Industrial Relations: Theories, ERA 2000 & Covid-19 Impact in NZ

This essay delves into the complexities of industrial relations in New Zealand, examining Alan Fox's theories of unitarism, pluralism, and radical perspectives and their relevance to modern workplaces. It analyzes the legal framework governing employer-employee relationships, particularly focusing on the Employment Relations Act 2000 and its impact on collective bargaining agreements, using the example of DHBs and health worker unions. The essay also explores the influence of the Covid-19 pandemic and general elections on employment relations policies, highlighting the shifts in political priorities and the challenges in establishing a sustainable and productive economy. The document provides a comprehensive overview of the dynamics, legal aspects, and recent developments shaping industrial relations in New Zealand.

INDUSTRIAL RELATION
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Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART A...........................................................................................................................................3
TASK 1............................................................................................................................................3
Industrial relation theories by Alan Fox ................................................................................3
TASK 2............................................................................................................................................4
Identify four examples of unitarist frames of reference and four examples of pluralist frames
of reference in the policies of these political parties and briefly explain why each example is
unitarist or pluralist.................................................................................................................4
PART B............................................................................................................................................4
TASK 1............................................................................................................................................4
The legal basis of the employer-employee relationship of DHBs and health workers who are
members of the PSA and Allied Health unions and the current legal status of the recently
expired MECA and the legal rules for negotiating a new MECA. Refer to relevant law in the
Employment Relations Act 2000 including the legal rules for the initiating and concluding the
CEA process...........................................................................................................................4
TASK 2............................................................................................................................................7
New Zealand general election, major parties’ election promises, employment relations during
Covid-19 pandemic................................................................................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Industrial relations means those aspects which is based over interactions taking place
particularly between labour and management that helps over achieving goals and objectives set
by business organizations. It is based over improving relations between employer and employee
that makes process within an industry performed more effectively. The concept has helped in
making employer understand about needs of employees more effectively. It is an important part
of industrial working as it leads over developing strong workforce with productive approach.
Scope of industrial relation is wider as it makes development possible of industry through
positive approach. In this file two parts are there within which essay is required to be written
over industrial relationship with legislation regarding it. In second part various perspective of
industrial relation has been covered with theories and models related to it.
MAIN BODY
PART A
TASK 1
Industrial relation theories by Alan Fox
The employment relationship has been based over three main framed which has been
identified by Alan Fox and they are refrence, unitarist, pularist and radical approches that helps
upon solving conflicts within workpalce. Further, theories has been discussed as follows:
Unitarist theory:
This theory is based upon all members which share interest and being homogeneous
within which third parties are viewed as irrelevant employees and employers having mutual
cooperation. Unitarism consists of management and staff members which shares common goal
over loyalty to organization.
Pluralist theory:
The pluralist approach helping over studying power which states over categorical upon
power that has been assuming within community. Under the approach community group over
facts which makes employees sustainability increased more effectively.
Radical theory:
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As per the theory various kinds of perspectives regarding innovation and development is
covered. In this theory new and very different from the usual way is covered more effectively.
These are those theories which are important for developing strong industrial relations
within an organization. The theories makes innovation developed within employees relation
making sustainability developed within working of an organization.
TASK 2
Identify four examples of unitarist frames of reference and four examples of pluralist frames of
reference in the policies of these political parties and briefly explain why each example is
unitarist or pluralist.
Four example of unitarist are the assumption that in workplaces, managers and employees have
the same goals and that those goals are aligned with corporate objectives. These examples shows
that unitarist approach which makes employee development possible with positive approach.
PART B
TASK 1
The legal basis of the employer-employee relationship of DHBs and health workers who are
members of the PSA and Allied Health unions and the current legal status of the recently
expired MECA and the legal rules for negotiating a new MECA. Refer to relevant law in
the Employment Relations Act 2000 including the legal rules for the initiating and
concluding the CEA process.
The relationship between employer and employee is based over legal legislations which
lead towards providing better framework for developing strong relation within employer and
employee. As per the framework selected legislation is Employment Relations Act 2000 that is
based upon providing legal foundation used for managing employee relation all over New
Zeland(Howell, 2019). It has been providing structure for collective agreements defining an
employee for covering basic element of employment with legal protection and obligation
regarding employer and employees. The act has outlined penalties as an employer and employee
face breaching over obligation of Act. This act aims over ensuring employment relationship
through incorporating good faith within various components of employment environment. Also
the act recognises about good faith legislation and act itself relating to good faith helping in
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developing trust between employer and employee. As per this act has been promoting collective
bargaining with impact of power within employment relationship aiming towards reducing needs
for courts encouraging mediation for solving issues of any kind (Hayter, et . al. 2018). The act
is proven to be strong push towards positive employment relationship by enforcing employment
standards by giving power to labour inspector and employment relation for promoting court by
developing principles regarding international industrial relation. Employment relationship has
been developed with the good faith that is based over three principles which are not been
deprived or trying to mislead, being responsive and continuing communication. Also based over
providing information possible where an employee holds potential of losing job with parties ad
employee comment over changes. The principles has lead upon making employees of district
health board perform there functions with more effectiveness and keep health care facilities in
New Zeeland updated. They made sure that health workers of New Zeeland are able to identify
their needs and creating satisfaction within them. As per the perspective of the given legislation
an agreement named as DHBs/E tū Multi-Employer Collective Agreement is formed according
to agreement employees previously employed over individual agreements that is paryd of the
agreement. The agreement is applied only when an individual is members of PSA and Allied
Health Union. The provisions mentioned within the agreement requires to be applied upon
individual employment agreement and employment agreement which shall apply over specific
condition. As per Employment Relations Act various situation of employees transfers are applied
more effectively. These agreements have helped in dealing with disputes that has raised between
Allied Health union, PSA member and DHBs. Further multi-employer agreement has taken place
between New Zeeland Resident Doctor's Association and 20 District Health Boards are national
agreement setting out over terms and conditions of employment over all residences officers and
members of NZRDA. As per the bargaining power of employer and employee is not equal for
employment relationship. Employees should decide over interest which is based over making
equality created within union and bargaining should be done to satisfy best interest of employee.
In New Zeeland these bargaining power has created issues between PSA and Allied health Union
which is an appropriate example of bargaining power. The issue says that “ Ten thousand PSA
allied, community well-being, technical and procedural labours are still waiting for an
satisfactory offer from DHBs to resolve their collective contract negotiations. In this union tried
to make DHBs and PSA agreed over common point but they failed to do so as DHB was not
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ready to provide the appropriate monetary support. This made them do strike in order to do
bargaining upon important points put forwards by PSA members. In this issue collective
employment agreement was also presented within which two employees of PSA, one DHBs
member and Allied health union were involved. This made the issue to be more efficient and also
their jobs were at stake since their payment was not made and government showed no interest
within it. (Davies, 2018). The Employment Relations Act 2000 has make it legal for employees
over making choices within their involvement over disputes required to be solve by union. This
translate over facts that contract, employment agreement requires to be not be members of union
nor they can treat employee over union involvement. This part of act has made sure that
employees are managed in line over rules and union membership with aware over right of union
accessing workplace that is important. This act has helped in development of strong relation
which helped in entering within workplace making union workers enter over reason related upon
workplace agreement making collective bargaining more relevant within its terms. Also the act
has helped in solving issue by agreeing over particular perspective which makes reasonable
amount of time making employee’s pay over length of discussion making the issue raised
between DHBs and PSA. Also under the act deduction of employees pay cannot be done till the
time ethical code of conduct has been violated by an employee. In relation to DHBs and health
worker’s members of PSA and Allied health unions these agreements have helped in solving
dispute with more effectiveness leading over making disputes solved without any problem. Also
through such agreements health care workers are able to highlight issues which has been solving
through such agreement. Though it has given rise to disputes between DHB and Allied health
union. Under the dispute PSA members were also involved.
Agreements has helepd in solving problems related to needs of health workers and union has
played important role over highlighting issue which are faced by employees. The most
appropriate legislations which has helep in developing strong relationship between employer and
employee are employees right act 1996 that has been used for delaing with issue that is related to
employee's right which makes policies formed while keeping in mind employees right. Also it
helps in developing equlity within employees and employer relationship. Alos work and safety
policuies makes employees work within better business environment. This makes employees and
employer develop strong relation which made union solved issues by having discussion with
DBHs and PSA members within Newzwland
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TASK 2
New Zealand general election, major parties’ election promises, employment relations during
Covid-19 pandemic
The 2020 election campaign become devised to an extend with election date delay. This
has taken place due to COVID 19 pandemic which made influence developed over influencing
public policies over degree. The situation of COVID 19 has made influence developed during
election campaign. The COVID 19 pandemic makes influence made over public policies within
which voters capacity to vote also got fluctuated. There are many major policies having
difference within there political campaigns (Caprile, et. al. 2018). Through COVID 19 major
changes under policies are seen in order to make political perspective controlled. Aside from
National's crucial choice over promoting tax cuts and stronger debt with reduction targets clear
distinction. Also labour laws and policies regarding it has been changed which has helped upon
making policy priorities, which include new employment relations initiatives and large
employment support policies, while National pledges more employer-determined flexibility and
employee choice in respect of statutory minima and educational opportunities. However,
although there have already been many election promises, there appears to be no comprehensive
plan from either party of how to establish a sustainable, high skill and highly productive
economy along with associated workplace relationships. It has been acknowledged that pandemic
related issues has been going over dominating election. The Ardern's initial response was
accepted by opposition National Party. Also opposition argued about labour "dropped the ball"
for managing various rules and regulations regarding COVID 19 rules. The voter were able to
listing to views of parties by managing economic recovery. This makes voters attain more trust
over parties. Though the digital pattern of campaign was not accepted over managing economic
recovery. The clear majority for voting has managed economic recovery and view with election
results making voters confidence in Ardern. There are various important features which were
shown by leaders making positive approach developed during the time of COVID 19. In this
COVID 19 period specific advantage was there within New Zealand. The beginning of pandemic
within the month of March and April the elections were fluctuated as they got postponed and
various questions has raised which are
 Can elections be held safely for voters and without leading to further spreading of the
virus?
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 Will incumbents abuse the difficulty of holding elections to extend their mandates?
 Will the increasing number of postponed elections lead to longer term legitimacy
deficits? And how long will it take to recover from this deficit?
 If elections can be held, will they be credible? Will turnout suffer?
In the country like New Zeeland various uncertainties has reflected within election data
base as not proper data could be collected due to COVID norms. Also the time of COVID 19
various perspective and ways of campaign changed leading over developing strong structure
through online medium (Bean, 2021). As peer this trends has been developed over holding
elections by maintaining mitigation measure. There are various examples in NZ which has
dealing with management of resources with new conditions within short time frame. Also efforts
has been made about decisions over electoral process, efforts to strengthen special voting
arrangements. Further, communication safety has measured during the time of voting and basic
COVOID Guidelines were followed. It has lead towards making elections conducted more
effectively which made voting conducted in safe manner without any biasses. Government has
been ignoring due process and attempt for using pandemic for making voting to be done which
comprises of electoral process. Also government has tried cheating upon people by making them
vote in the ruling government's favour. This is how elections were conducted during COVID 19
in Zeeland. During the time of COVID 19 pandemic altered people's experience of work within
world. In relation to crisis it has been appeared that change public narratives over work
employment with relevance upon value of employment relation. Further, during the period of
COVID 19 policies are analysed with employment relation which made both public and private
sector develop strong relation between employer and employee. This based over understanding
over broader perspective while working over ensuring employment relation and solving issue
more effectively. Also employment relation policies were amended as per COVID 19 Pandemic
helping in making better research performed more effectively.
The COVID 19 global pandemic brought lot of changes within working life of people
living across the world which makes impact of pandemic shown over affective employer and
employee relationship. In relation to employee relation during COVID 19 it has been observed
that employer and employee relation become more strong with the help of digital technology
which has been used by an organization more effectively(Baines, and Armstrong, 2019). COVID
outbreak within employment relations argued over crisis appearing with repositioned field of
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employment relations making public interest fulfilled more effectively. In broader perspective
COVID 19 has helped in improving better and effective relationship by making employee work
more effectively. Through structural changes both corporate and public organizations changed
there employment relationship policies making organization grow during COVID 19 time. There
has been certain improvement done with broader dynamic approach facing problems more
effectively making COVID 19 time period deal by business organizations. Thus COVID 19 has
made working perspective changed which lead over making sustainability developed within
working patterns of organizations. This is based over issues which makes organizational
objectives fulfilled more effectively. Also in COVID 19 time organizations is working over
different platforms which made issues solved more effectively.
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CONCLUSION
From the above discussion it can be concluded that industrial relations are those aspects
which works upon developing strong relation with more effectiveness. This has been helping
over solving various issues which has been faced by New Zeeland and its union. Also legislation
has been discussed in relation over employment relationship which deals with various aspects of
employment relations. Also in this file there are two parts in this one part discuss about
legislation related to employment relation. In the end COVID 19 and its impact has been
discussed in detail.
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REFERENCES
Books and Journals
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