Interrelationship between Parties in New South Wales Train Workers Strike Dispute

This paper explores the New South Wales Train Workers Strike Dispute and the interrelationship between various parties involved. It discusses the background of the conflict, points of dispute, and industrial relation theories. The paper also provides recommendations for proper dispute resolution.

Running head: ADVANCED STUDIES IN INDUSTRIAL RELATIONS 1
Advanced Studies in Industrial Relations
Student Name
Institution

ADVANCED STUDIES IN INDUSTRIAL RELATIONS 2
Introduction
New South Wales Train workers strike dispute was one of the most recent disputes that
saw those involve coming into the war of words. There were various parties that were involved
in the dispute and the most affected was the transport. Some of those that were part of the strike
dispute were workers that were represented by their union, train management, the government,
Fair Work Commission and commuters. These parties presented their demands with each
bringing increment percentage through the suggestion of negotiation. The whole dispute resulted
in argument as Fair Work Commission threatens workers to call off strike since the strike is not
protected with the constitution. The dispute also shows various positions taken by each party
during dispute and dispute resolution process. For instance, the pro-government organizations
assumed control position while workers are subjective and collaborative position during the
dispute. The following paper, therefore, seeks to explore the interrelationship between various
parties within the strike dispute citing position taken by each group.
Background of the conflict
New South Wales Train workers strike puzzles many people within the labor sector of the
country early 2018. The strike notice that issued by the workers union on 16th January 2018 as
they indicated that negotiation attempts with the government or train management were not
fruitful. The main issues that resulted in the strike notice were paid increment that was issued by
workers against their train management that is their employer. Those parties that were involved
in the conflict had their point of argument with workers through their union demanded 6% pay
increase and better working conditions while the government through train management offered

ADVANCED STUDIES IN INDUSTRIAL RELATIONS 3
2.5% pay increment. Workers, therefore, indicated the government was not willing to come to
the negotiation table and had no option but to strike. Some of the parties that were involved in
the conflict were trained workers mainly composes of Rail, Tram and Bus Union (RTBU), train
management and the government, Fair Work Commission, commuters and NSW Treasury.
Part A
There are many different points of dispute that were presented by each party during the
train workers dispute that occurred early 2018. Some of the points of dispute include a pay
increase, better working conditions, wage policies, and parties rights. The point presented by
these parties involved in dispute also shows the interrelationship between these parties that were
involved in the dispute.
Pay increase
The pay increase was the main point of conflict as various parties within the dispute
presented their own demand for negotiation. The negotiation process between various parties that
were involved in the dispute became contentious with each party taking their own stance.
Firstly, the first party during the dispute was the workers union that composes of the Rail, Tram
and Bus Union (RTBU) strongly presented their own demand before the negotiation. This cause
the negotiation that was supposed to commence to delay causing the union to issue a strike notice
to commence on January 29. The union indicated that the Sydney Trains and NSW Trains
management refused to negotiate what to their view was a fair agreement. Moreover, the union
indicated that due to failed negotiation, commuters are given chance to make their own
arrangement when the strike commences. During the negotiation, the union maintains that their

ADVANCED STUDIES IN INDUSTRIAL RELATIONS 4
demand was 6 percent increase of pay. This was highly refuted by the management that offered a
2.5 percent pay increase (Georgina, 2018).
Secondly, the train management is another party that was within the dispute that arose fro
demand of pay increase leading to the strike. The train management together with the
government maintains that there is the amount of salary that can be increased in contrast to that
of the workers union that demanded more pay increase (Visentin & O'Sullivan, 2018). There
were many different applications that were made by the train to prevent workers from striking
due to a pay increase. The train management is also related to the government since the training
department is directly linked to treasury and ministry of labor. This train management was part
of a dispute where it serves as the employer of workers that demanded the pay increase. The
government through the ministry of labor indicated that the pay rise demand should be brought
on the table for discussion. Moreover, the government also gave the union a condition that in
order to negotiate with them, the organization needs to call off the strike and instead resume
work without chaos. The government through the NSW Treasury also presented the overall
effect of a strike if at all the strike will precede and this was to convince the union to cancel the
strike (Barchiesi, 2014).
Better working condition
Another area of concern that those workers brought for discussion was better working
conditions as they demand better working condition. The union argues that they were working
hard despite the poor working condition. In addition, the union also indicated that its members
have been on the forefront of serving commuters as compared to other workers yet the
government through train management was unwilling to negotiate for the better working

ADVANCED STUDIES IN INDUSTRIAL RELATIONS 5
condition with workers. The government on their side showed that they were willing to negotiate
better pay but under the policy framework that also restricts the amount that is required by the
policy. Moreover, the government also show that the union and their members should put
workers first and call off strike a move that was refuted by the train workers union. To the union,
there was no option but to strike and paralyze the train transport. Fair Work Commission within
the context of better working condition that was demanded by the train worker union, the
organization advised that the union should call off the strike and instead foster negotiation
(Zhang, 2014).
The wage policy
The wage policy was another point of conflict that attracted a lot of dispute that leads to
train workers calling a strike. Sydney Trains and NSW Trains management maintained that the
wage policy required them to only increase the wage by 2.5 percent as compared to that of the
workers union that demanded 6 percent increase in wage (Australian Associated Press, 2018).
Before issuing the strike notice, workers union indicated that the wage Sydney Trains and NSW
Trains management were unwilling to negotiate on their demand and instead presented their own
offer of the wage increase. The government is one of those that were involved in the strike
dispute argue that those wage policies that were formulated require a specific increment of wage
and therefore recommended 2.5% increase. This poor view of the wage policy was refuted by the
union representing workers as they see this move by the management and government as
refusing to negotiate with workers (Fair Work Ombudsman, 2018).
Basic right to strike

ADVANCED STUDIES IN INDUSTRIAL RELATIONS 6
The basic right of the strike was another point of dispute during the strike as each party
had their own view on the right of workers to strike. According to the workers union, the strike
was according to the laws, rights, and rule that pertains the strike within the country. Sydney
Trains and NSW Trains management, on the other hand, view the strike as unprotected and
caution those striking to face the law as required. The government therefore mad different
application with the industrial relations to stop the strike before its occurrence but the move was
downplayed as workers were within their right to strike. In addition, workers being bound by the
labor laws within the country are obliged to respect the rule of law. This was the main argument
of the government through the ministry of labor (Howe & Tess, 2012).
Another organization that was also involved in the dispute and show a good relationship
within the dispute was the Fair Work Commission. On their stance, the organization also caution
the worker union from striking as that was an unprotected strike and with limited right to strike.
The union, on the other hand, expresses their adherence to the law that is applied during strike
within the country. The organization came to tries and convinces the workers union to call off
the strike and continue working. Fair Work Commission tried all means to stop the strike through
a various application that claimed that the right channel of industrial action was not followed by
workers (NSW Ombudsman, 2014).
Industrial relation Theories and position take by parties
There are many theories that can best describe the position that is taken by various parties
that involved in the disputes that affected the train service within the country. Various theories of
industrial relation show the position taken those parties that are involved in the dispute, industrial

ADVANCED STUDIES IN INDUSTRIAL RELATIONS 7
action, and resolution. Some of the common industrial relations theories include unitary theory,
pluralism, radical theory, and Marxist theory.
Firstly, during the dispute, the union exemplified the pluralist theory where they
presented their union as a representative. The union negotiated on the behalf of their clients and
presented the demands of train workers. The union took the position that their rights must be
respected and their demand arrived at by both the government and the train management.
Moreover, the union shows the coordination, communication and persuasive position on the
behalf of their members that were the main subject of dispute. The union also presented their
member's demands to the negotiation table bearing the fact that it’s their primary responsibility
to negotiate on the member's behalf. Moreover, workers in the view of pluralist theory believe in
the inevitable aspect of industrial action and therefore shown that industrial action is the only
option. Workforce also believed in the radical theory of industrial relation that shows the need
for industrial action as opposed to Marxist theory (Budd & Bhave, 2008).
Management of the train occupies the control position and this also goes with the unitary
theory of industrial relations. In this dispute, the management shows their control of the
workforce and instead of negotiation directed the train workers to resume work. In addition, the
management and the government occupied the controlling position and maintained their position
during the dispute. The management viewed the strike as unprotected and contradicts the
requirement of the constitution or work policy. Management furthermore, indicated that the right
to be considered first is the right of commuter and not workers. This highly angered worker that
shown their commitment to strike and had no other option besides strike (Farnham, 2008).

ADVANCED STUDIES IN INDUSTRIAL RELATIONS 8
Fair Work Commission is also another party that was also involved in the dispute with
the organization occupying control position. The organization also seems to apply the theory that
is characterized by authoritarian reasoning and therefore orders workers to go back to work. The
organization instead of calling for the negotiation, it resort to ordering the workers union to call
off the strike and continue with work as usual. This is characteristic of the Unitarian theory that
shows the organization that is in control of workers and always aims to remain authoritative over
works. This is also evident by their argument of the threat to the economy that the strike
presented to the county and particularly cited economic implications (Befort & Budd, 2009).
Recommendations
In light of various position that each party involves in the dispute taken during the
dispute, there is some recommendation on the expected behaviors during such a dispute. The
industrial relations conflict is one of the most common disputes that require a good approach to
ensure that the conflict does not escalate to the worst situation. Therefore, there are those some
adjustments that need to be made to ensure proper dispute resolution.
Firstly, the government and the train management showed their control position that
needs some adjustment. The government and the train management seem to be threatening
workers striking and this should not be the case. During the dispute, those involved in the dispute
need to presents their side of negotiation to the table to avoid conflict. The government,
therefore, needs to treat workers with undermost respect and this is also shown through the
theory of pluralism (Kontominas, 2018).

ADVANCED STUDIES IN INDUSTRIAL RELATIONS 9
Secondly, workers as one of the key parties in the conflict need some adjustment that can
help foster conflict resolution during industrial action. Workers have a strong position that they
were unwilling to change as they demand payment rise from the government through train
management. As employees that are obliged to be loyal to their employer need to embrace
peaceful negotiation and should resort to industrial action as the last option. This can help in
speeding up the negotiation process to avoid any chaos as witnessed in the NSW (Norwood,
2012).
Thirdly, the position that the Fair Work Commission took during the dispute needs some
adjustment as they maintain that the strike was not protected and ordered those striking workers
to call off the strike. The organization needs to listen to workers and their demand before making
a conclusion as this shows authoritarian reasoning of those in power. The view is not helpful in
case of industrial dispute that is solved through mutual agreement of all parties involved.
Listening to others also make the negotiation process possible as the organization can also act as
arbitrator between workers and the train management (Victorian Ombudsman, 2017).
Lastly, all parties that are involved in the payment dispute should be willing to come for
negotiation as this help in preventing any problem arising from the strike. Despite the problem
that is due to each party having their own perspective and demand for the dispute, all should be
willing to bring to the table their demands. This is important for solving dispute since it indicates
the willingness to find a solution. In the case of train workers strike, the government refused to
come for negotiation and instead offering an option that is way below the demand of workers
(Calveley, Allsop, Rocha & Huesmann, 2017).
Conclusion

ADVANCED STUDIES IN INDUSTRIAL RELATIONS
10
In conclusion, the industrial action remains one of the most challenging issues that have
an adverse impact on the economy of a country. The industrial dispute that occurred between
NSW train workers and the train management is one such dispute that proved care is needed
when such situation arose. The main contentious issues were the pay increment that was
demanded by the workers union on behalf of workers. The government took a stance position
that reduces the chance of agreement between the workers and government through train
management. There are also some theories that can best describe the position that is taken by
each party that was involved in the dispute.
Part B
There are common ideas that are presented by students in the class that pertains to the
industrial relations. The idea that was selected is the slide number 4
Slice 4
The Human resource management approach to the employment relationship is great in
theory, employment relationships can be harmonious. However, the Train disruptions in
January 2018 (McGowen, 2018, para. 1) indicated that further theories based on conflict
are essential when examining employment relationships. Conflict is evident in all
relationships and therefore must be catered for. Pluralist and Radicalism are theories that
help to explain how the train dispute in January almost lead to a strike statewide.

ADVANCED STUDIES IN INDUSTRIAL RELATIONS
11
Firstly, many students indicate that conflict remains the main tool of industrial action that
assists workers to get their demands. These students give some reasons such as the failed
agreement between train workers and the government that lead to strike as the only option left
for the worker. Secondly, students also believe that negotiation normally fails as some parties
within the dispute are not willing to come on the table for negotiations. Some students cite some
of the most common fail negotiation between workers and employers that have been witnessed
with the country. Thirdly, indicate that Pluralist and Radicalism remains important theories as
employers are always oppressive and often unwilling to offer better working conditions for their
workers. This make workers resort to conflict as the only alternative to help in the conflict action
leading to strike dispute.
Evidence-based counterargument
The conflict was resolved through available processes and the outcome adopted by both
parties. Negotiation is one of the main ideas within the industrial relation of Australia and
normally require all parties to come to the negotiation table and present their demands. Many
students believe that strike is the only option that is normally left for those willing to get
demands. Despite the beliefs that strike is a great tool for gaining demands for the government
and other institutions that employ workers, negotiation has proved the best (Whalen, 2008).
Firstly, negotiation has proved to be the best option more than strike since negotiation
result in a mutual agreement between parties in conflict. Negotiation ensures that rights of all
people involved in the conflict are respected since each party is allowed to present their side or
demand that is also counter discussed with other parties arguments. In addition, negotiation when

ADVANCED STUDIES IN INDUSTRIAL RELATIONS
12
given first priority normally gives the right result as it ensures that chaos does not ensue but
instead agreement is reached (Mullins, 2016).
Secondly, understanding the situation at hand within the country is another important
aspect that proves strike is not the best industrial action tool. Understanding other parties within
the conflict are important as it makes a clear point of discussion during negotiation. Sometimes
the economic condition and policies do not allow reaching certain conditions demanded by
parties in conflict and this make strike fruitless. For instance, sometimes one party demand high
pay increase that cannot be realized based on the economic situation of the employee
organization. Understanding this perspective make negotiation easy and strike will remain
meaningless as it will not yield demands (Calveley, Allsop, Rocha & Huesmann, 2017).
Based on my experience, negotiation is the best alternative to strike as sometimes strike
does not solve issues but instead worsen the situation. For instance, where the employer enjoys
laws protection strike does not help solve dispute and negotiation can bring a solution. I think all
parties that are involved in strike need to understand each other in terms of rights, prevailing
conditions and policies that pertain to employment. This help involving the conflict that normally
ensues between employers and employees. In addition, all parties should be willing to come
together and discuss the issue of conflict with the belief of finding a solution (Calveley, Allsop,
Rocha & Huesmann, 2017).

ADVANCED STUDIES IN INDUSTRIAL RELATIONS
13
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