Australia industrial relations

The Australian labor market is controlled by a set of social and economic policies that aim to create a fair ground for both the employer and the employee. Consequently, in this workshop reflection, I have pursued an elaborate understanding of the state and state regulations, collective agreements and collective bargaining, managerial unilateralism and individual contracting, as well as the industrial conflicts and how they impact employee-employer relationships. Topic 1: The state & Unfair dismissal a. key learning The state is not only in charge of the lawmaking but also enforces the rules of the employment relationship. In the workshop, we looked at two subcategories of state regulation which include the statutory regulation and delegated regulation. c. Different aspects of unfair dismissal Through the unfair dismissal case study, we discussed what kind of training and education for the employers who lack relevant knowledge on employment rights.

It is clear that it has an essential impact on company’s image and the potential problem of employee’s dissatisfaction if they dismissed someone unfairness. d. Application of the workshop outcome to workplace Arbitration and conciliation are key concepts in the management of employee issues. Key learning In the process of collective agreement making and collective bargaining, two or more parties has been involved to complete disagreement procedurally or substantially. The enterprise bargaining was not introduced until 1993 by the Keating government with the Industrial Relations Reform ACT 1993(Bray et al. The two main bargaining processes for collective agreement making consist of the traditional and interest-based bargaining. The conventional trade tends to pluralism, in which the two parties naturally have the conflict based on different aspects and interests.

On the contrary, the interest-based bargaining emphasizes the cooperation between employee and employer to address employment issues. While collective agreement making and collective bargaining allow employee representatives (trade unions) to express their plights, the decision meant such autonomy was infringed. d. Application of workshop outcomes to workplace Having the learned the concept of the collective agreement making and collective bargaining agreement, I aware of the policies that count in the administration of workplace conflicts. Addressing issues of salaries and allowances is perceptibly addressed through collective bargaining agreement. The impact of trade unions in addressing workers plight should not be underrated; also, the employer should strictly comply with the best practices of employee management. Moreover, it helps understand substantive and procedural individualism processes.

Some good examples are the Uber Pty Ltd, Telstra Corporations Ltd, AV Partners Pty Ltd. b. Personal contribution In my discussions, I reflected on the individual contracting with the specific focus on substantive individualism. Substantive individualism is one way that safeguards the interests of both employees and employers through the rulemaking process. It is essential that every laws and regulation that employers may make either in isolation or collaboration with the employees are subject to state regulations. A substantial implication of unilateralism is that the focus should be to enhance both autonomy and freedom of employers and employees. This also means that even the rights of the employer that are not subject to state regulations should promote the social and economic well-being of the employees.

e. Aspects to change I found the managerial prerogative as an action that works to the detriment of employees. b. Personal contribution My contribution to the discussion was on the implication of industrial conflict on the employer-employee relationship. Regardless of the form of industrial strife, it affects both the employer and employee. As more employees are involved in disputes with employers, the more the production process is derailed in such organizations. No activity will be guaranteed. Acting in the capacity of a human resource officer, I will ensure that conflicts are solved by engaging the employer and the employees. Moreover, the strategic insights of managing absenteeism and labor turnover are paramount in ensuring the success of the company. As a result, I will explore such enhanced flexibility and promotional opportunities as remedies to curb both absenteeism and labor turnover (Bray et al.