IntroductionIntroduction of developments by Australian conservative Government has raised arguments on the impact the same has had on society as a whole but more particularly on employment. Supporters of the reforms have portrayed optimism such that they have associated the remarkable economic changes to it. On the other hand, the opponents tend to argue otherwise as they have actually declared the said reforms as having delayed developments especially in terms of greatly diminishing power held by labour unions (Hartman, 2005). In order to comprehend the two sides of arguments, it is important to understand what exactly the policies of ‘Work Choices’ are as well as the resultant reforms.
As a matter of fact, ‘Work Choices’ came up as a modification of an earlier formulated Act designed for workplace relations. This Act was in itself put forth with the sole intention of working against labour unions such that their operational powers were greatly reduced as workers rights became restricted accordingly. In this case, it is very clear reforms were tailored made in order to favour employers and adversely affect workers (Henman, 2002). Discussion of argument that the reforms of ‘Work Choices’ actually reflected powerful changes in Australian society or have tried to turn back the clock to a time long pastAccording to (Woodward, 2005), the government in its support of reforms supported by Work Choices assures provision of an operational system that is fairer in nature as compared to the former labour Act.
In addition to this, the government also identifies Work Choices capability to positively impact the manner in which workers relate to their employers. This reinforced relation is to be characterized by considerably increased cooperation in decision making matters and is in turn expected to result to even stronger economic developments.
With this respect, opponents of this amended labour Act aimed at improving work relations have argued that the government have only provided the theory part of these reforms but have failed in provision of directives through which to achieve and uphold the mentioned productivity (Landt & Pech, 2000). It is therefore necessary to consider the impact Work Choices has had on rights upheld by workers as well as on the newly formulated employment agreement. Work Choices coverageThis particular Act that was passed in 2005 December is now recognised for its interest in zeroing in the influence of corporations as provisioned by the constitution.
In this case, a particular category of employers automatically qualifies and are covered by the newly formulated industrial relations arrangement. This category of employers includes those that have considerably significant financial activities and this by its own qualifies them to be termed as constitutional corporations. Other parties that fit in this category are workers as well as employers that are commonwealth members and its associated authorities.
On other hand, there are is a group of workers that are very unfortunate to be excluded in considerably benefiting from the Act including persons working in businesses that are more or less unincorporated, the sole proprietors and partnerships as well as employees of state government. From the observation of required aspects of qualifications, it is very clear that a large number of Australians are left out in benefiting from the Act. It is therefore estimated that at least 85% of employees are directly impacted and are now suffering the consequences particularly related to the impact the Act has had on their unions.