HRM523 Advanced Studies in Industrial Relations

Added on - Feb 2020

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Running head: ADVANCED STUDIES IN INDUSTRIAL RELATIONSAdvanced Studies in Industrial RelationsName of the Student:Name of the University:Author note:
1ADVANCED STUDIES IN INDUSTRIAL RELATIONSTable of Contents1.Introduction.........................................................................................................................22.Discussion...........................................................................................................................22.1.7-Eleven Inquiry..........................................................................................................32.2.Gaps in the Australian ER system...............................................................................42.3.Implications of the Inquiry..........................................................................................63.Conclusion..........................................................................................................................84.References.........................................................................................................................10
2ADVANCED STUDIES IN INDUSTRIAL RELATIONS1.IntroductionIndustrial Relations can be referred to the multi disciplinary field which studies aboutrelationship of employment. It can also be called as employee relations because of theimportance of non industrial employment relationships. This is often seen as synonymous toHuman Resource Management trend. Employee relations deals with the non unionizedworkers, on the other hand, labor relations deals with the unionized workers. IndustrialRelations deals with the studying and examining various situations of employment, not onlythe unionized workforce but also the non-unionized workforce (Ackers, 2014).The report throws light on the issues related to the employment of visa holders inAustralia, especially student and S457 visa holders. There are some rights of S457 visaholders in the Australian system which helps in preventing workplace exploitation.Moreover, the student visa holders have the right to receive accurate and current informationregarding the courses, requirements, structure of the fees and others (Bechter, Brandl &Meardi, 2012).The report highlights the points related to the 7 Eleven inquiry and why it is donealong with some major finding. It also discusses about the gaps in the Australian ER systemand the role of state and unions. Further it discusses about the implications of the inquiry forthe regulation ER in Australia along with the workers’ rights and duties along with a briefidea regarding the current scenario of workers’ visa in Australia.2.DiscussionFor preventing exploitation at the workplace, there are various rights of workplace inAustralia. The racial discrimination act protects all the workers on basis of race, sex, color,gender, descent and others along with the prohibition of workplace bullying. The act against
3ADVANCED STUDIES IN INDUSTRIAL RELATIONSsex discrimination provides protection to the workers from sexual harassment. The disabilitydiscrimination act provides protection to the workers from harassments regarding theirdisability. The act against discrimination of age prohibits child labor and under ageemployees (Bissett & Landau, 2012). Irrespective of their caste, religion, sexual preference,origin and others, women must have equal opportunities and rights at the workplace. Theymust receive extra payments, if they serve the company for more hours. Moreover, thereshould be no gender biasness, women and men workers must be equally paid based on theirwork and experience. If any worker is unwell, he/she has the right to take leave. Femaleworkers can take maternity leave when required (Candy, 2015).2.1.7-Eleven InquiryOn June 2014, Fair Work Ombudsman, often abbreviated as FWO, conducted anInquiry to the allegations which the Australia’s leading franchisee retailer, 7-Eleven AustraliaPrivate Limited was facing. The allegations were mostly regarding significant under paymentof the wages and forgery of the employment records which occurred at that point of time. Theinquiry was held to keep a track record of all these allegations which was strictly coordinatedwith inspections of site and keeping an analysis of the subsequent record. It was conducted ona sample size of twenty 7-Eleven stores (Cully, 2012). The Inquiry contained some in-depthinvestigations of the 7-Eleven stores with the employees’ assistance. The investigations weredisclosed after concerning the non compliance levels with Fair Work Regulations 2009 andFair Work Act 2009. This included instances regarding the deliberate manipulations of trackrecords in order to hide the fact of underpayment of the wages. Moreover, for identifying andaddressing the drivers regarding non compliance, the Inquiry started examining the actions ofthe workplace participants and considered ways to motivate them (Denny & Churchill, 2016).The Inquiry helped in understanding better the required role of 7-Eleven, itsemployees’ operational procedures and also regarding its franchisees. It helped in
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