Advocacy Report: Analysis of Employment Policies and Payment Structure

This advocacy report provides a detailed analysis of employment policies, particularly within the framework of the Fair Work Act 2009. It begins with an executive summary and introduction, outlining the significance of employment policies in the corporate world and the report's objective to explore various aspects of these policies. The main body of the report delves into the overview of selected policies, specifically focusing on the Fair Work Act and its relevance to employee issues such as wages, conflict of interest, and discrimination. It also explores the responsibilities of government departments and non-government organizations in relation to these policies. The report further identifies the need for changes in the payment structure due to market dynamics and inflation. Statistical analyses, including graphs on harassment, discrimination, and job retention schemes during COVID-19, are presented to support the arguments. The report concludes with a proposed plan for policy change, emphasizing the need for amendments within the Fair Work Act, and suggesting methods such as state conventions for ratification. It also lists organizations and campaigns that can influence these changes.

Advocacy report
1

Executive summary
Advocacy report is an important perspective which is based upon dealing with legal
perspective regarding particular legal topic. The taken policies is employment policies which is
based upon dealing with issues faced by employee while working in an organization. Also the
selected change within the policies is based upon payment structure. Further, selected legislation
is Fair Work Act 2009 that deals over problems related to employee. Then advice plan and
changes involved within it is suggested with bodies and campaign important for it
2

Table of Contents
Executive summary .........................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY ..................................................................................................................................4
Overview of selected policy ..................................................................................................4
Brief scan about legislation applied in relation to chosen policy with responsible government
department working over it....................................................................................................5
Aspect of policy required to be changed ............................................................................7
Statistical analysis..................................................................................................................8
Beginning plan of policy change..........................................................................................11
CONCLUSION ............................................................................................................................11
REFRENCES ................................................................................................................................12
3

INTRODUCTION
Advocacy report means and document which is used for developing understanding about
various aspects in relation to particular topic and aspect. The report is based over one selected
topic or policy is include which is discussed in detail upon various kinds of aspects. Also the
report leads upon understanding about nature of particular law or regulation. As per the report
the main policy which has to be discussed is based over employment policies which is an
important aspect within corporate world. Employment policies deals upon various perspectives
which is based over employee working within an organization. The report is based upon
overview of taken theory. Then under it an brief explanation over government departments, non
government organizations and research organization. Also its applicability within organization
discussed and justification is provided over its future applicability. In the end beginning plan for
policy cahnge has been discussed with relevant cases.
MAIN BODY
Overview of selected policy
Employment policies are those perspective which is based upon various kinds of aspects
related to employment. These policies are formed through using employment laws which has
been applied within Australia. Further, employment policies helps upon solving issue like less
wages and payment, conflict of interest, discrimination with health and safety perspective has
been handled in these policies. Also these policies are responsible for company culture, dress
code, health, safety, communication, mobile phone for personal use, tea and lunch breaks,
smoking rules, harassment policies, internet policies, communication with clients, employee
accountability, warnings, leaves, attendance, timing, security, poor performance, dishonesty,
salary date, expenses, etc. (Sims, & Dowd 2017). The employment policies covers about contract
formed by employees, leave policy, maternity and paternity leaves with communication policies.
The policies holds twin objectives is based upon creating and enabling environment for making
attraction done over enterprises and industries to generate employment opportunities. They are
responsible to attract new enterprises making employment opportunity improved with skills sets
over existing workforce in order to match global standards of employment.
These policies are covered within Fair Work Act 2009 which has been formed to
introduce an national workplace relation system which is used for setting minimum standards
4

and conditions for employees by providing legal framework for maintaining employer and
employee relations over majority of workplace within Australia. It is applicable within the given
scenario in a way that it helps an agency to make sure that employee does not face legal
consequences with employer. These laws are applied within an agency to enhance its working
structure making an organization deal with employees issues. Such policies helps an agency in
improving employer and employee relationship. The policies are connected with Fair Work Act
2009 which should be followed by agency more effectively. So, an non -government
organization is able to work with these policies by enhancing employees development
perspective making structure related over employment covered more effectively in order to
perform this an agency is able to solve issues more effectively. This makes business environment
improved more effectively while developing employment structure.
Brief scan about legislation applied in relation to chosen policy with responsible government
department working over it.
Fair Work Act 2009 is the appropriate legislation related to employment policies. The act
is considered to be primary piece of legislation which is based over governing employment
relationship within workplace of Australia (Nesime, & Belgin 2022). In this act minimum
standards and regulations of employment has fall within national workplace system. The act is
based over employer within industries with all business sizes falling system should be known.
Also it has been focusing over employment perspective and problems faced by them while
working in an organization.
The terms and conditions for employment rights and responsibility for employee and
employer regrading employment that has been outlined within Fair Work Act 2009 and intend to
provide balance framework with productive relation that promotes national economy prosperity
and social inclusion for employees within national workplace system. The aim of act introduces
various aspects like
 Providing terms and conditions for employment
 Setting of rights and responsibilities of employees, employer and organization regarding
employment maintained.
 Providing for compliance within the enforcement of act
 Providing for administration of act by making establishment possible with Fair Work
Commission and Fair Work Ombudsman.
5

Under the act there national employment standards which are helps in dealing over various kinds
of perspectives which has been given as follows:
 Maximum weekly hours of work is required to be given to employee
 Rights over making flexible working agreements has been discussed
 Parental level and related entitlements
 Personal care and compassion over creating domestic violence
 Community service leave
 Annual Leave
 Public holidays
 Notice over termination and redundancy pay
 Fair Work Information Statement
In order to bring more changes within modern employment policies the act promoted
modern awards with registered agreements that has been providing additional set of entitlements
and conditions for employees which makes employers operate over employment agreement over
certain industries. Under it registered agreements over group of employees within business work
or business(Ziegelmueller 2022). These awards and register agreements is based upon providing
enforceable minimum employment standards over specific hob roles within industries and
occupation that has been covered. Also minimum wages has been covered which is used in order
to make identification done more effectively which is based over payment given to an employee
within ordinary working hours with the help of modern awards. This part is based over providing
employee's award and wages as per work done by them. Under minimum wages modern awards
differ by depending over employment work capacity related to few perspectives given as
follows:
 wages rates for adults, in some cases, at different rates according to experience and
qualifications
 wage rates for juniors, employees with a disability, and employees to whom training
arrangements apply
 casual loadings
6

In this employee has been working over making amount to be paid with national
minimum rate which is agreed by employee. This perspective helps in getting minimum wages
for work done by employees and wages agreed as per employment contract.
The act is used by an non – government organization in order to make sure that smooth
pay process is developed and anti discrimination is promoted within work place. This policy is
used for making employee feel motivated to do work within an organization. Also an agency is
able to solve issues faced by employees(Wenzel 2021). Also through this an agency organization
must develop policies and standards which makes legal structure developed in relation wages
and awards system followed within an organization. The laws are handled by Fair work
commission which makes all decisions regarding its applicability within particular legal system.
Aspect of policy required to be changed
The policy is required to work upon wage criteria as in modern world inflation has been
taking place making middle class and poor class suffer. In order to improve there condition
minimum wages should increase making earning capacity increased of employees. Also the
perspective makes work done in more effective way and contributes towards economic
development of an country like Australia(Sims, & Dowd 2017). It is related to an agency as it
makes an values established when providing goals for employees to achieve, try to align them
with your company's overall objectives. By doing that, you give employees a better
understanding of their role within the company and why it matters. Aligning these payments with
company values also shows the positive behaviours want employees to exhibit. When
employees receive rewards for demonstrating those behaviours, it promotes the continued use of
them and creates a more cohesive company culture. This boost motivation and moral causing
motivation which has been working as employee financial rewards and high pay makes moral of
employees boosted making financial rewards achieved in more effective way. Pay for
performance aligns employees' compensation with their contributions at work, so they will
produce more to receive more pay. Often, you will outline goals that you want them to meet
within a certain period, which may also improve efficiency as employees try to complete more
tasks in less time. This additional productivity results in more earnings for both employees and
the company itself. This helps upon making agency improve its employee performance which
boost moral and makes hard work done more effectively. In order to work upon the aspect
agency with these perspectives is able to make better applicability of Fair work policies within
7

the organization leading towards making employee's work done more effectively. Also high
payment makes agency to attain better results from its employee. The change which is required
to be conducted is based upon payment structure. This perspective is required to be changes due
to dynamic conditions within market. The bodies with whom one should work in order to discuss
changes are Department of Education, Skills and Employment. Further, in order to make changes
possible an individual can file complain within employee tribunal. Campaigns like National
education and awareness campaign and Workplace basics campaign are helpful in making more
impact over improvement of basic pay structure for employees. In order to make advocacy plan
successful tribunals and Employment commissions should be targetted for making change done
in possible manner.
Statistical analysis
Explanation: The above graph is based upon harassment and discrimination that has taken place
over the years within Australia regarding employees policies. It shows about perspectives which
has been taking place within an organization existing in Australia. During the time period
harassment and discrimination has been increasing. Also it can be observe that 56% of people
have witnessed harassment and 48% have experienced harassment within workplace. 47% has
faced discrimination(Nobles, 2018). This shows that both harassment and discrimination cases
8
Illustration 1: Witnessing or experiencing of harassment or
discrimination in the workplace in Australia in 2017

has increased steadily which makes working environment attain negative approach. To solve
these problems new policies are developed by organizations which makes employees problem
solved more effectively and efficiently.
9

Explanation: The above graph is based upon job retention during COVID 19. It can be observed
that percentage of job retention was 50% during lock down time. After lock down it increased by
30% making total retention to 80% in post Covid 19 period. Thus the impact of job retention has
affected basic earning of an individual but post Ciovid 19 situation has helped in stabilizing the
same.
10
Illustration 2: Job retention schemes during the COVID-19 lockdown and beyond

Beginning plan of policy change
In order to make sure that policy or an act is required to be amended within Australia by
Proposal is made convention of state by ratification over state convention and it has not been
used. As per proposal by convention of state has been ratified through state legislature and it has
been used one time. Another method which has been used in order to make one amendments
done except one. Through these methods an policy or law can be amended by having discussion
upon it. Further, in order to make the policy amended first step is required to be amended by
having suggestions over particular perspective of an organization. Then it has been forwarded
over asking amendment in relation to legislature. The bill is required to be amended in order to
make process completed more effectively. The process is used in order to make policy change
which helps upon making various kinds of aspects covered in more effective way which leads
upon making more effective law which helps upon making policies related to employment
enhanced more effectively(Daniel Callahan 2016).. Then in this case two third majority which is
known a joint resolution. This helps in making an agency cover loopholes over the wages which
has not been provided. In order to make sure that bill is amended in effective way it is required to
go throughout three reading process which makes bill become permanent law for Australia. In
order to make sure that the policy advice plan is run successful it is important to higher lawyer
and concern to various legal offices as they persists knowledge about laws existing within
Australia. Then legal campaign name “pay well work well” is required to be launched for
gaining public support within it. In order to makes these changes commissions and tribunals are
required to be concerned. The main government body making these change possible is
parliamentary committee and Employees commission.
CONCLUSION
From the above report it is required to be understood that equal pay work is an important
process which is used for making employees work more effectively. Also it makes various kinds
of aspects developed over research that has been conducted. As per the concept discussed it has
been realised that the legislation in relation to equal pay is required to be amended more
effectively which makes employee satisfaction increased. In the end of the research positive
aspect related to hike in payment has been discussed.
11

REFRENCES
Books and journals
ConAgra enlists YouTube star for cause advocacy. (2019), 30(9), 1-12.
https://doi.org/10.1002/cprt.30042
Daniel Callahan. (2016). Organized Obfuscation: Advocacy for Physician-Assisted Suicide.
Grants for syringe access, advocacy programs. (2019), 34(5), 16-16.
https://doi.org/10.1002/cprt.30331
Hastings Center Report, 38(5), 30-33. https://doi.org/10.1353/hcr.0.0060
Nobles, W. (2018). Report from the President: Continuing Challenges and Prospects for
Progress. Argumentation And Advocacy, 11(2), 72-75.
https://doi.org/10.1080/00028533.1974.11951050
Sims, S., & Dowd, K. (2017). Advocacy in Action: TIPS & TECHNIQUES: Using a Report
Card as an Advocacy Tool. Strategies, 23(6), 36-37.
https://doi.org/10.1080/08924562.2010.10590903
Wenzel, J. (2021). Report on the Second International Symposium on Informal Logic.
Argumentation And Advocacy, 20(2), 122-122. https://doi.org/10.1080/00028533.1983.11951256
Ziegelmueller, G. (2022). National Developmental Conference Status Report. Argumentation
And Advocacy, 10(3), 119-120. https://doi.org/10.1080/00028533.1974.11951033
Online:<https://www.statista.com/statistics/978620/harassment-or-discrimination-in-the-
workplace-australia/>
Online:<https://www.oecd.org/coronavirus/policy-responses/job-retention-schemes-during-the-
covid-19-lockdown-and-beyond-0853ba1d/>
12