The paper "The Role, Functions and Future of Fair Work Australia in the Australian Industrial Relations" is an outstanding example of a business case study. Industries are usually run by business owners with help from employees who sell their labor. It is important for the two to treat each other in a way that reflects fairness and consideration. Australia’ s work relations have changed over time, and legislation has been passed in a bid to ensure fairness and better practices in the work environment. This paper seeks to analyze the role of Fair work Australia and its contribution to practices in the industry. Fair Work Act Fair Work Australia was established by the labour government, it is the national workplace relations tribunal established under the Fair Work Act 2009.
It is an independent body that has the authority and power to undertake out various functions including industrial action, dispute resolution, employment termination, enterprise bargaining, and the safety net of employment conditions and minimum wages. The Act established a new system of regulation that tried to make a more national system for industrial relations regulation in Australia.
Employment in itself can be approached in different ways. One of these is the ideological perspective, and the other is analytical tools. In terms of perspective, there is a distinction between unitary, pluralism and radicalism. Pluralism approach views the potential for conflict as essential in the employment relationship (Mark & Peter 2009). It is, however, manageable and easily handled by rules and regulations. A unitary view, on the other hand, sees employer-employee relations as harmonious other than occasional conflict. Fair Work Australia was formed to replace six existing bodies as the new regulator in employment.
This tribunal was formed to promote new laws in the workplace. In this case, statutory agreements such as AWAs were done away with but common law contracts of employment remained in force. Human resources management school of thought illustrates the difference between pluralists and unitary ideological perspectives. In unitary ideology, there is an assumption of having each organization of work is an integrated entity with a common goal (Mark & Peter 2009). In case of conflict in the industry, it is mainly viewed to be as a result of poor management or bad communication.
Unitary ideology is supportive of strong leadership to direct the aims and goals of any industry by management. It is mostly managerial oriented. Another approach to work relations is radicalism which has an element of pluralism. It emphasizes the conflict that exists between the interest of workers and employers in any industry. It shows that conflict is more of a class-related problem rather than just an employment relations occurrence. It takes consideration of the conflict between those who own the means of production and those who sell labor (Mark & Peter 2009).
These concepts and theories were all considered in the formulation of the fair works act. Fair work Australia is an independent body that acts as a tribunal in the workplace. Its work is usually carried out by its members. This tribunal began its operation after the enactment of the fair work act of 2009. It assumes the functions of the Australian Industrial Relations Commission, the industrial registry and Australian fair pay commission that was established in 2005. In the Fair Works Act, national employment standards were put in place for the minimum conditions for all workers nationwide.
These provisions included annual leave, flexible working schedules for parents, personal leave, a notice in case of termination and redundancy pay (Healy 2010). This act further broadened the scope of unfair dismissal beneficiaries by covering all enterprises with less than fifteen full-time positions. Fair Work Australia was hence, established to enforce these provisions and all others stipulated by the fair work act.
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