As of April 2017, the Australia Government abolished the Temporary Work (skilled) visa (subclass 457) and replaced it with the Temporary Skill Shortage (TSS) to be effected on March 2018 (Australian Government, 2017). The TSS visa is deemed to cause an overhaul on temporary employment of overseas workers who fill jobs requiring critical skills. This is because a more stringent criteria that is not in use under the 457 visa will be employed to assess incoming overseas temporary workers. This change will not only affect businesses, but the human resource planning and recruitment practices as well. The HR will be forced to revise its forecast practices so as to align their organisation’s strategic direction with proper planning, while …show more content…
The key stakeholders affected by the replacement of the 457 visa with the TSS are trade unions and business employers/sponsor – of large corporations and small medium enterprises. Most Australian trade unions were sceptical of the 457 visa and received the new TSS readily. Caspersz (2015) posits that trade unions were concerned with and challenged the moral ethics by which overseas workers entered, lived and worked in Australia under the 457 visa. She argues that most overseas workers were significantly disadvantaged in the labour market because of the diversion from the fill of critical skill shortage to employment of cheap labour (Caspersz, 2015). Campbell and Tham (2014) note that most trade unions such as the Australian Industry Group criticize the 457 visa’s lack of practical requirement such as English proficiency and critical skill testing that relegates the process to a mere migration stunt. One evidence of diversion from 457 visa initial motive is the ban imposed on Australian fast food chains from recruiting foreign workers in March 2017 (Conifer, 2017). The temporary skill visa was meant to hire genuine critical skill candidates and not low skill candidates. However, this narrative has changed and some trade unions assume that the TSS will streamline the
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This week Michelle Victalino had a slight hiccup with her travel reimbursement due to faulty credit card information inside her CGE profile. Specifically, Michelle had either an incorrect credit card number or expiration due; however, she has travel several times throughout the year using the same credit card information with no issues. Likewise, Dr. Reinlib had travel many times with me securing lodging using a Government credit card in his profile which I believed was fine. Hence, upon returning from a recent trip Dr. Reinlib informed me he did not have a Government credit card so to make sure I listed all allowable reimbursement to him under the reimbursement category “Personal”, which I did. Subsequently, I told you of this matter and
In this report I will talk about how factors affect travelling to long haul destinations and in this I will include: time zones, climate, seasonality and extreme climate conditions, travel restrictions, entry and exit requirements, health issues and social situations. In this report I will cover all of those with destinations such as : Australia, North Africa, Thailand, Indonesia, South Africa and few more.
This case study will examine four parts of out-of-town brown and the besieged probation supervisor. The first is what should Casey’s response be to the reporter concerning the agency’s recommendation. The second is if Casey elects to discuss her officer’s recommendation for some form of intermediate sanction, how can she justify such sanctions in general and in this case specifically. The third covers do you feel that the probation officer’s recommendation based on these facts is correct, why or why not. Lastly, which form of intermediate sanction would appear to hold the most promise for
The right-to-work legislation proponents call the right to work without paying dues or joining a union a “fundamental human right”1 whilst its opponents call it a ‘Right-to-Work-for-Less,’2. The key issue creating this dichotomy is the same dichotomy of perception about unions we discussed last week. After press releases and national coverage of union leader corruption, unions no longer could be trusted. Business owners fear unions as they slow the processes of their organization and require extra steps to make decisions in their human resource departments. The cost of having a unionized workforce is high when time is considered of value. For individuals, the dues and fees associated may be vital income lost each year1. If no real value is seen from the union consistently, that dollar value seems more like a loss or an empty promise rather than a paid protection of rights. The promises of the right-to-work legislation include, “a higher employment rate, after-tax income for employees, population growth, foreign direct investment (FDI), and a lower cost of living than states that have not implemented this law,”4. These states, however, also are less densely populated, have largely agricultural or industrial economies, and are home to several blue collar workers who have been disenfranchised during the shift from a product based economy to a service based
In April 2017, Prime Minister Malcolm Turnbull announced that the 457 visa will be abolished and two new visa categories will be introduced. Whatever the changes made to the visas, workplace rights and protections will remain the same. No any visa changes can effect the workplace rights and protection. It is very important for the workers to know their rights and protections at the workplace. As a worker/employee, you need to know what is your position and where do you stand. As an employee, you are covered by a key set of conditions. Full time workers have the following rights - Guaranteed minimum wage - Max working hours - Paid annual leave of four weeks - Personal leave of two weeks - unpaid maternity/paternity leave of one year Part time employees get the same entitlements based on the hours they work. Casual employees get the casual
Today we see that there are many evidence of movements towards union that recovers more or less around the world. Due to the impact of globalization and its effects are the reasons why there are trade unions everywhere. The trade union in relation to migrants is a political choice which will reflect on the internal political struggles in the border labor movement.
Right at the beginning of my work in ministry I experienced the itinerant system. The first church I served was closed six months into my appointment due to financial issues. I was appointed to a church that dropped my salary significantly. I still served, and although it was a hardship, I did not truly understand the itinerant system until several months before I was commissioned when I was appointed to serve in my current charge. This was a huge move for me as it was the first time I was not going to be living in or around the Indianapolis area. I would be moving far away from all of my family and friends. It was a move from the city to the country, when my passion had been for urban ministry. It was difficult making the move because we owned our home and had difficulty selling it quickly. We also struggled financially because my wife find find a job teaching in the schools, which meant she had to take a different job that paid less. It was hard not having friends and family to rely upon for
In the Changing Workplace Interim Report there are three options that the report suggests on how to handle the use of replacement workers (C.M. Mitchell., J.C. Murray, pg. 90). These three include; “to maintain the status quo, reintroduce a general prohibition on the use of replacement workers and finally, to adopt an approach similar to the Canada Labour Code, whereby the use of replacement workers would not be prohibited except if used for the “purpose of undermining a trade union’s representational capacity”’ (C.M. Mitchell., J.C. Murray, pg. 90). Out of the three options, I argue the option to reintroduce a general prohibition on the use of replacement workers will be the most effective to help to change the workplace and provide better
Over the last three years, I have witnessed significant transformations in the immigration regulatory framework leading to a faster, more responsive and reliable immigration system. Despite working for the Immigration New Zealand department from the years 2008 to 2011, some of the practical knowledge I have about processing temporary applications is out-dated. Temporary visa application forms have been revised, instructions have been updated and processing requirements amended to meet the changing demands of the industry. Apart from completing the Graduate Certificate in New Zealand Immigration Advice course, I feel that I need more time to master these revisions and develop the practical experience needed to confidently process temporary entry
On Location Vacations (OLV) receives approximately 25,000 page views per day, regularly ranks in the Top 100,000 on Alexa and has been featured in dozens of media outlets, including The NY Post, NY Times, Budget Travel, Entertainment Weekly, L.A. Times, Radar Online, California Weekend, Google News and NBC NYC.
David has signed up for a one-week backpacking adventure in the Colorado Rockies with Outward Bound. His excitement was growing, he felt as if he could finally become one with nature. That is, until he looked into the mirror. It was almost as if he were aging backwards, he did not resemble a man. His boyish features seemed everlasting, how is he supposed to gain respect during this adventure from his fellow backpackers if he looks as if he belongs in an Abercrombie and Fitch catalogue? Everybody knows that half of the adventure is looking the part; it gives a one the chance to appear rugged, dirty, like a true mountain man.
The last few decades have seen an unprecedented decline in the density and bargaining power of trade unions in western democracies. Among the reasons for this trend, include rapid globalization, volatile market conditions that trigger unemployment, the prevalence of anti-union laws, and intense hostility of employers towards unionization. Cyclic economic downturns have increased the operating costs over the years, especially in the form of wages and salaries demanded by employees through trade unions. High costs of operations translate into profit and revenue erosion, which threatens the viability of business organizations. For this reason, the majority of employers perceive unions as a “competitive liability” (Jackson, 2013). Employer hostility towards unions has intensified in recent years, leading to increased violations of labor laws in various workplaces. Companies use threats of job dismissals and sweet deals such as employee improvement programs to minimize union membership in their firms (Foster, Laird, McAndrew, & Murrie, n.d.). In the face of rising unemployment and surplus labor provided by low-skilled immigrant workers, employees are reluctant to engage in activities that threaten their job security, including unionism. As a result, union density and influence continues to fall particularly in the private sector where managerial resistance is stronger and endemic in the wake of capitalism and profit-maximization orientation (Jackson, 2013). This
However, the changes that have been done to 457 Visa Program might result in issues related to the shortage of skilled workforce since the ICT industry is highly dependent on the skilled workers on 457 visas and the employers are struggling to find enough Australians to fill in these positions. The ICT industry is very competitive as I mentioned above since the technology is evolving rapidly together with the new products. This leads to new opportunities as well as threats for businesses as the they have to stay relevant to the changing environment and respond to these changes quickly to avoid being eliminated from the competition and market. Due to the competiveness of the market, the amount of time, effort and energy invested into the
The oft-repeated explanation for these outcomes is a labour market need for migrant workers to fill jobs that indigenous workers reject (Fellini et al., 2007; Massey et al., 1998; Piore, 1979). However, this is not a spontaneous process and it is important to recognize the role played by labour market actors, particularly employers (or their agents) and the state (Bach, 2007; Rodriguez, 2004). Employers engage in active recruitment strategies to attract immigrant workers already in national labour markets or to recruit directly from abroad, often through employment agencies operating in the communities of origin (Fellini et al., 2007; Piore, 1979). In addition to meeting labour shortages, cost minimization is often cited as the
Trade unions are indeed important for Germans in order to protect their rights , moreover, why they do not need to endure with the poor working conditions and low pay just because they aren’t any job available for them in the country? A lot of benefits are provided to the crews in McDonald’s Singapore, they are entitled with annual pay bonuses, in-house medical benefits and their starting salaries are slightly higher than the ‘market rate’. They are provided with air-conditioned working environment and meals are provided by the restaurant.