Back to top
Research
adjournment
To end proceedings or to suspend them to another time or place.
appeal
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
Bullying at work, as defined by the Fair Work Act 2009, occurs when:
- a person or a group of people behaves unreasonably and repeatedly towards a worker or a group of workers while at work, and
- the behaviour creates a risk to health and safety.
Bullying does not include reasonable management action carried out in a reasonable manner.
bullying policy
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.
code of conduct
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.
Commission
Abbreviation for Fair Work Commission.
Commonwealth
Refers to the Commonwealth government or an Australian territory.
conference
A private proceeding conducted by a Fair Work Commission Member.
constitutionally covered business
A constitutionally covered business is:
- a proprietary limited company
- a foreign corporation
- a trading or financial corporation formed within the limits of the Commonwealth
- the Commonwealth
- the Commonwealth authority
- a body corporate incorporated in a territory
- a business or organisation conducted principally in a territory or Commonwealth place.
It does not include sole traders, partnerships, some state government employees, corporations whose main activity is not trading or financial.
decision
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.
directions
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.
evidence
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.
Fair Work Act 2009
The principal Commonwealth law governing Australia's workplace relations system. Go to the Fair Work Act 2009.
Fair Work Commission
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.
Full Bench
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.
harassment
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.
hearing
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.
jurisdiction
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.
jurisdictional objection
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.
matter
A case or legal proceeding before the Commission.
mediation
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.
Member
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.
non-constitutional corporation
An entity that is not a constitutional corporation. The following are not constitutional corporations:
- sole traders
- partnerships
- some state government bodies
- corporations whose activities do not include significant trading or financial functions (e.g. some charities).
order
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.
outcome
The end result of an application made to the Commission.
outline of submissions
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.
partnership
An organisation in which two or more persons carry on a business together and it is not a constitutional corporation as defined.
party
A person or organisation involved in a matter before the Commission. A party is generally known as either an applicant or a respondent.
principal
A person or business that has entered into a contract for services with an independent contractor.
private enterprise
A business owned and operated by private individuals for profit, instead of by a government or its agencies.
procedural fairness
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.
pty ltd
A proprietary limited company. A constitutionally covered business.
reasonable management action
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:
- performance management processes
- disciplinary action for misconduct
- informing a worker about unsatisfactory work performance or inappropriate work behaviour
- asking a worker to perform reasonable duties in keeping with their job, and
- maintaining reasonable workplace goals and standards.
In each of these examples, if they are not carried out in a reasonable manner, then they could still be considered bullying.
Rules
service/to serve
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.
sole trader
An organisation in which one person is responsible for the business.
WHS
Abbreviation for work health and safety.
WHS state or territory regulator
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.
witness statement
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.
worker
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:
- an employee
- a contractor or subcontractor
- a person employed by a labour hire company who is working at a particular business or organisation
- an outworker
- an apprentice or a trainee
- a work experience student
- a volunteer.
Only people who are considered to be workers may apply for an order to stop bullying at work.
workplace
A place where a person performs work.
workplace bullying
See bullying at work.
Overview
Fair Work Australia's Minimum Wages and Research Branch is required to conduct research as part of the annual wage review.
The research program for the Annual Wage Review 2011-12 was finalised in a statement on 22 November 2011 following a process where interested parties were invited to submit proposals.
In undertaking the research program, the Minimum Wages and Research Branch consults a Minimum Wage Research Group comprising a chair from the branch and representatives nominated by:
- Australian Chamber of Commerce and Industry (ACCI)
- Australian Industry Group (Ai Group)
- Australian Council of Social Service (ACOSS)
- Australian Council of Trade Unions (ACTU)
- Australian Government
- State and Territory Governments.
In addition to research projects, statistical reporting is also undertaken on a range of data relevant to annual wage reviews. This work will be published separately to the research reports.
Research reports published for the 2011-12 review
- 1/2012 – Award-reliant small businesses (PDF 1.54mb)
- 2/2012 – Analysing modern award coverage using the Australian and New Zealand Standard Industrial Classification 2006: Phase 1 report (PDF 565kb)
- 3/2012 – Award reliance and differences in earnings by gender (PDF 1.02mb)
- 4/2012 – Higher classification / professional employee award reliance qualitative research: Interim report (PDF 652kb)
Research report summaries
Award-reliant small businesses
Economic Research Team, Minimum Wages and Research Branch, Fair Work Australia
It is anticipated that, subject to data limitations, the project will include:
- a review of relevant Australian and international literature
- a general data analysis of the characteristics of small businesses over time
- an exploration of the characteristics and performance of small award-reliant firms and their employees
- the potential impact of minimum wage increases on small award-reliant businesses
- an elaboration of data limitations and their impact on the study of the effects of minimum wage adjustments on small businesses.
Award-reliance
Workplace Relations Research Team, Minimum Wages and Research Branch, Fair Work Australia
This first phase of this project will investigate modern award reliance by considering whether modern award coverage can be mapped to the Class/4-digit level industry classifications contained in the Australia and New Zealand Standard Industrial Classification 2006. The project will also explore the extent to which any ‘map’ produced could be used to facilitate analysis of data on award reliance in relation to selected modern awards. A second phase of research for this project will involve, to the extent possible, a comprehensive mapping exercise.
Workplace Relations Research Team, Minimum Wages and Research Branch, Fair Work Australia
This project will provide in-depth qualitative analysis of the factors leading to, and resulting from, award wage reliance among a collection of workers in higher award classification/professional employment. The objectives of the research will be met by examining the experiences of higher classification award wage-reliant workers, and will have a particular focus on professionals. Data collection and analysis will occur over two phases that will assist in informing the design of a quantitative survey of award wage reliance.
Extent and composition of award reliance by gender
Safety Net Research Team, Minimum Wages and Research Branch, Fair Work Australia
This research will analyse Australian data on award reliance and equal remuneration issues. The research will include published and unpublished data from the Australian Bureau of Statistics (ABS).
Research to be finalised after the 2011-12 review
Award-reliance
Workplace Research Centre, University of Sydney in collaboration with ORC International
This project will primarily examine national system organisations in which at least one employee has their pay set at the specified award rate. The key objective of the study is to understand the mix or ‘categories’ of such employees and, where possible, their location on award classification scales. A particular focus of the research will be to identify professionals and other employees on higher award classifications whose pay is set at the specified award rate. The study will consist of a quantitative survey of such organisations. Data will be gathered on the size and structure of these organisations, the nature of employment arrangements within these organisations as well as information on bargaining activity within them.
Minimum wages and their role in the process and incentive to bargain
Workplace Research Centre, University of Sydney
This project will examine how minimum wage increases impact on over award wages and the incentive to bargain. The study will include enterprise case studies, the content analysis of enterprise agreements, and the generation and statistical analysis of workplace survey data. This multi-method approach will be used to investigate the motivations, processes and outcomes of wage setting at the workplace level, and examine the role that the minimum wages increases play in shaping agreement-making and over award wage determination.
Previous research
Research proposals
| Party | Document Date | Date Uploaded |
|---|---|---|
| Australian Industry Group (Response to draft program) | 04 November 2011 | 07 November 2011 |
| Australian Council of Trade Unions (Response to draft program) | 28 October 2011 | 28 October 2011 |
| Australian Manufacturing Workers' Union (additional material) | 29 September 2011 | 30 September 2011 |
| Australian Business Industrial | 20 September 2011 | 20 September 2011 |
| Australian Manufacturing Workers' Union (further material) | 19 September 2011 | 20 September 2011 |
| Australian Industry Group | 15 August 2011 | 17 August 2011 |
| Australian Council of Trade Unions | 02 August 2011 | 05 August 2011 |
| Australian Catholic Council for Employment Relations | 01 August 2011 | 02 August 2011 |
| Australian Manufacturing Workers' Union | 29 July 2011 | 29 July 2011 |
| Department of Education, Employment and Workplace Relations | 29 July 2011 | 29 July 2011 |
Updated time
Last updated
01 March 2016