The Secure Jobs Framework forms part of the Australian Government’s broader remit of increasing Australia’s economic productivity under the Buy Australia Plan. The Amendments to the Code will incorporate the principles in the Secure Jobs Framework, entrenching the Commonwealth plan to guide how suppliers will support secure employment, fair working conditions and responsible business practices in Australia.
The Secure Jobs Framework covers five principles:
These principles are supported by ‘indicators of good practice’ which provide examples of how suppliers may demonstrate their alignment with the principles.
Suppliers are expected to maximise secure permanent work wherever possible. Indicators involve supporting direct and permanent employment wherever possible, having appropriate processes in place to ensure workers can exercise their rights to freedom of association within the workplace, and ensuring policies identify and address risks to labour and human rights in their supply chain such as coercion, forced labour, underage labour or modern slavery.
Suppliers are expected to implement transparent and enforceable mechanisms that provide workers with safe, secure, and well-paid employment. Indicators of good practice include maintaining Fair Work Commission approved enterprise agreements where enterprise bargaining is available, or otherwise demonstrate, through independent benchmarking, that wages and conditions exceed applicable award and industry standards. Suppliers are also expected to pass on government-funded wage increases and obtain relevant industry labour standards accreditations where available.
Suppliers must comply with all applicable WHS laws and ensure they are providing healthy and safe work environments for their workers. Key indicators involve having policies and systems in place to manage WHS risks for workers, and the establishment of health and safety training and representatives.
Suppliers should demonstrate an ongoing commitment to embed systems and practises that promote gender equality and diversity in the workplace. Some listed indicators involve having targets in place to improve women’s participation in male dominated industries (think Australian Skills Guarantee obligations), and incorporating paid family and domestic violence leave, parental leave and flexible working arrangements for those with families.
Suppliers, especially those in regional areas, should support local employment where suitably skilled workers are reasonably available. Indicators involve using small and medium enterprises to deliver goods, either directly or as a subcontractor.
The effect of these developments is that, if the Secure Jobs Framework and Amendments to the Code proceed as drafted, Commonwealth approaches to market and design of evaluation processes will need to consider how this additional information should be sought and assessed.
For further information on these changes and to view the Secure Job Framework and Amendments, visit the Department of Employment and Workplace Relations website: Secure Australian Jobs Framework – Draft Framework - Department of Employment and Workplace Relations
Rory Alexander – Managing Director
Angelina Yang – Special Counsel
Derek Smith – Special Counsel
Sam Baker – Lawyer
