Essays on Workplace Relations-Based Reform, Australian Fair Pay and Conditions Standard Case Study

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The paper "Workplace Relations-Based Reform, Australian Fair Pay and Conditions Standard" is a good example of a business case study.   This paper basically uses the data from a wide range of sources which also include the Australian Bureau of Statistics known as the Department of Employment and also the Workplace Relation in order to analyze the experience to date under the different Work Choices. Matters which are considered also includes the level and also the distribution of the real earnings changes, productivity and also the economic performance, the employment growth, also the conditions of employment and the content of the agreements by the Australian Fair Pay Commission.

The employment relationship is an important relationship which should be managed in order to make sure that the business is working well. There are laws which also demonstrate the laws and regulations in order to make sure that the work which is done is managed properly and will also generate the best possible results. (Sparrow & Cooper, 2003, 282) Employment relation is basically termed as an important and also a significant area which should be measured in order to make sure that all the work in the workplace is carried out at better and also at an advanced level and also to make sure that people who are working in a workplace are fully devoted to their work.

Employment relation is a very delicate relation which should be catered at all the levels in order to make sure that the results will be the better and better one. In 1970, adverse movements of trade along with oil price shocks immensely the capacity of the Australian economy in order to sustain the rising real living standards without even incurring the chronic balance of the payments based problems.

This, therefore, prompted the successive governments in order to introduce a wide range of reforms which were intended in order to enhance the competitiveness of all the Australian based industries in the international markets. These reforms, which generally consist of the reductions in tariffs, the floating pattern of the Australian dollar, and also the abolition of the most foreign exchange control, also increased Australia’ s openness towards the foreign competition. When faced with a much more competitive environment and challenges, vast changes to the labour market institutions were thus inevitable.

The result of this main process is, therefore, the industrial relations arrangements that basically give primacy to bargaining at the enterprise and also at the workplace level as compare to the centrally determined pay and also the working arrangements. It is on the other hand also widely recognized that the character of Australia’ s industrial relations systems and also the institutions have also changed dramatically over the last two years.

This was only done because the wages and also the employment conditions were no longer so dependent on the arbitrated awards and instead of this they are much more likely to be the product of an enterprise and also the workplace bargaining. (Sparrow & Cooper, 2003, 282) Work Choices AWAs were known as more common in larger as compared to the smaller businesses. Around three-fifths were in the businesses with 100 or more than 100 workers. But apart from this, they were in the minority in the large firms, amongst businesses with around 500 or more employees, union CAs were accounted for four-fifths of the Work Choices agreement covered workers.

In businesses with around less than 100 employees, however, AWAs also accounted for over three-fifths of the Work Choices agreement covered workers. Overall, employees under the new union CAs also represented the majority of the Work Choices agreement covered employees. However, this number was known as the lower than the 81 per cent of the federal agreement covered based employees who were working under union CAs recorded in the year 2004.

Conversely, the share of the Work Choices agreements employees also accounted for by the new AWAs, at around 28 per cent, was higher as compare to the AWAs’ share in the year 2004. The share of the non-union collective agreements was also relatively stable, which was rising from 10 per cent in the year 2004 to around 12 per cent under the Work Choices. These above-mentioned data also represents that the number of employees who were working there was also working according to the given laws and regulations in order to make sure that all the work which is being done is up to the mark.

(Aaron & Mathews, 1962, 861)

REFERENCES

Ed Rose, (2004), Employment relations, Financial Times Prentice Hall, pg 680-688.

George Grantham, Mary MacKinnon, (1994), Labour market evolution: the economic history of market integration, wage flexibility, and the employment relation, Routledge, pg 320-322.

Paul Sparrow, Cary L. Cooper, (2003), The employment relationship: key challenges for HR, Butterworth-Heinemann, pg 280-282.

Robert J. Steinfeld, (2002), The Invention of Free Labor: The Employment Relation in English and American Law and Culture, 1350-1870

Studies in Legal History, UNC Press, pg 280-286.

Benjamin Aaron, Labor Law Group (U.S.), Robert Elden Mathews, (1962), The employment relation and the law Law school casebook series, Little, Brown, pg 800-861.

Wex S. Malone, Marcus L. Plant, Joseph W. Little, (1974), Cases and materials on the employment relation American casebook series, West Pub. Co, pg 1000-1055.

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