I had some time this morning to examine the media coverage following the National Conference.
The Australian was laughable:
Gillard denies Labor IR policy is anti-business
Janet Albrechtsen: Kev turns Left after all
Paul Kelly: A bizarre blast from the past
Union deals to be 'forced' on bosses
Subsidy plan for energy savers
Editorial: Labor looks for its future in the past
Glenn Milne: PM buoyed as ALP caves in to unions
Yet over at the Daily Telegraph (News Corp again), the stance is somewhat more disjointed:
Rudd in Octopussy's grip (that's Fair Work Australia according to "one employer group". Is that like "the man in the street said"?)
No apologies over preselections: Rudd
Rudd: Uranium policy 'not hypocritical'
Downer dreams of being treasurer (Surely this thought alone will get us elected!)
Business pounds Rudd's plans for the workplace
Like it or not, PM will deliver nuclear power (another election winning topic)
Finally, The Age is more balanced:
Nuclear opposition unites ALP
Rudd defends uranium u-turn
Rudd pitches $300m green home loan plan
Rudd's hijacking of Menzies legacy doomed
How Rudd won the day in party's uranium debate
PM almost confesses he's in strife (Thank you Michelle Gratton, he is, indeed, in strife friends)
Monday, 30 April 2007
Leaving on a jet plane...
Look friends, Mr Howard can whinge and moan all he likes about handing power back to the unions. The reality is that we will implement a more equitable industrial relations system that will provide an appropriate level of support for Australian families whilst promoting productivity and assisting Australia to compete on the global stage.
Make no mistake. Howard will attempt to bring the debate down to his lowest common denominator. i.e. Labor = Unions = Bad. It's as base as that.
Meanwhile I'm off around the country campaigning on the back of what has been a disciplined, policy-driven National Conference.
I believe Australian Labor demonstrated it is ready to govern. And I am ready to lead that Government.
Make no mistake. Howard will attempt to bring the debate down to his lowest common denominator. i.e. Labor = Unions = Bad. It's as base as that.
Meanwhile I'm off around the country campaigning on the back of what has been a disciplined, policy-driven National Conference.
I believe Australian Labor demonstrated it is ready to govern. And I am ready to lead that Government.
Saturday, 28 April 2007
Forward with Fairness
Friends I was happy to announce our IR policy today at the National Conference. The policy is all about driving Australia forward whilst supporting workers rights. This includes 10 National Employment Standards and modern industrial awards.
Federal Labor’s 10 National Employment Standards
A Rudd Labor Government will guarantee the following minimum standards in law for all Australian employees:
1. Hours of work
Under Federal Labor, the standard working week for a full time employee will be 38 hours. Employees may be required to work additional hours, but cannot be required to work unreasonable additional hours.
2. Parental leave
Federal Labor recognises that many families want to have a parent provide all or most of the care for a child during the first two years of the child’s life. A Rudd Labor Government will guarantee that both parents have the right to separate periods of up to 12 months of unpaid leave associated with the birth of a baby. Where families prefer one parent to take a longer period of leave, that parent will be entitled to request up to an additional 12 months of unpaid parental leave from their employer.
The employer may only refuse the request for the additional 12 months leave on reasonable business grounds. This will guarantee that Australian working families have the flexibility of up to 24 months unpaid leave to provide care for their child.
3. Flexible work for parents
A Rudd Labor Government will guarantee a right for parents to request flexible work arrangements until their child reaches school age. Employers will only be able to refuse any request on reasonable business grounds.
4. Annual leave
All full time non casual employees will be guaranteed 4 weeks paid annual leave each year. Part time employees will be entitled to 4 weeks annual leave paid pro rata. Shift workers will be entitled to an additional paid week of annual leave.
5. Personal, Carers and Compassionate leave
All full time non casual employees will be entitled to 10 days paid personal and carers leave each year. Part time employees will be entitled to 10 days personal leave paid pro rata. These employees will also be entitled to 2 days paid compassionate leave on the death or serious illness of a family member or a person the employee lives with. All employees will be entitled to an additional 2 days of unpaid personal leave where required for genuine caring purposes and family emergencies.
6. Community Service Leave
Employees will be entitled to leave for prescribed community service activities, for example paid leave for jury service and reasonable unpaid leave for emergency services duties.
7. Public holidays
Federal Labor’s industrial relations system will guarantee public holidays. Where an employee works on a public holiday, they will be entitled to an appropriate penalty rate of pay or other compensation. This will be set out in the applicable award.
8. Information in the workplace
Employers must provide all new employees with a Fair Work Information Statement which contains prescribed information about the employee’s rights and entitlements at work, including the right of the employee to choose whether to be or not to be a member of a union and where to go for information and assistance.
9. Termination of Employment & Redundancy
All employees will be entitled to fair notice of termination. Employees who are made redundant and who are employed in workplaces with 15 or more employees will also be entitled to redundancy pay as determined by the Australian Industrial Relations Commission in the 2004 Redundancy Test Case.
10. Long Service Leave
As part of its commitment to national industrial relations laws, Federal Labor will work with the States to develop nationally consistent long service leave entitlements. Under Federal Labor, long service leave entitlements accrued under these arrangements will be protected in the transition to nationally consistent long service leave entitlements so Australian employees are not disadvantaged.
Federal Labor’s Modern, Simple Industry Awards
Federal Labor’s new awards will provide industry relevant detail to Labor’s National Employment Standards and may only contain a further 10 minimum standards:
1. Minimum wages. This will include skill based classifications and career structures, incentive based payments and bonuses, wage rates and other arrangements for apprentices and trainees;
2. The type of work performed, for example whether an employee is permanent or casual, and the facilitation of flexible working arrangements, particularly for workers with family responsibilities, including quality part time employment and job sharing;
3. Arrangements for when work is performed, including hours of work, rostering, rest breaks and meal breaks;
4. Overtime rates for employees working long hours;
5. Penalty rates for employees working unsocial, irregular or unpredictable hours, on weekends or public holidays, and as shift workers;
6. Provisions for minimum annualised wage or salary arrangements that have regard to the patterns of work in an occupation, industry or enterprise as an alternative to the payment of penalty rates, with appropriate safeguards to ensure individual employees are not disadvantaged;
7. Allowances including reimbursement of expenses, higher duties and disability based payments;
8. Leave, leave loadings and the arrangements for taking leave;
9. Superannuation; and
10. Consultation, representation and dispute settling procedures.
Under Labor, award coverage will not be extended to cover those who are historically award free, such as managerial employees.
I urge you to read the full policy on the ALP website.
Federal Labor’s 10 National Employment Standards
A Rudd Labor Government will guarantee the following minimum standards in law for all Australian employees:
1. Hours of work
Under Federal Labor, the standard working week for a full time employee will be 38 hours. Employees may be required to work additional hours, but cannot be required to work unreasonable additional hours.
2. Parental leave
Federal Labor recognises that many families want to have a parent provide all or most of the care for a child during the first two years of the child’s life. A Rudd Labor Government will guarantee that both parents have the right to separate periods of up to 12 months of unpaid leave associated with the birth of a baby. Where families prefer one parent to take a longer period of leave, that parent will be entitled to request up to an additional 12 months of unpaid parental leave from their employer.
The employer may only refuse the request for the additional 12 months leave on reasonable business grounds. This will guarantee that Australian working families have the flexibility of up to 24 months unpaid leave to provide care for their child.
3. Flexible work for parents
A Rudd Labor Government will guarantee a right for parents to request flexible work arrangements until their child reaches school age. Employers will only be able to refuse any request on reasonable business grounds.
4. Annual leave
All full time non casual employees will be guaranteed 4 weeks paid annual leave each year. Part time employees will be entitled to 4 weeks annual leave paid pro rata. Shift workers will be entitled to an additional paid week of annual leave.
5. Personal, Carers and Compassionate leave
All full time non casual employees will be entitled to 10 days paid personal and carers leave each year. Part time employees will be entitled to 10 days personal leave paid pro rata. These employees will also be entitled to 2 days paid compassionate leave on the death or serious illness of a family member or a person the employee lives with. All employees will be entitled to an additional 2 days of unpaid personal leave where required for genuine caring purposes and family emergencies.
6. Community Service Leave
Employees will be entitled to leave for prescribed community service activities, for example paid leave for jury service and reasonable unpaid leave for emergency services duties.
7. Public holidays
Federal Labor’s industrial relations system will guarantee public holidays. Where an employee works on a public holiday, they will be entitled to an appropriate penalty rate of pay or other compensation. This will be set out in the applicable award.
8. Information in the workplace
Employers must provide all new employees with a Fair Work Information Statement which contains prescribed information about the employee’s rights and entitlements at work, including the right of the employee to choose whether to be or not to be a member of a union and where to go for information and assistance.
9. Termination of Employment & Redundancy
All employees will be entitled to fair notice of termination. Employees who are made redundant and who are employed in workplaces with 15 or more employees will also be entitled to redundancy pay as determined by the Australian Industrial Relations Commission in the 2004 Redundancy Test Case.
10. Long Service Leave
As part of its commitment to national industrial relations laws, Federal Labor will work with the States to develop nationally consistent long service leave entitlements. Under Federal Labor, long service leave entitlements accrued under these arrangements will be protected in the transition to nationally consistent long service leave entitlements so Australian employees are not disadvantaged.
Federal Labor’s Modern, Simple Industry Awards
Federal Labor’s new awards will provide industry relevant detail to Labor’s National Employment Standards and may only contain a further 10 minimum standards:
1. Minimum wages. This will include skill based classifications and career structures, incentive based payments and bonuses, wage rates and other arrangements for apprentices and trainees;
2. The type of work performed, for example whether an employee is permanent or casual, and the facilitation of flexible working arrangements, particularly for workers with family responsibilities, including quality part time employment and job sharing;
3. Arrangements for when work is performed, including hours of work, rostering, rest breaks and meal breaks;
4. Overtime rates for employees working long hours;
5. Penalty rates for employees working unsocial, irregular or unpredictable hours, on weekends or public holidays, and as shift workers;
6. Provisions for minimum annualised wage or salary arrangements that have regard to the patterns of work in an occupation, industry or enterprise as an alternative to the payment of penalty rates, with appropriate safeguards to ensure individual employees are not disadvantaged;
7. Allowances including reimbursement of expenses, higher duties and disability based payments;
8. Leave, leave loadings and the arrangements for taking leave;
9. Superannuation; and
10. Consultation, representation and dispute settling procedures.
Under Labor, award coverage will not be extended to cover those who are historically award free, such as managerial employees.
I urge you to read the full policy on the ALP website.
ALP Election Results
I'd like to congratulate all those who were successful in yesterday's elections for ALP National Secretary, ALP National Executive, and ALP National Women’s Network.
Tim Gartrell has been returned as ALP National Secretary.
The ALP National Executive will comprise: Sarah Abbott, Anthony Albanese, Mark Arbib, Carol Brown, Mark Butler, Kim Carr, Stephen Conroy, Joseph De Bruyn, Charlie Donnelly, Charlene Farmer, Luke Foley, Sharon Humphreys, Annette Hurley, Sue Lines, Bill Ludwig, Michael O’Connor, Bill Shorten, Ursula Stephens, Linda White and Michael Williamson
The ALP National Labor Women’s Network Executive will be: Michelle Bertossa, Elizabeth Blandthorn, Kylie Bowe, Sarah Burke, Sue Charchalis, Virginia Clarke, Deb Greene, Sarah Kaine, Charis Mullen, Naomi Porrovecchio, Jaala Pulford, Davina Quirke, Michelle Rowland, Catherine van Vliet and Monika Wheeler.
What a tremendous group of talented, committed people.
Tim Gartrell has been returned as ALP National Secretary.
The ALP National Executive will comprise: Sarah Abbott, Anthony Albanese, Mark Arbib, Carol Brown, Mark Butler, Kim Carr, Stephen Conroy, Joseph De Bruyn, Charlie Donnelly, Charlene Farmer, Luke Foley, Sharon Humphreys, Annette Hurley, Sue Lines, Bill Ludwig, Michael O’Connor, Bill Shorten, Ursula Stephens, Linda White and Michael Williamson
The ALP National Labor Women’s Network Executive will be: Michelle Bertossa, Elizabeth Blandthorn, Kylie Bowe, Sarah Burke, Sue Charchalis, Virginia Clarke, Deb Greene, Sarah Kaine, Charis Mullen, Naomi Porrovecchio, Jaala Pulford, Davina Quirke, Michelle Rowland, Catherine van Vliet and Monika Wheeler.
What a tremendous group of talented, committed people.
The Uranium Debate
Well friends, today is the day of our history defining uranium mining debate. I'm very confident of winning the vote - frankly, I've been surprised and impressed with the level of support I have received for changing the policy.
I'm looking forward to a spirited engagement, one in which we as a Party can be proud. Unlike the Tories, we don't hold our policy discussions in dusty, wood paneled rooms amongst mottled old men trying to make their mates rich.
Our debates are open, transparent and passionate. And the Australian people appreciate that.
Fresh Thinking. Now. For our future.
I'm looking forward to a spirited engagement, one in which we as a Party can be proud. Unlike the Tories, we don't hold our policy discussions in dusty, wood paneled rooms amongst mottled old men trying to make their mates rich.
Our debates are open, transparent and passionate. And the Australian people appreciate that.
Fresh Thinking. Now. For our future.
Friday, 27 April 2007
The Party of the Future
Finally the air has cleared and I've kick-started Conference this morning.
“My name is Kevin, I'm from Queensland and I'm here to help"
One thing we know for certain is that the history of nations is made up of those who understand, anticipate and act on the challenges of the future. And those who do not. Those who instead bury their heads in the sand. Those who hope it will all just go away.
This election in just a few months time will be about the future versus the past.
And we friends are the party of the future.
And our opponents, friends, have become the party of the past.
When I look to the next decade, the future I see for Australia is one fundamentally shaped by the rise of China and the rise of India
The future I see for Australia is one in which our current mining boom does not last forever, and rather that simply being the lucky country , we will have to make our own luck.
The future I see for our country is also one challenged by long term energy security, climate change and its impact on water security, food security and national security.
I am an unabashed optimist when it comes to our country's long term future.
Australian people want prosperity but they want prosperity with a heart.
Mr Howard doesn't really believe in a single idea which didn't appear on black and white television.
No one is a bigger fan of Ward Cleaver than me, but I've got news for Mr Howard, the world has changed since Leave It To Beaver.
And to conceal his absence of ideas he's now increasingly driven by short-term politics in order to cling onto long-term political office.
As I've said to my colleagues on many occasions: we will not win this election on the basis of a protest vote against Mr Howard alone.
We can only win it on the basis of a positive vote for us - and our alternative plans for Australia's future.
We can build productivity growth through an education revolution, the application of new technologies, by freeing up our businesses from unnecessary regulation and by encouraging a new age of innovation - including our critical manufacturing industries.
I don't want to be a prime minister of a country that doesn't make things any more.
And we are capable of building this prosperity on the back of these reforms - without throwing the fair go out the back door.
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