zilongwang/ReadingBank huggingface dataset:
LTE Band Duplex method Frequency Allocation 42 TDD 3400 – 3600 MHz 43 TDD 3600 – 3800 MHz 22 FDD 3490 MHz UL / 3510 – 3590 MHz DL Figure 4: LTE Advanced Rel-10 bands between 3.4 and 3.8GHz International 3.5/3.6GHz deployments 3.5/3.6GHz bands have been deployed by over 100 operators globally. Many of these operators have deployed WiMAX in the past but are increasingly migrating to TD-LTE. With regard to TD-LTE deployments, there is an increasing momentum around 3.5/3.6GHz with over twenty contracts awarded to equipment manufacturers as shown in Figure 5. Figure 5: Recent TD-LTE contracts at 3.5/3.6GHz (Source: Global TD-LTE Initiative) UK Broadband UK Broadband launched its “Relish” Mobile and Fixed Wireless Broadband Service on June 4th 2014 (see Figure 6) using TD-LTE at 3.5GHz and 3.6GHz. UK Broadband selected Huawei as its main equipment vendor and Huawei support has ramped up over the past 12 months such that 3.5GHz infrastructure is now part of Huawei’s standard product roadmap. UKB currently supplies internal and external fixed CPE as well as personal Wi-Fi hotspot routers. UKB expects Huawei to launch a fully commercial multi-band smartphone containing 3.5GHz later in 2014 which UKB expects to offer on its network in 2015. The UKB launch footprint covers central London and includes macro-cells, micro-cells and single sector hardware. Next generation small footprint radio equipment from Huawei (Atom Cell) and Airspan (Airsynergy 2000) will be deployed throughout 2014. Figure 6 UK Broadband Relish 3.5GHz mobile broadband
Willing to Work: National Inquiry into Employment Discrimination against Older Australians and Australians with Disability Submission No 1 Name Michael Thomas Costello Submission made by Australian with disability who would like to work Submission regarding Australians with Disability Your experience Have you (or the person you are submitting on behalf of) experienced employment discrimination? Yes No Not sure Did you take any action in relation to the employment discrimination you experienced? Yes No Please tell us more, for example, what action you took and how effective you felt it was; or why you chose not to take any action. Did your experience of employment discrimination impact on your participation in the workforce? (For example, did you have to stop work, change jobs or take sick leave?) Yes No
No Not sure Are there any practices, attitudes or laws which discourage or prevent equal participation in employment of older Australians/Australians with disability? Yes No Not sure Please tell us more What are the incentives and disincentives for older Australians/Australians with disability to work? Incentives: For me personally it is the need and want to be totally independent and self sustaining and earning like everyone else and not dependent on a DSP for income. Disincentives: In accessibility to workplaces in part. Good practice Are there examples of good practice and workplace policies in employing and retaining older Australians/ Australians with disability? Yes No Not sure Please tell us of examples of good practice in employing and retaining older Australians/ Australians with disability in work that you are aware of. Logically there has to be employers and companies who have gone out their way to employing and retaining older Australians and those with a disability though I have not met one yet. Solutions What action should be taken to address employment discrimination against older Australians/Australians with disability? ?? What should be done to enhance workforce participation of older Australians/Australians with disability? ?? What outcomes or recommendations would you like to see from this National Inquiry?
Willing to Work: National Inquiry into Employment Discrimination against Older Australians and Australians with Disability Submission No 18 Name Margaret Anne Ryan Submission made by Older Australian who is not working and does not wish to work Submission regarding Older Australians Your experience Have you (or the person you are submitting on behalf of) experienced employment discrimination? Yes No Not sure Did you take any action in relation to the employment discrimination you experienced? Yes No Please tell us more, for example, what action you took and how effective you felt it was; or why you chose not to take any action. I suffered discrimination when I was only in my late fourties as I applied for jobs at different nurseries just watering plants or pulling out weeds or general stuff and they wanted people who studying horticultural stuff or had a horticultural degree. I only wanted part time work or casual work as my late husband was in and out of hospital and therefore by working as part time or casual I could have handled both. Did your experience of employment discrimination impact on your participation in the workforce? (For example, did you have to stop work, change jobs or take sick leave?)
For example, while the pattern of performance of the 160 funds presented in Figure 7, exactly matches the Consistent Pattern of Performance, the values (number of funds) are not sufficiently different from the mean of 10 per cell to be statistically different from a random allocation (χ2 = 0.996). Figure 7 Period 2 Q1 Q2 Q3 A4 Period 1 Q1 11 9 9 11 Q2 9 11 11 9 Q3 9 11 11 9 Q4 11 9 9 11 Therefore we can now: Identify the overall ‘Consistent Pattern of Performance’ that will occur in the ‘real world’ if Investment Managers are performing consistently. Measure the likelihood that a particular sample Pattern of Performance is random, or is a pattern that indicates the existence of Consistent Performance. Assess whether a sample Pattern of Performance is significantly different from a random (or expected value) pattern. ANALYSIS OF THE CONSISTENCY OF MANAGER PERFORMANCE The virtually universal ‘test’ of the ‘consistency of manager performance’ that we see in industry and academic research is based on analysing whether ‘top quartile’ performance
(Alert observers would note that this actual risk/return outcome for Australian superannuation funds runs counter to that expected from ‘classical’ finance theory, which postulates an upward sloping ‘risk-reward trade-off’. This actual outcome is completely consistent with portfolio theory, in that there is a positive risk/return trade-off between Investment Risk and Returns, with higher levels of Investment Risk being rewarded with higher levels of investment return. This risk/return trade-off is postulated to also apply in respect of Portfolio Risk in the ‘classical’ application of portfolio theory, which ignores Manager Skill - and as noted above Manage Skill constitutes approximately 25% of a normal Australian superannuation fund’s Total Investment Risk. In the real world this postulated relationship is not the case. Note also that this has significant implications for ‘efficient frontier’ analysis and ‘portfolio optimisation’ – implications that are beyond the scope of this submission.) I would point out that the proposals to use an ‘efficient frontier’ of fund returns as a measure of fund performance (as set out on pages 117 - 118 of the Draft Report) is almost certainly very deeply flawed. Some may wish to assert that the risk/return result in Figure 14 represents a ‘special case’. Figure 15, shows the risk/return relationship for US Foundations over the 10 years to December 2015. The actual risk/return trade-off is the same as in Figure 14. Figure 15 Source: Cambridge Associates Efficiency Costs The costs to superannuation fund investors and society of the distortions to superannuation fund investment arising the misguided policies and regulations – principally relating to investment management fees - currently applied to superannuation funds is high. Based on superannuation funds’ actual investment returns over the 10-year period to June 2013, a reduction in allocations to active Manager Skill by 20% (say from 25% to 20% of Total Investment Risk), would be expected to have a net cost (after fees ) of 0.5% per
The third barrier is government legislation and the following legislations/rules are barriers for me. Disability Standards For Accessible Public Transport 2002 (which I discussed earlier) The phase out of standard incandescent light bulbs Queensland State Schools need to source lighting from companies with an Australian Business Number Queensland State Schools must use energy efficient lighting Rules 2 to 4 just above are closely related. The phase out of standard incandescent lighting was done by the Federal Government, announced in 2007 by Malcolm Turnbill and phasing them out started in 2009 with GLS and now fancy round and candle bulbs above 25W are phased out. By my understanding the Australian Federal Government still wants to phase out more. Queensland schools for years have had the rule to only deal with companies with an Australian Business Number. Since Australia has sales restrictions on standard incandescent light bulbs, you cannot order future standard incandescent light bulbs from a company with an Australian Business Number. Schools do get audited to ensure that they are following the rules and I believe schools would be punished if they do not comply auditors standards. From this consultation I would like to see barriers that I experience in general be broken down so that I would have greater opportunities just like everyone else – especially since government policies increase my barriers. Yours sincerely,
Solutions What action should be taken to address employment discrimination against older Australians/Australians with disability? Workplaces to have access to funded professional support to support the workplace to make the adjustments required. What should be done to enhance workforce participation of older Australians/Australians with disability? For people with a disability publications and information about workplace success stories would provide information about about what worked, what didn't work to support the person with a disability to gain employment. What outcomes or recommendations would you like to see from this National Inquiry? Improved work opportunities for people with a disability
Overlap between Age and Disability Discrimination Discrimination can be multi-layered and can be experienced within the workforce based on both age and disability as well as other factors. Due to the overlapping nature of age and disability discrimination within the workforce, we have some joint recommendations which apply to addressing both these forms of discrimination. Introduce positive obligation for standardised regulations through the establishment of or empowering an existing public authority to promote a culture of compliance Establishing a peak body(ies) which oversees compliance of employers to minimum standards ensuring mature age and disability equality within the workplace and during the recruitment process. This can be based on similar terms of reference to that of the Workplace Gender Equality Agency. The Mature Age/Disability Equality Index will seek to recognise how businesses are addressing the economic and social impacts of an ageing and disabled population through standards such as. Human Resources Occupational Health & Safety Management National Employment Standards Legislation Anti-Discrimination Human Rights Act Fair Work Ombudsman
What outcomes or recommendations would you like to see from this National Inquiry? Revision and amendment of the criteria for the Restart scheme. The Government provides assistance to employers to implement a Mentoring Programme. This could replace the wage subsidies and Restart payments. All governments at all levels could lead the way by example. All unemployed workers be issued with a Health Care Card if they have not secured a job with a liveable wage after one month. Low cost loans be made available to job seekers with assets. Similar to the HECS scheme, the recipient would begin repaying the loan only after full-time employment is gained. Centrelink to have more flexible guidelines to help people in a crisis. Every Centrelink office to have a person trained to deal with the issues facing unemployed older workers. All unemployed and under-employed workers, who are seeking work, need to be registered and counted in the unemployment figures. Job Active Providers need to be better supervised, or their role be returned to Centrelink. Reinstating the Commonwealth Employment Service is the preferred option of our members. More appropriate help and training needs to be provided for older workers. Affordable Broadband internet services needs to be available to all job seekers, in their homes. Volunteers should not be used to replace paid employees. A taxation review regarding the selling of assets. Newstart be increased at least to the Poverty level. The costs associated with owning Assets be taken into account when being assessed for a Centrelink benefit. (rates, insurances, mortgages etc) Work for the Dole: Use older workers who are currently unemployed as paid Supervisors. The WFD scheme should be a mentoring opportunity/programme. The point at which a Healthcare Card is no longer available needs to be reviewed. Workers who find some casual work (often on their own, not through a Job Active Provider) are penalised by Centrelink cancelling their Health care card. This means that medications etc are more expensive and can be a disincentive for some people to do casual, low hours work.
_________________________________________________________________________ Joint FECCA & NEDA Submission to the Australian Human Rights Commission’s ‘Willing to Work’ Inquiry: Employment Discrimination Against Older Australians and Australians with Disability December 2015 _________________________________________________________________________
40 years, the number of Australians aged 85 and over will go up by a factor of 5 – some 7 times for men, and 4 times for women (as relative life expectancy for men and women moves into closer alignment). (Increasing participation among… 2012) A 2005 ABS survey found the proportion of Australians aged 55-64 reporting their health as ‘good’, ‘very good’, or ‘excellent’ was 75.5% - an increase of 4% since 1995. (ABS: National Health Survey, 2006) Myth 2: There is no Long-Term Benefit to Training and Developing Mature Age Workers. (Mature Workers 2. Myths… 2015) Fact: Australia’s ageing population means business will need to invest in mature age employees (Mature Workers 2. Myths… 2015) Based on current trends, the working age population will grow by just 125,000 for the entire decade from 2020 to 2029 – less than a tenth of the current pace. (Mature Workers 2. Myths… 2015) Moreover, research into OECD countries shows that those countries that provide a higher level of training to older workers have workers leaving the labour market at an older age. (OECD: Live Longer Work Longer, 2006) Myth 3: Younger Workers are Better Performers Than Mature Age Workers (Mature Workers 2. Myths… 2015) Fact: Experience is a better indicator of productivity than age. (Mature Workers 2. Myths… 2015) A study of OECD nations concluded that verbal skills, communication and intelligence remain unchanged as a person ages, leaving experience to be a key differentiator between the performance quality of individuals. (OECD: Live Longer Work Longer, 2006) It follows then that mature age workers are likely to be better performers comparative to their younger co-workers. Myth 4: Mature Age Workers Won’t be Able to Adapt to Changes and New Technology. (Mature Workers 2. Myths… 2015) Fact: Older people are the fastest growing users of technology. (Mature Workers 2. Myths… 2015) ABS data shows that Australians aged 55-64 are the fastest growing users of information technology. (ABS: Year Book Australia, 2005) Fact: Older people can be trained to use new technologies. (Mature Workers 2. Myths… 2015) International studies indicate that appropriate training provided in a supportive environment can greatly assist older workers to learn new technology systems. (Research and Policy Committee… 1999) The Costs of Employment-Related Age Discrimination
the regular economic shocks and financial burdens that arise from insecure, casual and short-term employment. The state should support schemes such as these that provide support to vulnerable and casual workers. The recommendations proposed would be a good first step towards cleaning up the industry and assisting it to find a sustainable role in Australia’s industrial relations framework. While most of the heavy lifting on the issue of insecure work will need to be done by the Commonwealth Government, the recommendations are focused on the role that the Victorian Government can play in protecting Victorian workers from exploitation. Attachment A – Selected comments from labour hire workers AMWU Survey Q: How did you become a labour hire worker? A: “Made redundant. Only work available” (Respondent ID 4175117955, Manufacturing) Q: Thinking about working as a labour hire, do you have any comments about your experience or issues you would like to raise? A: “The client company (name removed) wants everyone casual so they can pick you up and drop you whenever it suits them. My company (name removed) does whatever they are told.” (Respondent ID 4173078218, Oil and Gas) A: “I recently completed my apprenticeship with BMA, they then said I had to leave and come back as a contractor. I have been here almost 5 years now and am only working as a casual labour hire, and not being offered anything permanent, I have more pads outs and tickets than most permanent contractors and I still only get two or three month contracts at a time, sometimes even a matter of weeks.” (Respondent ID 4174103523, Mining) A: “Labour hire should be on the same rate as the permanent employees.” (Respondent ID 4132569770, Mining) A: “Last year I was bullied, victimised, assaulted and made a scapegoat by (name removed) because I was labour hire” (Respondent ID 4120388438, Construction) A: “Insecurity of labour hire effects many families all over Australia and it is a stress that can and should be easily avoided” (Respondent ID 4139816967, Manufacturing) A: “Labour hire are parasitic companies with bugger all regard for employees, they bring little to nothing to the table and are just swiping money away for no real service,
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were across cleaning, hair & beauty AND call centres these are alarming statistics from a fairly small sample of employers. The ASU believes that this report represents the tip of the ice-berg in respect to sham contracting in the sector. Home based call centre workers are isolated and out of sight. Regulation and compliance for home based workers in a range of industries is an area that requires different resources and approaches from regulators if exploitation is to be uncovered and remedied. Of the home based call centre workers the ASU has had contact from all of them reported fear about making a complaint. Overwhelmingly they felt that they would lose the income and ability to work from home if they sought to pursue any action. We must not let the attraction of the flexibility associated with home based work mask exploitation of vulnerable and isolated workers. One of the barriers to effectively stopping instances of sham contracting is the factors used to determine the difference between an employee and an independent contractor are not always clear cut. Even if the common indicators point to a person being an employee the cost of legal action can be beyond the reach of many vulnerable workers. A strengthening of the laws prohibiting sham contracting is required at the federal level, as well as ensuring that remedies to sham contracting are affordable and accessible to workers and their unions. ASU Case Study – Aviation Services The ASU has significant membership and a long history of campaigning for the rights and industrial interests of ground staff across the aviation sector. In 2013 a new entrant in the aviation services sector, providing ‘special needs’ passengers with assistance on a contractual basis with certain ground handling companies in the sector, set up on the eastern seaboard. The ASU has chosen not to name this company, the host company or any of the impacted employees in this submission for privacy considerations, however on a confidential basis we provide relevant documents supporting this case study at Appendix 1 of this submission. In Melbourne the ASU Victorian Private Sector Branch became involved when workers employed by the new entrant became aware that they were being paid significantly lower rates of pay and conditions compared with those workers directly employed by the host company. The ASU had significant concerns about the wages and conditions that employees of the new entrant had been engaged under. The ASU also had concerns regarding the impact that lower industry terms and conditions would have across the sector. These workers joined the ASU and the union started work on pursuing their rights.
Proposed Solution Startup for the National Farming Federation, Australian Government & the best interest of farming community Nationwide. -Chin Khuan “Caleb” Tan Australia’s Agriculture/Small Business is becoming less popular because of the lack of interest from modern/young australian culture. Old & Retiring Farmers lack of interest even amongs thier own children/family because farming life-style is “too hard/require’s patience Annual Farming/ Agiculture EXPO @ Uni. / Colleges / Urban Program. EXPO Global Export Program/ Rural & Small Farming International Assistance. Benector to Science Research & Developement Funding. Investing also into renewable Water Technology for Irrigation Program. /experience/life dedication/remote locations”. And this silent phenomena of lack of interest and little new & young startup/investment will eventually bankcrupt Australia’s Small Business Farming Legacy. Service Organization Market/Local Demand for Produce Farm Business All Business Transactions through Banks, no cash, maximum accountability. Nationwide Farm Labour Database from one convenient organization, Immediate Labour availability when Farm is in season. Nationwide Networking. Goverment/Immigration *We want to increase our country’s Tax Revenue, however current non-resident tax is to high (47%) to sustain the fragile margin for of farming sector. Proposed Flat rate of 35%(e.g.) and from the tax revenue 10%(e.g.) be awarded to the contract proposed solution organization. Goverment tax revenue increase from temp. Migrant workers =0% - 25% (example) 0% Tax Paying Illegal Migrant Worker 100% Tax Paying Temporary Migrant Worker We will aim to treat and respect and provide the best hospitality to foreign guest that is looking for an honest work. We want to boost our Country’s reputation, Boost our Agriculture economy, And bring more wealth from global export for our local Farm Businesses.
NSW Population & Health Services Research Ethics Committee Submission Checklist (Version 11, July 2016) Submission Checklist Required Documents Submitted Cover letter, listing all submitted documents with date and version numbers and signed by the Principal Investigator (date and version numbers MUST be provided on all documents) ☐ National Ethics Application Form * OR Request for an Amendment to an Approved Research Project form Please note: Unsigned forms will not be accepted ☐ A detailed research protocol* including appendices (OR tracked protocol for an Amendment) Please note: Protocols submitted without track-changes and appropriate version control will not be accepted ☐ Data Linkage Flow Chart (where applicable) ☐ Variable list(s) for each data collection including Data Custodian signoff For projects involving data linkage through the CHeReL, please provide the Completed CHeReL Application for Data form; A signed CHeReL Technical Feasibility Letter (Information and forms available from ). Please note: Applications without evidence of support from Data Custodians and/or the linkage provider WILL NOT be put forward to the HREC ☐ ☐ NSW Privacy Form* ☐ All documentation relevant to the project, such as Participant Information and Consent form(s), survey tools, and questionnaires (where applicable) ☐ Correspondence with other HREC(s) in Australia (where applicable) Please note: If your project is an extension or addendum to a project which already has approval from another HREC, ALL documentation reviewed by the original HREC must be provided (including original approved participant information and consent documents and HREC letter of approval). ☐ * Links to these forms can be found on the Cancer Institute website:
Community & Public Sector Union Teresa Davison Director, Communications and Science 30 November 2015 Professor Anthony Forsyth Chairperson Inquiry into the Labour Hire Industry and Insecure Work Email: Dear Professor Forsyth Inquiry into the Labour Hire Industry and Insecure Work The PSU Group of the Community and Public Sector Union (CPSU) is an active and progressive union with approximately 55,000 members. The CPSU represents employees in government employment, the telecommunications sector, call centres, employment services and broadcasting. The CPSU welcomes the opportunity to make a submission to the Victorian Government’s Labour Hire and Insecure Work Inquiry. Labour hire workers have less job security, fewer entitlements and as a result are less satisfied with their position. This has flow on consequences for many areas of their lives such as the ability to plan for the future, eligibility for loans and accessing rental accommodation. Insecure work is a significant issue in both the public and private sector areas of CPSU coverage. While there are some circumstances in which there is a legitimate need for the engagement of workers on a temporary basis, the current use of these arrangements goes far beyond this. This submission focuses on the use of Chandler McLeod and Cyient to supply temporary workers to Telstra in Ballarat and outlines some key features of employment of these workers including: employment status, length of employment, pay and conditions, career opportunities, rights and entitlements, financial insecurity, and the difference in treatment of labour hire staff vis a vis Telstra employees. It must be noted that the CPSU’s membership areas encompass many different types of insecure working arrangements including the direct engagement of staff by an employer on a casual or temporary basis; the use of contractors, sometimes hired through a third party provider. Whilst ‘flexibility’ and ‘efficiency’ are often given as reasons by employers for engaging insecure workers, in the CPSU’s experience, benefits afforded to the employer come at the expense of worker entitlements. The CPSU contends that better workforce planning can obviate the need for a high reliance on temporary workers, and provide employers with the benefits of a stable skilled workforce, including limiting recruitment and training costs, and reducing the labour hire
with to the degree of autonomy and control over work activities, work likely to be more fragmented and reduced regulation and limited schedule, termination of the Table I. ambiguous, simultaneously regulation job and intrinsic rewards Framework fulfils obligations to two or more Representation: lower rates of underlying the entities with full knowledge and sanction from both Volition: less likely to have voluntarily selected the nature of the employment relationship or had input into the terms of the “deal” unionisation, difficulties with recruitment, protection and organisation Engagement: tend to have simultaneous or multiple engagements over the year review of the literature distinguishing temporary and standard employment models
3. The following documents are admissible and copies may therefore be attached to this submission: Current and reviewed IEPs/MEPs and/or Behaviour Plans from the previous 12 months. Any other documents ARE NOT eligible for submission. Please send the completed form to SEND Admin – 4. Please use the space below to list the agencies from outside school that are currently or have historically been involved with this pupil. Please include dates of planning and review meetings with Parents/Carers and outside agency staff. Agency Lead professional (including contact details) Start and end date of involvement Nature and purpose of the involvement
Willing to Work: National Inquiry into Employment Discrimination against Older Australians and Australians with Disability Submission No 47 Name Janeien Woollam Submission made by Older Australian in work ☒ Australian with disability in work Submission regarding Older Australians/ Australians with Disability / Both Your experience Have you (or the person you are submitting on behalf of) experienced employment discrimination? Yes No Not sure Did you take any action in relation to the employment discrimination you experienced? Yes No Please tell us more, for example, what action you took and how effective you felt it was; or why you chose not to take any action. I have had a number of temp positions since returning to Australia in 2010. The first full time position I was offered was because I had experience in a certain software package and they needed holiday cover. I was offered a permanent position when the person returned from Holiday. Then after a year the company was sold and half the people were made redundant. Even though there were people who started after me I was chosen. As there was no explanation I can only assume it was to do with my age and disability. I had praise for my work and I try not to jump to conclusions. I
27 Do you think the regulations should prescribe restrictions or requirements on internet sales of approved products? If so, please provide specific suggestions. 28 Do you think the regulations should prescribe restrictions or requirements on the advertising of approved products? If so, please provide specific suggestions. 29 Do you agree with the proposed fees for the different licences? If not, please provide specific suggestions. 30 Do you support a fixed fee or an hourly charge for processing applications for product approvals?
Employment of People with Disability Submission to Human Rights Commission Inquiry 2015. Let’s start by going back to first principles. For anyone to secure and hold a paid job, several essential elements need to be in place. Some of these are internal to the person, some external. And some elements are a combination – i.e. internal elements that can be modified by the environment. Internal elements can include: Intelligence An expectation to work Motivation to work Need for achievement Interest in the available jobs Skills to do the available jobs Ability to work with others Sufficient energy/strength to do the work Reliability (to turn up, to follow orders, etc.) External elements can include: Family and or peer influence that is positive towards working Geographical location (city, suburb, town, rural, remote) Available suitable jobs Accessible, reliable, affordable transport Availability of Education and training Availability of assistive equipment Availability of reliable personal assistance at the time required, both at home and on the job Supportive attitudes by prospective and current employers Effect of employment on existing or future welfare benefits (in particular, pension tapering, and health care benefits) There may be other elements that I’ve overlooked in my haste to produce this submission. Discussion None of these elements is, of itself, the “magic bullet” which, if adequately addressed, will result in equitable increases in employment of people with disability.
The African Australian Inclusion Program (AAIP) African Australian Inclusion Program (AAIP) is a demand-led partnership model in which Jesuit Social Services and the National Australia Bank (NAB) work together to support candidates and provide them with six months paid job placement. The need for the program was identified by the African-Australian community who noted that lack of local experience in the Australian business sector was a significant barrier to employment for qualified African- Australians. The program provides participants with: Relevant work experience in their chosen field An entry level salary A range of skills, training and professional development workshops and opportunities A supportive workplace environment to ensure successful completion of their placement A workplace mentor to support workplace performance A career coach to assist with broader career development The AAIP was established in 2009 and provides a strong example of social and business sector collaboration for stronger collective impact. The program delivers genuine shared value benefitting NAB, the participants and the broader community. The program has provided roles in areas including Finance, Business Administration, Business Analysis, Corporate Responsibility, Project Management, Marketing, IT, Customer Contact Centre. To date 183 participants have successfully completed their placement. The program has achieved an 86 per cent success rate post the placement period with candidates either finding employment at the NAB or other companies. The AAIP has been recognised with a number of awards. On-the-job support In most instances there is no post-placement support provided by Commonwealth programs. In addition in some instances young people are referred into employment placements with employers who take advantage of them (for example requiring them to do long hours, with minimal breaks between shifts). There is generally no follow up from the job agency regarding the rights and responsibilities of employers. We know that for disadvantaged groups, job placement support is critical to sustainable employment outcomes. This step is missing in many of the current programs. On the job support also needs to involve support the employer. This might mean liaising with the employer to help them understand the needs of the employee, how they can best support them, and assisting the employer with any problems that might arise. All these activities can help to ensure the person is successful in the position and is achieves job retention. Recommended actions: Fund post job placement support as a core component of all employment programs for disadvantaged groups.
Submission of HDR Thesis for Examination Candidate’s Name: Student No: Course Level: □MBR □PhD FACULTY OF HEALTH, ENGINEERING AND SCIENCE Thesis Format: □ Standard □By Publication □ Other____________ SIGNATURES REQUIRED: We agree that the thesis is ready for examination. _________________________ Date / / (Student) _________________________ Date / / (Principal Supervisor) Title of Thesis: Thesis medium Submitted: □Hard copy only □Electronic Copy only □Both Hard and Electronic □√ Nomination of Examiner form Approved? □√ Citation Finalised (PhD)
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RCSA Submission Highlights The Recruitment & Consulting Services Association (RCSA) is pleased to make this submission to the Victorian Inquiry into the Labour Hire Industry and Insecure Work. Key points of this submission include: RCSA submits that the Victorian government should be examining ways to harness the benefits of genuine professional on-hire worker services rather than restrain them by introducing new forms of negative regulation which will do little to prevent non-compliant behaviour amongst exploitative labour contractors. That ‘Labour hire’ is an imprecise and commonly misused term. The absence of precise and consistent terminology in the employment services industry is contributing to confusion, especially when we examine exploitation of vulnerable workers by labour contractors within the horticulture and food processing industries. RCSA Members, in the provision of private employment services, provide work opportunities and improved working lives on a level which cannot be ignored. The on-hire worker services sector employs over 300,000 employees and generates $19 billion in revenue for the Australian economy. The evidence from regulatory agencies is that genuine on-hire worker service firms demonstrate high levels of compliance and, in fact, are commonly better performers in workplace relations and WHS compliance than direct hire employers. Therefore, there is no justification for the introduction of negative licensing which will only increase costs and make non-compliant labour contractors comparatively cheaper and therefore more attractive to unsophisticated end-users. It is misleading and counterproductive if trade unions and certain political groups misrepresent flexible forms of work as ‘precarious’. Flexible forms of employment are key enablers for businesses to retain and create jobs whilst staying adaptable and competitive. RCSA and employers internationally are concerned by the lack of clarity and usefulness of the definition of ‘precarious work’ and particularly by suggestions that flexible forms of employment are systematically precarious. The ESI Code adopts a more proactive approach that can, in concept, utilise the accreditation of employment services as the principal means of balancing supply side and demand side pressure and responsibility for the achievement of positive outcomes. The ESI Code would, without the need for licensing or more restrictive forms of regulation, articulate professional standards of Equal Opportunity & Diversity, Service; Integrity & Good Faith, Co- operation, and Assurance in dealings for the supply and acquisition of employment services and would provide access to consumer and unfair competition remedies in circumstances where labour market exploitation occurred in contravention of the Code.
ATTACHMENT 3 Flexible Forms of Work Position Paper of the International Organisation of Employers January 2014 Refer to separate file attachment. ii The Commission has made use of the power in Franchise Code cases – see: Australian Competition & Consumer Commission v 4WD Systems Pty Ltd [2003] FCA 850; Australian Competition and Consumer Commission v Mailpost Australia Limited [2010] FCA 369.
42. L’annexe peut être révisée par le Conseil d’administration du Bureau international du Travail. Toute annexe ainsi révisée, une fois adoptée par le Conseil d’administration, remplacera l’annexe précédente et sera communiquée aux Membres de l’Organisation internationale du Travail.
Contents 1. Introduction 3 2. The Australian Trucking Association 3 3. Recommendations 3 4. Objectives of the NTC’s future plan 4 4.1. Productivity 5 4.2. Funding and planning 7 4.3. Regulation 8 4.4. Technology 9 4.5. Congestion 9 5. Concerns over NTC focus: goal displacement 10 APPENDIX A: The ATA and Barkwood Consulting Pty Ltd Truck Impact Chart 12 Introduction An efficient transport system where users pay for utilising infrastructure is ideal in theory; however, presently transport, demands, expectations of services and externalities have arisen which are putting considerable strain on the capacity of the existing infrastructure available. A new way of thinking about transport policy to increase the productivity of infrastructure is encouraged by the ATA. The population growth which is projected for the next decades means infrastructure will have to accommodate more people, more vehicles and be more responsive to the needs of the population. While the system of charges which is in place for both light and heavy vehicles is functioning, improvements can be made to reflect productive economic aims. Australia’s spread of population means that additional thought has to be taken when discussing the transport system, as the sprawling nature of the country means pressure is put on heavy vehicle operators and means cars are usually more viable to use than public transport compared to other countries because of the length of travel involved. The paper points out that many citizens are not willing to pay for better infrastructure. The industry pays its fair share of road use through a road user charge, a registration cost and fuel excise which reflects the damage that a heavy vehicle causes to the infrastructure. Out of all road users, the heavy vehicle industry is the only one paying for its damage to the infrastructure. Other road uses either pay nothing or pay a fuel excise tax not connected to road provision.
© Copyright Municipal Association of Victoria, 2017. The Municipal Association of Victoria (MAV) is the owner of the copyright in the publication . No part of this publication may be reproduced, stored or transmitted in any form or by any means without the prior permission in writing from the Municipal Association of . All requests to reproduce, store or transmit material contained in the publication should be addressed to Reception on 9667 5555. The MAV does not guarantee the accuracy of this document's contents if retrieved from sources other than its official websites or directly from a MAV employee. The MAV can provide this publication in an alternative format upon request, including large print, Braille and audio. While this paper aims to broadly reflect the views of local government in , it does not purport to reflect the exact views of individual councils. Table of contents
airports/ports. Need to address gaps as well as efficiency Promote sustainable production and consumption Include a need around agriculture Include a need involving private industry Include a need around energy transition Include: Facilitate a low carbon economy Include: Provide research infrastructure to support innovative sustainable industries such as sewer mining and rainwater harvesting. Improve rural and regional water security More than just water security, also about access to water unlocking production opportunities Protect and enhance Include: remedy contaminated sites throughout Victoria to be emphasized. Include: Support Coastal and Crown land renewal and development to ensure tourism sustainability. Include: Preserve and enhance indigenous and European history Include: Managing visitor impacts Victoria’s 30-year Infrastructure Strategy should be committed to avoiding impacts on natural environments through a decision framework of: Avoidance of impacts through consideration of non- build solutions (already a guiding principle of the strategy), Avoidance of impacts through the strategic location of infrastructure away from areas of biodiversity/wildlife corridors, Mitigation/Minimisation of impact by the integration of biodiversity sensitive urban design and Addressing offsets and the
It is pleasing to see the recognition of the importance of other zones that provide for residential development in the reports. The Commercial zones, Mixed Use zone, Comprehensive Development zones and Special Use zones all play an important role in providing higher density dwelling supply. The Rural Living and Low Density Residential Zones play a role in protecting areas from more intensive residential development. Key observations the MAV makes from the overarching report are that: There are no identifiable impacts on aggregate housing supply in Melbourne to date as a result of the new zones Land designated for higher density development is, in the main, being located close to activity centres and public transport consistent with State planning policy There has been an identifiable increase in demand for land in the RGZ as planning certainty has been increased The application of the NRZ has not resulted in a shortage of new dwellings. In a number of areas where the NRZ has been applied, restrictions had been already applied to residential change through local policy The application of the NRZ has been applied to 13 per cent of land in the metropolitan area More time is required before the impact of the zones can be assessed. Many current developments were approved under the previous zone regime Key messages for each metropolitan sub-region are: Central Northern Eastern Southern Western 90% of new dwellings will be in apartments in commercially zoned areas High rate of dwelling growth for next decade. Majority of land zoned GRZ Housing stock diversifying although majority still detached dwellings (mainly as a result of broad hectare development) Steadily increasing higher density development in inner north areas and strategic redevelopment areas. Highest level of NRZ & LDRZ (43%) Mainly detached dwellings but significant increase in apartments over 15 years Higher density development confined to RGZ and commercial zones. Majority of land zoned GRZ Steady diversification in middle and outer areas. Detached houses on the fringe and growth areas Higher density development in RGZ, commercial zones and activity centres. Almost 50% of land in Urban Growth Zone (UGZ) with ¾ of development occurring in broad hectare areas Redevelopment expected in inner west areas and new townhouses in the GRZ. Some areas in NRZ because of poor access to activity centres and transport.
Contribute to addressing the VBRC and Victorian Floods Review recommendations relating to identification of vulnerable persons. Prior to this program a limited number of councils with high bushfire risk received funding to appoint an emergency management coordinator, in most cases shared between two or more municipalities. The MERP program and its predecessor have been critical to the ability of councils to improve planning and preparedness for emergencies, develop collaboration strategies with neighbouring municipalities and effectively partner with the State and local stakeholders to and make improvements to bushfire, flood and other hazard management. Funding and expenditure from reimbursements NDFA and NDRRA The Victorian Government’s Natural Disaster Financial Assistance (NDFA) is administered by the Victorian Department of Treasury and Finance and mirrors the eligibility criteria outlined by the NDRRA. Accessing Commonwealth NDRRA funding, via the NDFA, is the primary means by which councils receive reimbursement for relief and recovery expenditure. In the current financial year (2013 - 2014) 35 councils received financial assistance through NDRRA/NDFA, with the median funding being $965,230 and total funding provided $71,268,000. In the 2012 - 2013 year, 42 councils were assisted with the median assistance which was $2,129,560, and total financial assistance $196,409,000 (as reported in the Annual Report for DTF). These figures include financial assistance provided as either reimbursement of expenditure already incurred or advance payments requested by councils to support their natural disaster recovery activities, for which claims will be submitted to acquit against the advance payments. Response to Productivity Commission questions The MAV has elected to only answer questions from the Productivity Commission’s issues paper that are directly relevant to Victorian councils. Other questions may not have been answered as they have been covered off in responses to previous questions. Are there reliable projections of future natural disaster incidence and impacts in Australia? The Victorian Government recently released Emergency Risks in Victoria, a report documenting the outcomes of a state-level emergency risk assessment.