Changing Model of Workforce Engagement in Relation to Australian Industry and Recruitment Assignment

Running Head: TITLE OF THE ASSIGNMENT 1
Title: Changing Model of Workforce Engagement in Relation to Australian Industry and
Recruitment
Assignment Name:
Student Name:
Course Name and Number:
Professor:
Date:

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Table of Contents
Introduction:.............................................................................................................................3
Body...........................................................................................................................................4
Casual Employee Rights......................................................................................................10
How to affect proper Employee Engagement Environment................................................12
Conclusion...............................................................................................................................16
References...............................................................................................................................17

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Introduction
The provided article is about employee engagement in accordance with the changing
times with a view angle of various aspects of the subject. Furthermore, there is a
recommendation for gaps in standard employment laws and possible implementations have
been explained throughout the article. Whereas the growth of the sector of separate areas of
law may have led to distinct specific definitions of what is meant by labor law, it is normally
used in relation to employment situations involving a trade union, whereas the word
employment law is typically used in working environments where there is a direct link
between the company as well as the worker. While the term may be used in certain
jurisdictions to relate to this legislation which may not concern labor unions, the genesis of
the term is culturally indistinguishable and begins with trade union operations (Fletcher et al.,
2016).
At the voluntary level, employment law corresponds with the organization of a labor-
related framework that gives for organized and secure industrial relations between employers
and structured employees, and generally involves laws on the creation of a union, the
circumstances under which the employee becomes a negotiating agent, conflicts and lock-
outs, settlement procedures and other structural components that follow.
Labor law isn't the law governing minimum employment standards in certain basic
legal jurisdictions in Europe; the law regulating the law, however, is designed to include a
foundation for employee relations and workers ' rights. Labor law, or labor law, refers to
statutory regulations that set minimum criteria for the employment of people, such as lowest
possible working age, or lowest possible hourly wage, etc. Employment standards are social
standards for the lowest possible culturally acceptable conditions in which employees or

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employers are allowed to function. Government organizations like the previous U.S.
Leadership of employment standards The implementation of labor legislation by the
legislature,judicial or regulatory (Holland, Cooper & Sheehan, 2017). In that situation,
complaints are generally brought before an administrative commission, which has the
assigned authority to decide instead of an official law court. Furthermore, the most prevalent
and numerous issues emerge from a trade union's government and implementation of a
contract term established by it for its employees.
The association has filed a complaint that is considered by an official court, board or
grievance arbitration panel or individual arbitrator if it is not resolved. In some jurisdictions,
labor union implementation and litigation have had a deep beneficial impact on general social
welfare circumstances as enhanced living&workingcircumstances created by unions &
implemented through the accessible legal connections have generally spread to statutory
provisions upon the implementation by the corresponding sovereign government (Joseph &
Walker, 2017).
Issues and Analysis in Australia Post
Now, let's speak about Australia's non-standard jobs. The phrase refers to job types
that restrict job stability and the right to fringe advantages, union affiliation, and full-time,
secure employee social safety. Non-standard jobs involve part-time, provisional, fixed-term
hiring and subcontracting self-employment, and assignments. With the rise in flexible
production techniques, non-standard types of jobs are believed to have grown in the latest
years. We discover that, perhaps surprisingly, the proportion of non-standard jobs in total
employment have not risen significantly since the turn of the century. However, self-
employment has been a significant factor working against development in non-standard
employment–the long-term decrease in Australia's self-3 jobs rate. If we limit attention to the
staff, which seems suitable for wage assessment, then we observe a rise in the non-standard

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percentage of jobs over time. Furthermore, in the years after the global financial crisis (GFC),
all this rise is focused – for the period 2001 to 2008 the share of executives with non-standard
employment commitments actually declined (Joss et al., 2017).
Such developments suggest a connection with low salary growth, with most indicators
demonstrating real wage growth in the later years decreasing and persisting at quite low rates.
However, while it is true that certain kinds of non-standard jobs (particularly casual work) are
associated with comparatively small salaries, these distinctions vanish when we regulate the
features of the employee: in fact, if anything, continuous part-time, casual and fixed-term
contract employees receive hourly salary premiums. These results are consistent with prior
HILDA Survey information studies (e.g., Booth & Wood, 2008). Furthermore, we also
discover clear proof that staff in non-standard types of jobs experienced comparatively small
growth rates in hourly salaries relative to continuous full-time staff throughout the period
covered here (Keating & Heslin, 2015).
Therefore, an increase in the percentage of non-standard employment kinds in total
worker jobs tends to be one contributing factor to slower real wage growth rates in the latest
years. Nevertheless, a straightforward assessment of decomposition indicates tiny and
insignificantly distinct from zero magnitudes of this impact.

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Figure: Classification of Employment
The above-mentioned classification scheme is summarized in the figure. Standard-
employed workers are those in the box in this diagram's continuous full-time staff in the
upper left corner.
All other staff and employees have non-standard employment (those in the shaded
boxes). Employees could also be categorized as being employed through an intermediary or
organization. Such employees are usually considered to have a non-standard employment
relationship as the employing organization is not the organization Employed Persons,
Employees, Permanent Full-time Fixed-Time Casual Other Employed Self Employed
Directly Related Family Workers for which labor services are conducted (Ke et al., 2017).
Furthermore, given that such roles are most frequently the consequence of a short-term need
to satisfy some transient demand peak and to cover absenteeism of regular staff, most agency
workers will be hired on a specified or temporary basis and thus already addressed by the