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Journal articles on the topic 'Industrial awards'

Author: Grafiati

Published: 4 June 2021

Last updated: 19 February 2023

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1

Catanzariti, Joseph, and Simon Brown. "Major Tribunal Decisions in 2008." Journal of Industrial Relations 51, no. 3 (May 20, 2009): 379–93. http://dx.doi.org/10.1177/0022185609104304.

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On 28 March 2008 a historic process of award modernization, by which Australia's award system will be fundamentally changed, began. Over 4000 existing federal awards and NAPSAs will be replaced by modern awards created primarily along industry lines, and occasionally along occupational lines. Modern awards will operate from January 2010 and, together with the National Employment Standards, will constitute the safety net under Labor's industrial relations system. This article considers some aspects of the award modernization process and the pivotal role of the AIRC in creating modern awards. This article also considers recent case law dealing with the implied duties to act in good faith and of mutual trust and confidence.

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2

Rathore, Akshay Kumar. "IEEE Award Recipients [Awards]." IEEE Industry Applications Magazine 28, no. 2 (March 2022): 98–99. http://dx.doi.org/10.1109/mias.2021.3131055.

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Rathore, Akshay Kumar. "IEEE Award Recipients [Awards]." IEEE Industry Applications Magazine 26, no. 3 (May 2020): 76. http://dx.doi.org/10.1109/mias.2020.2971070.

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4

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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5

Marufu, Michelle. "Biochemical Society support in action: the Eric Reid Fund for Methodology." Biochemist 41, no. 2 (April 1, 2019): 53. http://dx.doi.org/10.1042/bio04102053.

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Endowed by Emeritus Member Dr Eric Reid, this fund awards grants with an emphasis on methodology and a preference for cellular or bioanalytical work. Awarded to Dr Stephen Wallace, Michelle Marufu, a student in his lab, reports on the supported work. I have always been fascinated by how microbes can be genetically programmed to produce chemicals of industrial value. During my undergraduate degree, this inevitably drew me to subjects such as molecular biology and industrial biotechnology.

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Jankalova, Miriam, and Radoslav Jankal. "Corporate Social Responsibility in the Context of National Awards for Social Responsibility in the Slovakia and Czech Republic." New Trends and Issues Proceedings on Humanities and Social Sciences 3, no. 4 (March 22, 2017): 190–97. http://dx.doi.org/10.18844/prosoc.v3i4.1565.

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Between current trends belongs ever increasing pressure on companies to respect the principles of corporate social responsibility (CSR). If companies want to be successful on the markets with strong competitive pressure, they have to focus their attention not only to make a profit, increase market share, but also to increase protection of the environment, or help the local community. It is important to operate responsibly towards all stakeholders and apply the principles of CSR.Â The aim of the paper is to point on the benefits for companies from participating in national awards for social responsibility and to compare the approaches used in the evaluation within national awards in the Slovakia and Czech Republic. Results are based on analytical research. It can be concluded that purpose of these awards is to increase interest in the CSR problematics not only among companies (organizations and industrial enterprises), but also between citizens.Keywords: corporate social responsibility; stakeholder; award;

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7

Rathore, Akshay Kumar. "Acknowledging IEEE Award Winners [Awards]." IEEE Industry Applications Magazine 27, no. 2 (March 2021): 109–11. http://dx.doi.org/10.1109/mias.2020.3039772.

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Rathore, Akshay Kumar. "IAS 2022 Award Winners [Awards]." IEEE Industry Applications Magazine 28, no. 6 (November 2022): 86–88. http://dx.doi.org/10.1109/mias.2022.3197069.

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9

Monmasson, Eric. "Industrial Electronics Society Awards 2021 [Society News]." IEEE Industrial Electronics Magazine 15, no. 4 (December 2021): 65–67. http://dx.doi.org/10.1109/mie.2021.3117241.

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10

Rodriguez-Andina, Juan. "2012 Industrial Electronics Society Awards [Society News]." IEEE Industrial Electronics Magazine 6, no. 3 (September 2012): 58. http://dx.doi.org/10.1109/mie.2012.2210628.

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11

Sauter, Thilo. "2015 Industrial Electronics Society Awards [Society News]." IEEE Industrial Electronics Magazine 9, no. 3 (September 2015): 56. http://dx.doi.org/10.1109/mie.2015.2468137.

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12

Monmasson, Eric. "Industrial Electronics Society Awards 2019 [Society News]." IEEE Industrial Electronics Magazine 13, no. 4 (December 2019): 123–25. http://dx.doi.org/10.1109/mie.2019.2945349.

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Monmasson, Eric. "Industrial Electronics Society Awards 2020 [Society News]." IEEE Industrial Electronics Magazine 14, no. 4 (December 2020): 168–70. http://dx.doi.org/10.1109/mie.2020.3031431.

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14

Cooper, Rae. "The ‘New’ Industrial Relations and International Economic Crisis: Australia in 2009." Journal of Industrial Relations 52, no. 3 (June 2010): 261–74. http://dx.doi.org/10.1177/0022185610365623.

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While the sphere of industrial relations was overshadowed by the global financial crisis, 2009 was a year of immense change in the regulation of work and workplaces. Many provisions of the Rudd government’s Fair Work Act 2009, including the new collective bargaining regime, came into effect. Unions and employer organizations were preoccupied with the monumental process of award modernization throughout 2009. The AIRC has ceased to exist and it, along with a number of other regulatory bodies, has been subsumed into the new institution Fair Work Australia. The remaining key provisions of the Fair Work Act 2009, including the NES and modern awards, are effective on January 1 2010. This article analyses the early days of the operation of this ‘new’ Australian industrial relations.

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15

Frenkel, Stephen, and David Peetz. "Enterprise Bargaining: The BCA's Report on Industrial Relations Reform." Journal of Industrial Relations 32, no. 1 (March 1990): 69–99. http://dx.doi.org/10.1177/002218569003200105.

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The Business Council of Australia's report on industrial relations argues that the major barrier to the competitiveness of large Australian firms is the centralized system, which hosts a fragmented structure of awards and unions that is out of touch with the requirements of corporate management and inconsistent with employee needs. We examine the various elements of the research underlying the Business Council report and show that the report's conclusions are either not supported by the evidence or greatly overstated. A shift towards unregulated decentralized bargaining, as favoured by the report, would probably yield less benefit than the present direction of reform through the award restructuring process within the context of a centralized framework. We conclude that the report diverts attention from the many factors that will determine the future competitiveness of Australian firms and that it serves as a warning about the limitations of sponsored research.

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Lasrado, Flevy, and Christopher Uzbeck. "The excellence quest: a study of business excellence award-winning organizations in UAE." Benchmarking: An International Journal 24, no. 3 (April 3, 2017): 716–34. http://dx.doi.org/10.1108/bij-06-2016-0098.

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Purpose Organizations worldwide use national quality awards for improving organizational excellence. The United Arab Emirates (UAE) launched its business excellence awards for the private and public sectors almost two decades ago. Within the past dozen years, UAE companies have made considerable progress in introducing and developing their quality management systems. The purpose of this paper is to report the advance of UAE organizations in business excellence initiatives and highlight the contributions of the award-winning organizations in adopting business excellence approach. Design/methodology/approach This research used a qualitative approach to study award-winning organizations. Initially, secondary data were gathered from the Office of Department of Economic Development which is responsible for the administration of the Dubai Quality Award (DQA). Data were entered and categorized according to the description of organizational practice, company name, industrial sector and DQA criteria. The data were then analyzed using NVivo 10.0 software. Findings The DQA fosters and guides the excellence journey of aspiring organizations not only to win a quality award, but to strengthen their quality initiative through an informative assessment report. The DQA model was perceived by all organizations as a useful approach to quality improvement. Winning organizations have exhibited unique programs developed to embrace the DQA factors. Recommendations for aspiring organizations are discussed. Originality/value This paper should help managers to plan their journey toward business excellence and to create greater awareness of excellence frameworks and their usefulness when embarking on the path of excellence. This paper adds to the knowledge of the UAE’s excellence awards scheme and to the knowledge of business excellence best practices deep rooted in multi-cultural organizational environments. It highlights future research avenues for excellence frameworks.

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Rathore, Akshay Kumar. "IEEE IAS 2021 Award Winners [Awards]." IEEE Industry Applications Magazine 27, no. 6 (November 2021): 89–91. http://dx.doi.org/10.1109/mias.2021.3103373.

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18

Alonso, Marcos. "IAS Outstanding Educator/Mentor Award [Awards]." IEEE Industry Applications Magazine 25, no. 4 (July 2019): 77–78. http://dx.doi.org/10.1109/mias.2019.2909368.

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Alonso, Marcos. "IAS Outstanding Educator/Mentor Award [Awards]." IEEE Industry Applications Magazine 25, no. 5 (September 2019): 104–5. http://dx.doi.org/10.1109/mias.2019.2921186.

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Alonso, Marcos. "2019 IEEE Nikola Tesla Award [Awards]." IEEE Industry Applications Magazine 25, no. 6 (November 2019): 101. http://dx.doi.org/10.1109/mias.2019.2931107.

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21

Sauter, Thilo. "Industrial Electronics Society Honors and Awards [Society News]." IEEE Industrial Electronics Magazine 8, no. 1 (March 2014): 56–62. http://dx.doi.org/10.1109/mie.2014.2299496.

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22

Lublin, Jacqueline R. "Staff Development, Staff Assessment and the Industrial Awards." Higher Education Research & Development 11, no. 1 (January 1992): 73–84. http://dx.doi.org/10.1080/0729436920110107.

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23

Lucia, Oscar. "2022 IEEE Industrial Electronics Society Awards [Society News]." IEEE Industrial Electronics Magazine 16, no. 4 (December 2022): 73–76. http://dx.doi.org/10.1109/mie.2022.3212611.

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24

Yeung, Jessica Siu-yin. "“I wish my films would bring hopes to the spectators”." Archiv orientální 90, no. 3 (December 22, 2022): 565–74. http://dx.doi.org/10.47979/aror.j.90.3.565-574.

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Michael Hui received the Lifetime Achievement Award at the 40th Hong Kong FilmAwards and the Award for Outstanding Contribution in Arts at the 15th Hong Kong ArtsDevelopment Awards. Hui was also featured as the “Filmmaker in Focus” at the 44thHong Kong International Film Festival. Although the South China Morning Post (2022),Art and Piece (2022), Michael Hui, Filmmaker in Focus (2020), Karen Fang (2018), and TimYoungs (2011) have also published interviews with Hui, they were more interested inthe biographical and the industrial aspects of Hui’s career. This interview focuses onHui’s insights into comedy’s versatility and how it consoles people in a time of gloom.

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25

Delatte, Norbert J. "Awards." Journal of Professional Issues in Engineering Education and Practice 132, no. 1 (January 2006): 1. http://dx.doi.org/10.1061/(asce)1052-3928(2006)132:1(1).

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26

Rathore, Akshay Kumar. "IEEE Awards Recipients [Awards]." IEEE Industry Applications Magazine 27, no. 1 (January 2021): 97–98. http://dx.doi.org/10.1109/mias.2020.3028854.

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27

Setiawan and Humiras Hardi Purba. "A Systematic Literature Review of Malcolm Baldrige National Quality Award (MBNQA)." Journal of Technology Management for Growing Economies 12, no. 1 (April 28, 2021): 1–12. http://dx.doi.org/10.15415/jtmge.2021.121001.

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Many organizations measure and assess organizational performance as a strategy to improve competitiveness globally, the Malcolm Baldrige National Quality Award (MBNQA) is a prestigious award regarding quality management created in the USA. This paper reviews 50 journals on MBNQA from various countries and found that about 48% of researchers use the Malcolm Baldrige Criteria for Performance Excellence (MBCfPE) approach to measure organizational performance. We also compare MBNQA with other quality awards such as the European Foundation for Quality Management (EFQM) and the Deming Prize to illustrate what criteria we can use in improving Business Excellent Models (BEM). In the future, we will combine this TQM with the development of the Industrial 4.0 era to get a new model for assessing organizational.

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28

Lasrado, Flevy. "Perceived benefits of national quality awards: a study of UAE’s award winning organizations." Measuring Business Excellence 21, no. 1 (March 20, 2017): 50–64. http://dx.doi.org/10.1108/mbe-08-2015-0044.

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Purpose Although studies of national quality awards and their benefits in fostering organizational excellence are ample in many countries, such relevant studies are rare in United Arab Emirates (UAE). The UAE launched its Business Excellence Awards for the private and public sectors almost two decades ago. The purpose of this study, therefore, is to shed light on benefits that UAE organizations have experienced through the Dubai Quality Award (DQA) and to understand the adoption of key DQA implementation factors. It also discusses implications and provides direction for future research. This study would be useful for managers considering whether to embark on the path of excellence through the DQA. Design/methodology/approach The purpose of this study is to explore the perceived benefits of participating in a quality award process. A total of 13 organizations that received the award between 2010 and 2013 are studied. This limit was set to include as many organizations as possible while not allowing too much time to have elapsed. Secondary data files were received from Department of Economic Development of Dubai. Data were registered in a MS Excel® spreadsheet by categorizing them according to the description of organizational practice, company name and industrial sector. These were then analyzed to extract the benefits and to capture lessons learned in the process. The data were also analyzed in the light of DQA criteria and key actions were recorded. Findings The study highlighted six major perceived benefits of quality awards in the UAE context and the results achieved by winning organizations on their journey of excellence. This study illustrates the enabler and results sides of the DQA in terms of perceived benefits. The analysis of winning organizations shows that a few sectors have been notably awarded. Although, winning organizations in the past four years fairly represent the trading, finance and retail sectors, the DQA is still not sufficiently utilized by all sector organizations. The represented sectors are mainly service-oriented and demonstrate that the key enabler, customer focus, has been given its due importance. As such, these organizations understand customer satisfaction, customer engagement and customer appreciation. Originality/value This is the first step toward an understanding of the current status of best practices of winning organizations on the road to business excellence through the DQA. This can be further developed by measuring business performances through other methods. This study provides an objective depiction of the current level of best practices and perceived benefits of the DQA. This study would be useful for managers considering whether to embark on the path of excellence through the DQA.

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29

Black, Harvey. "News: Presidential "green chemistry" awards promote industrial pollution prevention." Environmental Science & Technology 30, no. 9 (August 1996): 384A. http://dx.doi.org/10.1021/es9623929.

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Alonso, Marcos. "IAS Annual Meeting Awards [Awards]." IEEE Industry Applications Magazine 26, no. 1 (January 2020): 62–66. http://dx.doi.org/10.1109/mias.2019.2945096.

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31

Healy, Joshua. "The Quest for Fairness in Australian Minimum Wages." Journal of Industrial Relations 53, no. 5 (November 2011): 662–80. http://dx.doi.org/10.1177/0022185611419618.

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The attainment of ‘fairness’ is widely regarded as a worthy goal of setting minimum wages, but opinions differ sharply over how to achieve it. This article examines how interpretations of fairness shaped the minimum wage decisions of the Australian Industrial Relations Commission between 1997 and 2005. It explores the Commission's approaches to three aspects of fairness in minimum wages: first, eligibility for increases; second, the form of increase; and third, the rate of increase over time. The Australian Industrial Relations Commission consistently gave minimum wage increases that were expressed in dollar values and applied to all federal awards. Its decisions delivered real wage increases for the lowest paid, but led to falls in real and relative wages for the majority of award-reliant workers. Fair Work Australia, the authority now responsible for setting minimum wages in the national system, appears apprehensive about parts of the Australian Industrial Relations Commission's legacy and has foreshadowed a different approach, particularly with respect to the form of adjustment.

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Morita, Takashi. "Congratulations on the award the ISTH Esteemed Career Awards 2022." Japanese Journal of Thrombosis and Hemostasis 33, no. 6 (2022): 716–17. http://dx.doi.org/10.2491/jjsth.33.716.

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33

Falconer, Keith. "Industrial and engineering heritage in Europe, 50 winners of the European Heritage Awards/Europa Nostra Awards." Industrial Archaeology Review 43, no. 1 (January 2, 2021): 76–77. http://dx.doi.org/10.1080/03090728.2021.1903696.

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34

Sutherland, Carolyn. "Industrial Legislation in 2008." Journal of Industrial Relations 51, no. 3 (May 20, 2009): 297–311. http://dx.doi.org/10.1177/0022185609104299.

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In March 2008, the Rudd Government started to dismantle Work Choices. The Workplace Relations Amendment (Transition to Forward with Fairness) Act 2008 (Cth) reintroduced agreement-making safeguards, and removed the option of making Australian Workplace Agreements. The legislation also provided the legal framework for the creation of `modern awards', paving the way for the more far-reaching reforms that are outlined in the Fair Work Bill 2008 (Cth). The first section of the article examines these transitional measures. The second section briefly considers the key features of the Fair Work Bill, concluding that its content and relative simplicity are broadly consistent with the promises made by the Government in its pre-election Forward with Fairness policy. Finally, the article highlights some of the legislative developments at the State level in 2008.

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35

Kovrov, Timur A., and Vladimir S. Okolotin. "The award promotion for the members of the accounting and loan committees at the branches of the State Bank of Vladimir Province." Vestnik of Kostroma State University 27, no. 2 (June 28, 2021): 54–59. http://dx.doi.org/10.34216/1998-0817-2021-27-2-54-59.

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This article is devoted to the award promotion for the members of the accounting and loan committees at the branches of the State Bank of Vladimir Province. The consequences of the reforms of Emperor Alexander II included the development of the Russian economy and the formation of a commercial and industrial bourgeoisie. Within it, stable and large industrial dynasties arose. For many representatives of these dynasties in post-reform Russia, the established reputation meant honest businessmen who valued their position in society and sought to increase their merits before it. It is to this category of entrepreneurs that the State Bank of the Russian Empire drew attention to during the organisation of the accounting and loan committees for the development of lending of industry and trade in the post-reform period. This decision of the State Bank served as the basis for the formation of the future institute of public-private partnership in the national economy of the Empire. This topic has already been developed in the research activities of the authors of the article. In this publication, it is viewed through the system of the state awards, as a form of recognition of the merits of the entrepreneurs of Vladimir Province in successful cooperation with the branches of the State Bank in Vladimir and Ivanovo-Voznesensk. For their useful activities, the State Bank presented the members of the committees to be awarded with various awards – the civil medals for the wearing on the neck or the chest, the orders on the ribbons, the coronation medals and the honorary titles. The practice of the presenting of the members of the committees to the awarding of the medals and orders is confirmed by examples from the documents of the State archives of Vladimir and Ivanovo regions. The conclusion about the work of the accounting and loan committees at the branches of the State Bank on the basis of the institution of the state-private partnership is drawn.

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36

Gagné, Jean-H. "Jurisprudence du travail." Relations industrielles 6, no. 4 (February 27, 2014): 122–26. http://dx.doi.org/10.7202/1023144ar.

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Summary Under this heading, which witt appear in every issue of the Industrial Relations Review, we shall present the principal points of interest encountered in the arbitration awards rendered by the councils of arbitration during the three months preceding the publication of each of the issues of this review. Occasionally, we shall analyze also, under this heading, the judgments rendered by the Courts of Common Law during the same period and relevant to labour laws. The arbitration awards studied in the present issue are those rendered during the months of May, June and July, 1951. We are only reporting the awards which contain points of particular interest to our readers.

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Azadegan, Arash, and Dinesh Pai. "Industrial awards as manifests of business performance: An empirical assessment." Journal of Purchasing and Supply Management 14, no. 3 (September 2008): 149–59. http://dx.doi.org/10.1016/j.pursup.2008.05.001.

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38

Rathore, Akshay Kumar. "IAS Gerald Kliman Award and IEEE Technical Field Award Winners [Awards]." IEEE Industry Applications Magazine 28, no. 1 (January 2022): 82–83. http://dx.doi.org/10.1109/mias.2021.3118264.

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39

Zheleznov, Dmitry Valerianovich, Vitaly Viktorovich Asabin, and Maksim Alekseevich Garanin. "Support for decision-making on nominating research and teaching staff to awards." Samara Journal of Science 7, no. 3 (August 15, 2018): 321–27. http://dx.doi.org/10.17816/snv201873306.

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Nomination to awards is among the tasks of the head. The drawback of this work is the subjectivity of the decisions made. In the long run, this can become an irritating factor for employees, so this could be avoided by a transparent and understandable procedure. Within the framework of the research conducted in Samara State Transport University, a procedure has been developed to support the decision-making on nominating research and teaching staff to awards. The calculation is carried out on the basis of several indicators: work experience, presence / absence of disciplinary penalties, efficiency of an employees activity over the given period, frequency of employees awards and the history of awarding. The criteria for assessing the staff efficiency are digitized. The boundary conditions of each criterion are also described. For separate criteria a logarithmic function is adopted. So the paper presents a mathematical interpretation of the procedure Support of decision-making on nominating University staff to awards. Practical implementation is illustrated on the cases of 20 employees. The proposed procedure is applicable in educational organizations of any level, but it is most optimal for industrial educational organizations of higher and secondary vocational training. This is due to the fact that the procedure allows you to take into account the industrial component. Mathematical interpretation enables to introduce it into the electronic systems of employees, for example, 1.C system, Personnel module.

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40

Delatte, Norbert J. "Best Paper Awards." Journal of Professional Issues in Engineering Education and Practice 133, no. 1 (January 2007): 1. http://dx.doi.org/10.1061/(asce)1052-3928(2007)133:1(1).

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41

Trifirò, Ferruccio. "Awards for the Chemical Industries in Italy, from the Responsible Care Program, Examples of Sustainable Development." Tecnica Italiana-Italian Journal of Engineering Science 65, no. 1 (March 31, 2021): 67–73. http://dx.doi.org/10.18280/ti-ijes.650110.

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In this note are reported the awards of the Responsible Care program of Federchimica the Italian Association of Chemical Industries attributed to industries that operate in the following strategies of Sustainable Development: the modification of the processes in order to decrease the consume of energy and water and to decrease the amount of produced wastes the transformation of the wastes of the industrial plants and of the products on the market in useful products or new raw materials; the use of biomass as raw material; the teaching of Sustainable Development to students and to employees in order to increase safety in the work. The awards have been attributed to projects from 2017 to 2020 realized in industrial plants in Italy or in the towns where the industries have the plants.

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42

Spaull, Andrew. "The State School Teachers Decision (High Court 1929) Revisited." Australian Journal of Education 31, no. 3 (November 1987): 236–51. http://dx.doi.org/10.1177/000494418703100302.

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The State School Teachers decision of 1929 was recently overturned in the High Court (June 1986) thereby opening up the possibility for federal teachers organizations to obtain registration in the federal arbitration system, and eventually obtain one or more federal awards. The 1929 decision by the High Court of Australia was a significant decision in education and industrial relations, because it prevented state teachers and other public employees obtaining access to federal awards for the next 54 years. The decision, however, was veiled in unsettled legal argument, because the High Court overturned much of its expansive thinking of the 1918–25 period. Later generations of academic lawyers described the decision as a ‘bad one’ or ‘an anomalous decision’, but they and the current High Court failed to give any satisfactory explanation of why the Court had reached its decision. This paper offers such an explanation, arguing that the decision was not based on law (or the educational situation) but on the High Court's perceptions of the politics of federal-state relations in the period. The state teachers who had asked for a High Court ruling on the application of the Commonwealth's industrial relations powers (section 51 XXXV of the Constitution) to their work and employment were thus dragged momentarily onto the centre stage of Australian politics and law. They found themselves denied access to a federal award because the High Court felt that the federal arbitration ‘experiment’ had caused too much embarrassment to the federal system of government.

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Ahmed, Shabbir, and Ambreen Fatima. "Impact of Intergovernmental Fiscal Transfer on Inter-Provincial Fiscal Disparity in Pakistan." Journal of Applied Economics and Business Studies 6, no. 1 (March 30, 2022): 109–26. http://dx.doi.org/10.34260/jaebs.615.

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The purpose of this research is to evaluate the disparity in the intergovernmental fiscal transfers to the sub-national governments, in the last four NFC awards specifically in the 7thNFC award in Pakistan. This study measures the disparity by employing two different approaches. Firstly coefficient of variation (C.V) approach i.e. variation in the regional own-source revenues to the variation in the total resource of regional government after inclusion of federal transfer and the own-source revenue, secondly, In addition, to estimate the impact of intergovernmental transfers on the fiscal disparity among the sub-national government this study uses panel data technique i.e. least square dummy variable (LSDV). The Results of fiscal disparity reflect that in Pakistan the disparity in combined regional own source revenue increases from 0.52 to 0.83 points during the last four NFC awards. However, at the sub-national level, the values of disparity remain constant at 0.16 in Sindh province which reflects fiscal efforts for the collection of own-source revenues among provinces. In contrast to this, the disparity increases in KPK, and its value reaches 0.240 in the existing award. The results of the empirical analysis also reveal that when the intergovernmental transfer increases by 1 percent the disparity ratio increases by 1.19percent. While the expenditure of the government increases the disparity at the sub-national level as the positive sign of the model reflects. Based on the findings this study suggests that Pakistan still needs to devise a revenue-sharing formula that encourages the efforts of optimal resource generation from the regional governments.

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44

Barry, Michael, and Kevin You. "Employer and employer association matters in Australia in 2017." Journal of Industrial Relations 60, no. 3 (April 20, 2018): 358–77. http://dx.doi.org/10.1177/0022185618760653.

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Employers saw some progress in their favour in 2017, including the Fair Work Commission's decision to cut penalty rates in various retail and hospitality awards, and the introduction of legislation to repeal the 4-yearly awards review process. But in spite of these advances, progress on their desired wholesale reform of Australia's industrial relations system had taken a back seat. Much of employer activity had been directed at fending off unions' claims for changes, such as the automatic conversion of casuals to permanent employment, paid domestic violence leave and for a high increase to the nominal minimum wage. Employers' defensive stance on the aforementioned matters was in contrast to the unions' more forceful positioning. Consequently, we argue that in 2017, as in the past few years, employers' remained frustrated at a lack of progress in reforming industrial relations in their favour.

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45

Short, Christine. "Equal Pay—What Happened?" Journal of Industrial Relations 28, no. 3 (September 1986): 315–35. http://dx.doi.org/10.1177/002218568602800301.

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Following the equal pay decisions of 1969, 1972 and 1974, equality in award wages between the sexes was widely assumed to have been achieved in Australia, but this assumption may be incorrect. In this paper the historical discrimination inherent in Australia's wage fixing system is briefly described. Statistics on minimum award wages and the records of the federal and two state Industrial Commissions are used to show how equalpay was implemented from 1950 onwards. The implementation of the 1972 equal pay for work of equal value decision is examined in some detail to reveal how the decision was not fully applied to female-intensive work areas. This resulted from the way work value has been traditionally approached in Australia and the failure of unions to bring the necessary cases to the Commission. A nurses' award is compared with four male awards to show how the nurses soon lost most of what they gained from equal pay. Finally, the 1986 Australian Capital Territory and Victorian nurses' cases are used to show how, when unions press the case for equal pay, and present it competently, advances can be achieved within the present centralized wage fixing system.

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46

Jyoti and A. S. Sidhu. "Satisfaction of Textile Workers with Awards/Settlements: An Empirical Analysis." Management and Labour Studies 30, no. 3 (August 2005): 236–46. http://dx.doi.org/10.1177/0258042x0503000303.

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The Indian industrial relations model is based on the free enterprise-cum-planning-cum-growing public sector-cum parliamentary democracy model of growth. For the purpose of securing peace in industry and to give a fair deal to the workers, Indian industrial relations system has also designed different organs for the settlement of industrial disputes. Two methods are generally followed in the state of Punjab as well as in the country as a whole to deal with the industrial disputes viz., (1) Direct settlement, and (2) Third party settlement. A number of studies have been carried out to evaluate the performance of dispute settlement at the state and national levels. However authors feel that efficiency is not the only criterion to analyse the performance of dispute settlement machinery. Effectiveness, i.e., whether it makes parties, especially the workers, satisfied with those awards/settlements, can be another criterion to evaluate the performance of dispute settlement machinery. The present study has been carried out to address this question. For this purpose an attempt has been made to identify the factors which discriminates the satisfied/dissatisfied group of workers with awards/ settlements. Stepwise discriminant analysis has found that out of thirteen variables only three variables, i.e., marital status of workers, awareness about past agreements, and preference for the method of settlement, have emerged as significant variables to predict the profile of satisfied workers in textile industry of Punjab. Hence, the null hypothesis that no significant difference exists in the profile of two groups in regard to their satisfaction level is rejected.

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Landau, Ingrid, and Dominique Allen. "Major court and tribunal decisions in Australia in 2018." Journal of Industrial Relations 61, no. 3 (May 1, 2019): 421–37. http://dx.doi.org/10.1177/0022185619834049.

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The year 2018 saw significant tribunal and court decisions concerning the definition of ‘casual’ for the purposes of the National Employment Standards, the obligations of labour hire employers, and the employment status of food delivery drivers in the gig economy. This review also covers a number of significant changes to awards made by the Fair Work Commission as part of its 4-yearly award review; a Full Federal Court decision about the extent to which a small group of employees genuinely agreed to approve an enterprise agreement. An unusual tribunal decision about an employee who was assumed to have a disability is noted. Finally, the review considers several significant judicial decisions on accessorial liability and penalites under the Fair Work Act.

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Mitchell, Richard. "The Preference Power and the Practice of the Federal Industrial Tribunal, 1904-1970." Journal of Industrial Relations 29, no. 1 (March 1987): 3–24. http://dx.doi.org/10.1177/002218568702900101.

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The power to award preference to unionists pursuant to the Commonwealth Con ciliation and Arbitration Act, 1904 is potentially of great importance to the trade union movement. When such a power is exercised it may extend to union members an advan tage over non-unionists across a broad range of employment rights, including engage ment, promotion, taking of leave and retrenchment. It is argued that the power to grant preference has been misunderstood and misapplied by those responsible for its implementation, and that unionists have thereby been deprived of benefits to which they were legally and ethically entitled. It is argued further that the supposed 'principles' adopted in preference cases have been inadequately identified and analysed. In practice one principle has prevailed: preference would be refused unless an employer could be shown to be actively discriminating against union members. Opportunity for a revision of the principles applicable in preference cases arose with the passage of the 1947 amendments to the Conciliation and Arbitration Act. However, the impact of these amendments was to all intents and purposes negated by the High Court's decisions in R. v. Wallis and R. v Findlay. A disinclination to revise past practice in preference cases and to take a more expansive approach to the issue led to the complete demise of federal union interest in preference awards by the late 1960s.

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Bogosyan, Seta. "Awards and Anniversaries [Chapter news]." IEEE Industrial Electronics Magazine 2, no. 1 (March 2008): 46–49. http://dx.doi.org/10.1109/mie.2008.917146.

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Bose, Bimal. "The IEEE 2017 Industrial Electronics Society Awards in Edinburgh, Scotland [Society News]." IEEE Industrial Electronics Magazine 11, no. 3 (September 2017): 62. http://dx.doi.org/10.1109/mie.2017.2726359.

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