1、<p><b>　　中文3473字</b></p><p><b>　　附 錄 A</b></p><p>　　National Labour Law Profile: Australia</p><p>　　University of Melbourne,Victoria,Australia and Jane

2、Hodges</p><p><b>　　Overview</b></p><p>　　In 1904, the Federal Parliament enacted the Conciliation and Arbitration Act 1904 (Cth). This Act, which established a Court of Conciliation

3、and Arbitration, was primarily concerned with preventing and settling interstate industrial disputes through conciliation and arbitration, pursuant to s 51(35) of the Commonwealth Constitution . Through the processes of

4、conciliation and arbitration, the Court also came to set wage rates and terms and conditions of employment across industries through the ap</p><p>　　The primary statute regulating labour in Australia is now

5、the Workplace Relations Act 1996 (Cth), which has succeeded the above-mentioned Acts. The stated principal object of the Workplace Relations Act is “to provide a framework for cooperative workplace relations which promot

6、es the economic prosperity and welfare of the people of Australia” (s 3). The Act establishes the Australian Industrial Relations Commission (AIRC), provides machinery for the prevention and settlement of industrial disp

7、ut</p><p>　　In recent years, union membership has declined significantly. Whereas unions could claim 40.5% of the Australian workforce as members in 1990, union membership comprised 24.7% of the workforce in

8、 2000 (Australian Bureau of Statistics: Trade Union Members, Australia (Catalogue No 6325.0). The Australian Bureau of Statistics notes that the decline in union density “partly reflects the changing full-time/part-time

9、working patterns of Australia's employed labour force.” Other reasons for the decline</p><p>　　Under the common law, all employees have a contract of employment with their employer. This contractual empl

10、oyment relationship co-exists with other statute-based forms of employment regulation, such as awards or certified agreements (see the Workplace Relations Act 1996 (Cth)). This means that employees or employers can take

11、legal action to enforce a contract of employment regardless of the status of the employment relationship under statute. It also gives rise to considerable legal complexity </p><p>　　However, not all workers

12、can be classified as employees in the legal sense. Only employees are regarded by the law as working under a contract of employment. The common law distinguishes between employees and independent contractors. Independent

13、 contractors are those workers classified as “someone who acts as an independent principal, exercising an independent discretion in carrying out a task for his own business interest and who is retained simply to produce

14、a result” ( Hollis v Vabu Pty Ltd [</p><p>　　Contracts of employment can specify whether they establish an ongoing (ie permanent) employment relationship or whether they are for a fixed term only. Casual wor

15、kers do not have a continuing contract with their employer, instead a new contract is formed for each shift worked. The numbers of employees engaged as 'casual' is comparatively high in Australia (20 per cent of

16、the employee workforce), but many of these are 'regular casuals' and are thus not very different from regular employees. Emplo</p><p>　　An employer may terminate a contract of employment on a number

17、of grounds. Firstly, a contract may generally be summarily terminated if an employee declines to fulfil any or all of his or her obligations under the contract. Summary termination may also be justified in serious cases

18、of misconduct, such as dishonesty, or if an employee demonstrates a high level of incompetence. At common law, if an employer transfers or transmits its business to another entity, it is unlikely that the contract bet<

19、;/p><p>　　In cases of an employer's insolvency, the Corporations Act 2001 (Cth) provides that employees are to be ranked ahead of other unsecured creditors, but not secured creditors (s 556, and see Part 5.

20、8A). The Commonwealth has also established a scheme that provides limited protection for employees' entitlements in the event of their employer's insolvency ( General Employees Entitlements Scheme ). </p>

21、<p>　　The usual remedy in cases of unjustified dismissal is the payment of damages. The amount recoverable in an action for damages is usually the amount due under the contract, ie wages and the monetary value of ot

22、her benefits payable from the date of the wrongful dismissal to the date on which the employer could have terminated the worker's employment legitimately. This amount may be reduced if the employee fails to mitigate

23、their losses for example, by neglecting to seek employment elsewhere. Reins</p><p>　　The common law remedies for breach of an employment contract are supplemented by concurrently operating Federal and State

24、statutory schemes for unfair and unlawful dismissal (in all States except Victoria). In November 2002 the Federal Government introduced legislation that would extend the operation of the Federal laws regulating terminati

25、on of employment to all persons employed by corporations (as defined). This would be a substantial expansion of the scope of the Federal laws, which would the</p><p>　　At present, the Federal laws apply to V

26、ictorian workers (unless specifically excluded) and other workers covered by the Workplace Relations Act 1996 . Only certain classes of employee may make an application for relief to the AIRC alleging unfair termination

27、(s 170CB(1)). These include Commonwealth public sector employees, Victorian employees, Territory employees, federal award employees employed by a constitutional corporation and some waterside and maritime employees and f

28、light crew officers.E</p><p>　　These statutes allow proceedings to be brought in the various State tribunals (in the case of State laws) or the Australian Industrial Relations Commission or Federal Court (fo

29、r claims under the Workplace Relations Act 1996 (Cth) Part VIA, Division 3). Federal Termination of Employment Legislation </p><p>　　The Workplace Relations Act 1996 (Cth) permits a worker to apply for relie

30、f if: their dismissal was harsh, unjust or unreasonable (ss 170CE(1)(a), 170CG(3)); or their employment was terminated unlawfully for a prohibited reason (eg, inter alia , by reason that the employee was involved with a

31、trade union, for reasons of the employee's race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national</p>

32、<p>　　If the AIRC concludes that termination was harsh, unjust or unreasonable, it may decide to reinstate the employee or pay an amount in lieu of reinstatement, or require the employer to pay an amount equal to

33、the remuneration lost because of the termination (s 170CH). In certain cases, costs may be awarded against an employee (s 170CJ). If the Federal Court decides that any of ss 170CK–170CN have been breached by the employer

34、, the Court may impose a penalty, order reinstatement, require the paymen</p><p>　　The Federal Coalition Government currently has a Bill before Parliament seeking to exclude the operation of Subdivision B of

35、 Part VIA of the Workplace Relations Act 1996 (Cth) (ie, those provisions relating to harsh, unjust or unreasonable dismissals) from businesses with less than 20 employees: Workplace Relations Amendment (Fair Dismissal)

36、Bill 2002 (Cth). State Termination of Employment Legislation The State legislative schemes are broadly similar in structure to the federal system. </p><p>　　In Western Australia, employees may seek redress u

37、nder the Industrial Relations Act 1979 (WA) by applying to the WA Industrial Relations Commission if they believe they have been “harshly, oppressively or unfairly” dismissed. The Commission may order reinstatement, re-e

38、mployment, payment of lost wages and other benefits or compensation amounting to no more than six months' remuneration.</p><p>　　South Australian laws permit employees to apply to the SA Industrial Relat

39、ions Commission if they allege that the termination of their employment was harsh, unjust or unreasonable ( Industrial and Employee Relations Act 1994 (SA) ch 3, pt 6). Employees have 14 days after their dismissal to lod

40、ge an application. Classes of employees excluded from claiming unfair dismissal include casuals employed for less than 6 months, workers employed for a specified period or task and employees who are similar</p>&l

41、t;p>　　Tasmanian employees have 21 days to lodge an application with the Tasmanian Industrial Commission alleging that their termination was unfair or was not made for a valid reason ( Industrial Relations Act 1984 (Ta

42、s) ss 29–31). </p><p>　　New South Wales workers may apply to the NSW Industrial Relations Commission alleging that their dismissal was harsh, unreasonable or unjust under the Industrial Relations Act 1996 (N

43、SW). The Act applies to all NSW public and private sector employees, except those covered by a federal award or agreement or those whose salary exceeds a “prescribed amount”. Other employees (including casuals working fo

44、r less than 6 months and those on fixed-term contracts of less than 6 months' duration) are exclu</p><p>　　In Queensland, dismissed workers may apply to the Queensland Industrial Relations Commission, un

45、der the Industrial Relations Act 1999 (Qld) ch 3, alleging that their dismissal was harsh, unjust or unreasonable or occurred for an invalid reason (ss 73(1)).Workers are obliged to first seek reinstatement, and, if this

46、 is impracticable, may be awarded compensation (s 78). </p><p><b>　　附 錄 B </b></p><p>　　國家勞動法簡介: 澳大利亞</p><p>　　墨爾本， 維多利亞洲， 澳大利亞大學 Jane Hodges</p><p><b&g

47、t;　　概述 </b></p><p>　　1904 年， 聯(lián)邦議會頒布了關于調(diào)解與仲裁的第 1904 號法案。根據(jù)該法案，建立了一個負責進行調(diào)解與仲裁的法庭，依據(jù)聯(lián)邦憲法 51 條 35 款的規(guī)定，處理預防、調(diào)解和仲裁與勞資有關的糾紛。在仲裁與調(diào)解的過程中，法庭也根據(jù)勞工的工作生活條件，制定工資標準。在過去的一個世紀中，法案的范圍不斷擴大，并數(shù)次更名，特別是在 1988 年修訂的工業(yè)關系法與 199

48、3 年修訂的工業(yè)關系改革法。</p><p>　　現(xiàn)在澳大利亞最主要的關于調(diào)解勞資糾紛的法律是 1996 年修訂的勞資關系法，這部法律繼承了 上面所提到法律的很多成功的地方。工作場所關系法中規(guī)定的主要目的是為了 給為經(jīng)濟繁榮與發(fā)展做出貢獻的澳大利亞人提供一個與工廠彼此間合作的框架。由這部法案建立起了 澳大利亞工業(yè)關系委員會，為糾紛解決問題，規(guī)定了工人的最低權(quán)利，并允許個人或集體與雇主間進行談判訂立協(xié)議，且廣泛地參

49、與到工會與雇主的調(diào)節(jié)中。法案還保護了工人與雇主在貿(mào)易組織中自由交往的權(quán)利。此外，聯(lián)邦政府還利用 1999 年通過的公共服務發(fā)進一步規(guī)范公務人員的行為，并利用 1974 年通過的貿(mào)易法禁止歧視行為。而目前，保守黨執(zhí)政的政府正在試圖修改這部法律。</p><p>　　近年來，工會人數(shù)顯著下降。在 1990 年的時候，工會可以包含澳大利亞工人總數(shù)的 40. 5%，但到了2000 年時則只包含了全部工人總數(shù)的 24. 7

50、%(數(shù)據(jù)來自澳大利亞統(tǒng)計局: 澳大利亞工會人數(shù)調(diào)查，目錄號: 6325. 0)。澳大利亞統(tǒng)計局指出工會成員數(shù)量的下降，在一定程度上是由于澳大利亞兼職勞動者在全職與兼職勞動模式中的變化。另一個人數(shù)下降的原因還包括了工會工作結(jié)構(gòu)調(diào)整上的失敗，在技術進步中生產(chǎn)方法的不斷增加，以及產(chǎn)業(yè)全球化所帶來的影響。近來，一些成功的工會拒絕并實施了 一些不同于政府頒布的政策，雇主與非工會集體之間的協(xié)議和個人之間的協(xié)議可能在一定程度上是解決澳大利亞工會萎縮的

51、一個辦法。 </p><p><b>　　雇傭合約 </b></p><p><b>　　公共法律規(guī)則 </b></p><p>　　在這些法律的努力之下， 每一名勞動者都有一份與雇主之間的勞動合同。 這種合同雇傭關系與其他事項如獎金等一同處于工作場所關系法的監(jiān)督之下。這意味著，雇員或雇主都可以依據(jù)法律對合同中的條款給予強

52、制執(zhí)行。它同時也造成了特別是在相當復雜的勞動合同上監(jiān)管的機會。</p><p>　　然而，并未所有的工人都是法律意義上的雇員，只有在勞動合同及法律的認定下才行。這些法律普遍適用于不同的員工以及他們的雇主們。這些不同的雇主們被工人們定義為: 在他們自己的商業(yè)活動中努力取得商業(yè)最大化的經(jīng)營者。這些雇主沒有在只考慮他們自己利益的時候不公平的解除與其他勞動者之間的勞動合同的權(quán)利 </p><p>

53、　　雇傭合同確定了一名勞動者與雇主之間勞動關系以及勞動關系的的時間。臨時的工人往往不會在變更自己工作的同時與他們的雇主簽訂勞動合同。雇員中這種沒有簽訂勞動合同的工人在澳大利亞的工人總數(shù)中所占比例是比較高的(大約占工會總?cè)藬?shù)的 20%)，他們中的大多數(shù)是并不穩(wěn)定的臨時工人以至于和正式工人相比又很大的不同。一份勞動合同通常包括了試用期，而這就有可能導致合同中的任意一方在這一時間內(nèi)，可以隨時在沒有告知的情況下解除與其簽訂的勞動合同，而沒有任何

54、懲罰。除非在合同中有特別規(guī)定了，工人可以被解雇，雇主合法的解除勞動合同時，需要雇主支付了動者的全部工資。但是，應該指出的是，“不工作沒報酬” 的原則同時也賦予了雇主給不履行勞工合同的工人拒絕發(fā)放全部工資的權(quán)利。 </p><p>　　雇主在終止一份勞動合同時可能擁有各種各樣的理由。首先，一份合同可能會因為雇員拒絕執(zhí)行勞動合同規(guī)定的， 他所需要完成的任務而被解除。也有可能是因為雇員的不誠實行為， 以及因為雇員自身

55、能力無法達到要求而被解除勞動合同。在現(xiàn)有法律的環(huán)境下，如果一個雇主將自己的業(yè)務等轉(zhuǎn)移到另一名雇主的名下時，那么與之前雇主簽訂勞動合同的雇員不太可能將合同同步轉(zhuǎn)移過來。 不過當時雙方一般都會按照之前合同的條款等延續(xù)過來。 此外， 1996 年的《勞資關系法》還規(guī)定了，任何一個擁有資質(zhì)的前用人單位都有義務約束接收其前雇員的繼承者。 </p><p>　　如果合同沒有規(guī)定勞動合同在解除前的通知期限，那么法庭可以規(guī)定出一

56、個相對合理的時間。法庭可以根據(jù) 1996 年的《勞資關系法》來對合同條款進行補充，并根絕法律制定住勞動合同中關于獎懲等方面的規(guī)定。聯(lián)邦法律還允許使用工資代替賠償金。</p><p>　　在雇主一旦破產(chǎn)的情況下，2001 年頒布的《公司法》還規(guī)定了，支付職工工資優(yōu)先順序低于有抵押的債權(quán)人，但高于支付其他沒有抵押債權(quán)人的順序。聯(lián)邦政府還制定了一個旨在保護破產(chǎn)雇主所聘雇員們權(quán)益的計劃(一般雇員權(quán)利保護計劃)。</

57、p><p>　　在通常情況下無故解雇的補救辦法是支付賠償金。 該款項在損害賠償訴訟可收回 金額通常是根據(jù)合同而定的，包括工資和非法解雇日乞討合法解除勞動合日之間的其他利益的貨幣價值。如果員工不能舉例證明他們的損失，如忽略掉在其他地方找工作，那這一數(shù)額可能會減少。然而，在此基礎上提出是非常罕見的法律程序。員工通常在法律條款下是不能追討遇險或侮辱補償。如果雇主否定勞動合同，員工可主動終止勞動合同并追討相應賠償。 <

58、/p><p><b>　　立法干預 </b></p><p>　　對于違反勞動合同的普通補救辦法和補充， 同時遵循聯(lián)邦和國家法定的不公平和不合法的解雇計劃(在維多利亞洲以外的所有國家)。2002 年11月，聯(lián)邦政府提出法案，擴大聯(lián)邦監(jiān)管解雇由法團所有雇員的法律運作。這將是一個更大程度上很大幅度的擴展了聯(lián)邦法律的范圍，然后將覆蓋該國的法律( 聯(lián)邦憲法)。( 見勞資關系修訂(

59、就業(yè)終止) 條例草案，2002年)</p><p>　　目前，聯(lián)邦法律適用于維多利亞的工人(除明確排除在外的) 和其他包括在公共場所的人員。只有某些雇員可以因為補償不公平宣布終止合同，向澳大利亞勞資關系委員會提出申請。 這些措施包括聯(lián)邦公共部門的雇員，維多利亞的員工，本土的員工，海事人員和飛行機組人員。另一方面， 所有員工都有權(quán)按照非法中之規(guī)定向委員會申訴，非法種植規(guī)定的適用范圍包括固定期限員工、 任務員工、短期

60、臨時工和試用期員工。</p><p>　　在各個國家的法庭上(在國家法律的案件) 或澳大利亞工業(yè)委員會或聯(lián)邦委員會上，這些法規(guī)允許被提起訴訟。(勞資關系，1996) </p><p><b>　　聯(lián)邦終止就業(yè)法 </b></p><p>　　公共場所關系法案(1996) 規(guī)定，如果發(fā)生以下條件的其中一條，允許工人申請經(jīng)濟補償: </p&g

61、t;<p>　　(1) 員工無故被苛刻、不公平或不合理的解雇 </p><p>　　(2) 員工被解雇的原因是被國家禁止的(例如: 雇員參與殘疾和精神方面的工會，雇員的種族，膚色，性別，性取向，年齡，身體或婚姻狀況，家庭責任，懷孕，宗教，政治見解，民族血統(tǒng)或出身) </p><p>　　(3) 在雇主解雇經(jīng)濟、技術或類似種類的員工數(shù)量達到 15 名以上的時候，沒有按照規(guī)定通知

62、聯(lián)邦就業(yè)委員會的。 </p><p>　　(4) 雇主沒有依法在規(guī)定的通知期限內(nèi)通知解除雇員，或者利用少量的補償金代替通知的 </p><p>　　(5) 用人單位終止合同違反國際勞工組織公約第158條中12款和13款的規(guī)定，大規(guī)模裁員的 </p><p>　　澳大利亞勞資關系委員會的結(jié)論是， 如果合同的解除是苛刻的、 不公平的或不合理的， 用人單位必須要恢復雇員的

63、職位或者支付相應的經(jīng)濟補償，金額要與員工失去工作的損失相等。 在某些情況下，賠償要視情況而定。如果雇主違反聯(lián)邦法院決定的ss170ck-170cn，法院可以罰款，責令繼續(xù)履行其義務，或者履行任何法院認為因其非法解除合同而應履行的有效補救措施。聯(lián)邦政府目前已經(jīng)擬定草案提交會議，設法排除 VIA 項下的B條款: 1996(cth) 的公共場所關系法。(即那些苛刻、不公平或不合理的解雇) 企業(yè)少于20人的員工: 勞資關系修訂(公平解雇) 條例

64、 2002(cth)。</p><p><b>　　國家終止就業(yè)法 </b></p><p>　　國家的立法計劃，在結(jié)構(gòu)上大致與聯(lián)邦系統(tǒng)相似。 </p><p>　　在澳大利亞西部，如果員工覺得自己已經(jīng)被“嚴厲，壓迫或不公平的” 遣散， 根據(jù)工業(yè)關系法(1979) 他們可以向 WA 工業(yè)關系委員會尋求賠償。該委員會可下令復職，重新就業(yè)，或者受到

65、不超過六個月的工資補償。</p><p>　　如果員工被嚴厲的，不公平的或不合理的解雇，南澳大利亞的法律允許員工去 SA工業(yè)關系委員會申訴(工業(yè)和雇員關系法 1994(SA) 第三章， PT6)。員工在解雇后有十四天可以提出申訴。在宣城不公平解雇的員工中，包括聘用期少于六個月的臨時工，和在規(guī)定期限和任務內(nèi)，同樣是根據(jù)裁決、協(xié)議或合同保障下的員工。</p><p>　　塔斯馬尼亞的員工如果被

66、不公平的解雇或者企業(yè)不作出有效的解釋， 根據(jù)塔斯馬尼亞工業(yè)聲明，他們有 21 天的時間提出向委員會的申訴(工業(yè)關系法，1984 年) </p><p>　　新南威爾士的工人如果被苛刻的、不合理或者不公平的解雇，他們可以根據(jù) 1996年的工業(yè)關系法(新南威爾士) 向新洲勞資關系委員會聲明。該法適用于所有新洲公共和私營部門的員工 除了 那些由聯(lián)邦裁決或者那些工資超過了規(guī)定數(shù)額的員工，其他員工(包括簽訂少于六個月的臨時