This document details the administered, departmental and total funding amounts for capped costings included in Appendix B, Table B-1 of the 2019 Post-election report.

This document details the administered, departmental and total funding amounts for capped costings included in Appendix B, Table B-1 of the 2019 Post-election report.

This proposal would provide funding to progressively increase salaries of early childhood educators in the private sector by 20 per cent over eight years from 1 July 2021. Details of which private sector educators would be covered by the proposal would be negotiated with relevant stakeholders.

The proposal would be implemented at a maximum cost to the budget of $537 million over the 2019-20 Budget forward estimates period and $9,967 million over the period 2019-20 to 2029-30.

This proposal would provide funding to progressively increase salaries of early childhood educators in the private sector by 20 per cent over eight years from 1 July 2021. Details of which private sector educators would be covered by the proposal would be negotiated with relevant stakeholders.

The proposal would be implemented at a maximum cost to the budget of $537 million over the 2019-20 Budget forward estimates period and $9,967 million over the period 2019-20 to 2029-30.

The proposal contains 5 components which would provide funding for programs addressing workplace sexual harassment.

Component 1: Stopping sexual harassment at work – Respect@Work

Implement all 55 recommendations of the Sex Discrimination Commissioner’s report Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces and introduce legislation to strengthen laws that prevent sexual harassment.

Component 2: Stopping sexual harassment at work – Positive Duty

The proposal contains 5 components which would provide funding for programs addressing workplace sexual harassment.

Component 1: Stopping sexual harassment at work – Respect@Work

Implement all 55 recommendations of the Sex Discrimination Commissioner’s report Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces and introduce legislation to strengthen laws that prevent sexual harassment.

Component 2: Stopping sexual harassment at work – Positive Duty

The proposal contains 5 components which would provide funding for programs addressing workplace sexual harassment.

Component 1: Stopping sexual harassment at work – Respect@Work

Implement all 55 recommendations of the Sex Discrimination Commissioner’s report Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces and introduce legislation to strengthen laws that prevent sexual harassment.

Component 2: Stopping sexual harassment at work – Positive Duty

The proposal contains 5 components which would provide funding for programs addressing workplace sexual harassment.

Component 1: Stopping sexual harassment at work – Respect@Work

Implement all 55 recommendations of the Sex Discrimination Commissioner’s report Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces and introduce legislation to strengthen laws that prevent sexual harassment.

Component 2: Stopping sexual harassment at work – Positive Duty

The proposal would require employers to provide 10 days of paid leave to employees experiencing family and domestic violence. Commonwealth agencies would be required to use existing departmental funding, with the added costs being absorbed within existing funding.

The proposal would have effect from 1 July 2022.

The proposal would require employers to provide 10 days of paid leave to employees experiencing family and domestic violence. Commonwealth agencies would be required to use existing departmental funding, with the added costs being absorbed within existing funding.

The proposal would have effect from 1 July 2022.