Part-Time Workers, Tasmania
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NAME OF ORGANISATION
Results were released in December 1991 in the form of a publication (Part-time Workers, Tasmania, October 1990, ABS Cat No. 6247.6) and in additional user tables. In some cases, additional unpublished cross-classifications of data items may be available.
There are two aspects of the growing trend toward part-time employment that are of particular interest to the State Government.
The survey aims to supplement the paucity of information that is available on these.
Nature and conditions of part-time employment
Results from the survey could assist the State Government in developing policies and programs that are relevant to the needs of part-time workers (e.g. policies on flexible working arrangements for workers with family responsibilities, younger workers combining employment with education and training, and older workers who wish to gradually phase out of full-time work before retirement.)
Similar surveys have been conducted in South Australia and Victoria and have proved useful for this purpose. The surveys have also assisted women's advisory bodies in those States.
Factors behind the growth in part-time employment
Despite the fact that part-time employment has been the main source of job growth in Tasmania, limited information is available on factors behind this growth. The State Government wanted data on the reasons for the growth in part-time employment.
Data on the dynamics of the part-time labour market could also assist the State Government in understanding downturns and growth swings in the total labour market.
A greater understanding of changing work patterns could enable the State Government to implement policies to meet these changes. There are a number of policy implications in areas such as labour market program development, labour market equity, training, career paths and superannuation.
The proposal also emphasised the usefulness of this data for not only the Tasmanian Department of Employment, Industrial Relations and Training but also for other users of labour market data, such as the Tasmanian Development Authority; Treasury; the Commonwealth Department of Employment, Education and Training; and the University of Tasmania. It was also supported by the Tasmanian Women's Employment and Training Taskforce.
Labour Force Survey
For the regular monthly labour force survey, those in scope are all persons aged 15 and over except:
Nature and Conditions of Part-time Employment Survey
All persons aged 15 years and over who were:
Self-employed people who don't employ others were included in the survey, unless they were in a registered business. A registered business means a business with a 'business name' lodged at the Tasmanian Corporate Affairs Office.
In the Labour Force Survey, coverage rules are applied which aim to ensure that each person is associated with only one dwelling, and hence has only one chance of selection. The chance of a person being enumerated at two separate dwellings in the one survey is considered to be negligible.
Persons who are away from their usual residence for six weeks or less at the time of interview are enumerated at their usual residence (relevant information may be obtained from other usual residents present at the time of the survey)
For information about the effect of the coverage rules on family statistics, See Labour Force, Australia, (ABS Cat No. 6203.0) Explanatory Notes as at Feb 1995: para 43
Part-time workers: nature of part-time work by sex
Part-time workers: age by sex
Part-time workers: proportion by occupation
Part-time workers: number by industry
Part-time workers: hours worked by sex
Part-time workers: conditions of work by sex
Other data collected included:
reasons for part-time work
what the person did before part-time work
Data breakdowns: data was disaggregated at the Tasmanian level.
B. Other classifications
C. Classifications for the Nature and Conditions of Part-time Employment Survey
Part-time work: 1 hour to 35 hours per week
Further categories of part-time and non-permanent full-time work were defined as follows for this survey:
Temporary full time:
Usually works 35 hours per week or more whether at work or at home, has no job security, has not worked full time for a period of 12 months, has paid holiday leave.
Casual full time:
Usually works 35 hours per week or more whether at work or at home, has no job security, has not worked full time for a period of 12 months, does not have paid holiday leave.
Permanent part time:
Usually works less than 35 hours per week whether at work or at home, has job security, has paid holiday leave.
Temporary part time:
Usually works less than 35 hours per week whether at work or at home, has no job security, has paid holiday leave.
Usually works less than 35 hours per week whether at work or at home, does not have paid holiday leave, paid for hours worked, steady income
Usually works less than 35 hours per week whether at work or at home, does not have paid holiday leave, paid for hours worked, not a steady income.
Other part time:
Usually works less than 35 hours a week whether at work or at home, does not have paid holiday leave, is not paid per hour.
Main reason for leaving previous job
Other concepts (summary)
One in which there are no limitations or reservations expressed as to the length of the period of employment, other than the required performance of the employee (i.e. permanency as opposed to limited tenure or tenure for an unspecified but limited period of time).
A judicial decision of the Conciliation and Arbitration Commission or the State Industrial Commission, setting out the terms and conditions of employment and the rate of pay for a particular occupation, industry or union membership. Variations to an award can be attained by a registered agreement or by the Arbitral process, in which case they are called determinations.
The minimum weekly amounts provided in awards, determinations, and registered agreements under Commonwealth and State jurisdiction.
An upward adjustment, usually 15%, of the award rate of pay to compensate the employee for the lack of paid leave, and possibly other conditions (e.g. not paid on public holidays).
Superannuation or retirement benefit scheme
Any fund, association, scheme or organisation set up for the purpose of providing financial cover for members when they retire. They may infrequently be referred to as a provident or pension scheme. Social Security Pensions are not included in the above definition.
Questions related to the main job in terms of total hours during the previous 12 months. If respondents had several successive jobs each with the same number of hours, the most recent was identified as the 'main' job.
Conditions of work
Paid sick leave: provision of paid sick leave, whether or not the person has actually taken any sick leave; on full pay or not, as long as all pay is not lost if a day is taken off sick.
Paid holiday leave
Provision of paid holiday leave, whether or not the person has actually taken any holiday leave; on full pay or not, as long as some pay is received.
Long service leave
Eligibility for long service leave.
All employed people, under law, should be covered by Worker's Compensation insurance. However, some employers have avoided this obligation by employing people as subcontractors. Some (technically) self-employed people may consider themselves to be employed by someone else.
Refers to paid penalty rates if they worked overtime, not unpaid overtime or single pay for extra time.
Average number of hours worked each week
If this tended to vary, refers to an average over a 4-week period.
Comments and/or Other Regions
Data availability comments
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