An Analysis of the New Zealand Labour Party's Policies and Initiatives
Added on 2019-10-30
9 Pages2389 Words315 Views
Political Science
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Running head: EMPLOYMENT RELATIONSEmployment RelationsName of StudentName of the UniversityAuthor Note
1EMPLOYMENT RELATIONSIntroduction The New Zealand Labour Party is one center-left party in New Zealand. The labourparty has dominated the New Zealand government and the party is considered to havedemocratic socialism principles (New Zealand Labour Party, 2017). The party observes labour aspragmatic one and it was formed in the year 1916. The president of the party is Nigel Haworthand the General Secretary of the party is Andrew Kirton (New Zealand Labour Party, 2017). Theheadquarters of the party is located at Wellington. The constituents of the pay include varioustrade unions and the socialist parties of New Zealand. The concern aims to provide universalrights to self-respect, dignity and different opportunities to work to the residents. The labourparty ensures that there is equal access to the different economic, social, political, cultural andother factors so that there is equal distribution of wealth among the people of New Zealand (NewZealand Labour Party, 2017). This research essay would strive to analyze the political ideology of New Zealand LabourParty and their key elements of the employment relations policy. There have been subsequentchanges in the labour dynamics of New Zealand which has impacted the overall employeerelations. Their various proposals regarding the employment relations would be discussed indetail.DiscussionAccording to Holt (2013), in the year 1936, there was compulsory trade unionism of theNew Zealand Labour Party and there was a subsequent change in the character as well asstructure of the body. There was provision of the individual membership through the affiliatedmembership of the trade unions and through the local branches (Schulman, 2015). The growth of
2EMPLOYMENT RELATIONSthe labour party was due to the different sociological basis of the labour movements in variousparts of the world. New Zealand is a non-ideological country in which the ideology of the labourparty remains a constant affair (New Zealand Labour Party, 2017). The private correspondencebetween the different party activists remains a reliable option (Kelsey, 2015). The labour rights in the state of New Zealand are governed by the Employment RelationsAct 2000 formulated by the parliament of New Zealand (Rashbrooke, 2013). The New ZealandLabour Party has formulated various policies for the betterment of the working population inNew Zealand. The labour would like to raise the minimum wage of the workers to $16.50 perhour and the future salary hikes would be based on the real cost of living (which is actually basedon the people with low incomes) (New Zealand Labour Party, 2017). All the public sectoremployees would be paid living wage of around $15m and this would also include the differentcontractors. As argued by Bailey et al. (2015), the labour party has designated new workplacerelations package. There would be introduction of the “Fair Pay Agreements” in which there is a basic, fairemployment condition, which is spread across the industry and that is based on the employmentstandards of that particular industry. The policy also aims that the promotion of the living wageby making payment to all the workers in the public service domain (Stringer et al., 2014). Thenew policy of the labour party would mean a happy time for the employees. The historicalinterventions prove that the statutory employment law has played a major role in the fairtreatment of the workers and ensuring that the freedom of association is being protected (NewZealand Labour Party, 2017). The current law ensures that there is basic fairness provided to theemployees. However, the access to enforcement of employment rights is becoming harder sinceeach passing days.
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