Awards and Agreements

Running head: SUPPORT EMPLOYEE AND INDUSTRIAL RELATIONS PROCEDURES
Support employee and industrial relations procedures
Name of the student
Name of the university
Author note

SUPPORT EMPLOYEE AND INDUSTRIAL RELATIONS PROCEDURES2
Table of Contents
1. Awards and Agreements........................................................................................................3
a) Type of award or agreement:.............................................................................................3
b) What legislation was the Award or Agreement made under?...........................................3
c) Provisions of award or agreement:.....................................................................................4
2. Employment Related Legislation...........................................................................................5
3. Organisation’s policy statement regarding Employee or Industrial Relations.......................9
a) How would you support the communication of this policy to staff?...............................10
b) What do you think that this policy suggests about the way the organisation approaches
its relationships with staff?...................................................................................................10
4. Procedures of an industrial or employee relations nature....................................................10
a) Difference between a policy and procedure:....................................................................11
b) Impact of each of the policies on employment relationships:.........................................11
c) Role of communication in the organisation:....................................................................12
5. Enhancement of Employee relationship...............................................................................13
a) Strategy to promote ER/IR policies and procedures:.......................................................13
b) How does the organisation provide for the dissemination of accurate industrial relations
advice to stakeholders?........................................................................................................13
c) Ways of ensuring appropriate discussions about ER/IR issues:......................................13
References:...............................................................................................................................14
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SUPPORT EMPLOYEE AND INDUSTRIAL RELATIONS PROCEDURES3
1. Awards and Agreements
Managing employee relationship plays a major role in improving organisational
productivity by keeping the staffs loyal and satisfied (Koch and Manzella 2019). Being one
of the largest supermarket in Australia, Coles is showing utmost commitment in the way of
strengthening employee relationship within their workplace. In order to promote fair work,
Coles has signed an agreement namely Coles Supermarkets Enterprise Agreement 2017
with some of their staffs (Sda.org.au. 2020).
Figure 1: Copy of the agreement
(Source: Vic.amieu.net. 2020)
a) Type of award or agreement:
This is a state agreement, which intends to promote fairness among the staffs
irrespective of their race, class and socio-economic background.
b) What legislation was the Award or Agreement made under?
This agreement has developed 172(5) of the Fair Work Act 2009 (Act), which is the
key of promoting fairness in the workplace. Coles can be considered as the bargaining
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SUPPORT EMPLOYEE AND INDUSTRIAL RELATIONS PROCEDURES4
representative of the agreement and applied unders.185 for the sake of approving the
agreement.
c) Provisions of award or agreement:
The major provisions of Coles Supermarkets Enterprise Agreement 2017 are as follows:
 Improving the penalty rate especially on weekend
 Protect the pay of each of the staffs
 Improved protection of roster
 Rise the pay structure for all of the staffs
Figure 2:4 different provisions of the agreement
(Source: SDA - SA & NT Branch. 2020)
Coles has included all of its members in the agreement. The company has implemented
2-step transitional arrangement in order to transfer the team members from getting multiple
pay rates to 2-step transitional arrangement to one set of uniformed pay and penalty structure,
which will be effective from 1st July, 2020. This is the way, through which the company has
ensured protection of pay and penalty rate for each of the people, without making any kind of
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