Journal articles on the topic 'Australian Manufacturing Workers' Union'
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1
Keating, Maree. "Developing Social Capital In ‘Learning Borderlands’: Has the Federal Government's budget delivered for low-paid Australian workers?" Literacy and Numeracy Studies 20, no. 1 (May 30, 2012): 5–24. http://dx.doi.org/10.5130/lns.v20i1.2617.
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The 2011 Australian federal budget confirmed generous funding for language, literacy and numeracy programs as well as skills recognition and training for older workers as part of a strategy to upgrade workforce skills. In considering possible responses to the announcement, many Australian adult education theorists and practitioners weighed up the contexts in which such programs could build the resources and increase the options of vulnerable workers. One such group of workers, retrenched factory workers, have benefitted from participation in union-run, integrated post-retrenchment programs, which have incorporated access to language, literacy and numeracy as well as vocational education and training programs. Such programs can build on the existing social capital amongst close-knit groups of workers as they develop the confidence to transform their work identities.This article draws on results from a study with a group of retrenched textile workers who accessed broad-based post-retrenchment support and subsequently participated in a high number of vocational education and training (VET) courses before finding ongoing employment. The study suggests that VET participation plays a limited role in broadening the employment opportunities for retrenched factory workers who move into low-paid occupations. Whilst VET participation alongside other factors supported entry into some occupations, it played no role in supporting most workers in their transitions into non-manufacturing jobs.
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Blissett, Ed. "Merging with the metals: an analysis of the role micro-political relationships played in the merger of the Printing and Kindred Industries Union with the Australian Manufacturing Workers Union." Labor History 60, no. 5 (December 5, 2018): 444–62. http://dx.doi.org/10.1080/0023656x.2019.1552712.
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Bertone, Santina, Gerard Griffin, and Roderick D. Iverson. "Immigrant Workers and Australian Trade Unions: Participation and Attitudes." International Migration Review 29, no. 3 (September 1995): 722–44. http://dx.doi.org/10.1177/019791839502900306.
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Most studies of unionized, immigrant workers have argued mat such workers have lower levels of participation in and hold different attitudes toward their unions than do nonimmigrant union members. Drawing on a questionnaire survey of members of six Australian trade unions, this article questions this consensus. We argue mat country of origin – in particular whether the union member was born in a non-English-speaking or an English-speaking country – does not, of itself, lead to different levels of union participation or different union attitudes. A closely related variable, the level of English language ability, does influence some elements of particpation and attitudes.
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Clothier, Craig, Mark Hearn, and Harry Knowles. "One Big Union: A History of the Australian Workers' Union 1886-1994." Labour History, no. 74 (1998): 212. http://dx.doi.org/10.2307/27516579.
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Kuruvilla, Sarosh, and Roderick D. Iverson. "A Confirmatory Factor Analysis of Union Commitment in Australia." Journal of Industrial Relations 35, no. 3 (September 1993): 436–52. http://dx.doi.org/10.1177/002218569303500305.
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This paper evaluates the applicability of the different factor structures of union commitment identified in previous studies to the Australian case. Confirmatory factor analysis results using LISREL VII suggest that union commitment is best represented by four distinct factors, 'union loyalty; 'responsibility to the union; 'willingness to work for the union', and 'belief in unionism' in this sample of Australian workers. OLS regression results indicate that the four factors are differentially related to a set of common predictor variables. White-collar workers reported higher levels of commit ment than blue-collar workers. Participation in leadership positions and previous ex perience with union handling of grievances significantly increased commitment to the union. The results suggest support for the generalizability of the factor structure of union commitment to Australia. Implications for future research are discussed.
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Penrose, Beris G. "The Australian Workers Union and Occupational Arsenic in the 1930s." Journal of Industrial Relations 41, no. 2 (June 1999): 256–71. http://dx.doi.org/10.1177/002218569904100203.
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Pyman, Amanda, Julian Teicher, Brian Cooper, and Peter Holland. "Unmet Demand for Union Membership in Australia." Journal of Industrial Relations 51, no. 1 (February 2009): 5–24. http://dx.doi.org/10.1177/0022185608099662.
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Unmet demand for union membership is defined as employees in non-union workplaces who would join a union if given the opportunity. Unmet demand is a significant issue for Australian unions as union density continues to decline and the current legislative environment remains hostile. This article gauges the contours of unmet demand for union membership in Australia, drawing on responses to the Australian Worker Representation and Participation Survey (AWRPS 2004). It finds a significant level of unmet demand for union membership in Australia. Unmet demand varies according to workplace and employee characteristics and is highest among low income earners, younger workers, workers with shorter organizational tenure and workers in routinized occupations. The practical implications of our findings are discussed in relation to union renewal and the legislative environment prevailing in 2008.
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Benson, John. "Dual Commitment: Contract Workers in Australian Manufacturing Enterprises." Journal of Management Studies 35, no. 3 (May 1998): 355–75. http://dx.doi.org/10.1111/1467-6486.00097.
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Sheil, Christopher. "The Origins of Unions: Some Miscellaneous Sydney Workers in 1910." Journal of Industrial Relations 33, no. 3 (September 1991): 295–308. http://dx.doi.org/10.1177/002218569103300301.
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In considering the causes and possible corrections for the current decline in Australian trade union membership, it may help to reflect on the origins of the movement. This article presents evidence and an argument about one aspect of the origins of the Federated Miscellaneous Workers Union (FMWU). The evidence concerns the social history of watchmen, caretakers and cleaners, who formed the original core of the union's membership. The argument is that these workers amounted to such an improbable basis for a union that the simple fact of their organization represents a substantial challenge to the common assumption in labour history that it is the cohesion of an occupational group that empowers it. To the extent that the origins of the union are typical, it can be suggested that the period of tremendous Australian trade union formation and growth between 1907 and 1913 owed much more to general political and, by extertsion, social conditions than it did to the specific circumstances of any particular section of workers.
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WRIGHT, CHRIS F., and RUSSELL D. LANSBURY. "TRADE UNIONS AND ECONOMIC REFORM IN AUSTRALIA, 1983–2013." Singapore Economic Review 59, no. 04 (September 2014): 1450033. http://dx.doi.org/10.1142/s0217590814500337.
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Many of the key reforms of the past three decades that helped to strengthen the Australian economy were implemented during the operation of the Accord that existed between Australian Labor Party governments and the union movement. In order to address structural economic problems, unions agreed to moderate wage outcomes and to facilitate the transition to workplace bargaining in return for social welfare gains for workers, which successive governments have maintained. These reforms helped to improve labor market efficiency and allowed firms to integrate successfully into international markets, without substantially compromising the interests of workers and their families, which thereby allowed economic dislocation and social unrest to be contained. In contrast to the assertions of certain Australian employer groups, research has consistently shown that union involvement in workplace bargaining has a benign impact on business productivity. However, declining membership presents a significant challenge to the capacity of Australian unions to influence economic outcomes at the national and workplace levels in the future.
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Bender, Keith A., and Peter J. Sloane. "Job Satisfaction, Trade Unions, and Exit-Voice Revisited." ILR Review 51, no. 2 (January 1998): 222–40. http://dx.doi.org/10.1177/001979399805100204.
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Many studies have found that unionized workers express less job satisfaction than nonunion workers. The “exit-voice” explanation of this phenomenon is that dissatisfied nonunion workers tend to quit, whereas dissatisfied union workers tend to remain in their jobs and express their complaints through various voice mechanisms provided by their union. Furthermore, this “voiced” dissatisfaction, animated by the hope of effecting change, is said to be distinct from “genuine” dissatisfaction. This study, the first to examine the exit-voice issue in Britain, expands on the set of independent variables used by similar North American and Australian studies. When they control for industrial relations climate, the authors find that the negative relationship between unionization and satisfaction dwindles to insignificance in many cases. They conclude that union workers' relative dissatisfaction is in most cases entirely “genuine” and stems from poor industrial relations or from unions forming where satisfaction would be low anyway.
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Grenier, Gilles, and Akbar Tavakoli. "Globalization and Wage Inequality in the Canadian Manufacturing Sector: A Time Series Analysis." Global Economy Journal 6, no. 2 (May 2006): 1850085. http://dx.doi.org/10.2202/1524-5861.1042.
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The deteriorating economic position of low-skilled workers relative to high-skilled workers appears to be one harmful effect of the economic globalization that took place during the 1980s and 1990s. In the present paper, we perform a time series investigation for Canada using as the dependent variable the relative wages of production and non-production workers in the manufacturing sector between 1970 and 2001. The independent variables include R&D, union density, immigration, imports from non-OECD countries, foreign direct investment, capital labor ratio, and number of workers in each group. The results show that the R&D expenditures and union density are two important variables in the explanation of the widening wage gap. The effects of immigration, imports, and FDI on wage inequality are found to be moderate.
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Smaal, Yorick. "Gina Mather." Queensland Review 14, no. 2 (July 2007): 106–7. http://dx.doi.org/10.1017/s1321816600006681.
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Gina Mather has been the president of the Australian Transgender Support Association (ATSA) for over 15 years. Her vociferous activism for social justice and equality has its roots in her work with Queensland Rail, which she joined in 1967. Gina quickly became entrenched in the union movement and soon afterwards became the secretary of the Australian Railways Union. During her time with the railways, Gina spent a considerable period of time in regional parts of Queensland, advocating for workers' rights. While her activities earned her the ire of the authorities — the police tapped her phone and the then premier, Sir Joh Bjelke-Petersen, threatened to remove her as secretary of the union — she persevered undeterred.
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La Botz, Daniel. "Manufacturing Poverty: The Maquiladorization of Mexico." International Journal of Health Services 24, no. 3 (July 1994): 403–8. http://dx.doi.org/10.2190/hy6r-ey5g-3axp-vv8n.
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Based on interviews with social workers, attorneys, feminists, union activists, and factory workers, the author argues that the maquiladora free trade zone of Northern Mexico portends developments under the North American Free Trade Agreement. Today some 500,000 Mexican workers labor in 2,000 factories for $4.50 a day in Mexico's maquiladoras. Two-thirds of the workers are women, many single women who head their households. These women work in the new, modern manufacturing plants in industrial parks, but live in squalid shanty towns without adequate water, sewage, or electricity. On the job, workers face exposures to toxic chemicals and dangerous work processes. The Mexican government does not have the political will, the trained personnel, or the equipment to monitor these occupational health problems. While Mexico's Constitution and labor laws guarantee workers the right to organize, bargain collectively, and strike, in practice the state controls the unions and opposes worker activism. In the face of employer and state repression workers are forced to organize secretly to fight for higher wages and safer conditions.
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Kollmorgen, Stuart, and Richard Naughton. "Change from Within: Reforming Trade Union Coverage and Structure." Journal of Industrial Relations 33, no. 3 (September 1991): 369–94. http://dx.doi.org/10.1177/002218569103300305.
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The federal government has demonstrated that it supports moves to rationalize trade union structure by enacting legislation which allocates the parties in the industrial relations process different roles in transforming union coverage of workers and workplaces. The power to rewrite union eligibility rules under section 118A of the Industrial Relations Act 1988 provides the Australian Industrial Relations Commission with a direct role in the restructuring process, while the more permissive path towards trade union amalgamations now endorsed by the legislation allows the union movement itself an opportunity to hasten the reform process. The authors contend that the government has chosen to adopt a compromise model of reform by seeking to achieve change from within the existing centralized system. The paper analyzes the different legislative mechanisms, both to identify the capacity for change that currently exists within the Industrial Relations Act, and to assess whether they provide a suitable response to the challenges presently confronting the Australian industrial relations system.
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Crinis, Vicki. "Innovations in Trade Union Approaches in Malaysia's Garment Industry." Economic and Labour Relations Review 14, no. 1 (June 2003): 80–89. http://dx.doi.org/10.1177/103530460301400107.
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Women workers employed in the export-oriented manufacturing sector in Malaysia have traditionally had poor access to representation by trade unions for two reasons. Firstly, government rules and regulations have prevented sectoral trade unions from representing large sections of the workforce, and secondly, unions themselves have not considered women their primary constituency. As a result, non-governmental organisations (NGO), rather than trade unions, have played an important role in educating women workers about their rights since the 1980s. In the garment industry in recent years, NGO activism has precipitated a change in the trade unions' focus towards women workers in general, and towards female overseas migrant workers in particular. Where once unions viewed migrant workers as undermining the wages and conditions of Malaysian workers, they now assert their right to equality in the workplace. This paper explores the context in which NGOs became involved in union-like activities and unions' responses to that involvement.
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Cook, Kay, Lara Corr, and Rhonda Breitkreuz. "The framing of Australian childcare policy problems and their solutions." Critical Social Policy 37, no. 1 (June 23, 2016): 42–63. http://dx.doi.org/10.1177/0261018316653952.
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Using discursive policy analysis, we analyse recent Australian childcare policy reform. By examining the policy framings of two successive governments and a childcare union, we demonstrate how the value of care work was strategically positioned by each of the three actors, constructing differing problems with different policy solutions. We argue that women’s care work was recognised by one government as valuable and professional when it aligned with an educational investment framing of enhanced productivity. This framing was capitalised upon by a union campaign for ‘professional’ wages, resulting in a government childcare worker wage subsidy. However, prior to implementation, a change of government re-framed the problem. The new government cast mandatory quality standards as placing unnecessary financial pressure on families and business. Within this frame, the remedy was to instead subsidise employer staff-development costs without increasing workers’ wages.
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Thompson, Herb. "The APPM Dispute: The Dinosaur and Turtles vs the ACTU." Economic and Labour Relations Review 3, no. 2 (December 1992): 148–64. http://dx.doi.org/10.1177/103530469200300208.
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This article examines the Australian Pulp and Paper Mills Ltd. (APPM) dispute which took place in Burnie, Tasmania between March 3 and June 10, 1992. The dispute is placed within the context of major changes in Australian industrial relations, which have been in process since 1986. Management and unions throughout Australia are still experimenting with a variety of industrial weapons to achieve their aims and goals within the parameters of the “Structural Efficiency Principle” and “enterprise bargaining”, constructed in Accords III through VI, from 1986 to the present. It is argued that the crucial change during the past six years has been the ability of companies to re-establish managerial prerogative through litigation. This has provided management with the power to confront secondary issues and agents of change such as the Accord, the Australian Industrial Relations Commission, Structural Efficiency, Enterprise Bargaining and Restructuring with a new vigour, toughness and effectuality. Increasingly docile, debilitated and legally disabled union officials and workers seem to be coming to the view that a union victory occurs if the company agrees to abide by the law while directing its workforce, and recognises the workers' right to be represented by a “third party”.
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Crain, Marion. "Gender and Union Organizing." ILR Review 47, no. 2 (January 1994): 227–48. http://dx.doi.org/10.1177/001979399404700205.
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Analyzing survey and interview data gathered in 1990 and 1991, the author assesses the influence of worker gender on the union organizing philosophy and strategies adopted by union organizing directors and field organizers. The results suggest that although most of those sampled did not view worker gender as influential in shaping organizing style, some service sector union organizers and organizers of “pink-collar” workers (who are predominantly female) were using organizing styles different from the conventional style. Further, the approaches of female organizers, particularly those organizing for occupationally targeted divisions of manufacturing unions, appeared to be explicitly gender-conscious.
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Seltzer, Andrew J. "Implicit contracts and acquisitions: An econometric case study of the 19th century Australian banking industry." German Journal of Human Resource Management: Zeitschrift für Personalforschung 31, no. 2 (January 6, 2017): 185–208. http://dx.doi.org/10.1177/2397002216682463.
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It has been argued that hostile takeovers redistribute wealth from workers to shareholders by enabling the acquiring firm to revoke implicit contracts. This paper uses micro-data from personnel records to examine the consequences of the Union Bank of Australia’s 1892 takeover of the Bank of South Australia. The evidence confirms that the lifetime earnings of older workers at the BSA declined because of the merger. They faced a high probability of losing their jobs immediately following the merger, lost specific human capital due to the closure of branches, faced a flatter salary profile over the remainder of their career, and received a reduced pension.
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Stein, Jesse Adams. "When Manufacturing Workers Make Sculpture: Creative Pathways in the Context of Australian Deindustrialisation." Australian and New Zealand Journal of Art 20, no. 2 (July 2, 2020): 189–212. http://dx.doi.org/10.1080/14434318.2020.1837374.
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Abd Razak, Siti Suraya, and Nik Ahmad Kamal Nik Mahmod. "AN ANALYSIS OF THE GOOD FAITH BARGAINING PRACTICE IN THE TRADE UNION RECOGNITION PROCESS: REFORM OF THE MALAYSIAN TRADE UNION LEGAL FRAMEWORK." IIUM Law Journal 27, no. 2 (December 18, 2019): 501–24. http://dx.doi.org/10.31436/iiumlj.v27i2.455.
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The trade union recognition process is a pre-requisite to the collective bargaining action of a trade union. The recognition is important to ascertain the competency of a trade union and the acceptance by the workers to represent them in the collective bargaining action with the employer. However, the ambiguities in the existing legislations on the trade union recognition process in Malaysia and the anti-union practices of the employer are currently depriving the workers of their rights to negotiate for better working conditions. The primary focus of the present work is to identify the weaknesses of the recognition legal framework and the anti-union practices of employers in the recognition process of trade unions. Secondly, is to critically analyse the good faith bargaining practice in other countries and its significance to the recognition process in Malaysia. To explore the anti-union tactics perpetrated by employers, semi-structured interviews have been conducted to analyse the trade unions’ experience in their recognition claims. This research employed a qualitative approach as the instrument to study the good faith bargaining practices in the Australian and New Zealand labour law framework. The findings reveal that the good faith bargaining practices in Australia and New Zealand have improved the odds for trade unions to represent the workers in negotiating collective agreements. The study finally concludes that in order to reform the recognition process of trade unions in Malaysia, the good faith bargaining practice should be implemented in the nation’s industrial relations law framework.
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Bray, Mark, Johanna Macneil, and Leslee Spiess. "Unions and collective bargaining in Australia in 2018." Journal of Industrial Relations 61, no. 3 (May 1, 2019): 357–81. http://dx.doi.org/10.1177/0022185619834320.
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There is a storm brewing over the roles of unions and collective bargaining in Australian employment relations. Unions, frustrated with what they see as practical and legislative restrictions on protection of workers’ rights, seek to ‘change the rules’. Employers, on the other hand, have been successful in restricting or rolling back bargaining rights, supported by their associations, the Coalition government and an assertive interpretation of the Fair Work Act. Add to this the impending federal election and the scene is set for a tempest that could bring industrial relations back to the centre of Australian politics in 2019. The review explores the various elements contributing to the coming storm, including trends in union membership, structure and strategy. It also surveys trends in the number and coverage of collective agreements, wage outcomes and industrial disputes. Two idiosyncractically Australian versions of collective agreement making are also discussed: cooperative bargaining facilitated by the Fair Work Commission and non-union collective agreement making.
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Hundley, Greg. "The Law and Union Membership in US State and Local Government." Journal of Industrial Relations 30, no. 2 (June 1988): 248–57. http://dx.doi.org/10.1177/002218568803000204.
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State and local government workers in the United States are covered by a wide variety of collective bargaining laws, thus providing a rare opportunity to analyse the effects of the law on union membership. Analysis of a large micro-data sample shows that several aspects of bargaining laws, particularly provisions relating to exclusive jurisdiction and union security, have a pronounced effect on the probability that a worker will be a union member. An individual covered by the right to strike is less likely to be a union member than an individual covered by a compulsory arbitration law. Estimates indicate that deregulation of an industrial relations system that provides incentivesfor unionism similar to those that exist in Australian policy would produce a dramatic decline in membership.
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Cregan, Christina, and Michelle Brown. "The influence of union membership status on workers’ willingness to participate in joint consultation." Human Relations 63, no. 3 (January 6, 2010): 331–48. http://dx.doi.org/10.1177/0018726709348934.
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This study investigates the willingness of workers in a unionized environment to participate in a joint consultation committee (JCC). It focuses on the differences between union members and non-members. We derived hypotheses from a consumer services theoretical approach to participation in collective activities. Using hierarchical regression, we analysed the survey responses of 1456 employees in a large Australian public sector organization. Members were more willing to participate in the JCC the more they expected instrumental outcomes and the more they valued discussion of issues that lay outside collective bargaining. They were less willing to participate the more they valued discussions about issues normally dealt with in union-based negotiations. Non-members were more willing to participate, the more they expected the JCC to result in democratic representation.
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Verma, Anil, and Robert B. McKersie. "Employee Involvement: The Implications of Noninvolvement by Unions." ILR Review 40, no. 4 (July 1987): 556–68. http://dx.doi.org/10.1177/001979398704000408.
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Using a survey of workers in a large unionized manufacturing plant in which quality circles had been introduced without the involvement of the union, the authors test several hypotheses about the profiles of workers who volunteered to join the program and of workers who participated in it. They find that volunteers were less active in the union, more eager for a “say” in decisions, and more attracted to group and voluntary activities than were nonvolunteers. Continued participation in the program, however, apparently did not affect these characteristics of volunteers. On the other hand, participation in the program appears to have increased workers' identification with the company and its goals, even after controlling for differences in pre-program individual characteristics.
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Nyland, Chris, Elizabeth Ann Maharaj, and Anne O'Rourke. "Australia/US/China Preferential Trade Negotiations: Building Alliances and Realizing Workers' Rights to a `Voice at the Table'." Journal of Industrial Relations 49, no. 5 (November 2007): 647–72. http://dx.doi.org/10.1177/0022185607082213.
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When the Australian and Chinese governments announced their intention to negotiate a bilateral trade agreement this news generated apprehension among employee bodies. This was because many workers believe China's competitiveness is underpinned by its government's refusal to allow China's workers to realize basic labour rights and because Australian labour and the wider community has been unable to participate in the debate surrounding the proposed agreement. The latter concern is the focus of this article. We accept organized labour has a right to `sit at the table' when trade policy is being determined and that the union movement needs to forge effective alliances if it is to achieve this goal. To assist this process we draw on submissions generated by the United States—Australia (AUSFTA) and Australia—China (ACFTA) trade agreements to argue that Australian unions and civil society groupings can influence the outcome of bilateral trade negotiations and in so doing offer suggestions regarding the issues likely to be most conducive to alliance building.
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Dhal, Manoranjan. "Changing Power of Union in India: A Study of Actors’ Perception." International Journal of Human Resource Studies 1, no. 2 (October 18, 2011): 111. http://dx.doi.org/10.5296/ijhrs.v1i2.1117.
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Abstract — With the growing globalization of market, out sourcing of production, and downsizing of manpower trade unions are losing their power across the globe. This paper tries to explore the perception of actors, i.e. workers, trade union leaders and managers about the changing power structure of union. Attempt was made to study the perception of actors about the function of union, industrial relations climate and its impact on power of union. This study is based on 640 structured interviews conducted in manufacturing industries across different sectors in India. Keywords: Actors; Trade Union; Union Power
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Wyner, Issy, and Michael Hess. "From Fragmentation to Unity: A History of the Western Australian Branch of the Federated Miscellaneous Workers Union." Labour History, no. 58 (1990): 117. http://dx.doi.org/10.2307/27509000.
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Donn, Clifford B., and G. Phelan. "Australian Maritime Unions and Flag of Convenience Vessels." Journal of Industrial Relations 33, no. 3 (September 1991): 329–39. http://dx.doi.org/10.1177/002218569103300303.
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The purpose of this paper is to update Kingsley Laffer's 1977 Journal of Industrial Relations article on the policies of Australian trade unions with respect to flag of convenience vessels. Australian unions have supported the campaign against such vessels initiated by the International Transport Workers Federation (ITF). After detailing the process by which the maritime unions become aware of whether or not a flag of convenience vessel is operating under the conditions established by the ITF, the paper goes on to examine two disputes involving flag of convenience vessels. The first, in 1977, was a ban by the Seamen's Union of Australia on coal ships operated by Utah Development Company; the second, in 1981, was a ban by several unions on the use of flag of convenience vessels in the coal trade in New South Wales. The paper discusses these disputes and offers an evaluation of the unions' activities in the general ITF campaign.
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Griffin, Larry J., and Robert R. Korstad. "Class as Race and Gender|Making and Breaking a Labor Union in the Jim Crow South." Social Science History 19, no. 4 (1995): 425–54. http://dx.doi.org/10.1017/s0145553200017454.
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Early in 1944 the National Labor Relations Board (NLRB) certified Local 22 of the United Cannery, Agricultural, Packing, and Allied Workers of America (UCAPAWA) as the bargaining agent for manufacturing workers at the R. J. Reynolds Tobacco Company (RJR) in Winston-Salem, North Carolina. The local was built and largely sustained by the collective actions of African Americans, especially women, who quickly made it the primary institutional locus advancing the racial aspirations of Winston-Salem's black working class. Operating the largest tobacco manufacturing facility in the world and employing a workforce of 12,000, none unionized (Tilley 1948, 1985), RJR vigorously fought the local from its inception.
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Nicholson, Daniel, Andreas Pekarek, and Peter Gahan. "Unions and collective bargaining in Australia in 2016." Journal of Industrial Relations 59, no. 3 (May 22, 2017): 305–22. http://dx.doi.org/10.1177/0022185617697760.
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In 2016, Australian unions faced a mix of new and enduring challenges. A re-elected Conservative federal government made life difficult for unions, maintaining its hard-line approach to public sector bargaining and passing new laws to intensify regulatory scrutiny of union governance and tactics. Unions continued to secure wage premiums through enterprise bargaining, but the longer-term decline in the level of agreement-making and the number of workers covered by enterprise agreements continued. Disputation rose, although less than half of all disputes were caused by enterprise bargaining. Concern over ongoing membership decline saw unions explore and experiment with organisational reforms and initiatives as new, ‘union-like’ actors entered the field. However, our analysis of longer-term membership developments across union types suggests the outlook is alarming for all but those unions focused on occupational identity.
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Tierney, Robert. "Immigration and Production Line Margins in the 1950s Vehicle Building Industry." Journal of Industrial Relations 36, no. 1 (March 1994): 18–36. http://dx.doi.org/10.1177/002218569403600102.
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In the 1950s, the Australian automotive industry exerted pressure on the Common wealth government to import southern European labour on a mass scale. The employers' aim was to overcome severe labour shortages on the production lines, particularly in the areas where Australian-born and non-Mediterranean immi grant men were generally reluctant to work. Prior to and during the early part of this decade, the Vehicle Builders Employees Federation (since January 1993 the Automotive section of the Automotive, Metal and Engineering Union) were exploit ing the labour shortages in the industry to strengthen their claim for the introduc tion of a uniform, semi-skilled, second-class tradesmen's margin for production line workers. Two major car makers were already paying this semi-skilled wage to line workers. The mass recruitment of southern European labour by the vehicle building industry was one of the factors undermining the production line workers' claim for this semi-skilled margin. The other important factors were Commissioner Galvin's rigid views about the marginal rates and comparative wage justice and the Vehicle Builders Employees Federation's organizational weakness and remote ness from its members.
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Taylor, Eleanor. "Changes in labour and safety regulation offshore: the productivity implications." APPEA Journal 56, no. 2 (2016): 539. http://dx.doi.org/10.1071/aj15045.
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In recent years there have been ongoing tussles regarding the regulation of employment in the offshore oil and gas industry. Much of this conflict relates to the extent of union involvement in the industry, and the impact increased union activity may have on cost and productivity. This conflict has played out in the courts, legislature and the media. It is evidenced in the debate over the application of Australian migration laws to foreign workers offshore. This has involved lobbying by a number of organisations and Federal and High Court challenges to parliamentary intervention. Whether these laws apply has important implications for industry, as they include the practicalities and cost of engaging adequately skilled contractors for specialist tasks on major projects. Another recent example is the Australian Council of Trade Unions (ACTU) advocating for the application of the harmonised workplace health and safety regulations to the offshore industry. The application of these regulations would likely affect the extent of union involvement in the workplace, and have consequent cost and efficiency implications. In this extended abstract the author examines the impacts on industry of: recent and upcoming changes in employment regulation; uncertainties around the application of employment laws offshore; proposed changes to safety regulation; and, areas where industry is seeing advocacy for change.
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Wang, Kan. "Labour resistance and worker attitudes towards trade union reform in China." Employee Relations 38, no. 5 (August 1, 2016): 724–40. http://dx.doi.org/10.1108/er-03-2016-0065.
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Purpose – Drawing its arguments and conclusion from a ten-year survey on workers’ experiences of labour disputes, along with anticipation of trade union reform, the purpose of this paper is to discuss the interaction between labour resistance and its potential for institutional change in the field of labour relations in China. Design/methodology/approach – This paper uses a longitudinal cohort study carried out between 2006 and 2015. The survey was conducted every two years, specifically in 2006, 2008, 2011, 2013 and 2015, in Guangdong Province, China. Questionnaire and interview methods were used; 2,166 valid sample questionnaires were collected, and 215 interviews were carried out over the research period. Findings – An increase in collectivized disputes in China has given rise to an escalation of labour action, characterized by wildcat strikes. Joint action has strengthened the bonds among work colleagues, and it has become more important for workers to pay attention to their rights and interests. In terms of organization, two viewpoints towards union reform were revealed: the pragmatist and the idealist perspectives. Workers with greater experience of resistance were more modest in terms of demands for union reform, while workers with some experience called for their union’s independence from the party-state. Research limitations/implications – The data contained industry bias, as too many respondents were from electronics-manufacturing and textile and apparel plants. Originality/value – This paper is original, and increases awareness of the development of the labour movement in China.
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Cameron, Melissa, Melanie Wakefield, Lisa Trotter, and Graeme Inglis. "Exposure to secondhand smoke at work: a survey of members of the Australian Liquor, Hospitality and Miscellaneous Workers Union." Australian and New Zealand Journal of Public Health 27, no. 5 (October 2003): 496–501. http://dx.doi.org/10.1111/j.1467-842x.2003.tb00821.x.
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Parcell, Wayne. "Circumnavigating offshore resources worker visas—understanding the opportunities and challenges." APPEA Journal 55, no. 2 (2015): 460. http://dx.doi.org/10.1071/aj14095.
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On 29 June 2013, the Australian government amended the Migration Act 1958 to extend the definition of the migration zone and prospectively introduce a new visa pathway specific to offshore resources activities. The amendment required all foreign workers participating in or supporting an offshore resources activity in the maritime zone to hold a visa with effect from 30 June 2014. After consultation with stakeholders, the present government introduced migration regulations on 30 June 2014, prescribing three types of temporary work visas that foreign workers can hold to lawfully participate in or support an offshore resources activity. The government relied on the existing visa regime, including the subclass 988 Maritime Crew visa. On 16 July 2014, the senate disallowed these regulations. To restore certainty to the offshore resources industry, the Assistant Minister for Immigration and Border Protection issued a determination on 17 July 2014, effectively removing offshore resources activities from the scope of the Migration Act 1958, therefore enabling foreigners to perform such activities without a visa. The Maritime Union of Australia and the Australian Maritime Officers Union are challenging the decision in the Full Federal Court. The appeals will be heard together in Sydney, during February and March 2015. The author will discuss the latest insights into the visa framework and the direction of this issue as parties strive for differing outcomes. The ongoing uncertainty concerns employers who seek clarity of this issue to meet workforce planning and supply chain management priorities.
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Pocock, Barbara. "Rethinking Unionism in a Changing World of Work, Family and Community Life." Articles 66, no. 4 (January 17, 2012): 562–84. http://dx.doi.org/10.7202/1007633ar.
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This article considers the state of unionism today and argues that in strategizing for more workers’ power and effective worker representation, unions have – unsurprisingly – focussed upon the primary domain that workers occupy: the labour market and workplaces, applying a particular repertoire of tools. While social conditions beyond the terrain of work have always mattered and sometimes been recognized by activists and theorists, these are often under-attended in analysis and strategy. The article argues that the relevant social context includes the three “microsystems” of work, household and community life, their intersecting “mesosystems” and the larger “macrosystem” of labour law, social norms and gender cultures within which they are located. Together these construct a system which affects the ways in which unions can build power, the tools available to them, and the industrial issues that matter to workers.Significant changes in the three interacting domains of work, household and community life since the mid-1970s in many industrialized countries have changed the system within which workers’ create collective power. This is illustrated by evidence drawn from the Australian experience, and the changing forms and occupational structure of employment, and the changing shape of households and communities within which Australian workers live. Workers’ increasing mobility and work, family and community transitions make some of the traditional vehicles of union power outmoded – like collectivizing through a longstanding job or craft affiliation. Such changes call for new forms of collectivization and create new priorities for workers in their bargaining and industrial conditions. They also have implications for the tools – collective bargaining, substantive and procedural statutory rights or social security – that will most effectively improve workers’ circumstances.
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Petrovskaya, N. E. "Wages in the U.S. Manufacturing industry." Upravlenie 7, no. 2 (August 8, 2019): 95–103. http://dx.doi.org/10.26425/2309-3633-2019-2-95-103.
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Based on data from official American statistics, the issue of wages in the United States of America manufacturing industry has been considered. This study is an important area of study of modern social and economic problems of the United States. Manufacturing plays an important role in the economy of the US, because it creates a material basis for all other industries. The trends and problems in this area have been revealed in the article. For a comprehensive analysis a systematic approach, economic-statistical and logical research methods have been used in the paper. A comprehensive study of wages in the most important sectors of the national economy has been carried out, based on data from the Bureau of Labor Statistics of the US Department of Labor. Separate attention has been paid to the category of “production workers”, whose share is about 70%. The statistical data on the average annual wage of production workers by industry according to the NAICS have been adduced. The significance of the manufacturing industry in creating, maintaining and returning jobs for the US economy has been shown.The difference in wages depending on the level of education, work experience and profession has been analyzed. The data on the highest paid industrial professions have been adduced. The uneven distribution of the manufacturing industry by states has been shown. It has been noted, that the reduction in the coverage of the trade union movement of American workers is another factor, affecting the level of wages. The correlation between production volume and Gini Coefficient in the USA in the period from 1947 to 2014 has been presented in the article. It has been noticed, that the growth of inequality in the US income and the decline of the manufacturing industry are interrelated.
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Allen, Steven G. "Updated Notes on the Interindustry Wage Structure, 1890–1990." ILR Review 48, no. 2 (January 1995): 305–21. http://dx.doi.org/10.1177/001979399504800207.
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The author documents and analyzes changes in wage structure across manufacturing industries over the years 1890–1990. Interindustry differentials in wages were highly stable over that period for production workers, but much less stable for nonproduction workers. Interindustry wage patterns were very similar for production and nonproduction workers in 1990, though this similarity dates back only to 1958. Although dispersion of wages across industries followed varying trends over the period, it was higher in 1990 than at any previous time in this century. The variables that have been most strongly correlated with wage growth are productivity growth, rising union density, rising capital intensity, and profit growth.
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Chawla, Ginni, Tripti Singh, and Rupali Singh. "Operationalizing the antecedents and outcomes of union participation in the Indian context." Journal of Indian Business Research 12, no. 4 (April 11, 2020): 481–508. http://dx.doi.org/10.1108/jibr-03-2019-0086.
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Purpose Unions and organizations interests are often seen to be in competition. However, union-voice hypothesis suggests that unions can provide a distinctive mechanism to lower organizational costs by reducing exit behavior, absence from work and conflict levels at work. This study aims to look at union participation as a form of voice which is affected by a number of antecedents and in turn has an effect upon the workers performance (i.e. worker behavior effectiveness [WBE]) in an organization. Design/methodology/approach The study draws on data from 340 permanent labors working in 19 manufacturing units across different regions of India to explore both the antecedents and outcomes of union participation. Hypotheses are tested using mediation analysis. Findings Results indicate statistically significant relationships between union participation, its antecedents and WBE, with union participation partially influencing the relationship between the constructs. Originality/value Uniqueness of the study lies in its findings which report positive relationship among union participation, its antecedents and behavior effectiveness. Contrary to the traditional belief that unions are detrimental to the health of any organization, the study suggests that workers decision to join and participate in unions should be viewed positively because only if a person is willing to stay with the organization, he/she seeks to resolve the issues/problems through collective mechanism of union participation and which in turn leads to enhanced performance, reduced absenteeism at the workplace.
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Yates, Charlotte A. B. "Segmented labour, united unions? How unions in Canada cope with increased diversity." Transfer: European Review of Labour and Research 11, no. 4 (November 2005): 617–28. http://dx.doi.org/10.1177/102425890501100410.
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As the labour force in Western industrial democracies becomes more diverse, union strategies for organising and representing these workers need to change. With a particular emphasis on union strategies for recruiting new members, this article demonstrates how slow unions have been to adapt to the changing labour market and labour force. Drawing on data from Canada, the article examines the challenges faced by unions in representing women and immigrants, especially those from racial minorities who constitute a growing proportion of recent immigrants to Canada. It then explores the additional challenges posed by changes to the labour market, most notably the rise in private service sector employment and the shift towards non-unionised manufacturing facilities. The article concludes by examining the ways in which unions need to transform their strategies to reflect the greater diversity found amongst workers and their workplaces.
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Chan, Andy W., and Ed Snape. "Are cultural values associated with organizational and union commitment and citizenship behavior? A study of Chinese manufacturing workers." Asia Pacific Journal of Management 30, no. 1 (September 1, 2012): 169–90. http://dx.doi.org/10.1007/s10490-012-9323-7.
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Cai, Lixin. "The dynamics of low pay employment in Australia." International Journal of Manpower 36, no. 7 (October 5, 2015): 1095–123. http://dx.doi.org/10.1108/ijm-01-2014-0008.
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Purpose – The purpose of this paper is to enhance understanding low pay dynamics of Australian employees, with a focus on the determination of low pay duration. Design/methodology/approach – The study draws on a representative longitudinal survey of Australian households to provide empirical findings from both descriptive analysis and econometric modelling. Findings – The results show that workers who have entered low pay from higher pay also have a higher hazard rate of transitioning to higher pay; and those who have entered low pay from non-employment are more likely to return to non-employment. Union members, public sector jobs and working in medium to large size firms tend to increase the hazard rate of transitioning to higher pay, while immigrants from non-English speaking countries and workers with health problems have a lower hazard rate of moving into higher pay. There is some evidence that the longer a worker is on low pay, the less likely he or she is to transition to higher pay. Originality/value – This study addresses an information gap regarding the determination of low pay duration. The findings help identify workers who are at high risk of staying on low pay or transitioning into non-employment and are therefore informative for developing targeted policy to help the low paid maintain employment and/or move up the earnings ladder. The results also suggest that policy intervention should take place at an early stage of a low pay spell.
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Timo, Nils. "Searching for the hospital yardstick:A case study of private hospital productivity bargaining." Australian Health Review 20, no. 4 (1997): 96. http://dx.doi.org/10.1071/ah970096.
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The decentralisation of Australia?s centralised wage fixation system has been seen asproviding opportunities for employers and trade unions to tailor workingarrangements to suit the needs of the workplace and to provide better paid long-termjobs. This paper details the productivity bargaining between the Private Hospitals?Association of Queensland and The Australian Workers? Union in 1995?97 inQueensland that led to the introduction of a number of productivity-based enterpriseagreements. The case study shows that productivity bargaining in the private hospitalsstudied remains focused on ?bottom line? issues where cashable savings can readily begenerated. The paper concludes with an examination of the lessons drawn from theproductivity bargaining process.
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Fennessy, Paul, and Vanessa Clements. "OP135 CAR T-cell Therapy HTA Informs Australian Policy." International Journal of Technology Assessment in Health Care 35, S1 (2019): 30–31. http://dx.doi.org/10.1017/s0266462319001636.
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IntroductionChimeric antigen receptor (CAR) T-cell therapy is offered as a once-only treatment for patients with certain cancers that are not responsive to standard treatment. While clinicians, patients and their families increasingly seek access to CAR T-cell therapy, there is no revenue stream to support access through public or private health systems.MethodsThe New South Wales (NSW) Ministry of Health and Victorian Department of Health and Human Services oversighted a health technology assessment (HTA) to explore the status and geography of regulatory frameworks supporting delivery of CAR T-cell therapy, evidence for the safety, efficacy and cost, clinical trials conducted or underway and manufacturing aspects.ResultsCAR T-cell therapies are approved in the European Union and United States of America, and being considered in Australia, Canada, China and Japan. Efficacy, safety and cost-effectiveness is limited by the size and single-arm design of early stage trials and variation between them. While overall response ranges from 36–93 percent, early results for some cancers are less favorable. Durability of treatment effect is unknown, adverse events are common and can be life-threatening and risk of delayed onset toxicity remains unknown. Treatment requires access to approved manufacturing facilities (none in Australia) and specialist clinical staff.ConclusionsCAR T-cell therapy is promising and demand is increasing, but the limited safety profile and evidence base should mitigate policy and investment decisions. Broader consideration should be given to developing, or identifying access to, manufacturing and clinical workforce capability and capacity to meet national demand. Australia is likely to encounter similar issues in other jurisdictions, such as limited evidence base and complex safety issues. Factors to be considered on a local and national basis for assessment and implementation include: (i) Regulatory support for industry; (ii) Strategies to manage uncertainties in long-term risks, benefits and costs; (iii) Access to accredited manufacturing facilities; (iv) Developing clinical and manufacturing workforce capability and capacity.
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Erickson, Christopher L. "Wage Rule Formation in the Aerospace Industry." ILR Review 45, no. 3 (April 1992): 507–22. http://dx.doi.org/10.1177/001979399204500307.
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This study of wage bargaining in the aerospace industry focuses particularly on lump sum bonuses, one-time cash disbursements that generally accompany lower increases in the base wage than were formerly standard. Although such bonuses, which appeared in aerospace companies before they appeared in other large manufacturing industries, were viewed as a union concession, they persisted into the 1989 bargaining round despite a sharp upturn in the fortunes of the most prominent aerospace company. The author regards that fact, as well as the weakening of both inter- and intra-industry pattern bargaining, as support for the view that a significant shift in union wage determination occurred in the 1980s. He argues, however, based on interviews with managers, union officials, and workers, that consensus has not yet been achieved on the meaning of this shift.
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BROOKE, LIBBY. "Prolonging the careers of older information technology workers: continuity, exit or retirement transitions?" Ageing and Society 29, no. 2 (January 8, 2009): 237–56. http://dx.doi.org/10.1017/s0144686x0800768x.
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ABSTRACTThe article explores the ways in which older workers' career trajectories influenced their exit from or continuity of employment in the Australian information technology (IT) industry. The data were collected through qualitative interviews with 71 employees of 10 small and medium-sized IT firms as part of the cross-country Workforce Ageing in the New Economy project (WANE), which was conducted in Canada, the United States, Australia and several European Union countries (the United Kingdom, Germany and The Netherlands). The analysis revealed that older IT workers' capacity to envisage careers beyond their fifties was constrained by age-based ‘normative’ capability assumptions that resulted in truncated careers, dissuaded the ambition to continue in work, and induced early retirement. The workers' constricted, age-bound perspectives on their careers were reinforced by the rapid pace of technological and company transformations. A structural incompatibility was found between the exceptional dynamism and competitiveness of the IT industry and the conventional age-staged and extended career. The analysis showed that several drivers of occupational career trajectories besides the well-researched health and financial factors predisposed ‘default transitions’ to exit and retirement. The paper concludes with policy and practice recommendations for the prolongation of IT workers' careers and their improved alignment with the contemporary lifecourse.
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Oliver, Damian, and Kurt Walpole. "Subject to qualification: Weakening links between job roles and qualifications in Australian manufacturing enterprise agreements." Journal of Industrial Relations 60, no. 4 (May 15, 2018): 517–37. http://dx.doi.org/10.1177/0022185618771113.
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This article examines job classifications in enterprise agreements from the Australian manufacturing industry, focusing on the recognition of formal qualifications. It follows earlier research that found the strength and frequency of references to qualifications vary considerably between modern awards, with manufacturing industry awards having some of the strongest connections. A representative sample of 350 agreements (13.5% of the total) made under the Fair Work Act between 2010 and 2013 was analysed. Analysis revealed that linkages between formal qualifications and job classification structures are less common in enterprise agreements than in relevant modern awards. However, the overall effects of enterprise bargaining on recognition of employees' qualifications are complex. We find that, one way or another, the award classification structure continues to apply in 47.1% of enterprise agreements. Through logistic regression, we explore factors influencing the use of formal qualifications as part of job classifications, with a particular focus on whether this extends beyond the licensing requirements of tradespeople (Certificate III). Our finding that three factors – workplace size, award coverage and union coverage – significantly affect enterprise bargaining outcomes is likely to be generalisable beyond this study's focus on job classifications to many other important terms in enterprise agreements.
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Robertson, Margaret, and Andy Clark. "‘We Were the Ones Really Doing Something About It’: Gender and Mobilisation against Factory Closure." Work, Employment and Society 33, no. 2 (September 3, 2018): 336–44. http://dx.doi.org/10.1177/0950017018785861.
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Current understandings of worker mobilisation against factory closure and capital migration in Britain are dominated by the perspectives of male industrial workers. The narratives of displaced miners, shipbuilders and steel workers are prominent in the historiography and collective memories of deindustrialisation. There is considerably less understanding of the response of female manufacturing workers to these processes and the ways in which women mobilised in opposition to the free movement of capital. This article presents the testimony of Margaret Robertson, shop steward at the Lee Jeans factory in Greenock, Scotland, where the predominantly female workforce conducted a successful seven-month occupation in opposition to proposed closure beginning in February 1981. The contribution highlights the specific gendered challenges encountered by women workers. The occupation occurred in a period of accelerated factory closure in Britain, yet supporting female unionists resisting job loss was not a priority for the male-dominated union executive.