WHEAT MARKETING ACT 1989No. 58, 1989 - SCHEDULE

WHEAT MARKETING ACT 1989No. 58, 1989 - SCHEDULE

SCHEDULE
Subsection 3 (3) DEFINITIONS RELATED TO SECTIONS 47 AND 48 1. For the purposes
of the definition of "equal employment opportunity program" and the
definitions of expressions used in that definition:

"assessment action", in relation to the equal employment opportunity program
of the Board, means action by the Board to do all of the following things:

   (a)  to collect and record statistics and related information concerning
        employment by the Board, including the number and types of jobs
        undertaken by, or job classifications of:

        (i)    employees of either sex; and

        (ii)   persons in designated groups;

   (b)  to monitor and evaluate the implementation of the program;

   (c)  to assess:

        (i)    the achievement of the objectives of the program; and

        (ii)   the effectiveness of the program by comparing statistics and
               information referred to in paragraph (a) with the indicators
               set under the policy action of the program;

"consultation action", in relation to the equal employment opportunity program
of the Board, means action by the Board to:

   (a)  consult with its employees, particularly employees who are women or in
        designated groups; and

   (b)  consult with each trade union having members affected by the program;
in relation to the development and implementation of the program;

"designated group" has the same meaning as in the Public Service Act 1922;

"discrimination" means:

   (a)  discrimination that is unlawful under the Racial Discrimination Act 
        1975 or the Sex Discrimination Act 1984; or

   (b)  discrimination by which a person with a physical or mental disability
        is, because of the disability, treated less favourably than a person
        without the disability;

"employee" means a natural person appointed or engaged:

   (a)  under a contract of service, whether on a full-time, part-time,
        permanent, casual or temporary basis; or

   (b)  under a contract for services;
being a contract that is made in Australia, whether or not the person is, or
may be, required to perform duties outside Australia under the contract;

"employee information action", in relation to the equal employment
opportunity program of the Board, means action by the Board to inform its
employees of the content of the program and of the results of any assessment
action;

"employment matters" includes:

   (a)  recruitment procedure, and selection criteria, for appointment or
        engagement of persons as employees;

   (b)  promotion and transfer of employees;

   (c)  training and staff development for employees; and

   (d)  conditions of service of employees;

"policy action", in relation to the equal opportunity program of the Board,
means action by the Board to do all of the following things:

   (a)  confer responsibility for the development and implementation of the
        program (including a continuous review of the program) on a person
        having sufficient authority and status within the management of the
        Board to enable the person properly to develop and implement the
        program;

   (b)  examine policies and practices of the Board, in relation to employment
        matters, to identify:

        (i)    any policies or practices that constitute discrimination
               against women or persons in designated groups; and

        (ii)   any patterns (whether ascertained statistically or otherwise)
               of lack of equality of opportunity for women or persons in
               designated groups;

   (c)  set:

        (i)    the objectives to be achieved by the program; and

        (ii)   the quantitative and other indicators against which the
               effectiveness of the program is to be assessed;

"woman" means a member of the female sex irrespective of age. 2. A reference
in the definition of "equal employment opportunity program" to discrimination
in relation to employment matters does not include a reference to
discrimination that:

   (a)  is essential for the effective performance of the duties to which the
        employment matters relate; and

   (b)  is not unlawful under the Racial Discrimination Act 1975 or the Sex 
        Discrimination Act 1984 .