Unit Name: Industrial Relations Insert Unit Code: BMO5544 Assignment 1: Essay: Assessment 1 – Individual Essay (40%) Due Date 30 March 2019 by 6pm. To be handed in (hard copy) class and also soft copy...

Industrial Relations
Table of Contents
Introduction    3
Discussion    4
Conclusion    11
Reference list    12
Introduction
A massive transformation in the procedures that underpin industrial relations preparations in Australia seems to have happened in the last 28 years.The "tribunal-based systems of pacification", which have believed to shape labour-management relations now plays a far less important role, and the management of awards is far less pivotal to the identification of wages and conditions(Lopes, 2016). It has been understood that more effective opportunities have existed for workers and employers to shape their industrial relations to the requirements of the industries. It has been noticed that the responsibilities and nature of labour market provisions in Australia have realised and changed drastically in the last few decades. One of the most interesting manifestations of these changes has been the change towards more decentralised schemes for previous industrial relationship agreements. Before the late 1980s, employment conditions to most Australian workers were highly dependent on the "perspective multi-employer" rewards, identified on their behalf by third parties who have been removed from the working places (Hawke and Wooden, 1998). Cu
ently, awards are much more likely to appreciate and define minimum standards along with employment conditions and wages, which succeed in practice often being the consequence of the direct action of negotiation between individual employees and employers(Quinlan, 2012).Compared to the time in 1970s,between employers and employees, the relation between the employee and the employer is quite different. This essay will discuss industrial relations reforms in Australia starting to unfolding history to the policies of different Australian Governments.
Discussion
The way of the "Trade Union Acts in the 19th century" made it official for the first time for employees to negotiate jointly with their employers over the working conditions and wages. Trade unions started to appear in this country in the 1860s and ‘70s and were hugely successful in negotiating for their members, precisely at the time of gold rush, when labour was rare. In a world first, stonemasons in Melbourne turned out to be the first group of industrial employees to win the eight-hour day (Phillips, 2015). Throughout the severe depression of the late 1890s, several bosses tried to rewind the gains, which unions had made on behalf of their labour members over the earlier thirty years. Starting from the "Melbourne maritime dispute in 1890", many employers inflicted a sequence of disastrous defeats on the trade union movement. At that time, membership was highly noticeableand unions had a much-minimised capability to negotiate on constructive terms if they could get bosses to negotiate at all. Prior to federation, many colonies in Australia went down this way, and it was the colonial rules, which were applied as the model for the initial federal act, "the Conciliation and A
itration Act of 1904” that shaped “Commonwealth Court of Conciliation and A
itration” (Phillips, 2015). This act enabled parliament to construct regulations only for the dete
ence and settlement of industrial debates spreading beyond the boundaries of more than one state.
After these incidents, this country’s industrial awards system developed to encompass not only limited rates of pay for all jobs but also a stable discount in the number of working hours on working weeks, the act of overtime, penalty rates and so on. This procedure was elevated by the Keating government, and from 1993 forwards the system turned out to be increasingly focused on enterprise bargaining. After eleven years, the Labour government was returned in 2007 and "Work Choices legislation" was changed to the "Fair Work Act" that set out ten national employment standards as well as further ten least measures to be involved in awards(Phillips, 2015). The ten national employment standards are.
· Maximum weekly hours of work
· Annual leave
· Requests for flexible working a
angements
· Community service leave
· Public holidays
· Long service leave
· Parental leave and related entitlement
· Provision of a fair work information statement
· Notice of termination an redundancy pay
· Personal/ carer’s leave, compassionate leave and family, and domestic violence leave
By the time freshly selected Rudd government destroyed “work choice legislation”, the demand for continuing the spirit of reform was needed. The goal was achieved by safeguarding the much-needed contract from the state government to reduce the number of awards down to about 122, which remains the case. On the other hand, the labour government's 2009 "Fair Work Act" also reserved some of the "Work Choices" period reforms to raid legislations, much to the frustration of labour unions (Irvine, 2017). Laws need unions to hold a secret ballot before being capable of continuing to be in place lawfully. Cu
ently, if an industrial relations system aims to make a balance between interests of employees and managers while solving debates as soon as possible, effectively and justly to avoid efficiency losing industrial action, then Australia is not too far from where it requires to be. The unemployment rate along with the wage rate has hit its three-decade low. Amid the cu
ent slump in the wage development to three-decade lows, it is tough to argue employees have too much power.
The core development in federal industrial regulations for 2017 that passed with bipartisan support, face a weakened Coalition Government act to develop protections for vulnerable employees. This type of initiative introduced beyond liability laws regulating franchisors and holding organisations. However, these laws are a na
ow reply to an economy-wide complication as they do not found measures to more effectively restrict supply chairs, labour hire and gig economy a
angements for the safeguarding of weak employees (Rawling and Schofield-Georgeson, 2018).
"Under section 51(35) of the Commonwealth Constitution", the federal government has the power to make regulations concerning "conciliation and a
itration for the prevention and settlement of industrial disputes extending beyond the limits of any one State".Additionally, the Commonwealth in Australia has selected to control associated labour issues using regulatory powers including the federal public service, "legitimate companies",interstate and global trade and commerce as well as external affairs (ilo.org, 2019). As several federal laws in all these parts will supersede unpredictable State laws, the Commonwealth in exercise has utilised these powers to shoulder a considerable regulatory duty for most of the labour regulatory system. Outside these administrative areas in the constitution, the State has usually retained responsibilities for the laws of labour-associated issues counting occupational safety and health, ware rates matter and job security.
Additionally, the courts in both Federal and State regulations make necessary contributions to the improvements of labour law in this country. The federal court of this country (a court set up under “Commonwealth...