ࡱ> MKN`  bjbj .8%F4PPPd   8D<d2":wyyyyyy$* h"PVVVPPVPPwVwPP `֓ ^Tw0,v$v$v$Pj^VVVVddd$ ddd dddPPPPPP Recommendation: Australian workers with caring responsibilities should have a legislative right to apply for permanent part-time work, as provided for in the Netherlands and Germany. This legislative right should be a general right to part-time work, and not specific to caring responsibilities, as provided for in the Netherlands and Germany. This will assist in the cultural change required to reduce sex-segregation in the workplace and at home; and reduce the effects of discrimination, often gendered, which is associated with workers identifying as carers in the workplace. Murrays research has shown: Internationally, significant changes have occurred in relation to the extant to which law is used to assist workers adapt their working lives to the requirements of their care responsibilities. The OECD international comparisons conclude that increasing part time employment tends to increase female participation.. Murray asserts: The most advanced legislative schemes are in the Netherlands and Germany. These legislative provisions are The Adaptation of Working Time Act (Wet op de aanpassing van e arbeidsduur, or WAA) (Netherlands); Act on Part-time Work and Fixed-Term Contracts (Gesetz uber Teilzeitarbeit und befristete Arbeitsvertrage, or TzBfG) (Germany). Murray illustrates that: In these states, workers who wish to change their hours of work (up or down), or alter the distribution of hours, may place a request with their employer. The law specifies a process of meeting and response which must be adhered to. Unlike the experience of employees in Australia, who often have to challenge delays to their request to apply for part-time work, the failure of the employer to respond and manage the request means the employer, rather than employee, is penalized: Failure by the employer to follow this process means that the law deems the change requested by employee to have been approved. The law provides that the employees request can only be refused on certain grounds, essentially that the request is impossible for serious business reasons. Workers whose requests have been rejected may seek to overturn the employers decision in court. Early reports of cases have shown that the courts have tended to reject the employers reasons for refusal. Of course, the employers in these countries can still be relied upon to contest workers rights to part-time work, but the legislative framework of these conditions ensures that when contested in courts, the objectives of the legislation are considered above the alleged inability of employers to accommodate part-time workers as easily as full-time workers in the workplace. For example, in analysis of the implementation of the Netherlands and German legislation in the courts of these respective nations, S Burri et al have argued that: It turns out that the courts are generally willing to acknowledge the fact that by the enactment of the [Adaptation of Working Time Act] the legislator restricted the entrepreneurial freedom of the employer. Serious business reasons are therefore not easily established in court. Murray emphasises that, Once again it is notable that these laws have broken free from a focus on traditional family responsibilities. Indeed, workers in Germany and the Netherlands do not have to present a reason for their change of hours under the legislative schema. The right to part-time work therefore applies generally to any worker who wishes to adapt their working time for whatever reason. This means that workers with caring responsibilities are not required upon to identify as carers, and reduces discrimination on the basis of sex and/or caring responsibilities. The ACTU has asserted in the ACTU Family Test Case contentions that: Most comparable nations provide, through national regulation, superior provisions, and many are considering further regulation to assist employees with their caring responsibilities. These rights cannot be left to be asserted in enterprise bargaining, as research has shown that workers with caring responsibilities, in the majority women, have less bargaining power than workers without caring responsibilities, and further that employers will pit workers with caring responsibilities against other workers in negotiations for new Enterprise Agreements.  Jill Murray, Reconciling work and care responsibilities, Alternative Law Journal Vol 30:2 April 2005, at page 86.  Jaumotte, F. HYPERLINK "http://www.olis.oecd.org/olis/2003doc.nsf/43bb6130e5e86e5fc12569fa005d004c/b7c9b45202b081b1c1256e0000317f04/$FILE/JT00155820.PDF"Female labour force participation : Past trends and main determinants in OECD countries, HYPERLINK "http://www.oecd.org/home/"OECD, Paris, Economics department working papers, n 376, December, 66 p., (2003).  Jill Murray, Reconciling work and care responsibilities, Alternative Law Journal Vol 30:2 April 2005, at page 86.  Jill Murray, Reconciling work and care responsibilities, Alternative Law Journal Vol 30:2 April 2005, at page 86.  Jill Murray, Reconciling work and care responsibilities, Alternative Law Journal Vol 30:2 April 2005, at page 86.  Jill Murray, Reconciling work and care responsibilities, Alternative Law Journal Vol 30:2 April 2005, at page 86.  S Burri et al, Work-family policies on Working Time in Practice. A comparison of Dutch and German Case Law on Working-time Adjustment (2003) 19 International Journal of Comparitive Labour Law and Industrial Relations 321, 332.  Jill Murray, Reconciling work and care responsibilities, Alternative Law Journal Vol 30:2 April 2005, at page 86.  ACTU Family Test Case contentions: 8.7, at page 50, see  HYPERLINK "http://www.e-airc.gov.au/familyprovisions/" http://www.e-airc.gov.au/familyprovisions/  Meredith Burgmann, Women and Enterprise Bargaining in Australia in S.Hammond (ed) Equity under Enterprise Bargaining (ACCIRT, Sydney, 1994)  Marian Baird, Orientations towards Paid Maternity Leave, The Journal of Industrial Relations, Vol 46, No 3., September 2004, at page 267.     PAGE  PAGE 3 w' W E F G M c ' ( +    J d e p  Ǽzoz^zRRh+|hz6CJaJ!jh+|h0JCJUaJh+|hgCJaJh+|hCJaJjh+|hzCJUaJh+|hz5CJaJ!jh+|hz0JCJUaJh+|hs[ACJaJh+|hzCJaJh~.h+|56CJaJh+|hI>56CJaJh+|h(f56CJaJh+|hZ,56CJaJF G * + 9:pgd? & FgdZ,gdz&$d%d&d'dNOPQgdZ,   ! 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