What is the Work Choices legislation?
WorkChoices required that employers provide employees with five minimum entitlements, which covered maximum ordinary working hours, annual leave, parental leave, personal/carer’s leave and minimum pay scales.
Who introduced Work Choices?
The Coalition Government introduced the Workplace Relations Amendment (Work Choices) Bill 2005 on 2 November 2005 (see Bills Digest No. 66 2005-06, see also the Parliamentary Library s Internet guide to the Work Choices Bill, including proposed amendments from non-government parties).
What is the Workplace Relations Amendment WorkChoices Act 2005 Cth?
The Workplace Relations Amendment (Work Choices) Act 2005 came into effect in 2006. The 2005 Act was expected to carry forward the evolution of Australia’s workplace relations to improve productivity, increase wages, balance work and family life, and reduce unemployment.
What was wrong with WorkChoices?
They argued that as a result of WorkChoices they were losing conditions at work, penalty rates and overtime were being taken away, and too many of them were being unfairly dismissed, with little remedial action available.
What legislation did the Fair Work Act replace?
The related Fair Work (Registered Organisations) Act 2009 superseded the Workplace Relations Act 1996 (which had in turn superseded the Industrial Relations Act 1988).
What are the key elements of the workplace relations framework under the Fair Work Act 2009?
As set out in the Fair Work Act and other workplace legislation, the key elements of our workplace relations framework are:
- A safety net of minimum terms and conditions of employment.
- A system of enterprise-level collective bargaining underpinned by bargaining obligations and rules governing industrial action.
What is the Fair Work Act and what does it cover?
The Fair Work Act 2009 (FW Act) provides protections of certain rights, including: workplace rights. the right to be free from unlawful discrimination. the right to be free from undue influence or pressure in negotiating individual arrangements.
What is the Workplace Relations Amendment Work Choices Act 2005 Cth?
What impact has the Work Choices decision had in Australia?
WorkChoices dramatically increased the regulatory reach of federal law on industrial relations matters at the expense of state law, and it was therefore understandable that the states were keen to challenge the validity of the legislation. In addition, two trade unions challenged the legislation.
What is the legislation that amended the Fair Work Act 2009?
The Fair Work (State Referral and Consequential and Other Amendments) Act 2009 and the Fair Work Amendment (State Referrals and Other Measures) Act 2009 changes the FW Act to allow states to refer matters to the Australian federal government to form a national workplace relations system.
What did the Fair Work Act do?
The Fair Work Act 2009 (FW Act) provides protections of certain rights, including: workplace rights. the right to engage in industrial activities. the right to be free from unlawful discrimination.
What was the Work Choices Act in Australia?
Australia’s coalition government introduced the Workplace Relations Amendment (Work Choices) Act 2005 to create “a more flexible, simpler and fairer system of workplace relations for Australia”. [1] The legislation faced strong opposition from unions and the public, who argued that it was overcomplex and biased in favour of employers.
What was the work choices Amendment Act 2005?
This Act may be cited as the Workplace Relations Amendment (Work Choices) Act 2005. (1) Each provision of this Act specified in column 1 of the table commences, or is taken to have commenced, in accordance with column 2 of the table. Any other statement in column 2 has effect according to its terms.
What was the purpose of the Workplace Relations Act?
The principal object of this Act is to provide a framework for cooperative workplace relations which promotes the economic prosperity and welfare of the people of Australia by:
What was the impact of the Fair Work Act?
The legislation faced strong opposition from unions and the public, who argued that it was overcomplex and biased in favour of employers. Its public impact was limited and, despite the government’s strong commitment, it was repealed in 2009 and replaced by the Fair Work Act.