The Fair Work Act 2009 (Cth) establishes a system of protected industrial action. Detail the procedures and discuss what they mean for employees and employers in relation to collective bargaining. Introduction On 1 July 2009, Australia’s workplace relations system changed. The Fair Work Act 2009 created a new legislative framework for workplace relations laws, to balance the needs of employees, the employers and the unions. A key objective of the Fair Work Act 2009 is achieving productivity
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1. Labour or Industrial Relations. The term labour relations, also known as industrial relations, refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules for the governance of work relationships. It also describes a field of study dedicated to examining such relationships. The field is an outgrowth of the industrial revolution, whose excesses led to the emergence of trade unions to represent workers and
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Trinidad and Tobago industrial relations climate has been experiencing heightened activity. This has been characterized by the numerous strikes and news reports of the actions and statements of the principal actors involved. The recent TCL strike (Newsday, 2012), statements threatening strike action by PSA president (Guardian, 2010), and threats to the government for a nationwide strike (CARICOM News Network, 2011) all give credence to the concerns of the ECA “that the industrial relations climate will
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Table of Contents Resolution of Industrial Conflict/Conciliation and Arbitration ............................................... 2 Introduction ................................................................................................................................. 2 The nature of conciliation and arbitration and mediation ........................................................... 2 The grievance machinery ..............................................................................
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Background of Labor Relations Labor relations can refer broadly to any dealings between management and workers about employment conditions. Most commonly, however, labor relations refers to dealings between management and a workforce that is already unionized, or has the potential to become unionized. Labor relation is the field that emphasizes skill managers and union leaders can use to minimize costly forms of conflict and seek win-win solutions with labor force. The decision for management involves
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follows: Industrial Relations Industrial Relations generally refers to an employer's, employee's or trade union's reactive response to issues which occur within the company. These can be either spontaneous or on-going and can ultimately terminate in the disputes mechanisms of the Labour Relations Commission, the Rights Commissioner Service, the Employment Appeals Tribunal and the Labour Court or in industrial actions including strikes and lock outs. Generally the companies with poor industrial relations
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INTERNATIONAL LABOUR ORGANISATION ACT/EMP PUBLICATIONS INDUSTRIAL RELATIONS AND GLOBALIZATION: CHALLENGES FOR EMPLOYERS AND THEIR ORGANIZATIONS Prepared by David Macdonald Senior Industrial Relations Specialist ILO/EASMAT Bangkok Paper presented at the ILO Workshop on Employers' Organizations in Asia-Pacific in the Twenty-First Century Turin, Italy, 5-13 May 1997. [Top] [Next] Table of Contents 1. Executive Summary 2. Introduction 3. Industrial Relations (IR) in the Global Context (a) IR - a definition
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The Industrial relations system is complex in nature. It has a number of key players who are very dynamic. These players also known as parties are commonly known as management (Employers), workers (Employees) and the state (Government). When these parties are properly organised in a collective manner, their power and capabilities will have consequential influences to the industrial relations system itself and even on to the society as a whole. This essay explains why the organised employers’ associations
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Zambezia (1991), XVII! 0). INDUSTRIAL DEMOCRACY IN ZIMBABWE? G. J. MAPHOSA Ziscosteel, Redcliff THIS ARTICLE SEEKS to provide a brief examination of Zimbabwe's industrial relations as seen, firstly, from my academic research during the period 1981-1985 in a mining company north of Harare and, secondly, from my intimate work knowledge and experience in a number of companies from 1981 to date. My emphasis is not so much on its history nor on the theoretical models on which the independent Zimbabwean
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CONTENTS Contents ACKNOWLEDGEMENT 1 TABLE OF CONTENTS 2 1.0 INTRODUCTION 2 ABOUT MoHR 2 2.0 DEPARTMENTS AND DIVISIONS OF MoHR 2 2.1 Manpower Department 2 2.2 Labour Department (Peninsular Malaysia) 2 2.3 Industrial Court of Malaysia 2 2.4 Industrial Relations Department 2 2.5 TRADE UNION AFFAIRS DEPARTMENT 2 2.6 OCCUPATIONAL SAFETY & HEALTH DEPARTMENT 2 2.7 NATIONAL VOCATIONAL TRAINING COUNCIL 2 3.0 STATUTORY BODIES 2 3.1 SOCIAL SECURITY ORGANIZATION 2 3
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