Work & Family

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Objective 2: Workplace reform

Outcome

A workplace culture that achieves continuous improvement in productivity while being safe, fair and equitable.

Discussion

Organisations are increasingly recognising that the profitability and efficiency of workplaces rely primarily upon the quality and commitment of their human resources. Further, it is acknowledged that employees' responsibilities beyond the workplace can affect their performance at work and can be seen in absenteeism, low morale and lower productivity as well as their ability to remain in the workforce. These factors result in significant costs to organisations and impact upon business profitability.

Initiatives

Workplace Accidents Information Booklet
Public Awareness Campaign
Training Courses for GPs on the Management of Work-Related Back Injuries
Teleworking
IT Support Policy for Working from Home
Part-time Provisions in the State Superannuation Scheme (SSS)
Part-time Provisions in the Police Superannuation Scheme (PSS)
Rostering Arrangements Project
Enterprise Bargaining Resource Kit
Enterprise Bargaining Re-negotiation Resource Kit
Review of Annual Holidays Act 1944 and Long Service Leave Act 1955

Workplace Accidents Information Booklet

In consultation with Labor Council of NSW, Injuries Australia, NSW Police Service, the Coroner's Court and other relevant agencies, WorkCover NSW has produced an information booklet entitled Fatality in the Workplace: Information for Family and Friends. This booklet will be provided to the family and friends of workers who have died as a result of workplace accidents. It will assist families of deceased workers by providing essential information on:
• the role of WorkCover NSW, the police and the coroner;
• investigations and prosecutions which may be carried out or initiated by WorkCover;
• civil legal proceedings, workers compensation entitlements, insurance; and
• organisations people may wish to contact for support and advice.
Responsibility: WorkCover NSW

WorkCover NSW has developed a major advertising campaign which is designed to raise community awareness about the toll on the State's workforce of unsafe work practices. The campaign utilises television, newspapers, radio and billboards to communicate the message of safe work practices. It is designed in two stages, the first to raise awareness about the size of the problem, and the second to demonstrate injury prevention strategies in the workplace. The campaign was launched in September 1998 and is scheduled to run until June 1999.
Responsibility: WorkCover NSW

A training package for general practitioners has been developed by WorkCover. It is anticipated that the training package will be delivered early in 1999.
Responsibility: WorkCover NSW

The Premier's Department is currently developing a teleworking module that will allow greater flexibility in managing staff and working arrangements across the NSW public sector. This initiative aims to increase awareness of the benefits of alternative work locations, including the home, and to describe options for achieving these arrangements. This policy is consistent with the NSW Government's reform agenda to achieve family friendly outcomes.
Responsibility: Premier's Department

The Premier's Department is currently developing a policy on IT support for employees of the public sector working from home. By providing IT support, working from home can be a viable option for people with family responsibilities. This policy also increases the awareness of the benefits of working from home.
Responsibility: Premier's Department

In the past, part-time leave and part-time leave without pay provisions gave rise to potential anomalies in the calculation of benefits payable to State Superannuation Scheme members. This is because members were entitled to different benefit levels depending on the nature of their leave, notwithstanding that they worked the same number of hours per week. Amendments passed in November 1998 removed these anomalies.
Responsibility: Premier's Department

In December 1995, the Minister for Police and the Commissioner of Police announced the option of part-time work in the NSW Police Service. At that time the legislation governing the PSS did not contain provisions for part-time work or part-time leave without pay. Legislative amendments were required to implement the proposal. These amendments were passed in the Budget sitting of Parliament as part of the Superannuation Legislative Amendments Act 1998.
Responsibility: Premier's Department

The Department of Industrial Relations will conduct a joint project with industrial relations stakeholders to develop working hours arrangements through mutually convenient rostering. Equal consideration will be given to the personal needs of employees and the business imperatives of employers. This will develop new methods for rostering and planning working time.
Responsibility: Department of Industrial Relations/ Department for Women

Workplace Change NSW within the Department of Industrial Relations plans to develop an enterprise bargaining resource kit which will provide examples of family friendly clauses in enterprise agreements that have already been used. It is hoped that this kit will be distributed not only through DIR, but also through unions and employer organisations. The kit will assist people to negotiate enterprise agreements which can accommodate family responsibilities.
Responsibility: Department of Industrial Relations

In 1999 many of the first enterprise agreements developed in this State will fall due for re-negotiation. The Department of Industrial Relations will target organisations undertaking the re-negotiation process in order to provide a resource kit and VETAB accredited training programs on flexible work practices. This will assist workers with families to ensure that existing flexible work practices are not reduced and to encourage greater flexibility in future agreements.
Responsibility: Department of Industrial Relations

In 1999 the Department of Industrial Relations will be undertaking reviews of both the Annual Holidays Act 1944 and the Long Service Leave Act 1955. These reviews may provide opportunities to integrate into the existing legislation more flexibility for workers with families.
Responsibility: Department of Industrial Relations