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3.1 Introduction 3.2 Australia's human rights obligations for workers with family and carer responsibilities 3.3 Limitations of federal discrimination law 3.4 The need for law reform 3.5 Conclusion

Initial inquiries about access to Commission documents should be directed to the Freedom of Information Officer by either telephoning (02) 9284 9600 or by writing to:

The year under review in this, my fourth Native Title Report, is a year in which the High Court has handed down its decision in several significant native title cases thus elucidating the principles upon which the recognition and extinguishment of native title are determined. 2002 marks the end of a ten year period since the Mabo decision [1] first introduced the dual concepts of recognising and extinguishing native title.

The year 2007 is the fortieth anniversary of the 1967 constitutional referendum. The referendum changed the Australian Constitution however it didn’t specify directions to be taken. In many ways, it could be said that the referendum represented promises to Indigenous Australians for new ways of enjoying human rights, and promises to other Australians that Indigenous citizens could expect a new and equal deal.

When people enter an aged care facility they usually have to pay certain daily fees and other payments to fund their care and residence. The Aged Care Act 1997 (Cth) (the Aged Care Act) sets out how those fees and payments should be calculated in both public and private aged care facilities.

This appendix contains an overview of the main framework agreements and partnerships made between Indigenous representative organisations, the Aboriginal and Torres Strait Islander Commission, and state or territory governments.[1]

The Commission raised serious concerns about TPVs when they were used in Australia (with similar conditions attached) from 1999 to 2008. [6] Based on the negative impacts of TPVs on refugees when they were last used, the Commission is concerned that the reintroduction of TPVs may lead to breaches of Australia’s international human rights obligations, for the following reasons. Mental health impact ...

Tackling discrimination and harassment in the workplace is legal obligation for all employers – but it’s also good for business. It can help you get the best for person for the job and reduce the potential for costly complaints and disruptions.