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The Australian Fair Pay and Conditions Standard (the Standard) was a set of five minimum statutory entitlements for wages and conditions that was introduced as part of the Howard Government's WorkChoices amendments to Australian labour law under the ''Workplace Relations Amendment (Work Choices) Act 2005''. The five statutory entitlements the Standard dealt with were: * basic rates of pay and casual loadings * maximum ordinary hours of work * annual leave * personal leave (including carer's leave and compassionate leave) * parental leave and related entitlements.〔(Australian Parliament House Bills Digest to the Workplace Relations Amendment (Work Choices) Bill 2005 )〕 The Standard came into effect on 27 March 2006. It was eventually superseded by the National Employment Standards introduced by the ''Fair Work Act 2009'' on 1 January 2010.〔(Fair Work Ombudsman page on the National Employment Standards )〕〔(Fair Work Act 2009 )〕 The employment conditions and wages of employees who were covered by the Standard had to meet or exceed its provisions. Compliance was undertaken by Workplace Ombudsman inspectors, with powers to investigate disputes and enforce valid claims. As part of its industrial relations changes, the Rudd Government proposed to augment the Standard by creating 10 National Employment Standards. It released a discussion paper calling for public feedback on 14 February 2008.〔(The National Employment Standards Discussion Paper )〕 In addition to the existing matters dealt with under the Standard, the National Employment Standards also covered matters relating to requests for flexible working arrangements, community service leave, long service leave, public holidays, notice of termination and redundancy pay, and requirements for an information statement to be provided to employees. == Scope of the Standard == Because the changes under WorkChoices largely relied on the corporations power under the Australian Constitution,〔 the Standard did not apply to all Australian workers. It applied to all employees in Victoria, the ACT, the Northern Territory, Christmas Island and Cocos (Keeling) Island because they were already within the federal workplace relations system. In Victoria, the application of the Standard (although universal) was slightly different in terms of the way wage rates were adjusted by the Australian Fair Pay Commission. In other parts of Australia, the following specific categories of employers and employees were not covered by the Standard: * workers whose employers were not constitutional corporations (unless their employers fell within other specified categories); * employees who were bound to an Australian Workplace Agreement which had been approved by the Office of the Employment Advocate prior to 27 March 2006; * workers covered by a Certified Agreement that had been filed with or certified by the Australian Industrial Relations Commission prior to 27 March 2006. In the case of an agreement that had been filed before this date, but not yet certified, the employer would have had to meet the Standard until the certification took place; * employees who were bound by a state employment agreement that was made prior to 27 March 2006, insofar as the agreement addressed conditions otherwise addressed by the Standard. Some entitlements under the Standard did not apply to casual employees.〔 Generally, casuals had no entitlement to annual leave, personal/carer's leave or compassionate leave.〔 However, unpaid parental leave was available to eligible casual employees.〔 Casuals were also eligible for unpaid carer's leave.〔 In return for having no annual leave or personal leave entitlements, casuals without an entitlement under an industrial instrument were guaranteed a minimum casual of 20%.〔(Section 186 of the ''Workplace Relations Act 1996'' )〕 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Australian Fair Pay and Conditions Standard」の詳細全文を読む スポンサード リンク
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