The paper "The Recent Campaign in Australia and Employment Relations" is a perfect example of a management case study. Campaign periods are usually characterized by a battle of words and policies that each vying party pledges to implement when given the chance to come into government. The recent campaign in Australia is no exception. The National Coalition Party was actively involved in the campaigns, trying to convince the voters that they are a more focused group than they were. Since many people attribute the Liberal party’ s failure in the 2007 election to their stand in industrial relations, they came this time round with policies on industrial relations that were more convincing for the voters.
This paper, therefore, seeks to investigate and present the theoretical assumptions that this government brings to employment relations. The paper also goes ahead to discuss the implications of these assumptions as far as the workers and work are concerned. Workplace and employment relations The Liberal party stressed their commitment to retain and improve the Fair Work Act. This they said would benefit business, workers and the economy. When unveiling the coalition’ s workplace relations policy, the party leader said that the party was keen to protect workers’ pay and work conditions as well as maximizing the workers’ opportunities to get the jobs.
The party leader was, however, keen to keep away from suggesting that his regime would revive the WorkChoices of the Howard-era regime but revealed policies that propose small changes to the current legislation. The general understanding was that the Coalition was keen on small target politics as far as the workplace is concerned (Emma, 2013). Under this policy, the coalition aims at extending access to already existing individual flexibility arrangements to every worker stressing that workers won’ t be excluded by the enterprise bargaining agreements.
Individual flexibility arrangements policy, however, is cause for great concern by unions with Ged Kearney, ACTU President, expressing concern about these arrangements. She points out that the coalition is keen to put individual contracts at the centre of its industrial relations policies. This move has an effect on workers since the arrangement means that they will leave wages and conditions, and they lose any semblance of power negotiation in the workplace. The coalition’ s promised to recognize the importance of productivity, under the Fair Work Act, in enterprise bargaining.
It would restore the right of entry provisions and also ensure that unions will engage in dialogue before striking under the protected industrial action. The Liberals planed for the establishment of the Productivity Commission Review into the current act. This has the meaning that there are possibilities of more changes to the IR laws. The party leader however proposed wide public debate on the recommendations. The party recognizes the Work Choice changes that changed Australia’ s industrial relations introducing dispensing and dismissal laws for firms under certain sizes as well as removing the no disadvantage test for workers.
The liberals, however, say that they would never go back to the past. Business groups have also criticized this policy, describing it as too cautious. The Australian Chamber of Commerce and industry have expressed concerns that the arrangement is not able to immediately boost confidence in small business and labour markets. The ACCI C. E.O. argued that the proposed course of action doesn’ t do much for the small business community observing that the unfair dismissal laws may still be around.
List of References
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Emma, G 2013, Abbott unveils Coalition's workplace relations policy, retrieved on 24th September 2013 from < http://www.abc.net.au/news/2013-05-09/abbott-unveils-coalitions-workplace-policy/4679404 >
Crook, A 2013, PromiseWatch 2013: industrial relations, retrieved on 24th September 2013 from < www.crikey.com.au/2013/05/10/promisewatch-2013-industrial-relations/>
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Australian Payroll Association, 2013, Australian Liberal Party wins the 2013 Election – what does this mean for workplace relations, Retrieved on 24th September 2013 from