Belich CamillaCAMILLA BELICH (Labour): Thank you Mr Chair. I want to thank the member Marja Lubeck for her opening comments on this bill—which as she said she has inherited from the Hon Dr Deborah Russell who has now moved to be a Minister in this Government. I actually sat on the Education and Workforce Committee with the member and looked at this bill in quite a lot of detail. We heard a number of submissions from a number of people; and the importance of getting this particular piece of legislation right so that people are able to have a longer period of time to bring a personal grievance for sexual harassment was emphasised by by my recollection almost every submitter. So I do think it was very wise of the member to bring this Supplementary Order Paper (SOP) to the House following her shepherding through this bill after the Hon Deborah Russell.The questions that I have for the member around the Supplementary Order Paper are really about the effect and the value that it will add to the legislation in terms of clarity. We did hear another contribution from another member that this was a shoddy oversight"—I'd be interested in the member's view on that. My view which I'll offer comment to the member on is that there was no oversight necessarily in the bill and I think that the member's assumption around how the bill would be interpreted—as she mentioned in her opening statement—is likely to be correct and in fact it wouldn't necessarily cause any direct issues if the bill was passed without the SOP. However I do see the value in the SOP in clarity. We often speak in this House about plain language; we often speak about clear legislation which is easy for people to understand and interpret. I think it's a worthy point to make that it may be that employers once this law is passed would need to get legal advice or would be unsure as to whether their employment agreements—be those individual employment agreements or collective agreements—would need to be amended and if they were amended at what stage. Having previously practised as an employment lawyer I know that those are the types of questions which are often asked in relation to new laws that come in. So I do see the value in this but I wanted to ask the member if she did have any comments on that.The other thing I wanted to ask the member is that obviously this piece of legislation amends the Employment Relations Act. There is a primary piece of the Employment Relations Act which refers to section 115 and I wanted to just ask her about how this SOP interacts with that primary piece of legislation section 115 and the primary Act—which this SOP and indeed the bill that the member is shepherding through the House would change—which already covers exceptional circumstances for extension of the time of personal grievances. So this is something that we delved into in the select committee in terms of the original bill without the SOP amendment. This SOP obviously amends that provision or would have effect on that provision again and so I'm very interested in whether the member has considered the impact of that. I mean that piece of that particular section is very very fundamental and very very important to the operation of the Employment Relations Act and so if there is an impact from this SOP it would be I think very important for the House to be made aware of that.The last thing I just wanted to touch on and I'll be interested if the member had any views is the difference between the requirements for amendment—if indeed there are any in this SOP—for collective employment agreements which have provisions in relation to bringing personal grievance claims and individual agreements. We know that there are provisions within the Employment Relations Act which require employment contracts to outline the process for going through a personal grievance in relation to sexual harassment or indeed any other matter that a person may bring a personal grievance for. So obviously this will amend that provision; it's not specified exactly within this SOP how that amendment would be exactly drafted within the collective or individual employment agreements. However that is a normal drafting practice as I understand. But I would be very interested to know if the member did in fact have a view on some of the issues that I've canvassed and perhaps the clarity of the drafting that this SOP would result in."