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20.10. 澳洲僱傭合約 Employment Contracts —

雇主與僱員之間的僱傭關係受民事合同的約束，僱員同意為雇主工作以換取金錢報酬。
雇主和僱員可以自由地就選擇的任何僱傭條款達成一致，但須遵守立法最低權利和勞資協議。
一般而言，在簽訂合同並且雇主和僱員自由簽訂合同的情況下，法院支持合同條款。
雖然沒有要求以書面形式簽訂合同，但如果以書面形式訂立和執行合同條款要容易得多。
法院認為，即使沒有明確規定，僱傭合同中也有一些隱含的要求。包括：

• 雇主有義務發出合理的終止通知，
• 雇主和僱員有責任在僱傭關係中誠信行事，
• 員工有義務不披露機密信息，
• 員工勤勉履行工作職責的義務，以及
• 員工有義務遵守所有合法指示。

雇主必須在每位新員工開始新工作之前或之後，儘快向他們提供一份《公平工作信息聲明》的副本。
該聲明為新員工提供了有關其就業條件的信息，包括：

• 國家就業標準，
• 要求靈活工作安排的權利，
• 現代獎勵，
• 根據《公平工作法》簽訂協議，
• 個人靈活性安排，
• 自由協會和工作場所權利（一般保護），
• 終止僱傭，
• 進入權，以及
• 公平工作監察員和公平工作委員會的作用。

澳大利亞允許臨時僱傭安排。
臨時僱員：•沒有保證的工作時間；•通常工作時間不規律；•沒有帶薪病假或年假；並且•可以在不通知的情況下終止僱傭關係，除非註冊協議、獎勵或僱傭合同要求通知。
臨時僱員在服務 12 個月後，可以要求轉換為全職或兼職工作。
雇主有 21 天的時間來拒絕臨時僱員的轉換請求，並為該決定提供書面理由。
雇主只能以“合理的商業理由”拒絕請求，並且必須首先與員工討論請求。
如果臨時僱員不接受該決定，則必須根據相關現代裁決中的爭議解決程序處理該請求。

自 2020 年 7 月 1 日起，大型自營公司必須制定舉報人政策，以解決：•舉報人可獲得的保護•如何進行披露以及向誰披露•舉報人將從公司獲得的支持和保護•調查披露的過程，以及•公司將如何確保公平對待披露中提到的那些人。
違反舉報人身份保密的處罰對個人，最高可達 105 萬澳元，對公司最高可達 1050 萬美元。
雇主也可能因未能製定舉報政策而被罰款。

The employment relationship between an employer and an employee is governed by a civil contract where the employee agrees to perform work for the employer in exchange for monetary payment.
The employer and employee are free to agree on whatever terms of employment they choose, subject to legislative minimum rights and collective agreement.
In general, courts have upheld contract terms where there is a signed contract and the employer and the employee have freely entered into the contract.
While there is no requirement for the contract be in writing, it is much easier to establish and enforce the terms of a contract if it is in writing.

Courts have held that there are a number of implied requirements in an employment contract even where they are not specified.
Examples include:

• the employer’s duty to give reasonable notice of termination,
• the employer and employee’s responsibility to act in good faith during the employment relationship,
• the employee’s duty not to disclose confidential information,
• the employee’s duty to diligently carry out work responsibilities, and
• the employee’s duty to follow all lawful instructions.

Employers have to give every new employee a copy of the Fair Work Information Statement before, or as soon as possible after, they start their new job.
The statement provides new employees with information about their conditions of employment, including:
• the National Employment Standards,
• right to request flexible working arrangements,
• modern awards,
• making agreements under the Fair Work Act,
• individual flexibility arrangements,
• freedom of association and workplace rights (general protections),
• termination of employment,
• right of entry, and
• the role of the Fair Work Ombudsman and the Fair Work Commission.

Casual employment arrangements are permitted in Australia.
A casual employee: • has no guaranteed hours of work; • usually works irregular hours; • doesn’t get paid sick or annual leave; and • can end employment without notice, unless notice is required by a registered agreement, award, or employment contract.
Casual employees, after 12 months of service, may request to convert to full-time or part-time employment.
The employer has 21 days to reject the casual employee’s request to convert and provide a written rationale for the decision.
Employers may only reject requests on ‘reasonable business grounds’ and must first have a discussion with the employee about the request.
If the casual employee does not accept the decision, then the request must be handled according to the dispute resolution procedure in the relevant modern award.

Effective July 1, 2020, large proprietary companies must have a whistleblower policy that addresses: • the protections available to whistleblowers, • how disclosures can be made and to whom they can be made, • the support and protection that whistleblowers will receive from the company, • the process for investigating disclosures, and • how the company will ensure fair treatment for those mentioned in disclosures.
Penalties for breaches of confidentiality of the identity of a whistle blower can range up to A$1.05 million for individuals and $10.5 million for companies. Employers also can be fined for failing to have a whistleblower policy.

20.90. Reference Citations —

Employment Contracts: Fair Work Act 2009 (Cth), No. 28, §§ 87-94, 124

Recordkeeping: Fair Work Act 2009 (Cth), No. 28, § 535

Background Checks: Privacy Act 1988, No. 119

澳洲福利 Benefits

70.10. 澳洲休假Vacation —

全職員工有權休四週的帶薪年假。
沒有必須滿足的合格期限才有資格享受年假。
休假在一年中逐步累積，並可逐年累積。
員工在休年假時將獲得其基本工資，並且可以在超過四週的任何年假中，獲得工資以代替休假。
全職員工每年有權享受四週的帶薪年假。

臨時僱員——那些不定期工作的短期員工——無權休年假。
在某些情況下，雇主可以強制要求休假，例如企業停業或員工累計休假。
輪班員工每年多獲得一周的年假。
輪班工作的構成由部門工作場所協議（“現代獎勵”）、工作場所集體談判協議（“企業協議”）或國家就業標准定義。
輪班員工必須受僱於整周連續輪班的公司，必須定期安排輪班工作，並且必須在周日和公共假期定期工作。
員工在休年假時獲得基本工資。
年假可以兌現，但前提是員工仍有至少 4 週的累積年假（或按比例計算兼職員工）。
兌現年假的協議必須採用書面形式。
雇主不得對僱員施加不當影響以同意將一定數額的年假兌現，並且僱員必須至少獲得如果休年假本應支付的全部數額。

儘管法律沒有要求，但年假加薪——或獲得高於通常工資率的年假工資——整個澳大利亞的標準就業福利。
員工在休假期間的每週工資，通常比普通工資高 17.5%。
為同一雇主工作多年的僱員，可能有權休帶薪長期服務假。
長期服務假的權利，通常在獎勵或工作場所協議中有詳細說明，在規定的連續服務或就業期限後累積。
雖然關於長期服務假資格的規定各不相同，但各州和領地通常需要大約 8 到 13 週的帶薪休假，通常在服務 10 年後，一些司法管轄區要求在同一雇主達到更高的連續工作年限後，有額外的帶薪休假週數。
一些司法管轄區則允許僱員，在為雇主連續工作七年後，獲得按比例分配的長期服務假。

Covid-19 更新（2020 年 3 月 25 日生效）：公平工作委員會修改了 99 項獎勵，允許這些獎勵所涵蓋的員工休最多兩週的無薪假，稱為流行病假。
如果他們因工作原因無法工作根據官方，或醫生的命令要求自我隔離，或者如果官方命令阻止他們工作，例如關閉非必要業務。
在雇主同意的情況下，這些僱員也可以享受雙倍半薪年假。

Full-time employees are entitled to four weeks of paid annual leave. There is no qualifying period that must be met to be eligible for annual leave.
Leave accrues progressively during the year and can be accumulated from year to year.
Employees are paid their base rate of pay when taking annual leave and may receive pay in lieu of taking vacation for any annual leave over four weeks.
Full-time employees are entitled to four weeks of paid annual leave each year.
There is no qualifying period that must be met to be eligible for annual leave benefits.
The leave accrues progressively during the year and can be accumulated from year to year.
Part-time employees accrue their annual leave on a pro rata basis.

Casual employees—those who work on an irregular, short-term basis—are not entitled to annual leave.
Employers can mandate when leave is taken in certain instances, such as when the business is shutting down or the employee has accumulated excess leave.
Shift workers get one extra week of annual leave each year.
What constitutes shift work is defined by sector workplace agreements (“modern awards”), workplace collective bargaining agreements (“enterprise agreements”) or the National Employment Standards.
Shift workers must be employed by a company that has continuous shifts all week, must be regularly scheduled to work those shifts and must regularly work Sundays and public holidays.
Employees get their base rate of pay when taking annual leave.
Annual leave may be cashed out, but only if the employee would still have at least four weeks of accrued annual leave (or the pro rata equivalent for part-time employees).

Agreements to cash out annual leave must be in writing.
The employer must not exert undue influence on an employee to agree to cash out an amount of annual leave, and the employee must be paid at least the full amount that would have been payable had the annual leave been taken.
Although not required by law, annual leave loading—or getting pay for annual leave above the usual pay rate—is a standard employment benefit throughout Australia.
Employees usually get paid at a rate of 17.5 percent above their ordinary salary for each week they are on vacation.
Employees who have worked for the same employer for a number of years may be entitled to paid long-service leave.
Entitlement to long-service leave, which usually is detailed in awards or workplace agreements, accrues after a prescribed period of continuous service or employment.
While provisions regarding long-service leave eligibility vary, the states and territories commonly require about eight to 13 weeks of paid leave, generally after 10 years of service, with some jurisdictions requiring additional weeks of paid leave upon achievement of higher thresholds of continuous years of employment with an employer.
Some jurisdictions allow employees access to prorated long-service leave after seven years of continuous employment with an employer.

Covid-19 update (effective March 25, 2020): The Fair Work Commission modified 99 awards to allow employees covered by those awards to take up to two weeks of unpaid leave, known as pandemic leave, if they are unable to work because they are required to self-isolate by an official or doctor’s order, or if they are prevented from working by an official order, such as one closing non-essential businesses.
These employees may also take double their period of annual leave at half pay with the employer’s agreement.

70.20. 澳洲假期Holidays —

《公平工作法》規定了八個公共假期，但州或領地可以增加這些假期，或替代其他假期。
雇主可以通過勞資談判協議或與員工直接談判來同意不同的假期。
《公平工作法》規定的八個公共假期：
• 1 月 1 日：元旦
• 1 月 26 日：澳大利亞日
•耶穌受難日
•復活節星期
• 4 月 25 日：澳新軍團日
•女王生日：澳大利亞各地的日期不同
•12 月 25 日：聖誕節
•12 月 26 日：節禮日

《公平工作法》不要求雇主向在公共假期工作的僱員支付加班工資。
員工有權以合理理由拒絕在公共假期工作。
雖然僱員不必在公共假期工作，但如果要求合理，雇主可以要求僱員這樣做。

The Fair Work Act specifies eight public holidays, but states or territories can add to these or substitute others in their places.
Employers can agree to different holidays through collective bargaining agreements or direct negotiations with employees.
The eight public holidays specified in the Fair Work Act are: • Jan. 1: New Year’s Day • Jan. 26: Australia Day • Good Friday • Easter Monday • April 25: Anzac Day • Queen’s Birthday: different dates in various parts of the country • Dec. 25: Christmas Day • Dec. 26: Boxing Day

The Fair Work Act does not require employers to pay overtime wages to employees who work on a public holiday.
Employees have the right to refuse to work on a public holiday on reasonable grounds.
Although employees do not have to work on public holidays, an employer may ask an employee to do so if the request is reasonable.

70.30. 澳洲產假Maternity Leave —

沒有具體的法定要求產假，但符合條件的受僱父母有權休 18 週的帶薪育兒假（見下文“其他假期”）。
PPL旨在補充或補充現有的其他帶薪，或無薪休假計劃。
例如，《2009 年公平工作法》為每位父母或“事實上的”伴侶提供最多 52 週的無薪育兒假，用於孩子的出生或收養 16 歲以下的孩子。
許多澳大利亞雇主，通過僱傭合同、企業協議或工作場所政策，自願提供帶薪育兒假。
帶薪育兒假可以與雇主提供的帶薪，或無薪假一起使用或補充使用。

產前假：懷孕的僱員可以在孩子預期出生前六週開始休假。
如果懷孕的僱員希望繼續工作，但擔心她目前的工作會因為懷孕而帶來風險，她可以要求其雇主在懷孕期間，以相同的工資標準安排一份安全的工作。
如果沒有安全的工作，員工有權享受帶薪休假。
育兒假結束後，員工有權返回他或她以前的工作，或者如果該工作不復存在，則該員工有資格從事最接近的類似工作。
《公平工作法》涵蓋的其他特殊情況包括：

• 延期請求：父母可以請求將無薪假期延長至最多 24 個月，如果存在合理的商業理由，雇主可以拒絕。
  如果已婚或有事實伴侶的父母獲得額外的無薪假期，則額外的時間將從另一位父母的休假權利中扣除。
• 特別產假：女性僱員可因懷孕相關疾病休特別產假，以從預產期前28 週內發生的流產或小產情況中恢復。

雇主可以要求提供需要休假的證據，例如醫療證明。如果因病需要休假，無論員工休什麼特別假，都會減少她為孩子的出生而休的假。

• 領養前假：尋求領養孩子的員工最多可休兩天無薪假，以參加獲得領養批准所需的任何面試或考試。
  但是，如果員工有其他假期可用，雇主可以要求員工使用該休假。

There is no specific statutory requirement for maternity leave, but eligible employed parents are entitled to 18 weeks of paid parental leave (see ‘Other Leave” below).
PPL is designed to supplement or compliment other paid or unpaid leave programs already available.
The Fair Work Act 2009, for example, provides a maximum 52 weeks’ unpaid parental leave for each parent or “de facto” partner—which can include gay or lesbian partners—for the birth of a child or the adoption of a child under the age of 16.
Many Australian employers provide paid parental leave on a voluntary basis through an employment contract, an enterprise agreement or a workplace policy.
Paid parental leave can be taken in conjunction with or in addition to employer-provided paid or unpaid leave.

Prenatal leave: A pregnant employee may begin her leave up to six weeks before the expected birth of her child.
If a pregnant employee wishes to continue working but fears her present job poses risks because of her pregnancy, she can ask her employer to be put in a safe job during the pregnancy at the same rate of pay.
If there is no safe job available, the employee is entitled to paid leave.
Following parental leave, an employee is entitled to return to his or her former job or, if that job no longer exists, the closest similar job that is available that the employee is qualified to do.
Other special situations covered by the Fair Work Act include:

• Extension requests: A parent can request an extension of unpaid leave to a maximum 24 months, which the employer can refuse if reasonable business grounds exist.
  If a parent who is married or has a de facto partner is granted additional unpaid leave, the extra time is subtracted from the other parent’s leave entitlement.
• Special maternity leave: Special maternity leave can be taken by a female employee for a pregnancy-related illness, to recover from a miscarriage that occurs up to 28 weeks before the expected date of birth or in the event of a stillbirth.
  The employer can ask for evidence, such as a medical certificate, that the leave is needed.
  If the leave is needed because of an illness, whatever special leave the worker takes decreases the amount of leave she may take for the birth of the child.
• Pre-adoption leave: An employee seeking to adopt a child may take up to two days’ unpaid leave to attend any interviews or examinations required to obtain approval for the adoption.
  If the employee has other leave available, however, the employer can require the employee to use that leave instead.

70.40. 澳洲陪產假Paternity Leave —

沒有具體的法定要求陪產假，但父親有資格休 18 週的育兒假，根據帶薪育兒假計劃（見下文“其他假期”），以國家最低工資支付。
該計劃由政府全額資助，但福利則是通過雇主支付。《公平工作法》涵蓋的其他特殊情況包括：

• 無薪假：僱員夫婦中的每個符合條件的成員都可以單獨休長達 12 個月的無薪育兒假。
  但是，如果只有一個人休假，或者“僱員夫婦”中的一名成員希望休假超過 12 個月，則僱員可以向其雇主申請最多 12 個月的休假。
  “僱員夫婦”被定義為處於配偶，或事實上的關係中的兩名僱員（不一定是同一雇主）。
• 領養前假：尋求領養孩子的員工最多可休兩天無薪假，以參加獲得領養批准所需的任何面試或考試。
  但是，如果員工有其他假期可用，雇主可以要求員工使用該休假。

There is no specific statutory requirement for paternity leave, but the father is eligible to take 18 weeks of parental leave paid at the national minimum wage under the Paid Parental Leave program (see ‘Other Leave” below).
The program is fully funded by the government, although benefits are paid through the employer.
Other special situations covered by the Fair Work Act include:

• Unpaid leave: Each eligible member of an employee couple may take a separate period of up to 12 months of unpaid parental leave.
However, if only one person is taking leave, or if one member of an ‘employee couple’ wishes to take more than 12 months leave, the employee may request a further period of up to 12 months, from their employer.
An ‘employee couple’ is defined as two employees (not necessarily of the same employer) who are in a spousal or de facto relationship.

• Pre-adoption leave: An employee seeking to adopt a child may take up to two days’ unpaid leave to attend any interviews or examinations required to obtain approval for the adoption.
If the employee has other leave available, however, the employer can require the employee to use that leave instead.

70.50. 澳洲病假Sick Leave —

“事假”是澳大利亞用於病假的術語。
“護理假”則是為直系親屬或家庭成員提供照護和支持的時間。
員工每年享有 10 天的帶薪個人/護理假，可以逐年累積。
對於兼職員工和就業前 12 個月內的員工，可按比例享受此假期。

臨時僱員沒有資格享有個人/護理假。
如果員工已用完事假/看護假，但其直系親屬或家庭成員生病或遇到緊急情況，則該員工有權在每種情況下額外休兩天的無薪假。
臨時僱員也有權享受無薪護理假。
當員工的直系親屬或家庭成員患有危及生命的疾病或受傷或死亡時，該員工有權每次休兩天的帶薪病假。
體恤假與事假/護理假分開運作，無需用盡事假/護理假即可使用體恤假。臨時僱員可以休體恤假，但沒有支付薪水。

“Personal leave” is the term used in Australia for sick leave.
“Carer’s leave” is time off to provide care and support for an immediate family or household member.
Employees get 10 days of paid personal/carer’s leave each year, which can be accumulated from year to year.
For part-time employees and those within the first 12 months of employment, this leave is available on a pro rata basis.

Casual employees are not eligible for personal/carer’s leave.
If an employee has exhausted personal/carer’s leave but an immediate family or household member gets sick or has an emergency, the worker is entitled to an additional two days of unpaid leave per situation.
Casual employees are also entitled to unpaid carer’s leave.
When a member of an employee’s immediate family or household has a life[1]threatening illness or injury or dies, the worker is entitled to two days of paid compassionate leave per occasion.
Compassionate leave operates separately from personal/carer’s leave, and it is not necessary to exhaust personal/carer’s leave entitlements to use compassionate leave.
Casual employees can take compassionate leave, but it is unpaid.

其他休假Other Leave —

育嬰假。
對於產假或陪產假沒有具體的法定要求，但符合條件的受僱父母有權享受 18 週的帶薪育兒假 (PPL)。
在出生或收養後的第一年，父母必須連續休 12 週的 PPL。
在出生或收養後的兩年內，父母可以根據僱員與其雇主協商的彈性期限最多休假 30 天。
在大多數情況下，澳大利亞政府向雇主支付 PLP 款項，雇主再向僱員支付工資。

社區服務請假。
員工可以在某些活動中休社區服務假，例如自願應急管理活動和陪審義務。
除陪審義務外，社區服務假是無薪的。
對於每次傳喚員工進行陪審員選擇，和潛在的陪審員職責，他們必須在陪審員選擇和陪審員職責的前10 天內，獲得適用的金額。

他們必須支付的適用金額，是他們從政府收到的與陪審團相關的付款，（不包括費用津貼）與他們在不需要出席陪審團或陪審團的職責的情況下，本應為雇主工作的正常工時，基本工資率之間的差額。

預備役請假。
根據 2001 年國防預備役服務（保護）法，雇主不得阻礙員工成為預備役成員，或預備役人員提供國防服務。
預備役人員服務時，用人單位不得強迫其使用年假或長期服務假，而必須將僱員視為無薪休假，和某些形式的自願、連續、全職服務。

預備役人員服務完畢後，用人單位必須以同樣的身份重新僱用他們。
在僱員服務期間，雇主無需向僱員支付工資，或為員工補償或其他福利做出貢獻。
雇主可以根據雇主支持付款計劃，獲得僱員為其僱員提供的大部分持續辯護服務期間的付款。

家庭和家庭暴力假。
員工可以在 12 個月內，休最多五天的無薪假來應對家庭暴力。
假期沒有服務年限要求，也不會逐年累積。
員工必須盡快通知休假（可能在休假開始後）。
雇主可以尋求休假需要的證據，並且必須確保休假通知和任何證據保密。

Parental leave. There is no specific statutory requirement for maternity or paternity leave, but eligible employed parents are entitled to 18 weeks of paid parental leave (PPL).
In the first year after a birth or adoption, parents must take a continuous period of 12 weeks of PPL. Within two years of a birth or adoption, parents can take up to 30 days in flexible periods as negotiated by the employee with their employer.
In most cases, the Australian Government makes PLP payments to the employer, who then pays the employee.

Community Service leave.
Employees can take community service leave for certain events such as voluntary emergency management activities and jury duty.
With the exception of jury duty, community service leave is unpaid.
For each time employees are summoned for jury selection and potential jury duty, they must be paid an applicable amount for the first 10 days of jury selection and jury duty.
The applicable amount they must be paid is the difference between jury-related payments they received from the government, excluding allowances for expenses, and their base pay rate for the regular hours they would have worked for their employer had they not been required to attend jury selection or jury duty.

Reserve leave.
Under the Defense Reserve Service (Protection) Act 2001, an employer cannot hinder a worker from becoming a member of the reserve or a reservist from carrying out defense service.
When reservists carry out service, the employer cannot compel them to use annual or long-service leave and must treat the employee as though on leave without pay during call-out and some forms of voluntary, continuous, full-time service.
After reservists finish their service, the employer is required to reemploy them in the same capacity.
The employer is not required to pay the employee or make contributions to workers’ compensation or other benefits during the employee’s service.
Employers can get a payment under the Employer Support Payment Scheme for most periods of continuous defense service by their employees.

Family and domestic violence leave.
Employees can take up to five days of unpaid leave to deal with family and domestic violence in a 12-month period.
There is no length of service requirement for the leave and it does not accumulate from year to year.
Employees must provide notice of the leave as soon as practicable (which may be after the commencement of leave).
Employers may seek evidence of the need for the leave and must ensure that the notice of the taking of leave and any evidence are kept confidential.

70.60. 澳洲養老金和社會保障Pensions and Social Security —

於2017年7月1日，澳大利亞的法定退休年齡提高至65.5歲，並將每兩年提高六個月，直至2023年7月1日達到67歲。
養老金：養老金受 1991 年《社會保障法》管轄，並由人工服務部下屬的 Centrelink 管理。
處於退休年齡的員工，可以通過每年繼續工作至少 960 小時，來獲得一次性養老金獎金，並且可以在該計劃中停留長達五年或至 75 歲。
傷殘撫卹金：年滿 16 周歲但未達到領取老年撫卹金資格的人，他們因疾病、受傷或殘疾而無法每週工作超過 15 小時，或重新培訓另一份工作超過兩年，有資格獲得殘疾支助養卹金。
該計劃經過經濟狀況調查，因此福利可能會受到收入和/或資產的影響。
疾病津貼：22 歲或以上的員工因疾病、受傷或殘疾而暫時無法工作，並有工作可以返回，有資格參加此經濟狀況調查計劃。

The legal retirement age in Australia increased to 65.5 years on July 1, 2017, and will rise by six months every two years until it reaches 67 on July 1, 2023.
Age pension: The Age Pension is governed by the Social Security Act 1991 and administered by Centrelink, part of the Department of Human Services. Employees at retirement age can qualify for a lump-sum pension bonus by continuing to work at least 960 hours a year and can stay in this program for up to five years or to age 75.

Disability pension: People over 16 years of age but not old enough to qualify for an old-age pension who—because of illness, injury, or disability—are unable to work more than 15 hours a week or retrain for another job over a two-year period are eligible for the disability support pension.
The program is means-tested, so benefits can be affected by income and/or assets.
Sickness allowance: Workers age 22 or over who—because of illness, injury, or disability—are temporarily unable to work and have a job to return to are eligible for this means-tested program.

70.70. 澳洲勞動賠償金Workers’ Compensation —

雇主必須為僱員在履行職責過程中遭受的傷害、疾病、損害或死亡的賠償購買保險。
澳大利亞的八個州和領地都制定了自己的勞動賠償計劃，還有三個聯邦計劃。

Employers are required to maintain insurance for the compensation of injury, disease, impairment or death suffered by employees in the course of their duties. Each of the eight Australian states and territories has developed its own workers’ compensation scheme and there are three commonwealth schemes.

70.90. Reference Citations —

Vacation: Fair Work Act 2009 (Cth), No. 28, §§ 87-94
Holidays: Fair Work Act 2009 (Cth), No. 28, §§ 114-116
Maternity Leave: Fair Work Act 2009 (Cth), No. 28, §§ 67-85
Paternity Leave: Fair Work Act 2009 (Cth), No. 28, §§ 67-85
Sick Leave: Fair Work Act 2009 (Cth), No. 28, § 95-107
Other Leave: Fair Work Act 2009 (Cth), No. 28, § 113;
Defence Reserve Service (Protection) Act 2001, No. 11, Part 5;
Fair Work Act, Amendments, Entitlement to Unpaid Family and Domestic Violence Leave, 2018
Pensions and Social Security: Social Security Act 1991, No. 46, §§ 94-120, 266-272

澳洲終止僱用Termination

100.10. 澳洲雇主終止僱用Termination by Employer —

除非僱員犯有嚴重或嚴重的不當行為，否則雇主必須在單方面解僱僱員之前通知僱員。
通常在僱傭合同中規定通知期限，但法律規定的最低通知要求是：

• 服務不足一年：至少提前一周通知；
• 服務超過一年但少於三年：至少提前兩週通知；
• 服務超過三年但少於五年：至少提前三週通知和
• 服務超過五年：至少提前四個星期通知。如果僱員年齡超過 45 歲，並且已經為雇主完成至少兩年的連續服務，則通知期限增加一周。

如果雇主選擇向僱員支付工資而不是發出通知，則必須支付員工在通知期結束前，工作時本應獲得的收入。
在因嚴重不當行為或某些類別的員工（包括臨時工、季節性員工、實習生、建築日工、僅為完成特定任務而受僱的員工）而終止的情況下，不需要通知或支付代通知金，以及一些肉類行業的日薪和周薪員工。

Except when the employee is guilty of gross or serious misconduct, employers must give employees notice before unilaterally terminating them.
The notice period is usually specified in the employment contract, but by law the minimum notice requirements are:

• less than one year of service: at least one week’s notice;
• more than one year’s but less than three years’ service: at least two weeks’ notice;
• more than three years’ but less than five years’ service: at least three weeks’ notice and
• more than five years’ service: at least four weeks’ notice. The period of notice is increased by one week if the employee is older than age 45 and has completed at least two years’ continuous service with the employer.

If the employer chooses to pay the employee instead of giving notice, it must pay the amount the worker would have earned had he or she worked until the end of the notification period.
Notice or payment in lieu of notice is not required in cases of termination because of serious misconduct or for certain categories of employees, including casual workers, seasonal workers, trainees, day-hire employees in construction, workers hired only to complete a specific task, and some daily and weekly employees in the meat industry.

《公平工作法》規定，基於以下情況的終止將被視為“非法”：

• 由於疾病或受傷而暫時缺勤；
• 由於參與自願應急管理活動而導致的合理臨時缺勤；
• 工會會員資格或參加合法的工會活動；
• 非工會會員；
• 尋求擔任僱員代表或以僱員代表的身份行事；
• 在產假或其他育兒假期間缺勤；
• 基於種族、膚色、性別、性取向、年齡、身體或精神殘疾、婚姻狀況、家庭責任、懷孕、宗教、政治觀點、民族血統或社會出身的歧視；
• 對涉嫌違反勞動法律或法規的雇主，提出投訴或參與訴訟。
  當雇主擁有 15 名或更多全職僱員時，僱員可就兩種解僱方式提出合法索賠：
• 嚴厲、不公正或不合理的解僱；和
• 非法終止。儘管法律沒有定義“嚴厲、不公正或不合理的解僱”一詞，但它確實為澳大利亞公平工作，提供在處理不公平解僱索賠時要考慮的指導方針，包括：
• 如果員工的行為是解僱的原因，
• 員工是否被告知原因並有機會做出回應，以及
• 如果解僱是由於不滿意的表現，員工是否事先被警告過他或她的表現。
  如果出現以下情況，終止將被視為非法：
• 雇主沒有提供最低限度的終止通知或支付代通知金，嚴重不當行為或某些類別的員工除外；
• 因裁員而被解僱的情況下，雇主沒有履行勞資協議規定的要求；
• 僱員因裁員而被解僱，但雇主給員工另一份工作是合理的；
• 在裁員 15 名或更多員工的情況下，雇主未向 Centrelink 提供必要的提前通知，Centrelink 是人力服務部負責管理失業救濟計劃的部門。
  不公平解僱法僅適用於國家工作場所關係制度所涵蓋的員工，但州法律可能會為其他員工提供補救措施。
  為雇主工作至少六個月（大雇主）或一年（小雇主）的僱員，可以在解僱後 21 天內向公平工作委員會提出上訴。

The Fair Work Act states that termination will be considered “unlawful” when it is based on:

• temporary absence from work due to illness or injury;
• reasonable temporary absence from work due to participation in voluntary emergency management activities;
• trade union membership or participation in lawful union activities;
• nonmembership in a trade union;
• seeking office as or acting in the capacity of an employee representative;
• absence from work during maternity or other parental leave;
• discrimination on the basis of race, color, sex, sexual orientation, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin; or
• filing a complaint or participating in a proceeding against an employer involving an alleged violation of labor laws or regulations.
  When an employer has 15 or more full-time employees, employees can bring a legal claim for two types of termination: • harsh, unjust or unreasonable termination; and
• unlawful termination. Although the law does not define the phrase “harsh, unjust or unreasonable termination,” it does provide Fair Work Australia with guidelines to consider when addressing an unfair dismissal claim, including:
• if the worker’s conduct was the reason for the dismissal,
• whether the worker was notified of the reason and had a chance to respond, and
• if the dismissal was due to unsatisfactory performance, whether the worker had been warned about his or her performance beforehand.

Termination will be considered unlawful if:

• the employer fails to provide a minimum notice of termination or pay in lieu of notice, except in cases of serious misconduct or for certain categories of workers;
• in cases of dismissal because of redundancy, the employer has not fulfilled requirements under collective agreements;
• the employee was dismissed because of redundancy but it would have been reasonable for the employer to give the worker another job; or
• in cases of layoffs of 15 or more employees, the employer has not provided the required advance notice to Centrelink, the division of the Department of Human Services responsible for the administration of the unemployment benefits program.
  The unfair dismissal laws only apply to employees covered by the national workplace relations system, but state laws may provide remedies for other employees.
  An employee who has worked for an employer at least six months (larger employers) or one year (small employers) can appeal a dismissal to the Fair Work Commission within 21 days of the dismissal.

100.20. 澳洲工廠關閉和大規模裁員Plant Closings and Mass Layoffs —

解僱是雇主不再希望執行特定工作的情況。
由於關閉企業、技術或組織變革、出售企業、私有化或外包，可能會出現裁員。
如果是善意做出裁員的決定，因此而解僱是合法的。在以下情況下，解僱僱員是真正的裁員：

• 由於雇主企業的運營要求發生變化，雇主不再要求該人的工作由任何人完成，
• 雇主遵守適用的工作場所文書（例如裁決或協議）中的任何義務，就裁員進行磋商，並且
• 該人沒有合理的機會在雇主的企業，或雇主的關聯實體的企業內重新部署。

僱用 15 名或更多員工的雇主，必須向因裁員而被解僱的至少服務一年的僱員支付遣散費。
付款通常根據員工的服務時間長短而有所不同，不超過 16 週的工資，並且是適用的僱傭合同，或勞資協議要求的任何代通知金之外的付款。
預計大規模解僱的雇主——出於經濟、技術、結構或類似原因終止 15 名或更多員工的僱傭——必須在可行的情況下盡快在解僱任何員工之前，通知代表任何工會的每個工會或與其協商受影響的員工。
計劃大規模解僱的雇主也必須通知 Centrelink。
通知必須包括計劃終止的原因、可能受影響的僱員人數和類別，以及雇主打算執行終止的日期或時間段。
如果雇主不履行通知工會或與工會協商的義務，受影響的僱員或工會代表可以向澳大利亞公平工作委員會申請救濟。
沒有通知 Centrelink 的雇主可能會受到法庭訴訟。

Redundancy is a situation in which an employer no longer desires to have a particular job performed. Redundancies may arise as a result of closing a business, technological or organizational changes, the sale of a business, privatization or outsourcing.
Provided that a redundancy decision is made in good faith, dismissals made for this reason are legal.
An employee’s dismissal is a genuine redundancy if: • the employer no longer requires the person’s job to be done by anyone because of changes in the operational requirements of the employer’s enterprise, • the employer complied with any obligation in an applicable workplace instrument (e.g. award or agreement) to consult about the redundancy, and • there was no reasonable opportunity for the person to be redeployed within the employer’s enterprise or the enterprise of an associated entity of the employer.
Employers that employ 15 or more workers are required to pay severance to employees with at least one year’s service who are dismissed for reasons of redundancy.
Payments typically vary according to the length of an employee’s service, cannot exceed 16 weeks’ salary and are in addition to any payment in lieu of notice required under an applicable contract of employment or collective agreement.

An employer that intends a mass dismissal—to terminate the employment of 15 or more employees for economic, technological, structural or similar reasons—must, as soon as practicable and before terminating any employee, inform or consult with each trade union that represents any of the affected employees.
An employer that plans a mass dismissal must also provide notice to Centrelink.
The notice must consist of the reasons for the planned terminations, the number and categories of employees likely to be affected and the date or time period over which the employer intends to carry out the terminations.
If an employer does not satisfy its obligations to inform or consult with the trade unions, an affected employee or trade union representative may apply to Fair Work Australia for relief.
Employers that do not notify Centrelink may be subject to court action.

100.30. 澳洲終止僱用合約資遣Payment on Termination —

當僱傭關係結束時，員工有權獲得以下款項：

• 未付工資和其他報酬，
• 支付代替終止通知的費用（通常為一到五週的工資，具體取決於員工年齡和服務時間），
• 累積年假和
• 如果僱員被裁員，並有資格根據工作場所法律，或工業文書獲得報酬，則提供遣散費。
  如果僱員受僱時間少於 12 個月，或公司僱用少於 15 名員工，則僱員無權獲得遣散費。遣散費計算如下：

僱員在被解僱時， 連續為雇主服務的時間	遣散費期限
At least 1 years but less than 2 years	4 weeks
At least 2 years but less than 3 years	6weeks
At least 3 years but less than 4 years	7weeks
At least 4 years but less than 5 years	8weeks
At least 5 years but less than 6 years	10weeks
At least 6 years but less than 7 years	11weeks
At least 7 years but less than 8 years	13weeks
At least 8 years but less than 9 years	14weeks
At least 9 years but less than 10 years	16weeks
At least 10years	12weeks

關於最終工資支付的新示範條款於 2018 年 11 月 1 日在 122 項現代裁決中的 89 項中生效.
根據該條款，受保雇主必須在僱員終止僱傭之日後的 7 天內向僱員支付工資：

• 僱員在本獎勵項下的任何完整或不完整的支付期，直至終止之日的工資，以及
• 根據該獎勵和國家就業標準應付給僱員的所有其他款項。

When an employment relationship ends, employees are entitled to the following payments: • outstanding wages and other remuneration, • payment in lieu of notice of termination (generally between one and five weeks’ pay depending on employee age and length of service), • accrued annual leave and • severance pay if the employee has been made redundant and is eligible for payment under workplace laws or an industrial instrument.
Employees are not entitled to severance pay if their period of employment was less than 12 months or the company employs fewer than 15 employees. Severance pay is calculated as follows:

Employee’s period of continuous service with the employer on dismissal	Severance pay period
At least 1 years but less than 2 years	4 weeks
At least 2 years but less than 3 years	6weeks
At least 3 years but less than 4 years	7weeks
At least 4 years but less than 5 years	8weeks
At least 5 years but less than 6 years	10weeks
At least 6 years but less than 7 years	11weeks
At least 7 years but less than 8 years	13weeks
At least 8 years but less than 9 years	14weeks
At least 9 years but less than 10 years	16weeks
At least 10years	12weeks

A new model clause governing final payment of wages took effect on Nov. 1, 2018, in 89 of the 122 modern awards.
Under the clause, covered employers must pay an employee no later than 7 days after the day on which the employee’s employment terminates:

• the employee’s wages under this award for any complete or incomplete pay period up to the end of the day of termination, and
• all other amounts that are due to the employee under this award and the National Employment Standards.

100.40. 澳洲失業保險Unemployment Insurance —

Newstart Allowance 適用於 22 歲或 22 歲以上，且未達到領取養老金資格年齡的失業人員。
要獲得 Newstart 福利，一個人必須滿足求職要求——例如表現出積極求職、參加所有工作面試、接受合適的提議，以及同意參加培訓課程——並且必須低於收入和資產門檻。
該系統旨在為失業多長時間的公民提供支持。
適用於 22 歲以下的員工一項單獨的計劃。

The Newstart Allowance is available to unemployed people aged 22 or older and under the pension eligibility age.
To receive Newstart benefits, a person must meet job-search requirements—such as demonstrating engagement in an active job search, attending all job interviews, accepting suitable offers, and agreeing to attend training courses—and must fall below income and asset thresholds.
The system is designed to support citizens no matter how long they have been unemployed.
A separate program applies to workers younger than 22.

100.90. Reference Citations —
Termination by Employer: Fair Work Act 2009 (Cth), §§ 118-122, 380-400
Plant Closings and Mass Layoffs: Fair Work Act 2009 (Cth), §§ 530-534
Payment on Termination: Fair Work Act 2009 (Cth), §§ 114-117;
Payment on Termination of Employment Clause – AM2016/8

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永輝總部、臺北永輝、廈門永輝、北京永輝、上海那靈、深圳常新、紐約永輝、加州永輝、德州永輝、鳳凰城永輝、東京永輝、首爾永輝、河內永輝、越南胡志明、曼谷永輝、新加坡永輝、吉隆玻永輝、雅加達永輝、馬尼拉永輝、墨爾本永輝、澳洲雪梨、孟加拉永輝、新德里永輝、印度孟買、杜拜永輝、法蘭克福永輝、巴黎永輝、倫敦永輝、荷蘭永輝、西班牙永輝、義大利永輝、羅馬尼亞永輝、多倫多永輝、墨西哥永輝。
其他已提供中文化服務城市：
邁阿密、亞特蘭大、俄克拉荷馬、密歇根、西雅圖、特拉華；
柏林; 斯圖加特;布拉格；布加勒斯特；班加羅爾；泗水；
高雄、香港、深圳、東關、廣州、清遠、永康、杭州、蘇州、崑山、南京、重慶、許昌、青島、天津。
永輝潛在可服務城市 (2個月籌備期)：
我們為IAPA會員所,總部在倫敦，全球300個會員所，員工約1萬人。
我們為LEA會員所,總部在美國芝加哥，全球600個會員所，員工約2萬8千人。
Evershine is local Partner of ADP Streamline® in Taiwan.
(版本:2022/03)
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