Forms and publications

Full list of titles for awards applying in the Queensland public sector.

This Code encourages best practice to improve the performance of all parties in the industry in Queensland. It applies to all government agencies including government owned corporations. Non-government industry participants are encouraged to become signatories to the Code.

This Code of Practice on Employment and Outwork Obligations for Textile Clothing and Footwear Suppliers will apply to all contracts for the supply of textile articles, clothing, footwear, and related goods and components to government agencies and other signatories to this code.

This Code outlines principles and standards of behaviour that underpin best practice while promoting positive change in the industry.

This Code is intended to ensure outworkers in Queensland receive their lawful entitlements. Anyone working in the Clothing Industry should read this Code, including employers, employees and outworkers.

Ministerial and Public Service Commission Chief Executive directives are included in a single series. Employees' enquiries about directives are to be directed to the human resources or employee relations contact officer in their work area.

Work-life balance policies provide work arrangements that accommodate changing family demographics and life in the 21st century, while helping businesses gain a competitive edge in an ever-changing work environment.

There is no agreed definition of work-life balance but it does appear that the ‘right’ balance for one person may differ from the next. Balance is achieved in different ways for different people and has a different purpose for people. Some people do it to balance their caring responsibilities for children with work, while others want more time to themselves, engaging in leisure activities. Work-life balance, in its broadest sense, is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life (Hudson, 2005).

From 1 January 2010, private sector employees and employers not already in the federal workplace relations system (e.g. generally sole traders and partnerships) will be referred to that system (see the “Coverage” fact sheet for more details). The Queensland Government has ensured that safeguards exist so that the national system will operate in the best interests of all Queensland employers and employees.

Fact sheet on trading hours in Queensland

A statutory declaration is a statement of fact made by a declarant (the person making the declaration) conscientiously (or carefully) believed to be true.

Information on long service leave

Economic wellbeing, for both governments and individual businesses, depends on keeping older workers employed. Companies that fail to address the ageing workforce issue risk future staff and skill shortages, and any competitive edge they now enjoy.

Since 1 January 2010, all employers and employees in Queensland with the exception of State and local government have been covered under a national industrial relations system administered by the Commonwealth Government.

Special trading hours arrangements apply for retail shops over the Easter, Anzac Day and Labour Day periods.

Since the commencement of the federal government’s workplace relations laws on 27 March 2006, the industrial relations arrangements of employers who are constitutional corporations (including financial or trading corporations, generally Pty Ltd or Limited) and their employees have been regulated by the federal industrial relations jurisdiction.

If it is necessary for children to do work that does not comply with the Act and Regulation, this form can be used in special circumstances to get a certificate to allow the work to be done.

Parent’s consent form for a school-aged or young child

Details of Organisation and Certification Statement

This fact sheet has been designed to assist you and your manager with the Commonwealth Paid Parental Leave (CPPL) application process.

Public sector employers should be best practice employers. Engaging people on a temporary basis in accordance with sections 112 and 113 of the Public Service Act 1996 (PS Act) allows an agency staffing flexibility to meet fluctuating service needs or temporary unforeseen reductions in the permanent workforce. However agencies should not misuse temporary engagements.

Public sector employers should be best practice employers. Engaging people on a temporary basis in accordance with sections 112 and 113 of the Public Service Act 1996 (PS Act) allows an agency staffing flexibility to meet fluctuating service needs or temporary unforeseen reductions in the permanent workforce. However agencies should not misuse temporary engagements.

The purpose of this Guideline is to assist Queensland government departments and agencies to effectively implement and manage progression in the professional officer stream. Departments and agencies have a responsibility to actively facilitate the successful progression of eligible employees.

The Public Service Act 2008 provides for probation for public service officers. In forming policies for probation, agencies should take a number of factors into consideration.

Queensland Government continues to support employment security as a priority for the public sector. Agencies are encouraged to maximise tenured employment while continuing to deliver services in a timely, effective and cost efficient manner.

A practical guide on implementing flexible work arrangements for managers in the public and private sectors.

Work-life balance policies are provided for by the National Employment Standards (NES) contained in the Fair Work Act 2009, and therefore must be provided by the employer.

The Industrial Relations Act 1999 was developed as a result of a review commissioned by the Government in August 1998, into Queensland’s industrial relations legislation, to evaluate the advantages and disadvantages of existing legislation and consider a way forward for Queensland.

The Anzac Day Act 1995 provides for the commemoration of Anzac Day on 25 April and gives power to the Anzac Day Trust to distribute monies from the Anzac Day Trust Fund.

In recognition of the unique requirements of work in the entertainment industry, this industry is exempt from some of the general provisions that apply to children working in other industries. Instead, conditions specific to the entertainment industry form part of the legislation.

The protocol will apply to the Government, its agencies and their officers, and unions covering employees in the Queensland Public Sector and their officers who are engaged in collective bargaining in accordance with Chapter 6 of the Industrial Relations Act 1999.

The Queensland Government (QG) CPPL Application Process

Christmas 2010 / New Year Trading Hours

Better Work-Life Balance manual

Better Work-Life Balance manual

Better Work-Life Balance manual

Better Work-Life Balance manual

Better Work-Life Balance manual

Better Work-Life Balance manual

Better Work-Life Balance manual

PSIER News is an electronic news update service for industrial, employee relations and human resource contact officers in Queensland public sector agencies. Employees' enquiries about matters covered in PSIER News are to be directed to the employee relations, human resource or industrial relations contact officer in their work area.

Circulars are issued to provide explanations and interpretations of employment policy and conditions of employment and advice about major industrial relations issues affecting the Queensland public sector.

Submission to Federal Inquiry on Labour Hire and Contracting. Over the past 20 years there has been a steady emergence of non-traditional working arrangements including temporary and marginal workers such as casual and part-time employees, and a substantial increase in the use of contracting and labour hire.

Briefing Paper on Labour Force Utilisation in Queensland with Special Reference to Indigenous and Non-English Speaking and Overseas Born Backgrounds.

The quarterly labour market and workplace briefing provides an overview of current labour market and economic conditions in Queensland. It covers a range of areas including productivity, participation, wages, workplace health and safety and electrical safety statistics as well as some commentary on the outlook for Queensland’s labour market.

The quarterly labour market and workplace briefing provides an overview of current labour market and economic conditions in Queensland. It covers a range of areas including productivity, participation, wages, workplace health and safety and electrical safety statistics as well as some commentary on the outlook for Queensland’s labour market.

The quarterly labour market and workplace briefing provides an overview of current labour market and economic conditions in Queensland. It covers a range of areas including productivity, participation, wages, workplace health and safety and electrical safety statistics as well as some commentary on the outlook for Queensland’s labour market.

Policy regarding Remuneration of Part-time Chairs and Members of Government Boards, Committees and Statutory Authorities

This policy provides a procedure for agencies facing skills shortages in key areas to seek approval to offer remuneration incentives to eligible employees to assist in the attraction and retention of skilled staff.

Demonstrating the link between cooperative workplace relations and productive outcomes–an emerging case study

In 2006-2007, the Queensland Industrial Relations Commission (QIRC), at the direction of the Minister, conducted an Inquiry to examine the impact of the Federal Government’s Work Choices amendments to the Workplace Relations Act 1996 (Cth) on Queensland workplaces, employees and employers.

The Government has considered the recommendations arising from the independent Review of the role and functions of the Queensland Workplace Rights Ombudsman (the Ombudsman) and the Queensland Workplace Rights Office (QWRO).

Active management of performance should be a priority issue for public service managers. This information is designed to provide line managers with an overview of the issues associated with the management of performance to assist them in using it as a strategic management tool to enhance the performance of their work units. It does not prescribe any particular performance management system; this is a matter to be determined by each agency, having regard to its individual circumstances.

This Survey consisted of telephone interviews with managers of Queensland workplaces with five or more employees to collect data on industrial relations issues.

This is a report in current working time arrangemetns in Queensland and draws comparisons with national working time arrangements

This paper examines implementing universal access to Paid Parental Leave which can have a positive impact on Australian workplaces and the Australian economy in general.

This paper addresses the challenge the Queensland Government faces in preparing submissions on award modernisation when the legislative context in which these modern awards will operate is not yet settled.

The research reported here was conducted at the request of the Queensland Department of Industrial Relations and is an update of research previously conducted in both 2003 and 2005.

The Joint Governments oppose the Federal Government’s proposed Building and Construction Industry Improvement Bill.

The World Health Organisation (WHO) has reported that the world is moving closer to an influenza

Delivering growth and prosperity

This enforcement framework outlines the enforcement policy employed by the Division which involves wage resolution procedures including the referral of matters for conference in the Queensland Industrial Relations Commission (QIRC); the conduct of investigations and legal proceedings; and the targeted auditing of workplaces. The appropriate use of a comprehensive range of enforcement strategies will encourage greater compliance with industrial relations laws and enhanced awareness of the rights and obligations of employees and employers.

The Queensland Workplace Rights Ombudsman investigated the contract traffic control industry after serious allegations of unfair, inappropriate and unlawful workplace practices.

A template to use when requesting varied work arrangements under work-life balance, such as telecommuting or part-time work.

Consultative committee terms of reference