.
- Goods are considered ‘Made in South Australia’ if the manufacturing process for a business meets those requirements.
Approximately 1,500 NSW local government employees responded to the latest People Matter employee perception survey.
The costs of a casual job are now outweighing any pay benefits.
ABF officers have inspected businesses and residential premises targeting organised visa fraud and illegal work.
A consultation paper outlines the government’s Modern Slavery in Supply Chains Reporting Requirement.
The updated guide to social media use by Federal public servants has been released.
Whilst an ACCC report blasts the health insurers, dentist and ambulance paramedics say more needs to be done.
The Senate Inquiry into Flag of Convenience (FOC) Shipping has found serious risks.
Governments need to ensure safer work practices for hospital doctors.
Michael Pratt AM is the new NSW Secretary of the Treasury and of Industrial Relations.
While SA extends a program to boost exports, Qld’s coffers are boosted by the recovery of its coal exports.
Bus drivers continue their campaign against the privatisation of 223 bus services in Sydney.
Retailers and the Prime Minister have launched a retail internship program for young people.