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Disability Rights14 December 2012Webpage
Submission to Productivity Commission review of DDA
Introduction Effects of the DDA on competition and productivity Objects of the DDA: indigenous issues Statistics and measurement issues Definition of disability Assistance animals Definition of discrimination Coverage of defined areas only Disability vilification Harassment Unjustifiable hardship Exemptions Complaints Standards Action plans Education and awareness Offences Equality before the law Employment issues Education issues Access to premises issues Transport issues Telecommunications issues Electoral access Insurance issues Information access issues Government procurement requirements -
Disability Rights14 December 2012Webpage
Disability Discrimination Act Action Plans: A Guide for Business
The Disability Discrimination Act 1992 (DDA) is a piece of Commonwealth legislation which creates a new context for service provision. The Act requires that people with disabilities be given equal opportunity to participate in and contribute to the full range of economic, social, cultural and political activities. Access for people with disabilities, including access to the goods, services and facilities provided by businesses, can no longer be an afterthought. -
Legal14 December 2012Webpage
Submission - REVIEW OF THE OCCUPATIONAL HEALTH AND SAFETY (COMMONWEALTH EMPLOYMENT) ACT 1991 (2006)
1. The Human Rights and Equal Opportunity Commission (HREOC) welcomes the opportunity to make this submission to the Department of Employment and Workplace Relations on the review of the Occupational Health and Safety (Commonwealth Employment) Act 1991 (the Act). -
14 December 2012Book page
Valuing Parenthood - Part D
10.1 Introduction 10.2 Payment to women versus payment to both men and women 10.3 Payment to natural parents versus payment to both natural and adoptive parents 10.4 Payment to all women versus payment to women in employment -
Legal14 December 2012Webpage
Submission - Inquiry into Paid Maternity, Paternity and Parental Leave (2008)
The Australian Human Rights Commission (‘the Commission’)[1] makes this submission to the Productivity Commission in its Inquiry into Paid Maternity, Paternity and Parental Leave (‘the Inquiry’). -
14 December 2012Book page
A Time to Value - Part D
Part D of the paper focuses on how a paid maternity leave scheme would actually operate were it to be introduced in Australia. The emphasis, as in the rest of the paper, is on the feedback that HREOC has received through submissions and consultations. Each Chapter canvases the views that were expressed in relation to each component of a national paid maternity leave scheme. -
14 December 2012Book page
Valuing Parenthood - Part B
4.1 Introduction 4.2 Social security and social insurance schemes 4.3 Employer funded 4.4 Combination of employer and social security 4.5 Parental or family leave -
Legal14 December 2012Webpage
The adequacy of the allowance payment system for jobseekers and others, the appropriateness of the allowance payment system as a support into work and the impact of the changing nature of the labour market
Recommendation 1: The Newstart Allowances and supplements should be increased so that they accurately reflect the costs of living, job-seeking and skill development activity. -
1 August 2014Book page
Chapter 5: The legal and policy framework
Learn about how Australia has entered international human rights obligations to stop pregnancy and return to work discrimination against women. -
14 December 2012Book page
It's About Time - Community Guide 2007
Striking the balance between paid work and family life has become more than a "barbeque stopper" - it is one of the major challenges facing families, employers and governments. -
14 December 2012Book page
National Inquiry on Employment and Disability Interim Report: chapter 8
However, as discussed in Chapter 7, the Inquiry is conscious of the need for a holistic approach to addressing the participation and employment of people with disability in the open workplace. Therefore the areas identified in this Chapter should not be taken in isolation of other approaches to the issue of employment of people with disability. -
14 December 2012Book page
Native Title Report 2006: Appendix 3: Recommendations and relevant international human rights law
At the international level there are three broad categories of obligation to which a state may be subject: treaty law, customary international law and emerging international standards. Treaty obligations become binding on states once they have ratified a treaty. This means that the state allows itself to be bound by the conditions and obligations contained within the treaty. Customary international law is enshrined in continuous practice by a majority of states over an extended period of time. -
14 December 2012Book page
National Inquiry on employment and disability: Summary of Roundtable Meetings
Sydney , 31 March 2005 Melbourne , 7 April 2005 See also separate notes from employer forum, Brisbane 22 April and Sydney employer forum, 7 July 2005; see also NEEOPA forum, 10 October -
Rights and Freedoms14 December 2012Webpage
Human Rights: Discrimination in Employment on Basis of Criminal Record
Australians who have a criminal record often face significant barriers to full participation in the Australian community. Trying to find a job is one of the areas of greatest difficulty for former offenders. This discussion paper explores one potential barrier to employment: discrimination in the workplace on the basis of criminal record. -
Employers11 February 2015Webpage
A quick guide to Australian discrimination laws
Explore popular human rights topics, including women's rights, LGBTIQ+ rights, people experiencing homelessness rights and Australian First Peoples rights. -
14 December 2012Book page
Chapter 2: Lateral violence in Aboriginal and Torres Strait Islander communities - Social Justice Report 2011
Last year I set out my priorities for my term as Social Justice Commissioner.[1] My priorities revolve around the central idea that to address the disadvantage faced by Aboriginal and Torres Strait Islander peoples and build a more reconciled nation, we need to develop stronger and deeper relationships: -
14 December 2012Book page
It's About Time - Recommendations
That the Australian Bureau of Statistics be funded to produce a full national time use survey at regular five-yearly intervals to help inform and measure progress towards gender equality in paid and unpaid work. -
14 December 2012Book page
20 Years on: The Challenges Continue - Chapter 5
Sexual harassment is unlawful under the SDA and complaints of sexual harassment are managed by HREOC under the Human Rights and Equal Opportunity Commission Act 1986 (Cth) ("HREOCA"). This Chapter provides a short overview of the public policy framework which governs sexual harassment and examines some of the implications of the survey results for public policy, particularly in comparison with the findings from A Bad Business.[131] -
14 December 2012Book page
Human Rights: On the record: Introduction (Chapter 1)
Every employer has the right to employ someone of their own choosing, based on a person’s suitability for a job. Employers best understand the main requirements of that job and what qualities are needed in an employee to meet those requirements. Yet it is also in employers’ interests to treat job applicants and employees fairly and in accordance with legal obligations, including anti-discrimination laws.
Other areas of workplace discrimination
Other areas of workplace discriminationLearn how the Australian Human Rights Commission Act 1986 (AHRC Act) prohibits discrimination in public and private sector employment.
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Employers