ITCRA SUPPLEMENTARY SUBMISSION TO THE VICTORIAN INQUIRY INTO THE LABOUR HIRE INDUSTRY AND INSECURE WORK
|
|
- Angelica Logan
- 8 years ago
- Views:
Transcription
1 ITCRA SUPPLEMENTARY SUBMISSION TO THE VICTORIAN INQUIRY INTO THE LABOUR HIRE INDUSTRY AND INSECURE WORK Submitted: 15 March 2016 By to:
2 ITCRA is the professional body for the ICT and professional contracting and recruitment sector in Australia and New Zealand. ITCRA Members supply and/or manage professional talent on behalf of their clients for permanent and flexible roles, including contracting, across Australia and New Zealand as well as multiple international markets. ITCRA s ICT Employment Trends Report provides an overview of the key movements and data that affects the ICT industry in terms of business conditions, human capital needs, recruitment activities, and expectations. SkillsMatch data is a major source of information for this Report, as is data from Burning Glass, Seek, and Live Salary. SkillsMatch is a monthly reporting program of data from ITCRA Member systems that includes: position title and requirements, available positions, salaries offered, placements made and timeto-fill for ICT contract and permanent roles. Developed by ITCRA, isafe sets a new benchmark for those who supply or manage white collar professional talent as it consolidates system and site assessments for companies who deliver recruitment, contract management, professional and management services as well as for their clients and contractors. The People & Talent Management Standard (PTM), in partnership with Certex International and Service Excellence Consulting, sets best practice for organisations that recruit and manage workers.
3 ITCRA SUPPLEMENTARY SUBMISSION TO THE VICTORIAN INQUIRY INTO THE LABOUR HIRE INDUSTRY AND INSECURE WORK EXECUTIVE SUMMARY The Information Technology Contract & Recruitment Association (ITCRA) appreciates the opportunity to provide a supplementary submission to the Victorian Inquiry into the Labour Hire Industry and Insecure Work (Inquiry). ITCRA relies on the material already submitted in its initial response to the Inquiry on 27 November 2015, and now wishes to respond to and provide comment on the following issues that have been raised in other submissions and during the public hearings relating to the Inquiry: 1. the distinction between labour hire professionals and vulnerable workers in the ICT and other professional sectors and the processes ITCRA has in place to protect such workers; 2. whether an industry wide definition of independent contractor is feasible; 3. how non-standard work is an attractive option for the majority of temporary contract workers and secure work is a misnomer; 4. compliance with occupational health and safety (OHS) laws; and 5. that a licensing system or other additional regulation is not viable for the professional contracting sector, and what this would mean for ITCRA Members. 1 - A distinction must be drawn between labour hire professionals and vulnerable workers It is ITCRA s experience that the individuals engaged by its Members in alternative forms of work are predominantly skilled professionals capable of making decisions as to their preferred form of engagement. Further, the anecdotal surveys conducted by ITCRA Members indicate the majority of these individuals do not actively seek permanent roles. The position of these individuals is quite different from those persons who were the focus of the submissions of organisations such as the Australian Council of Trade Unions (ACTU) and Professionals Australia, which have focused on the disadvantages of labour hire and particularly the exploitation of vulnerable workers. ITCRA submits that the concerns raised by the ACTU exclusively relate to vulnerable workers such as migrant and unskilled workers in particular blue collar sectors within the labour hire industry. In considering any regulatory or statutory reforms to the labour hire industry, a distinction must first be drawn between professional workers who are engaged on labour hire arrangements and those labour hire workers who are truly vulnerable. It follows that heightened protection should be afforded to those workers less able to understand the terms of any labour hire arrangement, or those who are less likely to be in a position to freely choose their mode of engagement. Focusing any increased regulatory protection on certain classes of vulnerable workers would protect those most at risk of exploitation. This would also allow genuine independent contractors, and their hiring entities, to freely negotiate the terms of engagement without the fear of those terms unintentionally falling foul of sham contracting or other laws aimed at preventing exploitation of temporary workers, which could arise if there was a rigid and overly simplistic definition of independent contracting adopted.
4 If the Inquiry results in the Victorian Government (Government) implementing regulatory protection for temporary workers, ITCRA respectfully submits that it should be limited to vulnerable workers and should not extend to professional white collar temporary workers. 2 - Considering a definition of independent contractor Many commentators and some of the submissions argue for a simple and clear statutory definition, which settles the distinction between an employee and an independent contractor. The common law test for determining an employment relationship and whether a worker is an employee or an independent contractor is not always precise or straight forward. It does however provide the level of flexibility necessary for the courts to examine the true nature of varying employment relationships. ITCRA agrees with Australian Industry Group s (Ai Group) submission that a one size fits all definition of independent contractor would prevent all the nuances of individual circumstances being fully considered. The development of a single statutory definition to accurately categorise all workers within the labour hire industry across all sectors in Australia is not feasible and would only lead to future complications as work arrangements continue to evolve. Of particular concern to ITCRA Members, is the likelihood that a narrowly drafted definition would adversely affect current genuine arrangements. As part of ITCRA s ongoing commitment to developing industry best practice, we are holding a Forum on 7 April 2016 during which we will be encouraging Members and other interested stakeholders to engage in an informed discussion surrounding the development of workable, specific descriptors and definitions of the different types of employment relationships most commonly adopted by our Members. Although the results of the Forum are not available to include in this submission, ITCRA is happy to provide this information for consideration by the Inquiry. 3 - Workers are choosing non-standard forms of work The Productivity Commission Draft Report on the Workplace Relations Framework observed that workers value different forms of work and that the availability of alternative forms of work satisfies the wide variety of preferences of workers. 1 This is particularly the case among professional workers such as those represented by ITCRA Members across ICT, accounting, engineering and banking & finance sectors, with the majority of workers in these sectors finding the autonomy offered by nonstandard forms of employment an attractive option. The freedom to determine the type of employment relationship that is most beneficial to their circumstances, when to take work and when not to, and the opportunity for career growth and development that working with different organisations provides are just some of the reasons why contracting professionals choose to enter the labour hire industry. 1 Australian Government, Productivity Commission, Workplace Relations Framework: Productivity Commission Draft Report (August 2015).
5 Any regulatory reforms should consider the intentions and preferences of these individuals and recognise the distinction between professionals who are capable of choosing for themselves the appropriate form of employment, as opposed to vulnerable workers within at risk industries. In ITCRA s experience, the vast majority of professionals who work under a labour hire arrangement have no desire to become permanent employees working for the same employer. This is due, in part, to the fact that these professionals know they enjoy the same legislative protections. Further these professionals, especially those working with ITCRA Members, will have experienced good employment practices that comply with relevant laws and regulations, often providing superior wages and conditions. It is simply not the case that non-traditional forms of work are indicative of low quality work or poor conditions and caution should be exercised in considering submissions representing all non-standard forms of work as precarious. This is certainly not the situation in the professional contracting sector. ITCRA is unaware of any examples that demonstrate a lack of opportunity for contractors to negotiate fair terms or being engaged under less favourable pay and conditions. In ITCRA s experience, labour hire is predominantly used to fill a specific specialist function within a business. It is also commonly used as a longer-term supplement to a permanent workforce, with permanent and labour hire professionals working alongside each other performing the same work. The labour hire firms and client businesses operating within the professional contracting sector do not use contracting as a way of avoiding employment costs and obligations; rather it is used to supplement their workforce to fill a short term niche or to add specific skills. The contractors who work with ITCRA Members can have multiple contracts concurrently with different clients and different recruiters, and many will move between states on short term contracts. At the end of the engagement, if the role is not what the worker had hoped than they have the option to move on and the client has the benefit of sourcing someone more suitable. ITCRA Members offer plenty of permanent vacancies as well but they often find workers preferring to work under contract terms to give them variety and other benefits of flexibility as discussed above. ITCRA Members clients also prefer to engage with this model. The most significant evidence of the demand for contracting roles is in the regular data ITCRA receives and has independently validated as part of its Employment Trends Report. The statistics reflect the roles advertised and filled and clearly show the market driven preference for contractors, as illustrated below: State by State Ratios of Permanent to Contract ICT Roles Q Q Permanent Contract Permanent Contract Australian Capital Territory 10% 90% 8% 92% New South Wales 12% 88% 20% 80% Queensland 14% 86% 8% 92% South Australia 12% 88% 16% 84% Victoria 19% 81% 19% 81% Western Australia 10% 90% 8% 92% Australia-wide 14% 86% 16% 84%
6 Average Days-to-Fill ICT Roles by Permanent or Contract and by State Permanent Contract Contracts Require Australian Capital Territory % more New South Wales % less Queensland % less South Australia % less Victoria % less Western Australia % less Hourly Rates i in Australian Dollars for ICT Roles by Permanent or Contract and by State Permanent Contract Contracts Require Australian Capital Territory $75.31 $ % more New South Wales $69.57 $ % more Queensland $61.12 $ % more South Australia $50.84 $ % more Victoria $69.79 $ % more Western Australia $62.45 $ % more icomparative hourly rates are calculated by dividing permanent annual salaries by 1,672 hours, representing 44 weeks per year at 38 hours per week. This takes into account 52 weeks per year, less and approximated hourly earnings of permanent entitlements represented by four weeks of annual leave, two weeks of statutory holidays, one week of sick leave, and one week of long service leave. Top Recruiter-Sourced ICT Roles by Permanent and Contract Placement Permanent Contract Software Developer/Engineer ICT Project Manager Systems Analyst Systems Analyst Helpdesk Officer Helpdesk Officer Computer Systems Engineer/Architect Software Developer/Engineer ICT Project Manager Technology Consultant Computer Systems Engineer/Architect Software QA Engineer/Tester Computer Programmer Network/ Systems Administrator Network Engineer/Architect 4 - Compliance with OHS laws ITCRA has observed that compliance with OHS has been a prominent focus of the Inquiry, in particular the concern that labour hire workers are likely to be more vulnerable to safety risks. Industry associations like ITCRA play a prominent role in assisting Members to navigate and comply with OHS legislation to ensure high levels of compliance and minimise the health and safety risks to temporary workers. As part of its commitment to OHS compliance, ITCRA has developed a unique site, system and document risk management review solution called isafe that supports, in a practical way, the notion that everyone has a right to a safe work environment. ITCRA s isafe program sets a new benchmark for those who supply or manage professional workers by consolidating these reports for reference by participating companies.
7 The isafe program is designed to: ensure all OHS site and system reports and follow ups are managed to the same quality benchmark; deliver consultation, co-operation and co-ordination through a centralised team of qualified OHS practitioners; document a process for OHS Risk Management, where there are multiple parties involved, that ensures stakeholder engagement; and provide an opportunity for a collaborative process for overall practice improvement. There is a growing need to ensure workplaces, where there are multiple stakeholders (recruiters, contracting companies, contractor management organisations, payroll service providers, professional services and managed solution providers), have a co-ordinated approach to OHS Risk Management. Consultation, co-operation and co-ordination, as required under the legislation, makes common sense and can be facilitated through a centralised process, such as the isafe program. The statistics from the program track OHS conformance on sites where professional contractors are engaged. ITCRA also partners with its insurers to compare this evidence against their claims history for the sector. The levels of compliance are illustrated below: ACTIVE CLIENT SITES ACT NSW QLD SA VIC WA TOTAL CONTRACTORS ON-SITE 4,000 3,000 2,000 1,000 0
8 Jan-15 Feb-15 Mar-15 Apr-15 May-15 Jun-15 Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15 Jan-16 Feb-16 SITE CONFORMANCE CONFORMANCE PARTIAL CONFORMANCE NON CONFORMANCE All reports are discussed with clients and the recruitment company and, where partial or non conformances are identified, action is taken to: assist the client to develop on site solutions; support the contractors on site if the issue impacts them directly; educate the recruitment company to ensure they have support mechanisms and policies in place; and develop tools and resources to inform the wider market as part of an ongoing education campaign. To support this specific data, ITCRA s insurers, Arthur J Gallagher (AJG), have noted that over the past twelve months claims related to ITCRA Members have been the lowest of all their clients across the contracting and recruitment client base. AJG believe this is, in some way, attributable to the isafe program. 5 - Viability of a licensing scheme There is no conclusive evidence to suggest that employers operating labour hire businesses are any less compliant with their employment obligations than the general employer population. As such, ITCRA is not convinced of the need for a licensing system in the labour hire industry, particularly in professional sectors. Complex laws and significant penalties are already in place to address noncompliance and there is no need to introduce a licensing scheme that would increase costs for labour hire agencies who are already complying with their obligations as employers. Of particular concern to ITCRA Members is that a Victorian-based licensing scheme would not only be costly to implement but would cause significant compliance issues for those Members operating in more than one state and, even more significantly across global marketplaces. Further, ITCRA asserts that a licensing scheme is unlikely to change the behaviour of unscrupulous labour hire providers and will only impose heightened regulation on already compliant agencies. Calling for legislative changes that will impose responsibility for workers employment entitlements on both host organisation and labour hire agencies will only add a further layer of complexity to an already complex regulatory framework. Requiring existing labour hire companies to comply with an additional layer of registration would not, in our view, do anything to overcome the problem of illegal activity and do nothing to deal with those who would simply not register.
9 Considering a nationwide Employment Services Industry Code (ESIC) In June 2015, the RCSA released for public submissions a proposal for an ESIC that it claimed would provide a single national framework for the regulation of those involved in the provision of employment services and on-hire contracting. ITCRA conducted a survey of its Members in response to the RCSA s proposal in % of ITCRA Members companies responded to the survey, representing locations across Australia and New Zealand but predominantly the east coast. Those Members who took part in the survey overwhelmingly agreed that standards that are recognised by all those in the industry are needed for reasons of consistency and quality management. However, the Members commentary indicated that the following key points need to be considered before any overarching code or regulation for the contracting and recruitment sector would be effective and these comments also reflect a response to licensing generally: The fact that there are instances of non-compliance is not a sufficient reason to add another layer of compliance or regulation. More effort should be spent on ensuring that the sector connects with regulators to better understand their obligations and ensure breaches are reported and addressed. The respondents had little support for any of the licensing regimes in place, other than to suggest they did provide a point of difference between recruiters and professional services. The general consensus was that professional standards for recruitment professionals are a real issue to be considered in any discussion on mandatory codes and/or regulation. The feedback suggests that there is a need for greater commitment to the training of recruitment professionals. There is a real need for consistency and uniformity of practice across the sector so that it behaves as a profession. This means recognition of consultants as professionals a recognised program of qualifications with mandatory review and renewal (ITCRA Certification is a starting point). Clients and candidates will then recognise the standards of practice similar to a CPA. The challenge of legislation and licencing at present and comprise of being locked into definitions that do not even reflect today s sector let alone the emerging models that we will see in the future. The need for a national framework, together with national standardised statutory codes and standards certainly exists, however ITCRA Members generally consider it naive to believe it will eradicate unethical employment practices. With 70% of companies in this sector being small and medium enterprises, it is also important to ensure that any new compliance model does not, in its development and implementation, add another barrier to these companies in the marketplace due to increased costs and red tape. Professional Standards ITCRA has partnered with top quality training providers to establish a number of programs that provide Member consultants, managers and contractors the opportunity to demonstrate their commitment to best practices and establish themselves as leaders in their field.
10 In particular, we provide programs for: new recruitment consultants, with introductory webinars on ITCRA Certification and the People & Talent Management Standards; established recruitment consultants, with specific modules for ICT, Legislation, and Recruitment Skills; middle management, which is designed to develop the individual s ability to build support and trust with clients; and contractors, with the goal of helping participants achieve success in their chosen field. The People & Talent Management Standard ITCRA has partnered with Certex International and Service Excellence Consulting to deliver the People & Talent Management Standard (Standard) which sets best practice for organisations which recruit and manage workers. The Standard is equally applicable to organisations that recruit and employ their workers directly, as well as outsourced service providers such as contracting & recruitment organisations, contractor management and payroll management providers. The Standard includes six modules: 1. Recruitment Management 2. Talent Management 3. Immigration Management 4. Privacy Management 5. Safety Management 6. Quality Management Organisations may seek certification in the Quality module and one or more of other modules. Certification in all modules indicates the organisation is meeting the highest standards for recruitment and worker management. This joint initiative was launched in November 2015 and currently 43 organisations are at various stages of the program. The Standard is applicable to organisations providing recruitment services as outsourced suppliers, and to departments within organisations that conduct and manage their own recruitment and human resource functions. It applies equally well to organisations both in the private and public sectors. The Standard also applies to organisations and departments within organisations which provide recruitment related services such as payroll functions, contractor management services and candidate management databases. As a benchmark it takes people and talent management best practice to the heart of the company and puts the people and talent (workers) first and foremost and ensures that essential protections and processes are in place throughout the relationship with the workers no matter how they are engaged.
11 Conclusion While the exploitation of vulnerable workers is an appropriate target for enforcement agencies, there is no need to target already compliant companies and individuals capable of effectively and lawfully entering into alternative employment arrangements. It is important to recognise that many workers have no desire to become permanent employees and actually enjoy the freedom and financial incentives associated with self-employment and other alternatives. These genuine preferences should not be interfered with by another layer of regulation. Further, it is because of these clear differences amongst workers within the industry, that an industry wide definition is not feasible. Instead, we are committed to refining professional contracting specific classifications that reflect existing legal arrangements and facilitate beneficial forms of commercial relationships. It is important not to lose sight of the main objective of the Independent Contractors Act 2006 (Cth) (ICA Act), which is to protect the freedom of contractors to enter into contracts to supply their services, to recognise independent contracting as a legitimate form of work arrangement that is primarily commercial, and to prevent interference with genuine contracting agreements (section 3 of the ICA Act). It is clear that within the professional contracting sectors that ITCRA Members represent there is already a high degree of regulatory and OHS compliance, therefore any reform must be proportional and targeted. Based on the practices and experiences of our Members, ITCRA is not convinced that a state based or nationwide licensing system or additional regulation is viable and in fact would do little to deter unscrupulous labour hire agencies. The focus should instead be on educational programs, recognised quality business standards and professional accreditation. This will assist parties to identify compliant contracting and recruitment companies and qualified consultants who know their responsibilities and understand the rights and obligations of workers, rather than introducing additional regulation in an already heavily regulated area. Julie Mills ITCRA CEO 15 th March 2016
ITCRA SUBMISSION TO THE INQUIRY INTO THE LABOUR HIRE INDUSTRY IN SOUTH AUSTRALIA
ITCRA SUBMISSION TO THE INQUIRY INTO THE LABOUR HIRE INDUSTRY IN SOUTH AUSTRALIA Submitted: 19 th May, 2016 By email to: EFC.Assembly@parliament.sa.gov.au Information Technology Contract & Recruitment
More informationWorkplace Relations Framework Productivity Commission
Submission to: Workplace Relations Framework Productivity Commission Submitted: 16 th March 2015 By email to: workplace.relations@pc.gov.au To the Commission: Workplace Relations Framework: Issues Paper
More information2 March 2015. Mutual Recognition Schemes Study Productivity Commission Locked Bag 2 Collins Street East MELBOURNE VIC 8003
2 March 2015 Mutual Recognition Schemes Study Productivity Commission Locked Bag 2 Collins Street East MELBOURNE VIC 8003 Sent via email to: mutual.recognition@pc.gov.au Dear Commissioner, Master Electricians
More informationReporting of Taxable Payments to Contractors in the Building and Construction Industry. Consultation Paper
Reporting of Taxable Payments to Contractors in the Building and Construction Industry Consultation Paper The Department of Treasury Australian Government Submission of The Recruitment and Consulting Services
More informationICT Jobs Market Analysis
ICT Jobs Market Analysis ITCRA Insight: September 2014 The Source ITCRA is the professional body for the ICT contracting and recruitment sector in Australia and New Zealand. ITCRA Members supply and/or
More informationITCRA Response. Request for Submissions on the Draft Version of the APP Guideline Chapters A to D and 1 to 5 covering APPs 1 to 5
ITCRA Response Request for Submissions on the Draft Version of the APP Guideline Chapters A to D and 1 to 5 covering APPs 1 to 5 To: The Office of the Australian Information Commission Submitted: 20th
More informationDepartment of Immigration and Border Protection. 457 Integrity Review: Training Fund Contribution. Submission of
Department of Immigration and Border Protection 457 Integrity Review: Training Fund Contribution Submission of Recruitment and Consulting Services Association (RCSA) August 2015 Recruitment & Consulting
More informationSkillsMatch Contractor Salary Survey & Analysis March to August, 2012. Produced by ITCRA September 2012
SkillsMatch Contractor Salary Survey & Analysis March to August, 2012 Produced by ITCRA September 2012 ITCRA Contractor Salary Survey & Analysis Executive Summary Who is ITCRA? ITCRA (Information Technology
More informationOptus Submission to Productivity Commission Inquiry into National Frameworks for Workers Compensation and Occupational Health and Safety
Optus Submission to Productivity Commission Inquiry into National Frameworks for Workers Compensation and Occupational Health and Safety June 2003 Overview Optus welcomes the opportunity to provide this
More informationASSOCIATION LTD. Submission to the Senate Workplace Relations and Education Legislations Committee
Recruitment & Consulting Services Association Ltd. ABN 41 078 606 416 PO Box 18028 Collins Street East Melbourne Victoria 8003 Ph +61 3 9663 0555 Fx +61 3 9663 5099 RECRUITMENT AND CONSULTING SERVICES
More informationRECRUITMENT AND CONSULTING SERVICES ASSOCIATION LTD. Submission to the Accident Compensation Corporation. Regarding 2005/05 Levy Rates for Employers
New Zealand Secretariat PO Box 20 656 Glen Eden, Auckland Ph: 64 9 813 9926 Fax: 64 9 813 9927 RECRUITMENT AND CONSULTING SERVICES ASSOCIATION LTD Submission to the Accident Compensation Corporation Regarding
More informationDefinition of Worker Workers Compensation Legislation in NSW. Submission from the Recruitment and Consulting Services Association
Definition of Worker Workers Compensation Legislation in NSW Submission from the Recruitment and Consulting Services Association March 2004 1 THE RECRUITMENT AND CONSULTING SERVICES ASSOCIATION The Recruitment
More informationHKCS RESPONSE COMMONLY ACCEPTED AUDIT OR ASSESSMENT MECHANISM TO CERTIFY INFORMATION SECURITY STANDARDS
Hong Kong Computer Society Room 1915, 19/F, China Merchants Tower, Shun Tak Centre, 168 Connaught Road Central, Hong Kong Tel: 2834 2228 Fax: 2834 3003 URL: http://www.hkcs.org.hk Email: hkcs@hkcs.org.hk
More informationInquiry into Public Hospital Performance Data
Inquiry into Public Hospital Performance Data Terms of Reference: To inquire into and report on the capacity of hospitals to meet demand, standards and quality of care, resourcing and access levels, and
More informationProject Agreements. Information for employers requesting a project labour agreement May 2015
Project Agreements Information for employers requesting a project labour agreement May 2015 Table of Contents What is a project agreement?... 4 What is a labour agreement... 5 Duration of a labour agreement...
More informationPolicy Statement on. Associations. Eligibility to apply for a Scheme under Professional Standards Legislation May 2014
Policy Statement on on Code Business of Conduct Entity Associations Eligibility to apply for a Scheme under Professional Standards Legislation May 2014 Table of Contents Professional Standards Council
More informationSecond Submission to the Senate Employment, Workplace Relations and Education References Committee. Regarding Small Business Employment
Second Submission to the Senate Employment, Workplace Relations and Education References Committee Regarding Small Business Employment Date: September, 2002 Via email: Contact: Senator Guy Barnett Julie
More informationAboriginal and Torres Strait Islander Health Workers / Practitioners in focus
Aboriginal and Torres Strait Islander Health Workers / Practitioners in focus i Contents Introduction... 1 What is an Aboriginal and Torres Strait Islander Health Worker?... 2 How are Aboriginal and Torres
More informationRECRUITMENT AND CONSULTING SERVICES ASSOCIATION LTD. Submission to the Department of Labour
New Zealand Secretariat PO Box 20 656 Glen Eden, Auckland Ph: 64 9 813 9926 Fax: 64 9 813 9927 RECRUITMENT AND CONSULTING SERVICES ASSOCIATION LTD Submission to the Department of Labour Regarding Workplace
More informationSubmission to the Accident Compensation Corporation
New Zealand Secretariat PO Box 20 656 Glen Eden, Auckland Ph: 64 9 813 9926 Fax: 64 9 813 9927 RECRUITMENT AND CONSULTING SERVICES ASSOCIATION LTD Submission to the Accident Compensation Corporation Regarding
More informationOffice of the Small Business Commissioner
Office of the Small Business Commissioner 2 Office of the Small Business Commissioner Overview NSW has a relative advantage as the most populous Australian state and home to the largest concentration of
More informationEmployment Outlook for. Electricity, Gas, Water and Waste Services
Employment Outlook for Electricity, Gas, Water and Waste Contents INTRODUCTION... 3 EMPLOYMENT GROWTH... 4 EMPLOYMENT PROSPECTS... 6 VACANCY TRENDS... 8 WORKFORCE AGEING... 10 EMPLOYMENT BY GENDER AND
More informationSubmission to the Accident Compensation Corporation
New Zealand Secretariat PO Box 20 656 Glen Eden, Auckland Ph: 64 9 813 9926 Fax: 64 9 813 9927 RECRUITMENT AND CONSULTING SERVICES ASSOCIATION LTD Submission to the Accident Compensation Corporation Regarding
More informationSubmission to the Australian Tax Office Response to Single Touch Payroll Discussion Paper
Submission to the Australian Tax Office Response to Single Touch Payroll Discussion Paper Submission of The Recruitment and Consulting Services Association (RCSA) March 2015 Recruitment & Consulting Services
More informationCount on us to find the right fit Recruitment and resourcing solutions
Count on us to find the right fit Recruitment and resourcing solutions Our values Our national processes and systems are underpinned by our values, which we actively translate into the way we work with
More informationCGU Insurance Limited ABN 27 004 478 371 (an IAG Company) Submission to VICTORIAN COMPETITION AND EFFICENCY COMMISSION
CGU Insurance Limited ABN 27 004 478 371 (an IAG Company) Submission to VICTORIAN COMPETITION AND EFFICENCY COMMISSION INQUIRY INTO REGULATIONS OF THE HOUSING CONSTRUCTION SECTOR AND RELATED ISSUES Submitted:
More informationSupporting Australia s Live Music Industry: Suggested principles for best practice
Supporting Australia s Live Music Industry: Suggested principles for best practice 2010 2010 Commonwealth of Australia, in conjunction with the governments of the Australian Capital Territory, New South
More informationNew Child Development Legislation, Legislation reform Discussion Paper No. 5 Submission from the AISSA
New Child Development Legislation, Legislation reform Discussion Paper No. 5 Submission from the AISSA November, 2012 BACKGROUND The Association of Independent Schools of South Australia (AISSA) represents
More informationQuestions to ask a recruitment or labour hire firm prior to engagement of services in New Zealand
Questions to ask a recruitment or labour hire firm prior to engagement of services in New Zealand and labour hire worker service firms are a great way of complementing your business or organisation, however,
More informationDEPARTMENT OF LABOUR IMMIGRATION. Enforcing the Immigration Act 2009 Employers and Carriers
DEPARTMENT OF LABOUR IMMIGRATION Enforcing the Immigration Act 2009 Employers and Carriers 1 Table of Contents Introduction...3 Administration of Immigration Laws...3 The Department of Labour s Enforcement
More informationPayroll Tax in the Costing of Government Services
Payroll Tax in the Costing of Government Services Research Paper Steering Committee for the Review of Commonwealth/State Service Provision Commonwealth of Australia 1999 ISBN: 1 74037 006 6 This paper
More informationInsurance Insights. When markets hit motorists. How international financial markets impact Compulsory Third Party insurance
Insurance Insights When markets hit motorists How international financial markets impact Compulsory Third Party insurance August 2012 Chris McHugh Executive General Manager Statutory Portfolio Commercial
More informationSUBMISSION TO PRODUCTIVITY COMMISSION REVIEW OF MUTUAL RECOGNITION SCHEMES JANUARY 2015
QUEENSLAND COLLEGE OF TEACHERS SUBMISSION TO PRODUCTIVITY COMMISSION REVIEW OF MUTUAL RECOGNITION SCHEMES JANUARY 2015 BACKGROUND The Queensland College of Teachers ( the QCT ) was established in January
More informationVICTORIAN EDUCATION AND TRAINING (VET) FUNDING REVIEW SUBMISSION OF THE INDEPENDENT EDUCATION UNION VICTORIA TASMANIA
1 VICTORIAN EDUCATION AND TRAINING (VET) FUNDING REVIEW SUBMISSION OF THE INDEPENDENT EDUCATION UNION VICTORIA TASMANIA 1.0 Introduction The Independent Education Union Victoria Tasmania (IEU) is pleased
More informationYour Rights at Work in Australia Prepared by Labor Council of NSW For more information call our hotline1800 688 919
Your Rights at Work in Australia Prepared by Labor Council of NSW www.labor.net.au For more information call our hotline1800 688 919 HOW PAY AND CONDITIONS ARE SET IN AUSTRALIA ACTS OF PARLIAMENT Legislation
More informationPROFESSIONAL INDEMNITY GENERAL LIABILITY AND MANAGEMENT LIABILITY INSURANCE COMBINED PROPOSAL (RECRUITMENT SERVICES)
PROFESSIONAL INDEMNITY GENERAL LIABILITY AND MANAGEMENT LIABILITY INSURANCE COMBINED PROPOSAL (RECRUITMENT SERVICES) IMPORTANT NOTICES: CLAIMS MADE POLICY: This Proposal is for a policy issued by ProRisk
More informationRecruitment Solutions for the Global Aviation Industry
Recruitment Solutions for the Global Aviation Industry Aviation Labour Group Aviation Labour Group (ALG) draws on global talent to deliver temporary and permanent recruitment solutions to International
More informationBSB41015 CERTIFICATE IV IN HUMAN RESOURCES
BSB41015 CERTIFICATE IV IN HUMAN RESOURCES COURSE INFORMATION 2016 4 MONTH PROGRAM AHRI.COM.AU/EDUCATION TABLE OF CONTENTS BSB41015 CERTIFICATE IV IN HUMAN RESOURCES... 3 Course pre-requisites...3 COURSE
More informationRESPONSE TO HMRC DISCUSSION DOCUMENT INTERMEDIARIES LEGISLATION (IR35)
RESPONSE TO HMRC DISCUSSION DOCUMENT INTERMEDIARIES LEGISLATION (IR35) 25TH SEPTEMBER 2015 CONTENTS About PRISM Association Executive Summary Rationale for Change Options to Improve Effectiveness Consistent
More information21 August 2015 ACSA CONTACTS
ACSA response to Exposure Draft Legislation Tax and Superannuation Laws Amendment (2015 Measures No. #) Bill 2015: Limiting fringe benefit tax concessions on salary packaged entertainment benefits 21 August
More informationCOAG National Legal Profession Reform Discussion Paper: Professional Indemnity Insurance
COAG National Legal Profession Reform Discussion Paper: Professional Indemnity Insurance Introduction Professional indemnity insurance is insurance that:... indemnifies professional people accountants,
More informationINQUIRY INTO PROPOSALS TO LIFT THE PROFESSIONAL, ETHICAL AND EDUCATION STANDARDS IN THE FINANCIAL SERVICES INDUSTRY
NATIONAL/NSW SECRETARIAT PO Box 604 Neutral Bay NSW 2089 Telephone 1300 554 817 Facsimile 02 9967 2896 Email enquiries@mfaa.com.au www.mfaa.com.au INQUIRY INTO PROPOSALS TO LIFT THE PROFESSIONAL, ETHICAL
More informationAi GROUP SUBMISSION 14 AUGUST 2013. Ai Group Submission on Regulator Engagement with Small Business
Ai GROUP SUBMISSION 14 AUGUST 2013 Ai Group Submission on Regulator Engagement with Small Business Contents Executive summary... 3 The cost of compliance... 4 Cost and complexity of different stages of
More informationStratford on Avon District Council. The Human Resources Strategy
Stratford on Avon District Council The Human Resources Strategy Page 1 1 Purpose of The Human Resources (HR) Strategy The purpose of this document is to review the role and effectiveness of human resource
More informationPatterns of employment
Patterns of employment Nursing is a very broad profession. Nurses perform several roles in many different areas of practice at a variety of different locations (work settings), both in the public and private
More informationDisability Action Plan
Disability Action Plan The LIV Disability Action Plan aims to: provide equal opportunity for people with disabilities to participate in and contribute to the full range of activities of the LIV; promote
More informationTHE QUALITY MANAGEMENT SYSTEM IS YOURS UP TO STANDARD?
THE QUALITY MANAGEMENT SYSTEM IS YOURS UP TO STANDARD? Nigel Anderson, Head of Global Service Delivery Group Corporate Facilities Management, EMEA 1. SETTING THE SCENE Customer service expectations in
More informationA Labour Agreement allows an employer to recruit skilled overseas workers for occupations approved under the agreement.
1 Labour Agreement information A Labour Agreement is a formal arrangement negotiated between an employer and the Australian Government and will only be considered where a genuine skills shortage exists
More informationNATIONAL PARTNERSHIP AGREEMENT ON E-HEALTH
NATIONAL PARTNERSHIP AGREEMENT ON E-HEALTH Council of Australian Governments An agreement between the Commonwealth of Australia and the States and Territories, being: The State of New South Wales The State
More informationIMPLEMENTATION OF LABOUR MARKET TESTING IN THE STANDARD TEMPORARY WORK (SKILLED) (SUBCLASS 457) VISA PROGRAM. Response from AIIA
IMPLEMENTATION OF LABOUR MARKET TESTING IN THE STANDARD TEMPORARY WORK (SKILLED) (SUBCLASS 457) VISA PROGRAM Response from AIIA AUGUST 2013 INTRODUCTION The Australian Information Industry Association
More informationCommon Best Practice code FoR HiGH-Quality internships
Common Best Practice code FoR HiGH-Quality internships Gateways to the Professions collaborative Forum about us The Gateways to the Professions Collaborative Forum is an ad hoc advisory body. Its membership
More informationTAFE Development Centre response to the Productivity Commission Issues Paper on the VET Workforce
TAFE Development Centre response to the Productivity Commission Issues Paper on the VET Workforce In this response the TAFE Development Centre (TDC) addresses the specific questions that focus on workforce
More informationImmunisation for registered nurses Course outline
Immunisation for registered nurses Course outline IMMUNISATION FOR REGISTERED NURSES Course Dates 1. 03 Feb 24 25 Apr 24 2. 03 Mar 24 23 May 24 3. 07 Apr 24 27 Jun 24 4. 05 May 24 25 Jul 24 5. 02 Jun 24
More informationWestern Australian Auditor General s Report. Regulation of Training Organisations
Western Australian Auditor General s Report Regulation of Training Organisations Report 11: June 2015 Office of the Auditor General Western Australia 7 th Floor Albert Facey House 469 Wellington Street,
More informationSector Development Ageing, Disability and Home Care Department of Family and Community Services (02) 8270 2218
Copyright in the material is owned by the State of New South Wales. Apart from any use as permitted under the Copyright Act 1968 and/or as explicitly permitted below, all other rights are reserved. You
More informationTABLE OF CONTENTS. BSB41013 CERTIFICATE IV IN HUMAN RESOURCES 12 Week Course Information 2015 12 WEEK PROGRAM... 1
TABLE OF CONTENTS 12 WEEK PROGRAM... 1 Course pre-requisites...3 COURSE INFORMATION... 3 Course topics...3 Course Duration and Delivery...4 2015 key dates...4 Study option 1: Part-time: 12 week workshop
More informationTHE NSW COMPULSORY THIRD PARTY GREEN SLIP INSURANCE SCHEME: SUBMISSION TO THE CONSULTATION ON THE PROPOSED REFORMS
The Hon Greg Pearce MLC Minister for Finance & Services Minister for the Illawarra 5 April 2013 Dear Minister THE NSW COMPULSORY THIRD PARTY GREEN SLIP INSURANCE SCHEME: SUBMISSION TO THE CONSULTATION
More informationEarly Childhood Development Workforce
Early Childhood Development Workforce This submission to the Early Childhood Development Workforce Productivity Commission Issues Paper is made on behalf of GoodStart Childcare and specifically seeks to
More informationSubmission to the Disability Care and Support Inquiry
Ground Floor, 222 Exhibition Street Melbourne 3000 GPO Box 4306, Melbourne 3001 Tel: 03 9940 4403 Fax: 03 9940 4974 29 Disability Care and Support Productivity Commission GPO Box 1428 CANBERRA CITY ACT
More informationTHE COMPANY AND SERVICES
THE COMPANY AND SERVICES CONTENTS About Us... 3 What we do?... 3 Our Associates... 4 Company Details... 4 Test Associates Solutions... 5 Core Strengths... 6 Benefits of Using our Company... 6 Clients from
More informationSenior Asset Capability Engineer Electrical
Senior Asset Capability Engineer Electrical PO6 Permanent - Ipswich Based About the position Reporting to the Principal Asset Capability, as the Senior Asset Capability Engineer you will be responsible
More informationFinancial Services Industry - Pros and Cons of the PJC Model
Lifting the professional, ethical and education standards in the financial services industry Consultation on recommendations of the Parliamentary Joint Committee on Corporations and Financial Services
More informationRecruiting with Driver Hire Australia
www.driverhire.com.au Recruiting with Driver Hire Australia For all your temporary and permanent recruitment needs TEMPORARY STAFF PERMANENT RECRUITMENT 24/7 SERVICE QUALITY ASSURED SUPPLY TRAINING Much
More informationFinancial Services and Credit Reform Green Paper
THE FINANCE BROKERS ASSOCIATION OF AUSTRALIA (FBAA) MAKES THIS SUBMISSION TO THE Financial Services and Credit Reform Green Paper Corporations and Financial Services Division Treasury Langton Crescent
More informationAssociation of Consulting Architects Australia Strategic Plan
Association of Consulting Architects Australia Strategic Plan Box 17 Flinders Lane Post Office Melbourne Vic 8009 T 1300 653 026 E nat@aca.org.au www.aca.org.au Contents 1. Introduction 5 2. Survey 7 3.
More informationBSB41015 CERTIFICATE IV IN HUMAN RESOURCES
BSB41015 CERTIFICATE IV IN HUMAN RESOURCES COURSE INFORMATION 2016 12 MONTH PROGRAM AHRI.COM.AU/EDUCATION TABLE OF CONTENTS 12 MONTH PROGRAM... 1 BSB41015 CERTIFICATE IV IN HUMAN RESOURCES... 3 Course
More informationRecruitment Sector. Consultation on prohibiting employment agencies and employment businesses from advertising jobs exclusively in other EEA countries
Recruitment Sector Consultation on prohibiting employment agencies and employment businesses from advertising jobs exclusively in other EEA countries JULY 2014 Contents Contents... 2 Prohibiting employment
More informationSubmission by. Tatts Lotteries. to the. Productivity Commission s Inquiry into Australia s Gambling Industries. March 2009
Submission by Tatts Lotteries to the Productivity Commission s Inquiry into Australia s Gambling Industries March 2009 Tatts Lotteries is a business unit of Tatts Group Limited and this submission is related
More informationDoing business with local government
Doing business with local government A guide to better understand how to successfully become a supplier for local government. 02 Doing business with local government Introduction 3 About this guide 3 What
More informationSubmission to the Essential Services Commission. Modernising Victoria s Energy Licence Framework Issues Paper
Submission to the Essential Services Commission Modernising Victoria s Energy Licence Framework Issues Paper Executive Summary Clean Energy Council (CEC) welcomes the review of Victoria s regulatory framework
More informationDiscussion Paper. Strengthening Local Government. Strengthening councils and communities
Strengthening councils and communities Building a new framework for measuring performance in Local Government Strengthening Local Government Discussion Paper November 2013 Table of contents Why measure
More informationAISA Position Statement: Mandatory Data Breach Notification in Australia
AISA Position Statement: Mandatory Data Breach Notification in Australia Overview Although AISA members are broadly in support of mandatory data breach notification in Australia they have a number of concerns
More informationPUBLIC INFRASTRUCTURE
PUBLIC INFRASTRUCTURE Response to the Productivity Commission Draft Report 3 April 2014 Contact: Andre Kaspura, Policy Analyst, Public Affairs and Marketing, Engineers Australia 11 National Circuit, Barton
More informationGuidance for English and Welsh lawyers on the practice of foreign law in Australia and admission as an Australian legal practitioner
www.lawsociety.org.uk/international Guidance for English and Welsh lawyers on the practice of foreign law in Australia and admission as an Australian legal practitioner October 2015 Table of contents Introduction
More informationSubmission to the Royal Commission into Trade Union Governance and Corruption
Submission to the Royal Commission into Trade Union Governance and Corruption 22 August 2014 Issues Paper 4: Relevant Entities Introduction The Australian Industry Group (Ai Group) makes this submission
More informationVocational Education and Training Reform Submission
Vocational Education and Training Reform Submission Prepared by: Suresh Manickam Date: 23 rd July 2014 Page 1 NECA response to VET reform draft RTO standards As a lead player in the electrical training
More informationSubmission. Ministry of Economic Development. Draft Insolvency Law Reform Bill Discussion Document. to the. on the
Submission by to the Ministry of Economic Development on the Draft Insolvency Law Reform Bill Discussion Document 11 June 2004 PO Box 1925 Wellington Ph: 04 496 6555 Fax: 04 496 6550 1. INTRODUCTION 1.1.
More informationAUSTRALIAN GREENS DISSENTING REPORT
AUSTRALIAN GREENS DISSENTING REPORT Introduction 1.1 This program is an ill-conceived response to the enormous environmental damage our community faces and does not adequately address the most important
More informationEmployment Services 2015-2020 Exposure Draft
Employment Services 2015-2020 Exposure Draft Submission of the Recruitment and Consulting Services Association August 2014 Introduction to RCSA The Recruitment and Consulting Services Association Australia
More informationAT&T Global Network Client for Windows Product Support Matrix January 29, 2015
AT&T Global Network Client for Windows Product Support Matrix January 29, 2015 Product Support Matrix Following is the Product Support Matrix for the AT&T Global Network Client. See the AT&T Global Network
More informationISSUES IN PROFESSIONAL OCCUPATIONAL HEALTH AND SAFETY EDUCATION AT THE UNDERGRADUATE LEVEL
ISSUES IN PROFESSIONAL OCCUPATIONAL HEALTH AND SAFETY EDUCATION AT THE UNDERGRADUATE LEVEL Colin Findlay, Senior Lecturer in Occupational Health and Safety, RMIT University, Melbourne. INTRODUCTION Bachelor
More informationReview of PIRSA s Cost Recovery Policy and practices, including their application to the Fisheries and Aquaculture Industries Primary Industries and
Review of PIRSA s Cost Recovery Policy and practices, including their application to the Fisheries and Aquaculture Industries Primary Industries and Regions SA 29 July 2015 Contents Executive Summary...
More informationFaculty of Education, Health and Sciences. PROGRAMME SPECIFICATION MSc Advanced Occupational Therapy. Valid from September 2012. www.derby.ac.
Faculty of Education, Health and Sciences PROGRAMME SPECIFICATION MSc Advanced Occupational Therapy Valid from September 2012 0 www.derby.ac.uk/ehs CONTENTS SECTION ONE: GENERAL INFORMATION... 1 SECTION
More informationDerbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure
Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:
More informationREPORT OF: DIRECTOR OF DEMOCRATIC AND LEGAL SERVICES 13/358 WARDS AFFECTED: ALL
REPORT TO CABINET TO BE HELD ON 15 OCTOBER 2013 A ITEM Key Decision YES or NO Forward Plan Ref No Corporate Priority All Cabinet Portfolio Holder Cllr Jane Kenyon REPORT OF: DIRECTOR OF DEMOCRATIC AND
More informationLead Provider Framework Draft Scope. NHS England / 13/12/13 Gateway Ref: 00897
Lead Provider Framework Draft Scope NHS England / 13/12/13 Gateway Ref: 00897 1 Introduction The commissioning support lead provider framework is being developed in response to requests from CCGs for a
More informationElectricity network services. Long-term trends in prices and costs
Electricity network services Long-term trends in prices and costs Contents Executive summary 3 Background 4 Trends in network prices and service 6 Trends in underlying network costs 11 Executive summary
More informationACT PUBLIC SERVICE. Whole of Government Performance Framework Guidance Statement
ACT PUBLIC SERVICE Whole of Government Performance Framework Guidance Statement Table of Contents Contents...2 INTRODUCTION BY THE HEAD OF SERVICE AND COMMISSIONER FOR PUBLIC ADMINISTRATION 3 1. THE ACTPS
More informationPOSITION INFORMATION DOCUMENT
POSITION INFORMATION DOCUMENT Position Title: Manager, ICT Continuity Planning Classification Code: ASO7 Division: ICT Services Directorate: ICT Operations Type of Appointment: Branch: ICT Security Ongoing
More informationWorking the Australian Way
AMES Research Report AMES Working the Australian Way A corporate workshop for professionally qualified migrants About AMES Vision Full participation for all in a cohesive and diverse society. AMES is the
More informationGovernment proposals to reform vocational qualifications for 16-19 year olds in England
Government proposals to reform vocational qualifications for 16-19 year olds in England A consultation published by the Department for Education (DfE) on 7 th March 2013 What reforms does the consultation
More informationCOURSE INFORMATION BSB61015 Advanced Diploma of Leadership and Management
COURSE INFORMATION BSB61015 Advanced Diploma of Leadership and Management What is the Australian Qualifications Framework? The Australian Qualifications Framework (AQF) establishes the quality of Australian
More informationDefence Housing Australia
Defence Housing Australia Australian Government Competitive Neutrality Complaints Office Investigation No. 13 COMMONWEALTH OF AUSTRALIA 2008 ISBN 978 1 74037 251 0 This work is subject to copyright. Apart
More informationNATIONAL INSURANCE BROKERS ASSOCIATION OF AUSTRALIA (NIBA) Submission to WorkCover Western Australia. Legislative Review 2013
NATIONAL INSURANCE BROKERS ASSOCIATION OF AUSTRALIA (NIBA) ABOUT NIBA Submission to WorkCover Western Australia Legislative Review 2013 February 2014 NIBA is the peak body of the insurance broking profession
More informationthe independent broker role and training requirements
new types of worker project January 2009 the independent broker role and training requirements a summary report This is a summary of the main findings and recommendations from a project carried out by
More informationSkilled Occupation List (SOL) 2015-16
Skilled Occupation List (SOL) 2015-16 Tracking Code: XVLVD5 Name Individual * Robert Boyd-Boland, CEO Organisation Australian Dental Association What are the industry/industries and ANZSCO occupation/s
More informationPosition Description
To apply for this position, please provide an up to date resume, covering letter, and statement addressing the Key Selection Criteria in section 6 of this Position Description. Your application will not
More informationHelping our clients win in the changing world of work:
Helping our clients win in the changing world of work: Recruitment Process: Why Outsource? A Manpower Insights Paper The future of RPO looks strong despite or perhaps aided by the current global recession.
More informationAustralian Government Cloud Computing Policy
Australian Government Cloud Computing Policy Maximising the Value of Cloud VERSION 2.0 MAY 2013 AGIMO is part of the Department of Finance and Deregulation Contents Foreword 3 Introduction 4 Australian
More informationPre Course Information Certificate in Work Health & Safety 2012
Pre Course Information Certificate in Work Health & Safety 2012 NMIT Northern Melbourne Institute of TAFE 77-91 St Georges Road Preston, Victoria 3072 Australia Tel: 03 9269 1481 Fax: 03 9269 1428 www.nmit.vic.edu.au/bec
More information