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HRM523 Advanced Studies in Industrial Relations

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Advanced Studies in Industrial Relations (HRM523)

   

Added on  2020-05-11

HRM523 Advanced Studies in Industrial Relations

   

Advanced Studies in Industrial Relations (HRM523)

   Added on 2020-05-11

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Running head: ADVANCED STUDIES IN INDUSTRIAL RELATIONSAdvanced Studies in Industrial RelationsName of the StudentName of the UniversityAuthor Note
HRM523 Advanced Studies in Industrial Relations_1
1ADVANCED STUDIES IN INDUSTRIAL RELATIONSImplications of the 7 eleven inquiry report for non-union forms of employee representationand bargaining structures in the Australian ER system.The employment relation refers to the relationship between the employer and theemployee in any organization. In regards to the employment relations, the employees areconsidered as an asset of an organization as the productivity and growth of any organizationrelies on the employees and the workers of an organization (Fraser, 2016). The employers of anyorganization are obligated to ensure that the employees are provided with a healthy workplaceenvironment where the employees can freely communicate their issues to the employers andexpect them to address such issues. In Australia, the employment system is a combination ofcommon law, legislation, agreements and awards that are legally binding upon both theemployers and the employees of any Australian organization. A syndicate of state and federallaws addresses various issues such as working conditions, working hours, annual leave,occupational health, safety, and industrial action. The significance of a worker’s union is a well-known fact and the role played by theunion in voicing the issues faced by the employees and assisting the employers to reduce theturnover ratio by reducing the hiring and training expenses that are associated with the newemployees (Briton, 2015). The union leader is a person who is chosen among the workers whoraises the issues being faced by the employees on their behalf before the employer. However, theemployees who are not a member of the union have a restricted role to play as compared to thosewho are members of the union. The representatives usually provide consultation with respect tolegal matters and enable them to improve their performance. The different forms of non-unionrepresentatives include Representative of health safety, work force agreement representative,Representative of information and consultation, etc. Representatives are responsible for assisting
HRM523 Advanced Studies in Industrial Relations_2
2ADVANCED STUDIES IN INDUSTRIAL RELATIONSthe employees to work properly and are on good terms with the management of the organizationas well. In regards to the bargaining structure of the organization, the implementation of theWorkplace Relations Act 1996, several reforms were introduced in the Australian Labor Market.The Australian Fair Pay Commission set and reviews the federal minimum age that were paid tothe employees. Amongst the other things, the Australian reforms aimed at increasing the workingtime flexibility, individualization and decentralization in respect of wage bargaining to increasethe wage flexibility and boost the employment participation by bringing change in the welfaresystem. The Australian government system introduced a neo-liberal industrial relations agendafor the purpose of breaking the age-old system of collective bargaining with the trade unions, inparticular. The introduction of Australian Workplace Agreements (AWA) could exclude theunions and determined the conditions, rights and wages of the employees (Kaufman & Taras,2016).The Employment system of Australia aims at safeguarding certain terms and conditionsrelated to employment and it also safeguards several rights obligations that are associated withthe workplace (Briton, 2015). There is Federal and state statutes in the country have theirrespective workplace statutes aiming at safeguarding the rights and obligations of the employeesfrom discrimination or any other workplace related issues. The inquiry report of the 7-Eleven stated that the organization has been engaged inconducts that are contrary to the employment relation system operated in Australia (Sivaraman &Turner, 2016). The organization has been acting in non-compliance with the Fair Work Act bycompelling its employees who to work for additional hours for lower wage rates. Most of the
HRM523 Advanced Studies in Industrial Relations_3

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