ࡱ> ` (Nbjbjss 8 F<<<<<<<P444845dPvh$6$6:6:6:6777vvvvvvv$wh`z,5v<777775v<<:6:6Jv<<<7<:6<:6v<7v<<m<<Ur:66 74$8Po:ud`v0voz{t:0{pUrUr^{<r7)7<77 C7S7775v5v;j777v7777P<%P<%PPP<<<<<<  Submission To Human Rights and Equal Opportunity Commission Inquiry into Discrimination against People in Same-Sex Relationships: Financial and Work- Related Entitlements and Benefits. From (CPSU) The Community and Public Sector Union PSU Group June 2006 INTRODUCTION The PSU Group of the Community and Public Sector Union (CPSU) represents over 200,000 employees in the Australian Public Service (APS), the Federal Public Sector, the ACT Public Service, the Northern Territory Public Service, and other sectors including the telecommunications sector, call centres, employment services and radio and television broadcasting. CPSU coverage varies from about 130,000 Australian public servants under the Australian Public Service Award 1998, to about 65 private sector employees under the Aboriginal Legal Rights Movement Inc Award 2002. This submission covers: some general observations and recommendations regarding public and private sector mechanisms that should further prevent discrimination, a sample analysis of a range of CPSU respondent agreements to determine whether any discriminatory provisions could exist, identification of discrimination that currently exists in regard to partners in same-sex relationships in regard to some federal public sector superannuation death benefits, and results of feedback provided by CPSU members related to this Inquiry Although this submission attempts to isolate discrimination that may apply to partners in same-sex relationships from general discriminatory practices, a number of CPSU observations and recommendations identify methods that could assist in reducing the potential for discrimination generally, which would include discrimination of partners in same-sex relationships. In preparing this submission the CPSU has sought direct feedback from CPSU members and interested employees within our coverage, as well as our own experience in deal with workplace issues. EMPLOYMENT ARRANGEMENTS AND EMPLOYMENT STATUS COULD ALLOW FOR DISCRIMINATION An employee can have their conditions of employment established under an award, a collective agreement, an Australian Workplace Agreement (AWAs), a common law contract, some basic employment contract, or a combination of the above. The form of the employment framework can have an impact on employees financial and work-related entitlements. In the Australian Public Service, and federal public sector some employment rights and entitlements can also be found the Public Service Act 1999 or other Acts of Parliament, eg maternity and long service leave. An employee can be engaged on an ongoing (permanent), non-ongoing (temporary), casual or as an independent contractor. The status of employment can also determine their rights in regard to financial and work-related entitlements. The Public Service Act 1999 and associated regulations covers amongst other things the rights and obligations of Australian Public Service (APS) employees, the Act includes a Code of Conduct for APS employees and APS Values. These Values include: 10 (c) the APS provides a workplace that is free from discrimination and recognises and utilises the diversity of the Australian Community it serves; The CPSU does not believe that this APS value provides sufficient details to ensure that discrimination does not in fact arise. The CPSU therefore recommends that the above Value be amended to identify the full range of employees that may suffer from discrimination. This would be achieved by expanding the Value to include discrimination; on the basis of race, colour, gender, sexual preference, age, disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction, membership or non membership of a trade union or social origin. A majority of CPSU members have conditions determined by comprehensive certified agreements. The bulk of these agreements displace the underlying award. These agreements have generally provided extensive details of employee rights and entitlements and these entitlements are protected for the life of the agreement, unless the parties and the Australian Industrial Relations Commission (AIRC) agree to a variation. As these agreements, as well as awards are public documents, employee entitlements are in the open and can be accessed by the Australian public via the Internet. The CPSU notes the Department of Employment and Workplace Relations (DEWR), is the Federal Government agency responsible for the Federal Governments industrial relations policy and produces Policy Parameters and Associated Guidelines for agreement making. These Parameters and Guidelines provide public sector employers with policy advice and guidance to assist agencies to apply Government policy on agreement making. The most recent version of the DEWR Policy Parameter Supporting Guidance is 61 pages and provides extensive policy and guideline advice to public sector agencies. These guidelines advise the list of prohibited content as they are contained in the Workplace Relations Regulations. One of the items that are prohibited content in workplace agreements is in regard to the use of discriminatory terms, and one of these provisions applies to sexual preference. Other than reporting this being prohibited, there is no further explanation or advice provided in the DEWR Policy Parameters or the Supporting Guidance to reinforce or expand on this prohibition. The CPSU is also concerned that as part of the new Supporting Guidance documents that DEWR is now actively seeking public sector employers to further reduce the contents of collective agreements in a number of areas, including in regard to leave entitlements and eligibility for work related allowances. The CPSU is aware that some employers are proposing as a result of the DEWR requirements to transfer entitlements out of agreements and into human resource policy manuals. The result of this action is that firstly the knowledge of an entitlement is no longer in the public domain, and secondly the employer generally can unilaterally change the entitlement. The CPSU also notes that AWAs are not public documents and that it would be possible that leave as well as other entitlements could be altered, reduced or abolished from the level or standard of entitlement that exist in the relevant award or collective agreement. The CPSU is concerned that the use of AWAs could provide an environment which could allow for the introduction of potential discrimination of same-sex partners in regard to work-related entitlements. The CPSU recommends that a new parameter be developed and incorporated into a specific DEWR Policy Parameters and Associated Guidelines for the Australian Public Service, and the Federal Public Sector. It is proposed that this parameter would provide a clear and unequivocal statement that public sector employers, regardless of the employment instrument, must not allow for any form of financial or employment-related discrimination on the basis of race, colour, gender, sexual preference, age, disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction, membership or non membership of a trade union or social origin. There are also a significant number of CPSU members who work in the private sector who are employed solely on the basis of an award. For example, CPSU members employed in call-centres contracted to provide switchboard services to major corporations such as Telstra are generally employed under the Telecommunications Service Industry Award or the Contract Call Centre Award. These employees are almost always employed on a casual basis; so they are entitled to only one hours notice, they receive no annual leave, no sick leave, no public holidays and no redundancy payment, and they are only paid $19 per hour. Although the CPSU has no specific examples of discrimination on the basis of people being in a same-sex relationship, entitlements to leave or allowances would for casual employees generally be at the statutory minima and entitlements to any form of leave may be non existent. In regard to private sector employers the CPSU recommends that the Government provide adequate resources to HREOC and other relevant organisations to ensure that employers are aware of, and comply with Government policy in regard to prevention of any form of discrimination in financial or work related benefits and entitlements. DO AWARDS OR AGREEMENT WITHIN CPSU COVERAGE AREAS CONTAIN PROVISIONS THAT DISCRIMINATE AGAINST SAME-SEX PARTNERS? A) GENERAL OBSERVATIONS The CPSU has assessed a sample number of current certified / collective agreements and awards to determine whether they may contain provisions which directly or indirectly discriminate against employees who are in a same-sex relationship. Certified / Collective agreements that were assessed as part of this sample generally contain prerequisite requirements for prior approval for employees seeking paid and unpaid leave. These requirements may also be linked to definitions that determine whether an employee is eligible to take the leave. In addition, a range of allowances may be payable when an employee lives or transfers to another place of work or to a remote locality either temporarily or permanently. As with leave entitlements, allowance payments are normally determined based on eligibility criteria. The areas of leave and entitlement identified as potentially being prone to potential discrimination are: Carers Leave Adoption Leave Parental Leave Maternity Leave Bereavement Leave Remote locality entitlements Level of Financial support where employee relocated, eg single or dependent rate In conducting this sample audit, it became apparent that a number of public sector agencies have transferred entitlements out of collective / certified agreements and into agency policy documents. For example the Department of Foreign Affairs and Trade (DFAT) have transferred all relocation expense entitlements in the DFAT Human Resource Manual (HRM), and the definition of family member for personal / carers leave is also within the HRM. As reported above, this transfer out of the agreement does not allow for public access or scrutiny of these entitlements and could lead to changes in employee entitlements which could establish discriminatory provisions. The CPSU believes that the recommendations contained in this submission, if supported, would provide a much more rigorous framework for employers to ensure that they do not have, or cannot introduce discriminatory arrangements. B) SAMPLE OF SOME SPECIFIC AGREEMENTS The Centrelink Certified Agreement Centrelink is one of the largest federal public service agencies. Its most recent agreement was finalised in late 2005. The agreement describes a dependent as the partner of the employee (including same sex partner);... The CPSU believes that the explicit inclusion of a same-sex relationship within the definition of partner will prevent potential inconsistency with the treatment of employees and ensures that employees with same-sex partners are not subject to direct or indirect discrimination. Telstra Enterprise Agreement 2005 2008 The current Telstra certified agreement contains very limited information regarding eligibility for leave or allowances. The Telstra agreement is unusual as it needs to read in conjunction with the Telstra General Conditions of Service Award. It should be noted that it has been Telstra policy for the last few years to employ all new employees on Australian Workplace Agreements. As stated previously, given the confidential nature of AWAs the CPSU is not able to determine whether any discriminatory provisions exist. Ecowise Certified Agreement 2006 2009 Ecowise is a private sector organisation that is a business unit of ActewAGL. Attachment D in its agreement contains the Anti-Discrimination provisions which explicitly identify a range of categories which include sexual preference. These provisions specify that the parties must make every endeavour to ensure that neither the Award provisions nor their operation are directly or indirectly discriminatory in their effects. The CPSU believes that this provision provides an overriding framework which effectively prevents any provision being used to discriminate against an employee. Northern Land Council Certified Agreement The Northern Land Council agreement includes a specific reference of spouse. SpouseIn relation to an employee means a person who lives with the employee as the husband or wife of that person regardless of sexual orientation on a bona fide domestic basis. The CPSU believes that the use of this definition assists in preventing explicit discrimination of same sex partners. The Australian Government Solicitors Certified Agreement In the current Australian Government Solicitors agreement eligibility for personal leave, including carers leave and bereavement leave is available to people including the employees partner; a member of the employees family; a member of the employees household; a close friend; or a person who is clearly dependent on the employee for care and support. The CPSU believes that by not explicitly identifying partners in a same-sex relationship, the broadness of the above interpretation could lead to difference in interpretation and outcomes by different AGS supervisors and managers. SAME-SEX DISCRIMINATION IN SOME FEDERAL PUBLIC SECTOR SUPERANNUATION SCHEMES The CPSU can confirm that the Commonwealth Public Sector (CSS), which has over 41,000 current contributors or deferred contributors, and Public Sector Superannuation Scheme (PSS), which has close to 240,000 current contributors or preserved contributors, discriminate in regard to death benefit entitlements for a same-sex partner of an employee covered by either of these schemes. The general arrangements that cover superannuation entitlements and arrangements are established by federal legislation. One of the primary pieces of legislation is the Superannuation Industry (Supervision) Act 1993 (the SIS Act). Section 10A of this Act identifies categories of people who are deemed to have an interdependent relationship and the definition of dependent in Section 10 includes any person with whom the person has an interdependency relationship. This discrimination in the CSS and PSS arises due to the absence of a comparable definition of interdependency in the Superannuation Act 1976 (which covers the CSS) and the Superannuation Act 1990 (which cover the PSS) and their associated rules and trust deeds. In the absence of this definition, the Trustees of the CSS and PSS Boards are required to rely on the definition of spouse as contained in Section 8B of the 1976 Superannuation Act, which links to the person being in a marital relationship. Section 8A specifies a marital relationship as a husband and wife relationship. A comparable provision applies in the Superannuation Act 1990. The financial impact of this discrimination is significant for the individual same-sex partner of a CSS or PSS contributor or pensioner, but the savings to Government in retaining this discriminatory provision would be negligible. The CPSU and concerned members have continued to raise this discriminatory provision for a number of years. Our concerns have been raised with the Minister, and Department of Finance and Administration (DoFA), as the Minister and Federal Government department responsible for administering federal public sector superannuation on behalf of the Federal Government. We are aware of CPSU members and retired members who have raised the issue direct with the Federal Attorney-General and the Leader of the Opposition. There are also a range of other areas in the CSS and PSS where employees are not able to assess a range of arrangements that generally apply in private sector superannuation schemes. These include the ability to salary sacrifice the employees superannuation for themselves, their partner or their children, the ability to have investment choice options, and to have choice of superannuation funds. The CPSU does not view these areas as ones which discriminate against partners in same-sex relationships specifically. The CPSU strongly urges HREOC to recommend to the Attorney-General that the Federal Government immediately rectify the discrimination and provide the same interdependent relationship provisions in the CSS and PSS and any other relevant scheme that applies as part of the SIS Act. SPECIFIC COMMENTS FROM CPSU MEMBERS As stated above, the CPSU sought information from members and potential members via electronic Bulletins and advices to encourage members who believe that they, or their partner had been, or could be, discriminated against to provide this information to the CPSU. The CPSU advice also provided a direct link to the HREOC Inquiry home page. Feedback from members and potential members received primarily related to their knowledge of discrimination in regard to the superannuation entitlements for same-sex partners in the CSS and PSS which is identified previously in this submission. A further matter was raised in regard to eligibility for payment of employment related allowances. In particular remote locality allowance was identified. The CPSU understands that the eligibility for payment in some federal public sector agencies is based on a ruling from the Australian Taxation Office. The CPSU has been advised that this ruling may in fact discriminate against people in a same sex relationship. The CPSU recommends that HREOC request information from the Australian Taxation Office to determine whether Tax Rulings in regard to eligibility for allowances discriminate against the people in a same-sex relationship.       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