Management of Industrial RelationsAnswer 1 The Fair Work Act represents a dramatic shift away from Work Choices. In 2010 it was considered that the Federal Government's new Fair Work regulations may take the place of WorkChoices laws. This was being done to prevent unfair dismissal provisions in every kind of business it was hoped that under the new provisions, an improvement in the new industrial relations may be implemented and arbitrate to implement fair and just bargaining. . This shift may be noted in the fact that in the past years, productivity and growth went downward, in spite of the apparently dramatic shifts in the policy created due to the Work Choices amendments, and after that the Fair Work legislation.
All evidence highlights the fact that the Fair Work regulations represented a dramatic shift for the work choice laws. The shift may also noted in the fact that to extent employers were getting flexibility to s hire the employees under enterprise agreements or individual flexibility provision that differ in award standards, mainly in relation to working time or penalty rates.
The shift remains quite apparent as WorkChoices regime, the Fair Work reforms comprise important improvements, when the possibility to move forward the regime’s efficiency in attaining its objectives, and to endorse other principles of workplace regulation, as well as efficiency, participatory democratic system, and responsibility Answer 2 Fair Work Australia also may help in resolving unfair dismissal applications by using agreements. Unfair dismissal application involves the following: The Employee first lodges the complaint applicationAfter that the before mentioned application is checked to make sure that it is complete and legitimateEmployer is then informed regarding the lodging of the applicationEmployer then is supposed fill the response form, which he lodges to the Fair Work Australia and which is meant to respond to the applicant’s filed complaint Fair Work Australia reconciles the application to tries it’s level best to make the parties resolve the issues out side the courtAn unsettled claim is then determined by the Fair work. Moreover adverse action is also illegal where a person takes part (or does not participate) in legal industrial activity, this, may even be illegal if an employer discriminate against an employee. the Fair Work Act restricts people from implementing "adverse action" in opposition to another person in cases where it is implemented for certain reasons for example the custody of a "workplace right" it s implementation or projected exercise (section 340) and due to union membership or being a union spokesperson or participating in industrial acts (section 346). The function of those adverse action provisions has been the topic of a lot of discussion and commentary among workplace relations and Human resource professionals, consultant sand managers. For now, it may be enough to state that it may mean that all professionals and employers must be taken during any case in which involves the taking of action in opposition to an employee and is considered in reaction to a certain act that the employees has performed or something which he has said and it is debatable that it may have been done while he was a union member, representative or just taking part in their industrial activities (Frenkel, 2002).