Docstoc

Pay Equity – The Challenge for S

Document Sample
Pay Equity – The Challenge for S Powered By Docstoc
					           TasCOSS Forum

“Preparing for Change - Fair Work Australia”


                  Chris Dodds
           Australian Services Union
              Tasmanian Branch
ASU Social & Community Services Survey




         "Preparing For Change - Fair Work Australia"
Workforce Crisis
in the community sector
 There is an industry crisis as “not for profit”
  community sector agencies struggle to attract
  and retain staff;
 The annual staff turnover rate in community
  services is up to 6% higher than the
  Australian all industry average;
 52% of workers surveyed are not committed
  to staying in the industry beyond the next five
  years.
          "Preparing For Change - Fair Work Australia"
Workforce Crisis Continued
 The single biggest reason identified for
  workers who intended to leave the industry
  was „better pay elsewhere‟ and 77% of
  managers surveyed nominated low wages
  and poor working conditions as the main
  barrier to attracting and retaining staff;
 Anecdotal and quantitative evidence shows
  workers are leaving the SAC’s sector.
  This jeopardises sector sustainability and
  increases the pressure on remaining workers.

          "Preparing For Change - Fair Work Australia"
Pay & Conditions of SAC’s
Workforce Continued
 Tasks undertaken by SAC’s workers are
  often complex and the breadth of tasks
  they are expected to undertake can be
  extensive;
 Comparative areas such as hospital
  social workers and child protection
  workers are paid at a higher rate and
  with more generous conditions.
        "Preparing For Change - Fair Work Australia"
A female workforce
 ABS data confirms –

 a continuing trend of a mainly female
  workforce – 81%
  Of whom, – 46% work part-time




         "Preparing For Change - Fair Work Australia"
Work value issues for a
feminised workforce

 Gender based undervaluation;

 Equal pay for work of an equal or
  comparable value.


         "Preparing For Change - Fair Work Australia"
ASU - Queensland
Pay Equity Case

 The Commission recognised that this
  undervaluation was gender based -
  “This is because care work is seen to
  be an extension of women‟s role in
  the home and not valued properly”;


        "Preparing For Change - Fair Work Australia"
ASU - Queensland
Pay Equity Case continued
 The Commission determined that -
  “a pattern emerges that gender is at
  the core of present work value of the
  community services sector” and, that
  the “work has been undervalued on a
  gender basis”.

        "Preparing For Change - Fair Work Australia"
ASU – Queensland
Pay Equity Case continued
The Commission also noted that:
 “the overriding public interest consideration in this
  matter is to ensure that employees in this sector are
  remunerated commensurate with their work value and
  in a way that is affordable to the funding bodies.
  This will ensure that qualified, competent employees
  are attracted and retained in the sector to provide
  quality services. That services users receive
  appropriately funded quality services so as to properly
  assist them to increase their capacity ... and finally that
  the services can be provided at a cost reasonable to the
  taxpayer.”
             "Preparing For Change - Fair Work Australia"
ASU – Queensland
Pay Equity Case continued
The Commission observed that -
 Government funding models contribute to the
  undervaluation of the work;
 Industry features have influenced
  undervaluation;
 That compared to same jobs in Public Sector
  or Local Govt – the sector was undervalued;
 A lack of EBA’s and bargaining within the
  industry has resulted in undervaluing;
          "Preparing For Change - Fair Work Australia"
ASU – Queensland
Pay Equity Case continued
 The origins of the community sector; and
 The evolution of the work from voluntarism
  and the continued widespread use of
  volunteers has complicated the assessment
  of the value of the work;
 The nature of the client group can cause
  workers to compensate for shortfalls in
  funding by providing unpaid or underpaid
  work.
          "Preparing For Change - Fair Work Australia"
 ASU Queensland
 Pay Equity Case continued
Finally, Commissioner Fisher said:
 “Arguably, the benevolence and commitment
  of the workers, and unlikelihood of industrial
  action, is assumed in government funding
  models. - As the ASU submitted, and again
  I accept, this situation would not be tolerated
  in predominantly male occupations or
  industries.”
           "Preparing For Change - Fair Work Australia"
National Implications
 Pay rates and jobs same in all States.
 ASU agreement with the Commonwealth struck 30/10/09.
 State Governments sent letters of support to FWA
 Fair Work Act provides for Equal Remuneration Orders –
  Principles of how these orders occur have not been
  settled.
 Need to establish equal remuneration principles –
  important that they are the same or similar to Qld
 Background – Pay Equity Inquiry (report 23/11/09),
  Productivity Commission draft recommendation.
 Campaigning around funding will be crucial.

            "Preparing For Change - Fair Work Australia"
Support of Tasmanian & other State Governments




            "Preparing For Change - Fair Work Australia"
The National IR System
 The SAC’s sector in Tasmania will be
  referred to the National System;
 This will remove any confusion as to
  whether employees are in the State or
  Federal system;
 Employees covered by a State Award or
  Agreement, shall initially have existing
  terms and conditions of employment
  retained.
         "Preparing For Change - Fair Work Australia"
Agreement with the Commonwealth
 The Key elements
    Recognition of the National implication of the
     Queensland decision;
    ASU to support referral of SAC’S to the National
     System;
    Protection of the Qld Decision for Qld workers;
    Commonwealth support for use of the Qld Equal
     Remuneration principles;
    Commonwealth and the ASU to agree upon an
     agreed set of facts;
    Suspension of Award Modernisation
            "Preparing For Change - Fair Work Australia"
Key Elements, the details
 Recognition of the National implication
 of the Queensland decision
   The Agreement
     Recognises the desire of the ASU to extend the
      Queensland decision across the country;
     Sets out the ASU’s acknowledgement that any
      decision of this type would have significant
      budgetary implications for the Commonwealth
      and the States/Territories;
     Acknowledges that the ASU will make an
      application for an Equal Remuneration order
         "Preparing For Change - Fair Work Australia"
Key Elements, the detail cont.
 Commonwealth support for use of the
 Queensland Equal Remuneration principles
  It is agreed between the ASU and the
   Commonwealth that the principles that will be used
   to determine the ASU application for Equal Pay will
   be the same principles as used in the Queensland
   case;
  The Australian government and the ASU have
   agreed that they will both support this proposition
   when the matter is argued before FWA;

           "Preparing For Change - Fair Work Australia"
Key Elements, the detail cont
  Impact of Award Modernisation
   Modern award has been made which shall
    replace all existing wage arrangements in
    the 47 pre-reform awards;
   Transition to Modern Award Wage Rates to
    be phased in from 1 July 2011;
   Transition to Modern Award Allowances
    such as, shift penalties, overtime and any
    other wage related matters (including sleep-
    over) to be phased in from 1 July 2010
          "Preparing For Change - Fair Work Australia"
Hearing and Implementation
 The application for the Equal Pay case
  will be filed early next year;
 It is anticipated that a decision in the
  case shall be brought down by the end
  of 2010
 Any significant wage outcomes like
  those awarded in Qld (18%- 42%) will
  be phased in over five years.
         "Preparing For Change - Fair Work Australia"
Pay comparison

   Tasmanian Community Services Award
   Graduate entry $ 39,218
   Queensland Award
   Graduate entry $ 46,410 (3 year) +18%
                   $ 47,940 (4 year) + 22%

           "Preparing For Change - Fair Work Australia"
Hearing & Implementation cont.
Wage Increases
 During phase in, wages will be also be
  indexed by “Living Wage” increases to
  protect value of existing wages;
  i.e. an equal pay increase plus a
  living wage increase


         "Preparing For Change - Fair Work Australia"
What next?
 We intend to work closely with
  TasCOSS and other peaks;
 We will establish an ASU member
  working group to feed into the process
  and ensure employee involvement at all
  stages of the claim;
 We will establish an employer reference
  groups to facilitate ongoing
  communication with the sector
         "Preparing For Change - Fair Work Australia"
       Pay Equity
It is not a question of if
       - But When




            “Preparing for Change – Fair Work Australia”

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:11
posted:2/15/2010
language:English
pages:25