(SEARS) data is 9.2 per cent.” p. 312 The Draft Report notes that The finding of 0.2 per cent relates “for AWRS’s the AWRS estimation of to persons covered by the National comparison” people on the NMW was 0.2 per cent Minimum Wage (NMW) Order i.e. award/ which was lower than the Department of agreement free employees. It does not estimate of persons relate to employees in receipt of wages Employment’s the minimum that are at the rate of the national minimum “earning wage”. wage under awards. The AWRS is the only survey which has data outlining the number of persons covered by the NMW Order. p. 333 Referring to the Expert Annual This is not an accurate summation of the Panel’s Wage Review 2014-15 considerations, Expert reasoning. In the Annual Panel’s the Draft Report states: has indicated Wage Review 2014-15 decision ([2015] “It that it is of the possibility that FWCFB 3500) the Expert Panel also notes ‘mindful higher rates of growth of minimum that the consequences of larger minimum wages could diminish the number of wage rises on profitability and the viability entry level and lowskill jobs over the of small businesses are factors that have longer and sets the minimum been given due weight in its decisions. (at term’, wage at a lower level as a result of that para [433]) consideration.” Chapter 9: Variations from uniform minimum wages Page Section in Draft Report Fair Work Commission Reference response/comment pp. 335, Chapter 9 discusses variations from Section 154 of the Fair Work Act generally 343–344 uniform minimum wages, which includes provides that modern awards must not a discussion of the possibility of include terms and conditions of differences in wage rates. employment that contain state-based differences. pp. 344, 442, In a number of places, the report The principle of equal remuneration for 448 discusses the principle of Pay for work of equal or comparable value forms “Equal in the context of the part of the modern awards objective Equal Work” regulation of wages and the evaluation (s.134) and the minimum wages objective of work value across industries. (s.284). The phrase is defined in s.12 of the Fair Work Act by reference to s.302(2), as remuneration for men meaning “equal and women workers for work of equal or comparable This is the basis for value”.
(SEARS) data is 9.2 per cent.” p. 312 The Draft Report notes that “for comparison” the AWRS estimation of people on the NMW was 0.2 per cent which was lower than the Department of Employment’s estimate of persons “earning the minimum wage”. The AWRS’s finding of 0.2 per cent relates to persons covered by the National Minimum Wage (NMW) Order i.e. award/ agreement free employees. It does not relate to employees in receipt of wages that are at the rate of the national minimum wage under awards. The AWRS is the only survey which has data outlining the number of persons covered by the NMW Order. p. 333 Referring to the Expert Panel’s Annual Wage Review 2014-15 considerations, the Draft Report states: “It has indicated that it is ‘mindful of the possibility that higher rates of growth of minimum wages could diminish the number of entry level and lowskill jobs over the longer term’, and sets the minimum wage at a lower level as a result of that consideration.” This is not an accurate summation of the Expert Panel’s reasoning. In the Annual Wage Review 2014-15 decision ([2015] FWCFB 3500) the Expert Panel also notes that the consequences of larger minimum wage rises on profitability and the viability of small businesses are factors that have been given due weight in its decisions. (at para [433]) Chapter 9: Variations from uniform minimum wages Page Reference Section in Draft Report Fair Work Commission response/comment pp. 335, 343–344 Chapter 9 discusses variations from uniform minimum wages, which includes a discussion of the possibility of differences in wage rates. Section 154 of the Fair Work Act generally provides that modern awards must not include terms and conditions of employment that contain state-based differences. pp. 344, 442, 448 In a number of places, the report discusses the principle of “Equal Pay for Equal Work” in the context of the regulation of wages and the evaluation of work value across industries. The principle of equal remuneration for work of equal or comparable value forms part of the modern awards objective (s.134) and the minimum wages objective (s.284). The phrase is defined in s.12 of the Fair Work Act by reference to s.302(2), as meaning “equal remuneration for men and women workers for work of equal or comparable value”. This is the basis for
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