Crossword Solver > found answer > FAIRNESSES

Welcome to Anagrammer Crossword Genius! Keep reading below to see if fairnesses is an answer to any crossword puzzle or word game (Scrabble, Words With Friends etc). Scroll down to see all the info we have compiled on fairnesses.

CROSSWORD
ANSWER

fairnesses

Searching in Crosswords ...

The answer FAIRNESSES has 0 possible clue(s) in existing crosswords.

Searching in Word Games ...

The word FAIRNESSES is VALID in some board games. Check FAIRNESSES in word games in Scrabble, Words With Friends, see scores, anagrams etc.

Searching in Dictionaries ...

Definitions of fairnesses in various dictionaries:

noun - conformity with rules or standards

noun - ability to make judgments free from discrimination or dishonesty

noun - the property of having a naturally light complexion

more

Word Research / Anagrams and more ...

Keep reading for additional results and analysis below.

Fairnesses might refer to
The "Fairness test" was a central concept of the controversial WorkChoices industrial relations laws that operated in Australia from 2006 to 2010. Australian Act of Parliament, the . * It was implemented in the Workplace Relations Amendment (A Stronger Safety Net) Act 2007, which was given Royal Assent on 28 June 2007 and predominantly came into operation on 1 July 2007. The Act saw the renaming of the then Office of Workplace Services, which became the Workplace Ombudsman, and the creation of the Workplace Authority, combining the former Office of the Employment Advocate and parts of the then Department of Employment and Workplace Relations, now the Department of Education, Employment and Workplace Relations. * The Fairness Test operated retrospectively from 7 May 2007. The test was introduced by the then Howard government as a “fine-tuning” of WorkChoices, but received criticism from both employer associations (due to the complexity and additional burden to businesses) and trade unions including the Transport Workers Union for not providing adequate protections to employees.The Fairness Test applied to all Collective Agreements (CAs) and Australian Workplace Agreements (AWAs) lodged with the Workplace Authority between 7 May 2007 and 10 April 2008 (signed on or before 27 March 2008), where employees earned under $75,000 base annual salary (for AWAs only) and work in industries or occupations usually covered by awards and where the CA or AWA removes or modifies protected Award conditions. Protected award conditions include penalty rates and loadings (including overtime penalties, weekend and public holiday rates, shift loadings and annual leave loading), monetary allowances, public holidays, rest breaks and incentive based payments and bonuses.Where protected award conditions had been varied or removed, agreements had to provide ‘adequate compensation’ to employees. The Workplace Authority had to take into consideration the particular circumstances of the employee/s, such as their pattern of work. Adequate compensation can include monetary benefits (such as a higher base rate of pay), or non-monetary benefits (such as child care or a parking space) which is of ‘significant value’ to the employee.The Fairness Test applied where a business was, prior to 27 March 2006, bound to a State Award, which became a Notional Agreement Preserving a State Award (NAPSA), a Federal Award, or where the work done by the employee is in an industry or occupation which would have been covered by an Award or NAPSA prior to the 27 March 2006. Where the business was not bound to a particular Award or NAPSA, the Workplace Authority could designate a Federal Award for the purposes of the fairness test. * When an agreement did not pass the Fairness Test, the Workplace Authority notified the employer and allowed them the opportunity to vary the agreement in order to pass. When the agreement was not varied or the variation did not pass the Fairness Test, t...

Fairnesses might refer to

The "Fairness test" was a central concept of the controversial WorkChoices industrial relations laws that operated in Australia from 2006 to 2010. Australian Act of Parliament, the .
* It was implemented in the Workplace Relations Amendment (A Stronger Safety Net) Act 2007, which was given Royal Assent on 28 June 2007 and predominantly came into operation on 1 July 2007. The Act saw the renaming of the then Office of Workplace Services, which became the Workplace Ombudsman, and the creation of the Workplace Authority, combining the former Office of the Employment Advocate and parts of the then Department of Employment and Workplace Relations, now the Department of Education, Employment and Workplace Relations.
* The Fairness Test operated retrospectively from 7 May 2007. The test was introduced by the then Howard government as a “fine-tuning” of WorkChoices, but received criticism from both employer associations (due to the complexity and additional burden to businesses) and trade unions including the Transport Workers Union for not providing adequate protections to employees.The Fairness Test applied to all Collective Agreements (CAs) and Australian Workplace Agreements (AWAs) lodged with the Workplace Authority between 7 May 2007 and 10 April 2008 (signed on or before 27 March 2008), where employees earned under $75,000 base annual salary (for AWAs only) and work in industries or occupations usually covered by awards and where the CA or AWA removes or modifies protected Award conditions. Protected award conditions include penalty rates and loadings (including overtime penalties, weekend and public holiday rates, shift loadings and annual leave loading), monetary allowances, public holidays, rest breaks and incentive based payments and bonuses.Where protected award conditions had been varied or removed, agreements had to provide ‘adequate compensation’ to employees. The Workplace Authority had to take into consideration the particular circumstances of the employee/s, such as their pattern of work. Adequate compensation can include monetary benefits (such as a higher base rate of pay), or non-monetary benefits (such as child care or a parking space) which is of ‘significant value’ to the employee.The Fairness Test applied where a business was, prior to 27 March 2006, bound to a State Award, which became a Notional Agreement Preserving a State Award (NAPSA), a Federal Award, or where the work done by the employee is in an industry or occupation which would have been covered by an Award or NAPSA prior to the 27 March 2006. Where the business was not bound to a particular Award or NAPSA, the Workplace Authority could designate a Federal Award for the purposes of the fairness test.
* When an agreement did not pass the Fairness Test, the Workplace Authority notified the employer and allowed them the opportunity to vary the agreement in order to pass. When the agreement was not varied or the variation did not pass the Fairness Test, t...

Anagrammer Crossword Solver is a powerful crossword puzzle resource site. We maintain millions of regularly updated crossword solutions, clues and answers of almost every popular crossword puzzle and word game out there. We encourage you to bookmark our puzzle solver as well as the other word solvers throughout our site. Explore deeper into our site and you will find many educational tools, flash cards and plenty more resources that will make you a much better player. Fairnesses: The "fairness test" was a central concept of the controversial WorkChoices industrial relations laws...