Fair Work Act 2009 Case Study

The relationship between employees and companies are becoming more and more complex all over the years. This relationship is extremely important since it directly affects how the employees fells about the organization, what are their attitudes about the company and how they effectively perform in their jobs.

Throughout the 20th century, Australia has maintained a system of tribunals to make decisions about wage and non wage outcomes and to help resolve industrial disputes. Institutional forces affect the operation of the free market in order to improve labour market outcomes, such as guaranteeing minimum wages and conditions. The four institutional forces that affect labour markets are Governments, Trade Unions, Employer

It is important to establish the nature of the employment relationship as this is key to determining the employment rights to which an individual is entitled. In employment law a persons employment status helps determine;

The Fair Labor Standards Act of 1938, as amended is also referred to as "the Act" or "FLSA". The Act provides for minimum standards for both wages and overtime entitlement, and spells out administrative procedures by which covered work time must be compensated. FLSA also include provisions related to child labor, equal pay, and portal-to-portal activities. A general overview of FLSA is that it establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local government. In 1974 the Fair Labor Standards Act began applying to employees of the United States Federal Government. ( para.1, 2,”

The implementation of the Fair Work Act 2009 which came into force on January 1st 2010, was to create a national workplace relations system for the purpose of setting wages and conditions of employment. This legislation is overlooked by the Fair Work Commission and ombudsman, whose role is to maintain a safety net of minimum wages and conditions and ensure compliance with the Fair Work Act. The creation of the Fair Work Act (2009) is to regulate business cooperation’s for the purpose of providing safety nets for minimum wages and entitlements, flexible working arrangements and ensure fairness at the workplace. Under the Fair Work Act 2009, ten National Employment Standards

The Fair Work Amendment Bill 2014 (Cth) addresses 10 key issues that will lead to improvement of the

All employers and employees in all industries should be familiar with this act (“What is the Fair Work Act 2009 Summary,” n.d.). It can be found in section 3 of this act its aim and that is to “provide a balanced framework for cooperative and productive workplace relations that promotes national economic prosperity and social inclusion for all Australians” (Fair Work Act 2009, n.d.). Employee is the one working to provide goods and services and the employer is the one who hires the employee to do certain work. The Fair Work Act 2009 (Cth) provides protection to both parties to avoid illegal conduct. It also promote the

The Fair Labor Standards Act creates reasonable pay and work values for service in America. It speaks mostly about law enforcement in two major areas, even though additional areas of distress are enclosed by the decree. Foremost, ultimately regulations come in when a worker does hard labor for more than 40 hours per week which is frequent in decree enforcement. It is associated to the subsequent distress which allocates with hours put in.

When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation.

Dunlop states that the industrial relations system is seen to be 'comprised of certain actors, certain contexts and ideology which bind the industrial relations system together and a body of rules created to govern the actors at the workplace (Blyton Turnbull, 2004, P27). And

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

Employment relation is one of the vital and critical parts of HRM. For making an effective and healthy relationship between employers and employees, it is important to understand the perception of employment relations along with its importance in an organisation (Wang & Chen, 2005). Thus, if an organisation fails to understand its significance of employment relations and unable to manager employer and employee relationship efficiently, this might lead to impact on the organisation power and will deter its strength and profitability. According to Singh (2011), employee relations is basically a study of regulations, agreements and rules through which employees are accomplished with collective and individual group, importance imposed to individual

Ever since organizations and manufactures were formed with the collaboration between employers and employees, so was the need for enterprise agreement. Enterprise agreement means an agreement between one or more managers and their workers. The agreements are discussed and bargained freely by the managers and workers over the terms of employment, and either of whom can agree or disagree the conditions offered by the other party. It provides the conditions of employment for the workers that are legally enforceable, moreover, it also imposes contractual rights and obligations on the parties that it covers (). About 100 years ago, blue collar workers who worked in organizations and manufactures were reflected low level class in the society because they have little or no learning. Nevertheless, nowadays, equipment and complex technologies play the main character in the manufacturing processes, and therefore, organizations require the employees with flexible skills in order to manage the machineries. As employees become more knowledgeable; they become aware of higher requirements for working conditions. Working conditions refers to the circumstances in and under which the assignment is completed as regards the work condition and the time, place and association of work (Brewster, 2007). Today, the meaning of working conditions is broader as it also embraces the economic factor and its impacts on living conditions and the social roles of employees. In order to form an

The labor relations have experienced radical changes in the process of economic transformation in China in the past two decades. The economic transformation in China meant the transformation of both the economic system and the economic structure. In the transformation of economic system, the labor relations changed from the traditional planned-economy system to market-oriented economy system, and from the simple style between state-owned enterprises and employees to the complex style between enterprises of various ownerships and employees with different status, from interest consistency and inter-cooperation to interest conflict and the combination of inter cooperation and confliction. In the transformation of economic structure, lots of rural surplus labor, attracted by the payment difference between rural and urban China floated into

Employee relations concentrate on the management and maintenance of the employment relationship between employer and employee. This means dealing with employees either through trade unions or individually to bargain for employment practices, terms and conditions of employment and grievances or disciplinary action. It also seeks to providing employees with a voice (Armstrong, 2012).