To end proceedings or to suspend them to another time or place.
To request that a decision of a single member of the Commission be reviewed by a Full Bench to determine if the decision made is consistent with the Fair Work Act 2009. An appeal can only be made on the grounds that an error of law or fact has been made. A person must seek the permission of the Commission to lodge an appeal by lodging a Form F7—Notice of Appeal.
Bullying at work, as defined by the Fair Work Act 2009, occurs when:
Bullying does not include reasonable management action carried out in a reasonable manner.
A formal procedure outlining the processes used, including disciplinary measures, to resolve bullying in the workplace. A policy would normally include definitions of bullying, a worker's responsibility in relation to bullying and the step by step process that should be adopted when bullying is reported.
A set of rules and responsibilities that govern an organisation. A code of conduct generally sets out appropriate and inappropriate behaviour of employees within an organisation.
Abbreviation for Fair Work Commission.
Refers to the Commonwealth government or an Australian territory.
A private proceeding conducted by a Fair Work Commission Member.
A constitutionally covered business is:
It does not include sole traders, partnerships, some state government employees, corporations whose main activity is not trading or financial.
A judgment or conclusion reached after considering the facts and law. A decision in relation to a matter before the Commission can include the names of the parties and will generally outline the basis for the application, comment on the evidence provided and include the judgment of the Commission in relation to the matter. A decision can be made by a single member or a Full Bench of the Commission. It is legally enforceable.
Instructions given to the parties by the Commission that set out a timetable in accordance with which they must file in the Commission and serve on each other an outline of submissions, witness statements and any supporting documents.
Information which tends to prove or disprove the existence of particular belief, fact or proposition. Certain evidence may or may not be accepted by the Commission, however the Commission is not bound the normal rules of evidence. Evidence is usually contained within or attached to a witness statement or provided verbally by a witness in a hearing.
The principal Commonwealth law governing Australia's workplace relations system. Go to the Fair Work Act 2009.
Australia's independent, national workplace relations tribunal, established under the Fair Work Act 2009, from July 2009 to December 2012. Fair Work Australia assumed the functions of the Australian Industrial Relations Commission, and the Australian Fair Pay Commission and the agreement-making function of the Workplace Authority. Fair Work Australia was renamed the Fair Work Commission on 1 January 2013.
A Full Bench of the Fair Work Commission is convened by the Fair Work Commission President and comprises at least three Fair Work Commission Members, one of whom must be a Deputy President. Full Benches are convened to hear appeals, matters of significant national interest and various other matters specifically provided for in the Fair Work Act 2009.
Unwanted and offensive conduct or behaviour by a person or persons directed towards another person based on an attribute such as a person’s age, gender, race, religion or a disability. Harassment can be physical or psychological.
A public proceeding conducted by a Fair Work Commission Member. A hearing is generally more formal than a conference, and may be held if the matter can't be resolved at mediation, conciliation or conference.
The scope of the Commission’s power and what the Commission can and cannot do. The power of the Commission to deal with matters is contained in legislation. The Commission can only deal with matters for which it has been given power by the Commonwealth Parliament.
An objection to an application on the basis that the Fair Work Commission does not have jurisdiction to deal with the matter. A jurisdictional objection is not simply that the respondent thinks the applicant's case has no merit.
A case or legal proceeding before the Commission.
An informal, confidential and voluntary process. It is one of the processes used by the Commission to facilitate the resolution of a grievance or a dispute between parties by helping them reach an agreement.
A person appointed by the Governor-General to decide matters at the Commission. A Member may be the President, a Vice President, a Deputy President or a Commissioner.
An entity that is not a constitutional corporation. The following are not constitutional corporations:
An order is a ruling made by a Fair Work Commission Member after he or she hears your case. Once an order has been made, anyone bound by that order must follow it.
The end result of an application made to the Commission.
A written document that clearly sets out the key elements of a case. All facts, information and evidence that you wish to bring to the attention of the Commission should be included in your outline of submissions.
An organisation in which two or more persons carry on a business together and it is not a constitutional corporation as defined.
A person or organisation involved in a matter before the Commission. A party is generally known as either an applicant or a respondent.
A person or business that has entered into a contract for services with an independent contractor.
A business owned and operated by private individuals for profit, instead of by a government or its agencies.
When persons are treated equally or fairly before the law (also known as due process). For example, procedural fairness occurs when both parties to a dispute have an opportunity to be heard or to defend themselves.
A proprietary limited company. A constitutionally covered business.
In relation to an anti-bullying application, reasonable management action is the action or behaviour of management that is considered to be carried out in a reasonable manner. Reasonable management action does not constitute workplace bullying.
Reasonable management action may include:
In each of these examples, if they are not carried out in a reasonable manner, then they could still be considered bullying.
A requirement to send a copy of a document (and all supporting documents) to another party or their representative, usually within a specified period. A person’s obligation to serve documents can be met in a number of ways. The acceptable ways in which a document can be served are listed in Parts 7 and 8 of the Fair Work Commissions Rules 2013.
An organisation in which one person is responsible for the business.
Abbreviation for work health and safety.
A body established by a state or territory government which regulates WHS laws in a particular state or territory. To find contact details for the regulator in your state or territory, go to the Enquiries page.
A person who gives evidence in relation to something they saw, heard or experienced. A witness is required to take oath or affirmation before giving evidence at a formal hearing. The witness will be examined by the party that called them and may be cross examined by the opposing party to test their evidence.
In relation to an anti-bullying application, the definition of a worker is drawn from the Work Health and Safety Act 2011. A worker can include:
Only people who are considered to be workers may apply for an order to stop bullying at work.
A place where a person performs work.
See bullying at work.
The AWRS is a research initiative of the Fair Work Commission as part of its commitment to promote harmonious and co-operative workplace relations in Australia.
This section of the report presents key information about the research design and the data collection methodology and outcomes.
The AWRS has been designed to be representative of employers and employees in the national jurisdiction of workplace relations (i.e. covered by the Fair Work Act 2009). The AWRS has surveyed enterprises (i.e. the head office and all worksites of the enterprise).
All employees of enterprises with 5–20 employees were invited to participate in the AWRS. A random selection of employees from enterprises with more than 20 employees was invited to participate.
Further information about the random selection of employees is available in the Technical notes.
The AWRS includes enterprises and employees of enterprises:
Of note, most linked employee-employer datasets have surveyed the workplace rather than the enterprise.
For example, the Australian Workplace Industrial Relations Survey (AWIRS) in both 1990 and 1995 was conducted at the workplace, and a similar approach is undertaken for the Workplace Employment Relations Study (WERS) in the United Kingdom.
Most of the enterprises that participated in the AWRS were reportedly operating from one workplace only and so the enterprise and the workplace is the same.
The data presented in the AWRS First Findings report is based on enterprises; however, it would be possible to analyse the sub-set of workplaces from the AWRS dataset whereby the enterprise operates from one workplace. In addition, there may be a reasonable amount of consistency in the way that employment relations policies operate in enterprises with a relatively small number of worksites, so these enterprises could be included in any workplace-level analysis to increase the number of observations.
Further information about the sampled population and units of analysis is available in the Technical notes.
The AWRS comprised 5 separate surveys of employers and a survey of employees to collect information about a range of workplace relations and employment matters and contextual information about the operations of the enterprise.
The AWRS recruitment and data collection process is depicted by the AWRS fieldwork components flow chart. The recruitment process targeted the 'head of the human resources department or someone who makes decisions about employment' in larger enterprises, and for smaller enterprises recruiters targeted the owner or manager. Each component (questionnaire) of the AWRS was either completed by the 'survey co-ordinator' of the enterprise, who was the main contact point for the Commission’s data collection service provider (ORC International), or someone they nominated.
Participation in the AWRS and each component of the study was entirely voluntary.
Data were collected between February and July 2014. A total of 3057 enterprises participated in the AWRS by responding to the Employee Relations questionnaire which was the first component to be administered. Of these 3057 enterprises that participated in the AWRS, 1509 (49%) completed all of the employer questionnaire components.
Most (90%) enterprises that participated in the AWRS completed the Structure and operations questionnaire. The response rates for the 2 questionnaires that were primarily administered via an online survey had lower response rates, as depicted in Table 1.1. As explained in the (Provisional) AWRS Fieldwork Report, a shortened CATI version of these questionnaires was administered during the fieldwork to increase response rates. These questionnaires collected key information that was suitable to be collected via the CATI format.
|Employee relations||Structure & operations||Workforce profile||Financial information|
|Main method of data collection||CATI only||CATI only||Online / CATI||Online / CATI|
|Number of invitations to complete||17,163||3057||2770||2670|
|Total number of completed CATI questionnaires||3057||2759||622||710|
|Total number of completed online questionnaires||-||-||1224||946|
The process for selecting employees to participate in the AWRS is outlined in the Technical notes.
A total of 46,795 employees from those enterprises were invited to participate in the AWRS and 7883 completed the employee survey. This represents a completion rate of 16.8%, which is a typical response outcome for a self-completion survey.
Further information about the data collection methodology and outcomes is available in the (Provisional) AWRS Fieldwork Report.