The University considers that its position on this issue is consistent with the consideration of the Commission as shown in its Overview Statement: Labour is not just an ordinary input. There are ethical and community norms about the way in which a country treats its employees. Without regulation, employees are likely to have much less bargaining power than employers, with adverse outcomes for their wages and conditions. In the alternative, on this issue Australian Catholic University supports the submission from Catholic Commission for Employment Relations (CCER). The CCER submission recommends two options that would create a more active filtering process based on merit for claims of alleged unfair dismissal (please see extract attached). For the consideration of the Productivity Commission. Pauline Croxon Senior Employment Relations Officer Australian Catholic University Copy to: Mr Stuart Andrews, Australian Higher Education Industrial Association Attachment 1: “CCER Submission: Proposals for consideration CCER has considered two potential solutions to address the public policy problem of for applications that are without merit. The problem identified may ‘go-away money’ otherwise be described as a lack of a filter to reduce or eliminate meritless applications. As an opening disclaimer, CCER acknowledges there is no such thing as a perfect system and there are arguments against the proposals below. Where possible, we have briefly highlighted them to assist the public discussion. One significant impact of both of the proposals outlined below is that by reducing meritless claims, it would allow additional time for the FWC to deal with legitimate applications. Broadly, the Productivity Commission should consider the competing values of a system that is efficient yet geared towards compared to ‘go-away money’; a system that takes longer but is arguably fairer on employers, and that has in place appropriate disincentives for meritless applicants. A model flow chart has been provided for each of the proposals outlined below. Introduce a preliminary merit based assessment process prior to listing a conciliation At present, all claims irrespective of merit, are listed for conciliation as matter of course. The avenue for settlement is therefore immediately available.
The University considers that its position on this issue is consistent with the consideration of the Commission as shown in its Overview Statement: Labour is not just an ordinary input. There are ethical and community norms about the way in which a country treats its employees. Without regulation, employees are likely to have much less bargaining power than employers, with adverse outcomes for their wages and conditions. In the alternative, on this issue Australian Catholic University supports the submission from Catholic Commission for Employment Relations (CCER). The CCER submission recommends two options that would create a more active filtering process based on merit for claims of alleged unfair dismissal (please see extract attached). For the consideration of the Productivity Commission. Pauline Croxon Senior Employment Relations Officer Australian Catholic University Copy to: Mr Stuart Andrews, Australian Higher Education Industrial Association Attachment 1: “CCER Submission: Proposals for consideration CCER has considered two potential solutions to address the public policy problem of ‘go-away money’ for applications that are without merit. The problem identified may otherwise be described as a lack of a filter to reduce or eliminate meritless applications. As an opening disclaimer, CCER acknowledges there is no such thing as a perfect system and there are arguments against the proposals below. Where possible, we have briefly highlighted them to assist the public discussion. One significant impact of both of the proposals outlined below is that by reducing meritless claims, it would allow additional time for the FWC to deal with legitimate applications. Broadly, the Productivity Commission should consider the competing values of a system that is efficient yet geared towards ‘go-away money’; compared to a system that takes longer but is arguably fairer on employers, and that has in place appropriate disincentives for meritless applicants. A model flow chart has been provided for each of the proposals outlined below. Introduce a preliminary merit based assessment process prior to listing a conciliation At present, all claims irrespective of merit, are listed for conciliation as matter of course. The avenue for settlement is therefore immediately available.
subdr0284-workplace-relations.docx