Essay on australias wage determination system

With the benefits of the objectives of a union evident, why has Australian unions witnessed a decline in membership? There are many reasons to suggest a decline in membership, but three main factors stand out. They are; the changing composition of employment; the casual effects of the business cycle; and, the introduction of the Accord (Deery et al, 2000).

He also brought in a Labour Market, and Training Reforms which addressed Australia's unemployment problems.

3. Evans, R. (2002). Outworkers take corporate Australia to court. Available: http://www.greenleft.org.au/node/26560. Last accessed 23

Individuals have been at work for thousands and thousands of years. Over the last century there have been many changes in the United States that protects workers in their positions and the duties they perform. There has been many changes for employers as well that protects companies and organization and offers beneficial information to keep them in compliance with changes and away from any from and form of discrimination. Over the last century there has been the organization of Unions (Bargaining Unit) in which are to protect workers in their positions, give them fair marketable pay and be the liaison between the employer and employee. Union organizations represent employees and negotiate contracts that

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

The Australian industrial relations system has historically been highly influenced and regulated through the process of arbitration and conciliation (Reference). In the early 20th century arbitration and conciliation was determined through tribunals and industry based awards which determined wages and employment conditions. Conciliation and arbitration was highly dependent on the influence and power of trade union membership within the workplace. Since the early 1900’s the arbitration and conciliation process has been replaced with an industrial relations system which has been consistent with the decline of union membership to 28 percent of the workforce (reference) This has resulted in more employees not being covered by a form of representation which then in turn has initiated

Labor unions represent workers interests and the collective bargaining process provides a way to manage the conflict (Noe,

Australian Industrial Relations Commission (AIRC) solves the disputes through the bargaining process which is intended to support the increase in the salary with effective productivity. As the case states, primary legal challenge originated against the industrial act. Four diverse legislative structures over the time frame have been formed, yet there has additionally been a decent arrangement of progression both in the importance on business results and appropriate monetary results. In light of this underlying consistency, they have believed that it was valuable to consider monetary issues in the overall transformation effect of the move from mandatory negotiation since the year 1992. As Owen says, this agreement is not safe as it does not secure the document. Individuals ought to completely comprehend that Aurizon is not the slightest bit only another name for QRN; they are an altogether distinct that will give their specialists no quarter. It is important amid this battle that one is exceptionally watchful what they say to any piece of the administration component of Aurizon (Fair Work Act Review 2012).

As taught in the lecture, unions are collective organizations whose primary objective is to improve worker outcomes through collective bargaining with employers over labour contracts, the “outcomes” usually meaning higher wages and more employment. In firms where discrimination against minority or less-educated are rampant, union’s impacts are especially evident. Without unions, a worker’s wage is typically based on manager’s judgment on his/her performance, which can be easily biased by the manager’s attitudes towards the worker’s education, ethnicity, gender and etc. Under such circumstances, workers such as blue collars and high school graduates can be easily discriminated, and may be paid lower wages even if they do the same amount of work as others. However, with the help of union, and collective bargaining it brings, those disadvantaged workers gain more leverage when negotiating with their employers on the salary. As

Clause 1: Remuneration/wages: In our position paper, we strived for a wage increase equivalent to 10% above the current market rate, specifically for skilled trades/technicians (who represent 15% of our union). We were unwilling to accept wages below the market average for these workers, and more broadly we would not accept any pay decreases for the entire sum of our workers. During the bargaining process, we found it was difficult to separate the 15% of workers who were skilled trades/technicians; whilst using percentages based on average market wages to negotiate because we lacked sufficient information. Instead, we broadened the group of skilled trade/technicians to include all of job class C (as defined in appendix A). We settled on a temporary wage freeze for workers in job classes A and B. For job class C we agreed on a 5.5% wage increase over the length of the agreement (1% in 2016; 2% in 2017; 1.5% in 2018; 1% in 2019). The allocation of this 5.5% increase was based on both the private sector wage increases in CSJ and the provincial CPI (outlined in appendix D).

Certain requirements must be met in order to undertake industrial action under WorkChoices. These requirements are designed to significantly reduce the occurrence of protected industrial action (APH, 2008). The management and resolution of disputes pre-Work Choices 2005 involved a massive commitment of both time and energy to work through the resolution processes (ACCI, 2005).

In Institutional Labor Economics; labor difficulty stems from unequal bargaining influence between corporations and person workers. Industrial family members university, and labor market is categorized no longer via competitors however by using bargaining. The solution is to increase staff ' bargaining power with the aid of forming unbiased labor unions and pursuing collective

Another actor of employment relationship is union, defined as “a continuous association of wage earners for the purpose of maintaining or improving the conditions of their working lives” (S&B Webb, 1898). The function of union which is let workers join together to organise a union and the union which can empower them in the employment relationship. Union also is “legitimate voice of employees” in bargaining with employers (Nankervis et al, 2005, p.555). Unions like Queensland Teachers Union, Transport Workers Union, Queensland Public Sector Union have been successful in Australia in achieving improved wages and working conditions for employees. People join the union is because of their dissatisfaction with economic aspects of the job, a desire to influence the work environment and also believes that benefits of unionism outweigh the expected cost. According to the case, it shows that health union are battling to secure next year’s pay rise for nurses against a background of public sector cuts. Moreover, in the case, Snow (2009) believes that the union it is appropriate that staff are rewarded through training and pay where there are significant improvements in quality and services.(p 7).Unions have previously called for staff to be rewarded for efficiency savings, but employers have been reluctant to introduce such measures. (Snow, 2009, p.7). From this we can see that union also pay an important role on involvement of managers and business

This paper looks at a proposal from a labor union attempting adjust overtime pay for employees of a sample company. It outlines the benefits of cooperative negotiations between labor and management, provides an analysis of how the proposal will affect the company and suggests an ideal approach to take with negotiations. Finally, the paper provides alternatives to the proposal presented by the union and describes how this company can achieve ideal results for all parties involved.

The Great Philosopher Karl Marx (1884, p 1) said “wages are determined through the antagonistic struggle between the capitalist and worker. Victory goes necessarily to the capitalist. The capitalist can live longer without the worker than the worker without the capitalist”. The aforementioned philosophic statement by Marx opens for many issues to be debated between workers and employers, employment cadres and employment policies. From the statement one realize in the hands of the capitalists are resources in the form of pay or wages that a worker desires to have in their own hands for their individual needs. As a result the capitalist employ workers and in turn pay wages which are an income and the capitalist incurs labor costs. And the income and labour cost relationship inverse such that worker desire to be paid more while the capitalist is willing to payless. It is this relationship that give birth trade unions to bargain on behalf of the worker for a range of work conditions to be improved.