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Common topics

FAQs

Introduction

This webpage has been produced as a guide for workers regarding common topics and questions and as reference for where to seek further information and assistance.

Glossary

PCBU

The meaning of a ‘person conducting a business or undertaking’ (PCBU) is defined in section 5 of the Work Health and Safety Act 2012 (SA).

A PCBU can be:

  • an employer
  • a sole trader/self-employed person
  • a company or corporation
  • an association
  • each partner within a partnership.

Worker

The meaning of ‘worker’ is defined in section 7 of the Work Health and Safety Act 2012 (SA).

A person is a ‘worker’ if the person carries out work in any capacity for a person conducting a business or undertaking, including work as:

  • an employee
  • a contractor or subcontractor or
  • an employee of a labour hire company who has been assigned to work in the person's business or undertaking.

It should be noted that while an employee and independent contractor may both have similar work health and safety rights and obligations, with respect to other workplace laws such as those covered by the Fair Work Ombudsman, the rights and responsibilities are different.

Independent contractor

Under the Fair Work Act 2009 (Cth), a person is an ‘independent contractor’ if they provide services to another person or business and they are not employed by that person or business. An independent contractor usually negotiates their own fees and working arrangements and can work for more than one client at a time. Independent contractors are also called contractors or subcontractors.

Whether someone is an independent contractor or an employee depends on a number of factors. These can include:

  • the amount of control over how work is performed
  • financial responsibility and risk
  • who supplies the tools and equipment
  • ability to delegate or subcontract work
  • hours of work
  • expectation of work continuing.

Whether a worker is an independent contractor or an employee can be complicated and depends on the circumstances of each working arrangement. In some situations, a court my need to determine the nature of the working relationship.

Stripper

Is a term commonly used to refer to a worker in the live adult entertainment industry.

Clause 49.2 of the Live Performance Award 2020 defines a ‘performer’ as a ‘person performing a striptease act, erotic dance, tabletop dance, podium dance, private dance, lap dance or peepshow performance. Industry trends may result in these performers being known by other names, including ‘stripper’.

Note: For clarity, a stripper could be both a ‘PCBU’ and also a ‘worker’ if the person is an individual who carries out work in that business or undertaking. For example, a person who runs an agency and who is also engaged to work as a stripper under that agency.

Workplace

The meaning of ‘workplace’ is defined in section 8 of the Work Health and Safety Act 2012 (SA). A workplace is a place where work is carried out for a business or undertaking and includes any place where a worker goes, or is likely to be, while at work, including off-site venues and locations. If work activities occur at an offsite private venue or residence, the private venue or residence would be a workplace to the extent that the PCBU has control or influence.

A workplace also includes a vehicle, vessel, aircraft or other mobile structure; any waters and any installation on land, on the bed of any waters or floating on any waters.

Common topics

Violence / Assault / Sexual Assault Issues – South Australian Police

If you, or someone else, is in immediate danger, call the police on telephone number 000.

If there is no immediate danger but you or someone else needs Police assistance, telephone 131 444.

If you believe a workplace sexual harassment matter involves an attempted assault or an assault, you can report the matter to Police.

Other contacts are:

Work Health And Safety Issues – SafeWork SA

It is recommended that workers first report their concern about workplace safety to the PCBU or health and safety representative if one exists.

If a worker is does not feel comfortable approaching their PCBU, the worker can contact SafeWork SA by telephoning 1300 365 255 during business hours.

Frequently asked questions and referrals

The general work environment

Employer responsibilities

  • Entry and exit to and from the workplace must be safe.
  • Entry and exits should not be blocked, including outside the entry and exit to allow clear and safe passage to enter and leave the building/venue.
  • Entries and exits should be slip-resistant under wet and dry conditions.
  • Aisles and walkways should be kept free of furniture and other obstructions.
  • Staircases should have appropriate handrails.
  • Location of exits should be clearly marked and sign posted to show the direction to exits and the location of exits to aid emergency evacuation.
  • Areas should have adequate lighting.
  • Outside of entry and exits should be clearly lit for security and safety.

Responsible Agency / Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 40 of Work Health and Safety Regulations 2012 (SA)

/ Managing the work environment and facilities code of practice Part 2.1

Employer responsibilities

  • The layout of work areas should be designed to provide clear space between furniture, fixtures and fittings so that workers can move about freely without strain or injury.
  • Areas should enable people to quickly evacuate in the case of an emergency.
  • A PCBU must develop and implement an emergency evacuation plan and ensure all workers are trained in the plan.
  • A PCBU should conduct a risk assessment for all areas of the workplace, including private performance rooms.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 40 of Work Health and Safety Regulations 2012 (SA)

/ Managing the work environment and facilities code of practice Part 2.2

Employer responsibilities

  • Workplaces must be ventilated to enable workers to carry out work without risk to health and safety.
  • Fresh, clean air should be drawn from outside the workplace, uncontaminated by discharge from vents or other outlets, and be circulated through the workplace.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 40 of Work Health and Safety Regulations 2012 (SA)

Managing the work environment and facilities code of practice Part 2.7

Facilities

Employer responsibilities

  • Workers are provided with breaks to use facilities and a safe place to retreat.
  • Facilities must be within a reasonable distance from the work area.
  • There must be safe access to and from the facilities at all times.
  • Facilities provided must be clean, safe and in good working order.
  • Facilities must be able to be locked to ensure safety and privacy.
  • Workers on different shifts must have similar access to facilities.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 41 of Work Health and Safety Regulations 2012 (SA)

Managing the work environment and facilities code of practice Part 3.1

Employer responsibilities

  • Clean drinking water should be supplied in a hygienic manner.
  • Clean drinking water must be provided free of charge for workers at all times. The supply of the drinking water should be:
    • positioned where it can be easily accessed by workers
    • close to where hot or strenuous work is being undertaken to reduce the likelihood of dehydration or heat stress
    • separate from toilet or washing facilities to avoid contamination of the drinking water.
  • The temperature of the drinking water should be at or below 24 degrees Celsius. This may be achieved by:
    • refrigerating the water or providing non-contaminated ice, or
    • shading water pipes and storage containers from the sun.
  • Water should be supplied in a hygienic manner, so that workers do not drink directly from a shared container. This can involve:
    • a drinking fountain, where the water is delivered in an upward jet, or
    • a supply of disposable or washable drinking containers.
  • Water supplied for certain industrial processes or for fire protection may not be suitable for drinking. These water supply points should be marked with signs warning that the water is unfit for drinking.

Responsible Agency / Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 41 of Work Health and Safety Regulations 2012 (SA)

Managing the work environment and facilities code of practice Part 3.2

Employer responsibilities

  • Access to clean toilets must be provided for all workers.
  • Generally, separate toilets should be provided where there are both male and female workers, however one unisex toilet may be provided in workplaces with both male and female workers where:
    • the total number of people who normally work at the workplace is 10 or fewer, and
    • there are two or fewer workers of one gender.
  • Means of hygienically disposing of sanitary items should be provided.
  • A locked sharps disposal bin is recommended to safely dispose of sharps.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 41 of Work Health and Safety Regulations 2012 (SA)

/ Managing the work environment and facilities code of practice Part 3.3

Employer responsibilities

  • Hand washing facilities must be provided to enable workers to maintain a good standard of personal hygiene.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 41 of Work Health and Safety Regulations 2012 (SA)

/ Managing the work environment and facilities code of practice Part 3.4

Employer responsibilities

  • Accessible and secure storage should be provided for workers to store their personal items so that items are not accessible to other people including other workers, clients and members of the public.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 41 of Work Health and Safety Regulations 2012 (SA)

/ Managing the work environment and facilities code of practice Part 3.6

Employer responsibilities

  • If workers change in and out of clothing due to the nature of their work, access to private, secure changing areas with secure storage for personal belongings should be provided.
  • Male and females required to change at same time should be provided with separate change rooms.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 41 of Work Health and Safety Regulations 2012 (SA)

/ Managing the work environment and facilities code of practice Part 3.7

Remote or isolated work

Employer responsibilities

  • A PCBU must have appropriate work systems in place to provide for the work, health and safety needs of the worker.
  • Examples may include:
    • sending another person or security personnel to accompany a solo worker who is performing at an off-site venue
    • providing workers with a personal duress alarm
    • ensuring each worker has a charged and working mobile telephone
    • establishing a check in system where the worker telephones a supervisor or other person upon arrival for the shift/performance and then at the completion of the shift/performance.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 48 of Work Health and Safety Regulations 2012 (SA)

/ Managing the work environment and facilities code of practice Part 4.2

Employer responsibilities

  • A PCBU must conduct a risk assessment to identify the risks to health and safety and implement control measures to provide a safe working environment and safe systems of work for workers.
  • Examples to mitigate risks may include:
    • employing security personnel at a venue, including outside private performance rooms
    • installing duress alarms and security cameras in the venue, including in private performance rooms
    • providing workers with a personal duress alarm.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 48 of Work Health and Safety Regulations 2012 (SA) /

Managing the work environment and facilities code of practice Part 4.2

Psychosocial hazards including sexual harassment

Employer responsibilities

  • A PCBU has a duty to protect workers from the risk of harm from work-related stress.
  • A PCBU must manage psychosocial risks in accordance with Chapter 3 Part 1 of the Work Health and Safety Regulations 2012 (SA).
  • A PCBU should regularly check for psychosocial health risks by:
    • looking at systems of work design and management
    • undertaking individual discussions with workers
    • reviewing past incidents with a view to minimising reoccurrence.
  • A worker can discuss their concerns with the PCBU. If following discussion with the PCBU a worker is unable to resolve their concerns, contact SafeWork SA to lodge a complaint.
  • (Also see ‘Working conditions’ below.)

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 55A-D of Work Health and Safety Regulations 2012 (SA)

Employer responsibilities

  • A PCBU has a duty to protect workers from the risk of harm from work-related stress.
  • A PCBU must manage psychosocial risks in accordance with Chapter 3 Part 1 of the Work Health and Safety Regulations 2012 (SA).
  • A PCBU should regularly check for psychological health risks by:
    • looking at systems of work design and management
    • having individual conversations with workers
    • reviewing past incidents with a view to minimising reoccurrence.
  • A worker can discuss their concerns with the PCBU. If following discussion with the PCBU, a worker is unable to resolve their concerns, contact SafeWork SA to lodge a complaint.
  • (Also see ‘Working conditions’ below.)

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 55A-D of Work Health and Safety Regulations 2012 (SA)

Employer responsibilities

  • A PCBU has a duty to protect workers from the risk of harm from work-related stress.
  • A PCBU must manage psychosocial risks in accordance with Chapter 3 Part 1 of the Work Health and Safety Regulations 2012 (SA).
  • A PCBU should regularly check for psychological health risks by:
    • looking at systems of work design and management
    • having individual conversations with workers
    • reviewing past incidents with a view to minimising reoccurrence.
  • A worker can discuss their concerns with the PCBU. If following discussion with the PCBU a worker is unable to resolve their concerns, contact SafeWork SA to lodge a complaint.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 55A-D of Work Health and Safety Regulations 2012 (SA)

Employer responsibilities

  • A PCBU has a primary duty of care to workers.
  • A PCBU must ensure there are safe systems of work.
  • A PCBU has a duty to protect workers from violence and aggression.
  • A PCBU must manage psychosocial risks in accordance with Chapter 3 Part 1 of the Work Health and Safety Regulations 2012 (SA).
  • A PCBU must ensure the physical work environment is safe and workers are adequately trained in how to deal with difficult customers, and prevent and deal with aggression in the workplace, including ensuring workers are aware of their right to cease unsafe work.
  • A PCBU can initiate a range of measures to create a safe physical working environment. This may include employing security personnel at the workplace/venue including off-site venues, installing video cameras, installing duress alarms in the venue including in private performance rooms, and providing workers with personal duress alarms.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Regulation 55A-D of Work Health and Safety Regulations 2012 (SA)

Employer responsibilities

  • A PCBU has a primary duty of care to workers.
  • A PCBU must ensure there are safe systems of work.
  • A PCBU has a duty to protect workers from the risk of harm from work-related stress.
  • A PCBU should regularly check for psychological health risks by:
    • looking at systems of work design and management
    • having individual conversations
    • reviewing past incidents with a view to minimising reoccurrence.
  • A worker can discuss their concerns with the PCBU. If following discussion with the PCBU a worker is unable to resolve their concerns, contact can be made with SafeWork SA to lodge a complaint.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Work Health and Safety Act 2012 (SA)

Employer responsibilities

  • If you believe a workplace sexual harassment you have experienced involves an attempted sexual assault or a sexual assault, you are encouraged to report this to Police.
  • A PCBU has a primary duty of care to workers.
  • A PCBU must ensure there are safe systems of work, including to prevent sexual harassment.
  • A PCBU should advise workers about what sexual harassment is.
  • A PCBU should develop a policy that explains what sexual harassment is, develop a complaint/grievance procedure about how a worker can make a complaint, and communicate these to all workers.
  • A PCBU can initiate a range of measures to create a safe physical working environment. This may include employing security personnel, installing video cameras, installing duress alarms in the venue including in private performance rooms, and providing workers with personal duress alarms.
  • A PCBU must take necessary steps to prevent and deal with sexual harassment to a worker from a client/patron/member of the public. It is recommended that signs be clearly visible to clients/patrons/members of the public that sexual harassment will not be tolerated.
  • (Also see ‘Discrimination issues including sexual harassment - Equal Opportunity SA’ below.)

Responsible Agency/Who to Contact

South Australia Police

If you, or someone else, is in immediate danger you should call the police on 000.

If there is no immediate danger but you or someone else needs police assistance, phone 131 444.

SafeWork SA:

https://www.safework.sa.gov.au

Phone: 1300 365 255

Email: help.safework@sa.gov.au

Equal Opportunity SA:

https://www.equalopportunity.sa.gov.au

Phone: (08) 7322 7070

Email: Equal@sa.gov.au

1800RESPECT

Phone 1800 737 732

https://www.1800respect.org.au

Yarrow Place (for support and counselling about sexual assault)

Phone 1800 817 421

https://www.wchn.sa.gov.au/our-network/yarrow-place

Relevant Legislation / Code of Practice

Work Health and Safety Act 2012 (SA)

(Also Equal Opportunity Act 1984 (SA))

Noise hazards

Employer responsibilities

  • A PCBU should check the noise level and develop appropriate controls to reduce the risk of loud noises to a worker.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Chapter 4 – Hazardous work: Part 1 – Noise Work Health and Safety Act 2012 (SA)

Managing noise and preventing hearing loss at work code of practice

Drugs and alcohol

Employer responsibilities

  • A PCBU must manage the hazards associated with drugs and alcohol in the workplace. If an alcohol or drug-related hazard is identified, the PCBU needs to eliminate or reduce any related harm, so far as is practicable.
  • This must include identifying if there is drug and alcohol use in the workplace or if workers are coming to work under the influence.
  • A worker has a responsibility for their own health and safety at work. Prescription medication for legitimate medical reasons can be taken, but a worker should not be intoxicated or adversely effected by the use of drugs while they are at work so that they cannot perform their work safely and/or they are a risk to others.
  • A worker should follow a workplace’s drug and alcohol policy.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Work Health and Safety Act 2012 (SA)

Employer responsibilities

  • A PCBU cannot direct a worker to consume alcohol or drugs while at work.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Work Health and Safety Act 2012 (SA)

Working conditions

Employer responsibilities

  • Under work, health and safety legislation, a PCBU must monitor working conditions to ensure the welfare of a worker. Monitoring conditions should include allowing a worker to have an appropriate amount of rest.
  • If after talking with the PCBU a worker is unable to resolve their concerns, you can contact SafeWork SA to make a complaint.
  • The Fair Work Ombudsman can provide general advice on a worker’s entitlements and eligibility to Award entitlements such as rest, but cannot investigate a complaint by a worker.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Fair Work Ombudsman:
https://www.fairwork.gov.au
Phone: 13 13 94

Relevant Legislation / Code of Practice

Work Health and Safety Act 2012 (SA)

(Also Fair Work Act 2009 (Cth))

Employer responsibilities

  • Under work, health and safety legislation, a PCBU must monitor working conditions to ensure the welfare of a worker. Monitoring conditions should include allowing a worker to have an appropriate amount of rest and providing appropriate facilities for the worker to use while they are having a break.
  • If after talking with the PCBU a worker is unable to resolve their concerns, the worker can contact SafeWork SA to make a complaint.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Work Health and Safety Act 2012 (SA)

(Also Fair Work Act 2009 (Cth))

Employer responsibilities

  • Under work, health and safety legislation, a PCBU must monitor working conditions to ensure the welfare of a worker.
  • If following discussion with the PCBU a worker is unable to resolve their concerns, contact can be made with SafeWork SA to make a complaint.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Work Health and Safety Act 2012 (SA)

(Also Fair Work Act 2009 (Cth))

Long service leave  - SafeWork SA

SafeWork SA is the regulator for long service leave provisions regarding workers covered under the Long Service Leave Act 1987 (SA).

A worker's long service leave entitlement forms part of the ‘National Employment Standards’. This standard applies to all workers covered by the national workplace relations system, which includes South Australia, regardless of any award, agreement or contract.

Frequently asked questions and referrals

Long service leave

Employer responsibilities

  • Workers who generally are covered under South Australia's legislation include:
    • private sector workers
    • local government workers
    • workers who, at 1 January 2010, do not have an entitlement under a pre-modernised award
    • workers not covered under an award or agreement.
    • Casual workers: casual workers who are employed under a contract or a series of contracts can accrue a long service leave entitlement. A casual worker is an employee who accepts an offer for a job knowing that there is no firm advanced commitment from the employer to provide ongoing work and/or an agreed/regular pattern of work.
  • If following discussion with the PCBU a worker is unable to resolve their concerns, contact SafeWork SA to make a complaint.

Responsible Agency/Who to Contact

SafeWork SA:
https://www.safework.sa.gov.au

Phone: 1300 365 255
Email: help.safework@sa.gov.au

Relevant Legislation / Code of Practice

Long Service Leave Act 1987 (SA)

National Employment Standards: section 61 of the Fair Work Act 2009 (Cth)

Contractual and employment issues - Fair Work Ombudsman and Fair Work Commission

Contractual and employment arrangements may be specified in your contract, Enterprise Bargaining Agreement, or Award (for example Live Performance Award (MA000081)).

Both the Fair Work Ombudsman and Fair Work Commission are responsible for regulating Australia’s workplace relations systems, but their roles are different.

The Fair Work Ombudsman enforces compliance with the Fair Work Act 2009, related legislation, awards and registered agreements. They are also responsible for helping employers and employees by providing advice, education and assistance on pay rates and workplace rights and obligations.

The Fair Work Commission is responsible for maintain a safety net of minimum wages and employment conditions. It also deals with applications and disputes about bullying at work, workplace sexual harassment, flexible working arrangements and fixed term contracts.

Some employment relationships, for example independent contractors, may fall outside the scope of the Fair Work Ombudsman.

If you need further assistance in determining whether you may be classified as an independent contractor, refer to:  Independent contractors - Fair Work Ombudsman.

Contractual dispute: If your circumstances are outside the scope of the Fair Work Ombudsman, you may wish to seek legal assistance in resolving a contractual dispute. If you need assistance in accessing legal services, you contact your union if you are a member, a lawyer, the Legal Services Commission on telephone: 1300 366 424, or the Law Society of South Australia on telephone: (08) 8229 0200. The Working Women’s Centre may also be able to assist, on telephone: (08) 8410 6499.

Understanding if you are an employee or an independent contractor

Responsible Agency/Who to Contact

Fair Work Ombudsman:
https://www.fairwork.gov.au

Phone: 13 13 94
See specifically: Independent contractors - Fair Work Ombudsman

Relevant Legislation / Code of Practice

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Fair Work Ombudsman:
https://www.fairwork.gov.au

Phone: 13 13 94
See specifically: Independent contractors - Fair Work Ombudsman

Relevant Legislation / Code of Practice

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

If the Fair Work Commission is unable to assist you, you may wish to seek legal assistance in resolving a contractual dispute.

Relevant Legislation / Code of Practice

Contractual / National Employment Standards

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

If the Fair Work Commission is unable to assist you, you may wish to seek legal assistance in resolving a contractual dispute.

Relevant Legislation / Code of Practice

Contractual / National Employment Standards

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

If the Fair Work Commission is unable to assist you, you may wish to seek legal assistance in resolving a contractual dispute.

Relevant Legislation / Code of Practice

Contractual / National Employment Standards

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

If the Fair Work Commission is unable to assist you, you may wish to seek legal assistance in resolving a contractual dispute.

Relevant Legislation / Code of Practice

Contractual / National Employment Standards

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

If the Fair Work Commission is unable to assist you, you may wish to seek legal assistance in resolving a contractual dispute.

Relevant Legislation / Code of Practice

Contractual / National Employment Standards

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

If the Fair Work Commission is unable to assist you, you may wish to seek legal assistance in resolving a contractual dispute.

Relevant Legislation / Code of Practice

Contractual / National Employment Standards

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

If the Fair Work Commission is unable to assist you, you may wish to seek legal assistance in resolving a contractual dispute.

Relevant Legislation / Code of Practice

Contractual / National Employment Standards

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

If the Fair Work Commission is unable to assist you, you may wish to seek legal assistance in resolving a contractual dispute.

Relevant Legislation / Code of Practice

Contractual / National Employment Standards

Fair Work Act 2009 (Cth)

Discrimination issues including sexual harassment – Equal Opportunity SA

Sex discrimination

Responsible Agency/Who to Contact

Equal Opportunity Commission:
https://www.equalopportunity.sa.gov.au
Phone: (08) 7322 7070

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

Relevant Legislation / Code of Practice

Equal Opportunity Act 1984 (SA)

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Equal Opportunity Commission:
https://www.equalopportunity.sa.gov.au
Phone: (08) 7322 7070

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

Relevant Legislation / Code of Practice

Equal Opportunity Act 1984 (SA)

Fair Work Act 2009 (Cth)

Responsible Agency/Who to Contact

Equal Opportunity Commission:
https://www.equalopportunity.sa.gov.au
Phone: (08) 7322 7070

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

Relevant Legislation / Code of Practice

Equal Opportunity Act 1984 (SA)

Fair Work Act 2009 (Cth)

Other grounds of discrimination

Discrimination means treating someone unfairly because of their:

  • age
  • disability
  • experience of domestic or family abuse
  • pregnancy
  • caring and family responsibilities
  • race
  • religious appearance or dress
  • relationship status or identity of a partner
  • sex, intersex status and gender identity
  • sexual orientation.

Discrimination can be direct, or indirect where a person cannot meet the same requirements as others.

Responsible Agency/Who to Contact

Equal Opportunity Commission:
https://www.equalopportunity.sa.gov.au
Phone: (08) 7322 7070

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

Relevant Legislation / Code of Practice

Equal Opportunity Act 1984 (SA)

Fair Work Act 2009 (Cth)

Sexual harassment

Under the Equal Opportunity Act 1984 (SA), sexual harassment is any unwelcome conduct of a sexual nature, where it is reasonable to expect that the other person would be offended, afraid or humiliated. Sexual harassment is determined from the perspective of the person feeling harassed. A person can be sexually harassed by someone of the same sex or a different sex.

Responsible Agency/Who to Contact

Equal Opportunity Commission:
https://www.equalopportunity.sa.gov.au
Phone: (08) 7322 7070

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

Relevant Legislation / Code of Practice

Equal Opportunity Act 1984 (SA)

Fair Work Act 2009 (Cth)

Superannuation Issues - Australian Taxation Office

Responsible Agency/Who to Contact

Equal Opportunity Commission:
https://www.equalopportunity.sa.gov.au
Phone: (08) 7322 7070

Fair Work Commission
https://www.fwc.gov.au
Phone: 1300 799 675

Relevant Legislation / Code of Practice

Equal Opportunity Act 1984 (SA)

Fair Work Act 2009 (Cth)

Liquor Licensing Issues - Consumer And Business Services

Liquor Licensing

Responsible Agency/Who to Contact

Consumer and Business Services

https://www.cbs.sa.gov.au/sections/LGL
Phone: 131 882

Relevant Legislation / Code of Practice

Liquor Licensing Act 1997 (SA)

This webpage has been developed in conjunction with the Media, Entertainment and Arts Alliance (MEAA) and the South Australian Stripper Hub (SASH).