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Employers19 February 2015Quick Guide
Vicarious Liability
Employers can be held legally responsible for acts of discrimination or harassment that occur in the workplace or in connection with a person’s employment. This is known as ‘vicarious liability.’ For example, employers can be held vicariously liable for discrimination and harassment that occurs at: employer-sponsored events, such as seminars, conferences and training workshops work-related… -
Employers19 February 2015Quick Guide
Working Hours
Offering employees flexible working hours, like other flexible work arrangements, is a way to create a productive workplace that is free of discrimination. In some circumstances, a rule that requires all employees to work certain hours can be indirect discrimination as it may have an unfair effect on some groups of people, such as people with disabilities, women who are pregnant or… -
14 December 2012Book page
Intersections between the Law, Religion and Human Rights Project: Literature Review by Schofield King Lawyers
This literature review, completed by Associate Professor Toni Schofield of Schofield King Lawyers, explores the intersections between the law, religion and human rights. It focuses on peer-reviewed research that discusses alternative dispute resolution in religious communities and education and training related to alternative dispute resolution and family law issues in Australia. -
14 December 2012Book page
Appendix 3 Action taken by the Department
A last resort? National Inquiry into Children in Immigration Detention Back to contents Appendix 3 Action taken by the Department Click here to view/download this document in PDF 13 May 2004 -
14 December 2012Book page
Voices of Australia: Activity sheet 8 - human rights education
Complete a puzzle that increases the human rights vocabulary of students on issues such as discrimination, ethnicity, migration, respect and civil law. -
14 December 2012Book page
Annual Report 1999-2000: OH&S
The Occupational Health and Safety (OH&S) Committee met at least four times during the year. The Committee includes a staff health and safety representative and at least four corporate support staff. The Committee surveyed staff on their awareness of OH&S issues and as a result was then able to hold relevant training sessions on specific OH&S issues for staff and supervisors. The… -
14 December 2012Book page
2011 Freedom of religion and belief in 21st century Australia
2011 Freedom of religion and belief in 21st century Australia A research report prepared for the Australian Human Rights Commission By Professor Gary Bouma, Professor Desmond Cahill, Dr Hass Dellal, and Athalia Zwartz Download Report in Word [1.38 MB] Download Report in PDF [1.80 MB] For supplementary papers and other material from this project see the main project index page -
Legal
14 December 2012Webpagemelbourne trams exemption: submissions
The following documents are posted on this site for public information in the attached zip file of submissions. They are not documents of the Commission and should not be taken to represent the Commission's views. The proposal these submissions comment on is contained in the application document. -
Employers18 February 2015Quick Guide
Jewellery
Organisations often have rules regarding the appearance of their employees in the workplace. Employers should ensure that any proposed rules that allow or prohibit jewellery to be worn in the workplace do not amount to discrimination. Rules about wearing jewellery could amount to discrimination if they impose different requirements for different groups of people, such as men and women… -
Employers19 February 2015Quick Guide
Work-related events
An employer can be liable for acts of discrimination or harassment, including sexual harassment, that occur in the workplace or in connection with a person’s employment. This is called ‘vicarious liability’. It means that employers can be liable for acts by their employees that occur at work-related events, such as conferences, training workshops, business trips and work-related social… -
14 December 2012Book page
Social Justice Report 2001: Letter
The report is provided in accordance with section 46C of the Human Rights and Equal Opportunity Commission Act 1986, which provides that the Aboriginal and Torres Strait Islander Social Justice Commissioner is to submit a report regarding the enjoyment and exercise of human rights by Aboriginal persons and Torres Strait Islanders, and including recommendations as to the action that should be… -
14 December 2012Book page
Annual Report 1999-2000: Appendix 5
*When complaints under the Racial, Sex & Disability Discrimination Acts are terminated, the complainant may apply to have the allegations heard and determined by the Federal Court. -
Legal
14 December 2012Publication
Review of the Federal Unlawful Discrimination Jurisdiction
Change and Continuity: Review of the Federal Unlawful Discrimination Jurisdiction September 2000 - September 2002 This review was prepared following legislative changes affecting the enforceability of decisions made under federal discrimination law. Click on the links below to access: "Change and Continuity: Review of Federal Unlawful Discrimination Legislation" in PDF format "Change and -
17 September 2013Book page
Our work plan for 2013-14
Freedom from violence, harassment and bullying Violence, harassment and bullying profoundly affect the lives of thousands of people living in Australia. Discrimination and breaches of human rights can often be both a contributing factor and a consequence of such acts. The Commission has prioritised work on violence, harassment and bullying since 2010 and will continue to do so for the coming… -
Employers19 February 2015Quick Guide
Vision Impairment
A guide for employers to support employees with vision impairments in the workplace. -
Aboriginal and Torres Strait Islander Social Justice
14 December 2012WebpageIndigenous International Rights: UN mechanisms for the recognition of Indigenous rights
UN forums and mechanisms for the recognition of indigenous human rights and International human rights standards of particular relevance to indigenous peoples -
Employers18 February 2015Quick Guide
Indirect Discrimination
Indirect discrimination occurs when a seemingly neutral rule or policy disproportionately affects people with specific attributes (e.g. sex, disability). It’s unlawful if based on protected characteristics. -
Commission – General
29 August 2013WebpageHome
The Declaration on the Rights of Indigenous Peoples (the Declaration) affirms the minimum standards for the survival, dignity, security and well-being of Indigenous peoples worldwide and enshrines Indigenous peoples’ right to be different. The Declaration was adopted by the General Assembly of the United Nations in September 2007. This was the culmination of more than 20 years of negotiation… -
14 December 2012Book page
HREOC - Annual Report 2001 - 2002: Appendix 4: The complaint handling process
* When complaints under the Racial, Sex and Disability Discrimination Acts are terminated, the complainant may apply to have the allegations heard and determined by the Federal Court or the Federal Magistrates Service. -
Employers18 February 2015Quick Guide
Identified Positions
Identified positions are positions where an employer may identify that a position is to be filled only by a person with a particular attribute. This might mean an Aboriginal or Torres Strait Islander applicant, a person with a disability, a person of a particular sex or a person of a particular age. Identified positions help people who experience disadvantage to access equal opportunity in …