|Victorian employees and employers have the benefit and protection of the federal Fair Work laws. |
The Fair Work Act 2009 provides for:
- 10 National Employment Standards, which guarantee basic minimum conditions for employees; and
- Modern Awards, which set out legally enforceable pay rates and conditions for employees in a specific industry or occupation.
- Employers, employees and unions may also negotiate enterprise agreements (covering a workplace), and employees may also enter into an individual contract.
|Minimum employment conditions in Victoria include pay, hours of work, flexible work arrangements, annual leave (vacations), notice of termination and redundancy pay.|
Victorian workers are also protected by law against discrimination on the basis of sex, disability, race, religion, sexual orientation and a number of other grounds.
|Pension funds in Australia are known as Superannuation. Under the Superannuation Guarantee, employers must pay employees an additional 9% of their gross salary into a superannuation fund. This cannot be accessed until the employee retires. |
Health and Safety
|Health and safety standards for Victorian workplaces are set out in legislation.|
The Occupational Health and Safety Act 2004 and the Occupational Health and Safety regulations 2007 sets out employers’ obligations in areas such as:
- maintaining safe plant and systems of work,
- providing adequate toilets and other facilities, and
- making sure workers have adequate information, training and supervision
|WorkCover is a compulsory insurance system that provides compensation for employees injured in Victorian workplaces. |
Details, visit www.worksafe.gov.au.
|Industrial action in Victoria is legal under certain circumstances. Workplace relations have improved significantly in recent decades, with disputes and strikes now at an all-time low. The chart below shows the decrease in days lost to industrial disputes.|
|Figure1: Top Ten - Economist Intelligence Unit Liveability Ranking 2010|