316usman/thematic2b huggingface dataset:
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633250980.pdf (Australia)
45 Appendix 2 Hearings and witnesses Thursday, 3 August 2006, Canberra Communication, Electrical and Plumbing Union of Australia (CEPU) Mr Colin Cooper, National President, Communications Branch Ms Ros Eason, Senior National Research Officer NSW Road Transport Association Mr Hugh McMaster, Corporate Relations Manager Mr Bob Mackenzie, Member NSW Government Mr Don Jones, Assistant Director-General, Office of Industrial Relations Ms Rebekah Stevens, Assistant Director-General, Office of Industrial Relations Mr George Petrovic, A/Principal Analyst, Analysis and Review Branch, Office of Industrial Relations Australian Industry Group (AiG) Mr Stephen Smith, Director, National Industrial Relations Mr Ron Baragry, Legal Counsel, Workplace Relations The Association of Professional Engineers, Scientists and Managers Australia (APESMA) Mr Geoff Fary, Executive Director, Industrial Relations 46 Ms Kim Rickard Australian National Couriers Mr James Taylor, Director Courier and Taxi Truck Association Ms Kathy Robertson, CEO Mr Peter Reichmann, Director, Direct Couriers Construction, Forestry, Mining and Energy Union (CFMEU) Mr John Sutton, National Secretary Australian Chamber of Commerce and Industry (ACCI) Mr Peter Anderson, Director, Workplace Policy Mr Daniel Mammone, Advisor, Workplace Relations Australian Council of Trade Unions (ACTU) Ms Michelle Bissett Friday 4 August 2006, Canberra Master Builders' Association Mr Wilhelm Harnisch, CEO Mr Richard Calver Independent Contractors of Australia Mr Ken Phillips, Executive Director 47 Transport Workers' Union (TWU) Mr Tony Sheldon, A/Federal Secretary, NSW State Secretary Mr Michael Kaine, Assistant Federal Secretary, TWU Chief Legal Officer Mr Brendan Johnson, TWU VIC/Tas Industrial Officer Mr Don Orrock, Transport Industry Small Business Advisor Ms Thi Thu Hong Ly, outworker Mr Paul Dewberry Mr Michael Evans Mr Jeremy Kemplen Mr Tony Matthews FairWear Australia Ms Debbie Carstens Ms Rose Nguyen, outworker Ms Bich Thuy Pham, outworker Victorian Government Mr Brian Corney, Director-Private Sector, Industrial Relations VIC Ms Andrea Lester, Senior Policy Analyst, Industrial Relations VIC Mr Philip Lovel, CEO, Victorian Transport Association 48 Textile, Clothing and Footwear Union of Australia (TCFUA) FairWear Australia Mr Barry Tubner, NSW Branch Secretary, National President Ms Michele O'Neil, VIC Branch Secretary, National Assistant Secretary Ms Kathryn Fawcett, National Industrial Officer Civil Contractors Federation Mr John Higgins, National Industrial Relations Advisor Mr Craig Long, Executive Director, NSW Branch Department of Employment and Workplace Relations Mr Finn Pratt, Deputy Secretary, Workplace Relations Ms Natalie James, Chief Counsel (Acting), Workplace Relations Legal Group Mr John Kovacic, Group Manager, Workplace Relations Policy Group
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633262506.pdf (Australia)
Senate Standing Committee on Education Employment and Workplace Relations QUESTIONS ON NOTICE Budget Estimates 2012-2013 Agency - Fair Work Ombudsman DEEWR Question EW0189_13 Senator Abetz asked on 28 May 2012 , Hansard page 62 Question FWO - Non monetary benefits in individual flexibility arrangements Senator ABETZ: We are told in paragraph 6 of this model arrangement: [Insert clause that the parties agree that the employee is better off overall due to the IFA.
For example, if an all inclusive salary or hourly rate of pay provides a higher rate of pay than if the Award terms were to apply then the clause would state as follows ... Has any advice been given in relation to non-monetary benefits as to how that might work and how the employer might be able to calculate that and still be confident that the worker is 'better off overall' as the test requires.

Mr Wilson: In relation to that guidance material, we will need to take that on notice.
Answer The Fair Work Ombudsman has provided the following response.

The Fair Work Ombudsman does not provide specific advice to employees or employers on whether a particular individual flexibility arrangement (IFA) results in the employee being better off overall.

Such elements are to be determined by the employee and employer, with the responsibility on the employer to ensure that the employee is better off overall under an IFA.
However, the Fair Work Ombudsman does regularly provide general advice about IFAs.

The Fair Work Ombudsman assists both employers and employees to identify the modern award or enterprise agreement which may apply and to identify the terms that can be varied by an IFA.

The FWO can investigate claims that an IFA was not genuinely agreed to.

These would include where an employer applied coercion, undue influence or pressure.
Section 341 (2) (g) of the FW Act defines the process of ‘making or terminating an IFA under a modern award or enterprise agreement’ as a workplace right.

A person must not take adverse action against another because of their workplace right.

This has the effect of preventing a prospective employer from making an offer of employment conditional on the prospective employee entering an IFA.
In cases where it appears that the process of making or terminating an IFA or offering employment has contravened these general protections provisions, the FWO can investigate the matter.

SQ12-000542 Where an IFA is in place, the FWO can investigate where the employer has allegedly failed to comply with the undisputed terms of an IFA.

Sub sections 144 (2) (b) and 202 (3) (b) make IFAs a term of the relevant modern award or enterprise agreement.
The Fair Work Ombudsman’s Best Practice Guide on the ‘Use of Individual Flexibility Arrangements’ contains a checklist for employers to ensure that the arrangement is lawful, fair and productive.

The Guide does provide an example of a non-monetary benefit (Refer EW0266_12).

SQ12-000542
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633493511.pdf (Australia)
Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22 Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22       Serious allegations of abuse, self-harm and neglect of asylum seekers in relation to the Nauru Regional ProcessingCentre, and any like allegations in relation to the Manus Regional Processing CentreSubmission 22
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633580139.pdf (Australia)
ATTACHMENT A Bullying and Harassment Action Plan Area of Focus Objectives/Outcomes Risk of workplace bullying: presence of work stressors - for e.g.
high job demands, limited job control, organisational change, role conflict and ambiguity, job insecurity, an acceptance of unreasonable workplace behaviours or lack of behavioural standards, unreasonable expectations of clients or customers Education and Training Education and training focusing specifically on identifying more precisely what behaviours constitute bullying and harassment, how staff should recognise such behaviours and how to respond.
Regular updates provided to staff in relation to issues concerning bullying and harassment Awareness raising Risk of workplace bullying: leadership styles - for e.g.
autocratic behaviour that is strict and directive and does not allow workers to be involved in decision making behaviour, where little or no guidance is provided to workers or responsibilities are inappropriately and informally delegated to subordinates Leadership capabilities Giving and receiving feedback Risk of workplace bullying: systems of work - for e.g.
lack of resources, lack of training, unreasonable performance measures or timeframes Mentoring, internal development, access to educational opportunities, buddy type arrangements and a number of other schemes should be considered to develop current and future leaders Current and future managers should receive additional education and training on the giving and receiving of feedback related to performance management.
Recruitment and selection Review of Harassment Contact Officer Network A clear and unambiguous policy and process for the identification of higher duty opportunities needs to be developed, disseminated and administered.

Such process should include standard processes for completing expressions of interest, panel based assessments and feedback to participants in written format to encourage their development.
A re-evaluation of the function and effectiveness of the Harassment Contact Officer Network with a view to determining whether it continues to provide an effective service or whether there is an alternative model ATTACHMENT A A review of the current frameworks to ensure they meets the needs of both individuals and the organisation Review of underperformanc e/ performance management frameworks Risk of workplace bullying: work relationships – for e.g.
poor communication, low levels of support or work group hostility Improved communication at all levels of the agency HR support Managers at all levels to ensure close communication with staff at every opportunity.

This should include regular meetings, use of intranet and other electronic mediums to ensure current messages are conveyed fully and are understood.
The role of HR to be evaluated in light of whether the current structure provides managers with sufficient support to properly implement performance management.

Staff within Human Resources to market their availability and expertise to the field.
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633586930.pdf (Australia)
Financial abuse amongst immigrants.

Financial abuse is the most silent and a very covert way of manipulation, emotional abuse and the best way chosen by perpetrators towards victim, mostly by immigrants.

Its not limited to any economic status or any educational background by either victim or perpetrator.

We have seen doctors, lawyers, highly reputable and very highly qualified people using this technique to harass their partner through this.
Even highly qualified professional (who used to have a very stable life back home) have suffered enormously due to this form of abuse, particularly when settling down in new country.

Gradually it escalates to other form of abuse and the cycle continues.

It is used to public shame and blame the victim, isolating the victim by humiliation through family and friends.
Used to control all everyday activities and family decisions and therefore removing the power from the victim and taking all control by the perpetrators.

And the FV continues in various forms.

Dowry is the financial control, with full approval by family members, so allowing the Son/Husband to control with full approval of society/family members.

One of the most manipulated social system, highly deformed for benefit of the privileged/Boy side.
They cleverly use this with a highly greedy mindset and pretend innocent amongst public.

It’s a heinous practice which is highly shameful and law enforcement on this practice is a very welcome step.

Absolutely agree for a law enforcement and recognition of this practice as a crime.

Want to be part of this change.

Thanks An activist The practice of dowry and the incidence of dowry abuse in AustraliaSubmission 4
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633631100.pdf (Australia)
Dear Secretariat, Complained about bullying 'supervisor' in traffic control.

Given no more shifts with Citywide (1/2 owned by Melbourne City Council Here are some of the ways I have personally been affected by insecure work: ‐ I've had my hours or pay cut because I've stood up for myself in my workplace.

Kind Regards, Mick ———————————— 1 Select Committee on Job SecuritySubmission 213
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633652725.pdf (Australia)
ABBREVIATIONS CECFW COAG Centre for Excellence in Child and Family Welfare Council of Australian Governments Committee Community Affairs Legislation Committee Commonwealth Consequential Bill Commonwealth Redress Scheme for Institutional Child Sexual Abuse (Consequential Amendments) Bill 2017 Commonwealth Redress Bill Commonwealth Redress Scheme for Institutional Child Sexual Abuse Bill 2017 Commonwealth Redress Scheme Commonwealth Redress Scheme for Survivors of Institutional Child Sexual Abuse Commonwealth Redress Scheme Bills Report Community Affairs Legislation Committee, 'Commonwealth Redress Scheme for Institutional Child Sexual Abuse Bill 2017 [Provisions], Commonwealth Redress Scheme for Institutional Child Sexual Abuse (Consequential Amendments) Bill 2017 [Provisions]' Constitution Australian Constitution Department Department of Social Services Explanatory Memorandum National Redress Scheme for Institutional Child Sexual Abuse Bill 2018, Explanatory Memorandum Government Response Human Rights Committee Australian Government response to the Senate Community Affairs Legislation Committee report: Commonwealth Redress Scheme for Institutional Child Sexual Abuse Bill 2017 [Provisions] and the Commonwealth Redress Scheme for Institutional Child Sexual Abuse (Consequential Amendments) Bill 2017 [Provisions] Parliamentary Joint Committee on Human Rights Intergovernmental Agreement Intergovernmental Agreement on the National Redress Scheme for Institutional Child Sexual Abuse National Consequential Bill National Redress Scheme for Institutional Child Sexual Abuse (Consequential Amendments) Bill 2018 National Redress Bill National Redress Scheme for Institutional Child Sexual Abuse Bill 2018 National Redress Scheme National Redress Scheme for Survivors of Institutional Child Sexual Abuse NSW New South Wales Operator National Redress Scheme Operator Royal Commission Royal Commission into Institutional Child Sexual Abuse Royal Commission Report Royal Commission into Institutional Responses to Child Sexual Abuse, 'Final Report' SASS Scheme Sexual Assault Support Service National Redress Scheme for Survivors of Institutional Child Sexual Abuse Scrutiny committee Senate Standing Committee for the Scrutiny of Bills Senate Budget Estimates Budget Estimates 2018–19 Survivors Survivors of institutional child sexual abuse VACCA VALS Victorian Aboriginal Child Care Agency Victorian Aboriginal Legal Service viii
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633654840.pdf (Australia)
To the Committee, My name is Sam Boscolo .

I am a 29 year old former smoker from who used vaping to quit smoking.

Before switching to vaping I tried to quit smoking using willpower, nicotine gums, nicotine lozenges, and other methods, to no avail.

I do not support the proposed prescription model that would require vapers to seek permission from a doctor before being allowed to purchase vaping products.

Smoking cigarettes controlled my life and wallet for so many years.
Iv been vaping almost 3 years now and have never felt better.

Thank you for providing the opportunity to voice my opinion on this important topic.

Kind regards, Sam Boscolo Tobacco Harm ReductionSubmission 799
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633775090.pdf (Australia)
Appendix 3 Tabled documents, answers to questions on notice and additional information Correspondence • Correspondence from the Hon Len Roberts-Smith RFD QC, Chair of the Defence Abuse Response Taskforce, received 17 September 2014 • Correspondence from the Hon Len Roberts-Smith RFD QC, Chair of the Defence Abuse Response Taskforce, received 20 October 2014 Additional Information • ABC Four Corners episode "Chamber of Horrors" (9 June 2014) - Tabled by Dr Gary Rumble at public hearing on 13 August 2014, Canberra.
• Transcript of Radio National interview with CDF General David Hurley (28 April 2014) - Tabled by Dr Gary Rumble at publc hearing on 13 August 2014, Canberra.

• Correspondence with the office of the Minister for Defence (part 1)- Tabled by Dr Gary Rumble at public hearing on 13 August 2014, Canberra • Correspondence with the office of the Minister for Defence (part 2) - Tabled by Dr Gary Rumble at public hearing on 13 August 2014, Canberra.
• Opening statement by Inspector General Australian Defence Force at public hearing on 13 August 2014, Canberra.

• Opening statement by Hon Len Roberts-Smith RFD, QC at public hearing on 13 August 2014, Canberra.
• Opening statement by Vice Admiral Griggs AO, Vice Chief of the Defence Force, Department of Defence at public hearing on 13 August 2014, Canberra • Key Statistics tabled by Defence Abuse Response Taskforce at public hearing on 26 September 2014, Canberra • Feedback from Complainants tabled by Defence Abuse Response Taskforce at public hearing on 26 September 2014, Canberra • Opening statement by Hon Len Roberts-Smith RFD, QC at public hearing on 26 September 2014, Canberra Answers to questions on notice Wednesday 13 August 2014 — Canberra • Roberts-Smith, The Hon Leonard William, RFD, QC, Chair, Defence Abuse Response Taskforce • Department of Defence • Department of Veteran's Affairs • James, Ms Rachael, Slater & Gordon Lawyers Friday 26 September 2014 — Canberra • Roberts-Smith, The Hon Leonard William, RFD, QC, Chair, Defence Abuse Response Taskforce • Rumble, Dr Gary Albert, Private capacity 124
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697633799072.pdf (Australia)
４ Strategy on Defense Production and Technological Bases ～Toward strengthening the bases to support defense forces and ‘Proactive Contribution to Peace’～（Excerpts：Provisional Translation） （３）Defense equipment and technology cooperation ～Based on the Three Principles on Transfer of Defense Equipment and Technology announced in April 2014, MOD will take necessary measures under the government’s leadership to proactively and strategically promote defense equipment and technology cooperation such as international joint development and production, in order to contribute to maintaining and enhancing defense production and technological bases as well as peace contribution and international cooperation.
④ Improving bases for defense equipment and technology cooperation Promoting new defense equipment and technology cooperation requires a framework for cooperation.
Given that recent international joint development and production involve multiple countries, in order to raise the predictability of partner countries and defense industries as well as promote cooperation, MOD will formulate a framework which will enable the transfer of defense equipment, with nations that are likely to become partners in international joint development and production.
In addition, MOD will study the postures and systems for smoothly promoting cooperation under government commitment and oversight throughout the life-cycle of transferred defense equipment, since information possessed by MOD regarding coordination with partner countries about their transfer conditions or issues concerning education, training, maintenance and upkeep regarding the operation of defense equipment, may need to be transferred to partner countries and relevant companies.
（６）Measures through cooperation with relevant ministries Other than studying contract systems and research and development measures, in order to strengthen defense industries, MOD needs to consider supporting measures utilizing other ministries’ measures.
For example, it would be effective to strengthen cooperation with the Ministry of Economy, Trade and Industry in utilizing various tax preferences and subsidies, and Inquiry into Government Support for Australian Defence Industry ExportsSubmission 49 - Attachment 4 ４ implement measures which would allow defense industries including small and medium enterprises to make use of such supporting schemes.
In addition, MOD will study and take necessary measures, including utilizing supporting measures such as fiscal investments and loans to facilitate measures such as the transfer of defense equipment that would contribute to maintaining and enhancing defense production and technological bases.

MOD will also continue to review the legal restrictions regarding defense industries.

Inquiry into Government Support for Australian Defence Industry ExportsSubmission 49 - Attachment 4