Page 5205 - Week 16 - Thursday, 28 November 1991
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Service (Amendment) Bill 1991, the Fire Brigade (Administration) (Amendment) Bill 1991, the Electricity and Water (Amendment) Bill (No. 3) 1991 and the Cemeteries (Amendment) Bill (No. 2) 1991. Mr Speaker, I move:
That these Bills be agreed to in principle.
Mr Speaker, these 10 Bills are almost identical. They are cognate Bills forming part of the Government's package of legislation designed to promote equality of opportunity in the workplace and the application of the merit principle with respect to the appointment and promotion or advancement of staff with ACT statutory authorities. They are consequent upon the coming into effect of what would have been the Human Rights and Equal Opportunity Act 1991, which now has a different name.
While ACT statutory authorities voluntarily exercise equal employment opportunity principles as a good employment practice, the formalisation of EEO through the enactment of these Bills attempts to eliminate discrimination in employment, whether intentional or not. The statutory provision for the development of equal employment opportunity policies and programs also heightens the awareness of all employees of their rights and obligations under the law. It also well and truly establishes that equal employment opportunity policies and programs are the responsibility of each authority in its employment practices.
This Government is committed to the elimination of unjustified discrimination and to equal employment opportunity for everyone, and we would be failing that commitment if we did not introduce these measures to ensure consistency in the law between statutory authorities and other areas of the public sector.
The Bills amend the enabling legislation of ACT statutory authorities in relation to employment to include the application of the merit principle and anti-discrimination provisions and the implementation of equal employment programs.
The Bills establish that the fundamental criterion for all decisions and assessments for appointment, promotion or career advancement and any other matter related to employment is merit - that is, the relative suitability of those who are eligible for the position in question, given the nature and requirements of the job, and their abilities, qualifications, experience, personal qualities and potential for development. In other words, Mr Speaker, any position is to go to the best available person.
Those who are eligible for employment are to be ensured, as far as practicable, a reasonable opportunity to apply for employment or promotion. Mr Speaker, this does not mean that impractical measures have to be taken or that unreasonable and unaffordable advertising and selection procedures are required for appointment or promotion.
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