WorkChoices

FAIR WORK AUSTRALIA LEGISLATION AND WORKCHOICE, 2010 Prepared for: Dr. Shalene Werth Submitted:12 November 2010 Prepared by Li Chenyi Differentiation between Fair Work Australia and WorkChoice Fair Work Australia Fair Work Australia (FWA) is the new government industrial relations institution established by the Rudd Government 's Fair Work Act 2009. It replaced WorkChoice act on 1 July 2009. This essay will compare and contrast FWA and WorkChoice from the theory of unitarism and pluralism

extra week of annual leave where it exists (ACCI, 2005). Only the five designated protected conditions are immune from such employer/employee negotiation (OAE, 2008). 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

1.1 GOVERNMENT AND ORGANISATIONAL INPUT Ryan and Herod (2006, p.494) indicates that the WorkChoices act contributed to the decline of union membership in Australia. Prior to the commencement of the act, the rights of employers and employees were regulated by industrial tribunals, unions and employment associations. It is detailed that the primary intentions of the WorkChoices act was to limit the power and influence of unions and support individual bargaining in contractual agreements. It is also

From early 2006, ‘WorkChoices’ legislation has claimed to invoke protection against unfair dismissal for employees and prioritized individual contracts to undercut award conditions. It also restricted union on accessing to workplaces and industrial action Overall, the main

federal parliament. From here the Rudd government moved to create the ‘Forward with Fairness’ policy that still stands to date ( Cooper, 2008, pg 286). This was more beneficial for the unions. The unions however will remain tarnished from Howard’s workchoices for quiet sometime and must focus on recruiting new members (Brigden, 2008, pg 365) if unions are going to remain within Australia. Human Resources practices have also impacted on unions as managers within a workplace are encouraged to now work

Constitutional Interpretation: Engineers’ Case and criticisms of Callinan J in the Workchoices’ Case. By Mark Walker Introduction In the dissenting judgment made by Callinan J in the landmark New South Wales v Commonwealth (“Workchoices’ Case”), a strong criticism was mounted against constitutional interpretation methods employed in the judicial forum. Explicitly, this conjecture was focused at Isaacs J’s judgement in Amalgamated Society of Engineers v Adelaide Steamship Co Ltd (“Engineers’

MGTS2607 Essay What is meant by employer militancy? How have employer actions towards trade unions changed since the end of the 1980’s? Why have Australian employers undertaken this change of approach? Student: Samantha Freeman Student Number: 41022715 Tutor: Dr Tom Bramble Due Date: 16th September 2008 WORD COUNT: 1,900 This essay will answer the three essay questions put forward. Firstly, it will briefly explain what is meant by employer militancy. It will outline the main

The issue of WorkChoices that had been introduced by the Howard government in 2006 was a major issue in the 2007 federal election, with the ALP under Kevin Rudd, vowing to abolish it. The Rudd government after the election repealed the WorkChoices legislation with the passing of the Fair Work Act 2009. During its first term, in 2007, Labor saw several bills blocked or delayed by

Minimum wage is the lowest pay permitted by law that businesses should legitimately pay their laborers. Comparably, it is the price floor underneath which specialists may not offer their work. Even though the minimum wage laws are already in use in numerous places, contrasts of feeling exist about the advantages and disadvantages of minimum wage. Supporters say it expands the way of life of laborers, diminishes neediness, lessens imbalance, helps assurance and powers organizations to be more efficient

to the House Representatives for approval. Using the example of the passage of the Workchoices legislation, In 2004, the Howard Government won a majority in both houses. The majority means that the government is able to pass law without the usual the usual situation in which they need to deal with the crossbench members of the Senate to pass a bill. For example, the Workplace Relations Act 2005 (known as Workchoices) was introduced on 2nd November