Analysis of Union’s Role in NSW Train Worker’s Dispute

Running head: ANALYSIS OF UNION’S ROLE IN NSW TRAIN WORKER’S DISPUTE
Analysis of Union’s Role in NSW Train Worker’s Dispute
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1ANALYSIS OF UNION’S ROLE IN NSW TRAIN WORKER’S DISPUTE
Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................3
1. Scope, Nature and Approaches of Employment Relations.............................................3
2. Context and Patterns of Employment Relations.............................................................4
3. Importance of Employment Relationship Values and its relevance in context of State
Regulation..............................................................................................................................5
4. The Relational Dynamics between Management and Union..........................................6
5. Critical Analysis of the role played by the Rail, Tram and Bus Union..........................7
6. In context of the Australian Laws, highlight the Implications of the Union’s role in the
NSW Train Dispute................................................................................................................9
Conclusion..................................................................................................................................9
References................................................................................................................................11

2ANALYSIS OF UNION’S ROLE IN NSW TRAIN WORKER’S DISPUTE
Introduction
Employment Relations encompass a much broader realm beyond the traditional
concerns of Employer Employee Disputes and Collective Bargaining (Poole, 2013). The
concept predominantly demonstrates how power and authority needs to be directed towards
maximising organisational productivity and improving the well-being of the workers. It also
advocates concepts such as creating large scale employment, introducing workplace reforms
through effective HRM strategies for enhancing the skill of workers. As recognised by the
Business Council of Australia, Trade Union forms an important element of Employment or
Industrial Relations (Roche, 2014). Their primary concern consist of protecting employee
rights by managing conflict between employers and employees so as to prevent overall
disruption in the economy which is essentially against public interest. The employee rights
typically correspond to the terms of commitment on behalf of the management during market
transaction, in return for service of the employees as per stated clauses of agreement. When
such circumstances arise that lead to major deviations from these terms and conditions like
untimely payment of wages or uncongenial working environment, industrial disputes get
triggered. In order to provide proper resolution, such disputes are addressed and discussed in
Industrial tribunals that are presided over by members State Judiciary in association with
employer and employee representatives (Poole, 2013).
A planned strike was organised by transport workers of Greater Sydney on Monday,
29th January, 2018, from 12:01 am onwards (Abc.net.au, 2018). Consequentially, the
commuters faced a huge meltdown from an unprecedented shortage of drivers across the
State’s Rail Network. As per reports submitted by the Rail, Tram and Bus Union, the
disruptive operation took place as a result of the inaction of Sydney and NSW Trains
Management with respect to negotiating a six percent annual pay increase. The Government
had refused to go beyond 2.5 percent (Abc.net.au, 2018). This defiance to strike a reasonable
and fair enterprise agreement was highly criticized by the Union’s NSW Secretary, Alex
Claassens (Abc.net.au, 2018). His reproach was primarily aimed at NSW Transport Minister,
Andrew Constance who had publicly condemned the strike by describing it as a thoughtless
gesture of a Union Authority. He particularly focussed his disapproval on causing this
enormous inconvenience for the travellers and suggested the Union to call off this strike by
the transport workers in best interest of the daily commuters and railway customers.
Eventually, this agitation was terminated by the NSW Government by declaring a motion

3ANALYSIS OF UNION’S ROLE IN NSW TRAIN WORKER’S DISPUTE
against the twenty-four hours strike. It was deemed as unlawful and a serious threat to the
economy. The following report will be attempting to discuss the various approaches of
Employment relations along with critical analysis of the Union’s Role and how it was
implicative in the NSW Train Dispute of January, 2018.
Discussion
1. Scope, Nature and Approaches of Employment Relations
The economic efficiency of business enterprise, industries and the nation at large
is essentially determined by the dynamics of employment relations that aims to
achieve this purpose by maintaining welfare and equity among employees. The
concept of employment relationship is consistent with the social processes, lending an
impactful meaning by means of formal and informal regulatory measures.
The nature of Employment Relationship is objectively ambiguous. However, it is
the only option serving as a key point of reference that iterates the extent to which an
employer is liable to impose work-related regulations on the employees and also the
degree to which the employees can exercise their rights in understanding their
obligation towards the organisation and the economy, in general. In this respect, it
lays down various terms in compliance with the Labour laws, ascribes to the security
provisions and also defines agreement about the specifics of payment of wages,
statutory benefits, leave policies and other relevant working conditions.
The various approaches to employment relationship are as follows:
Neoclassical Economists’ Approach: According to this approach, each employee is
at discretion to negotiate the employment contract on mutually agreeable terms and
conditions. This approach also highlights the fact that employers and employees are
equal beneficiaries of economic power and legal protection (Pohler & Luchak, 2014).
Marxism Approach: As laid down by this approach, employment relationship is
significantly related to power politics and struggle against class distinction. It
discusses how capitalist take advantage of acquiring all the necessary raw materials
for production. It heavily criticises the concept of capitalism in light of employee
exploitation. The approach advocates radical steps against anti-management and
draws attention to the importance of rightful labour power (Eldridge, 2013).