Letteratura scientifica selezionata sul tema "Industrial Relations Commission of New South Wales"
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Articoli di riviste sul tema "Industrial Relations Commission of New South Wales"
1
Lyons, Michael, e Meg Smith. "Children's Services, Wages and Workchoices". Australasian Journal of Early Childhood 32, n. 3 (settembre 2007): 26–32. http://dx.doi.org/10.1177/183693910703200305.
Testo completoAbstract (sommario):
IN MARCH 2006 the Industrial Relations Commissions of New South Wales and Queensland utilised their equal-remuneration wage-fixing principles to address the gender undervaluation of childcare work. In doing so the tribunals explicitly rejected employer arguments used in the past to limit increases in award rates of pay for childcare workers. While these decisions were thought to have a wide ranging impact on a significant area of feminised work, their influence is likely to be short-lived. The introduction of the Howard Government's new federal workplace relations system under the WorkChoices legislation provides employers with the opportunity to reargue the NSW and Queensland equal-remuneration cases. This opportunity is facilitated by the operation of the award ‘rationalisation’ process and the determination of minimum wages and classification scales by the new Australian Fair Pay Commission. Some employers are utilising these opportunities to argue for cuts to the award wages of childcare workers, both in nominal and real terms. In this context it is difficult to conclude that the federal WorkChoices wage-fixing system is a fair system.
2
Markey, Raymond, e Ann Hodgkinson. "The Impact of the Workplace Relations Act on Regional Patterns of Industrial Relations: The Illawarra Region of Australia, 1996— 2004". Journal of Industrial Relations 50, n. 5 (novembre 2008): 752–78. http://dx.doi.org/10.1177/0022185608094116.
Testo completoAbstract (sommario):
Work Choices fundamentally restructured the Australian industrial relations system in 2005, by marginalizing the role of awards and the Australian Industrial Relations Commission, privileging individual contracts and restricting industrial action by trade unions. The Workplace Relations Act 1996 (WRA) represented a significant first step in this direction prior to the Liberal National coalition gaining control of the Senate in 2005. However, there has been no extensive workplace data of the kind produced by the Australian Workplace Relations Survey to take stock of the impact of the WRA. This study undertakes a stocktake of the impact of the WRA for the Illawarra region. It compares data for trade unions, employer associations, forms of employee participation, workplace reductions, industrial disputes and payment systems from the Illawarra Regional Workplace Industrial Relations Survey 1996 with a further survey in 2004. It concludes that while the WRA did impact on the region, the Illawarra nevertheless maintained a distinctive pattern of industrial relations in which the New South Wales State system was more influential. If this provides any indication of the wider impact of the WRA, it offers strong reasons as to why the government proceeded with Work Choices.
3
McCorquodale, John. "The Myth of Mateship: Aborigines and Employment". Journal of Industrial Relations 27, n. 1 (marzo 1985): 3–16. http://dx.doi.org/10.1177/002218568502700101.
Testo completoAbstract (sommario):
Historically, Aborigines have suffered legislative restrictions and discrimination in every phase of employment, from the kind of work they could lawfully undertake, to wages, accommodation and workers compensation. Unions have offered little or no support to black workers, and employers have been aided by court decisions based on racist stereotypes. Legislation enshrined unconscionable employment practices by government and private employers alike. An examination of all relevant legislation for Western Australia and New South Wales from the earliest times reveals a perpetuation of economic injustice against Aboriginal workers. All major Concilia tion and Arbitration Commission decisions between 1922 and 1968 on Aborigines- as-workers are analysed and reveal judicial bias. More recent examples of exploita tion are cited in support of the thesis that 'blood' or 'colour' alone were the criteria by which discrimination at the workface was practised and maintained.
4
Forsyth, Anthony. "Industrial legislation in Australia in 2016". Journal of Industrial Relations 59, n. 3 (22 maggio 2017): 323–39. http://dx.doi.org/10.1177/0022185617693876.
Testo completoAbstract (sommario):
After three years of trying, the Coalition Government finally succeeded in obtaining passage of several key workplace reform statutes in 2016. This followed the outcome of the federal election held on 2 July, delivering the Government a differently composed Senate and a new opportunity to secure support for its legislative program. This review article explains key aspects of the industrial legislation passed by federal Parliament in 2016, including statutes abolishing the specialist road transport industry tribunal, re-establishing the Howard-era regulator for the construction industry, and setting up a new agency to enforce enhanced governance and accountability standards for registered unions and employer organisations. Legislative amendments aimed at resolving the long-running bargaining dispute in Victoria’s Country Fire Authority are also considered, along with the Government’s muted response to the 2015 Productivity Commission review of the workplace relations framework. The article then examines developments at state level, including a major rewrite of Queensland’s industrial legislation, structural changes in New South Wales, and proposed changes to long service leave and the labour hire sector in Victoria. It concludes by noting the irony that just as the federal Government has tasted some success after a long legislative ‘dry spell’, its labour law reform agenda appears limited and piecemeal.
5
O'Donnell, Michael. "Up the Garden Path? Enterprise Bargaining and Decentralization in the NSW Public Sector". Journal of Industrial Relations 37, n. 2 (giugno 1995): 203–17. http://dx.doi.org/10.1177/002218569503700201.
Testo completoAbstract (sommario):
Decentralizing industrial relations within New South Wales is a central recom mendation of the Niland Green Paper (1989). Decentralism also represents the cornerstone of the New South Wales government's industrial relations reform agenda enshrined in the New South Wales Industrial Relations Act 1991. To date there has been little analysis of the impact o f this legislative change on industrial relations in the New South Wales public sector. This paper provides a case study that examines the degree to which responsibility for bargaining has been devolved within the Parks and Gardens of the New South Wales Ministry for the Environ ment. It argues that, in contrast to the rhetoric of the New South Wales Act, the central agency presiding over the introduction of enterprise bargaining in the public sector, the Public Employment and Industrial Relations Authority; has been reluctant to delegate responsibility to parties in the workplace.
6
Shaw, J. W. "A Balanced Industrial Relations Reform Package for New South Wales". Journal of Industrial Relations 38, n. 1 (marzo 1996): 57–69. http://dx.doi.org/10.1177/002218569603800104.
Testo completo
7
Quinlan, Michael. "Industrial Relations before Unions: New South Wales Seamen 1810-1852". Journal of Industrial Relations 38, n. 2 (giugno 1996): 264–93. http://dx.doi.org/10.1177/002218569603800205.
Testo completo
8
Latham, Ian. "Case in Re Moore and Others; Ex Parte New South Wales Public Service Professional Officers' Association and Another". Federal Law Review 15, n. 4 (dicembre 1985): 344–47. http://dx.doi.org/10.1177/0067205x8501500404.
Testo completoAbstract (sommario):
Industrial Law (Cth) — Restraint of State industrial commission jurisdiction — Validity of restraining order - Necessity to specify what matter is removed from State jurisdiction — Requirement of interstate industrial dispute for valid restraining order — Relationship between matter and parties — Validity of empowering Commonwealth provision — Conciliation and Arbitration Act 1904 (Cth) s 66
9
Fitzgerald, Shirley, e Beverley Kingston. "A History of New South Wales". Labour History, n. 95 (2008): 267. http://dx.doi.org/10.2307/27516331.
Testo completo
10
Hogan, Michael. "Municipal Labor in New South Wales". Labour History, n. 72 (1997): 123. http://dx.doi.org/10.2307/27516469.
Testo completoTesi sul tema "Industrial Relations Commission of New South Wales"
1
Westcott, Mark. "Refining crude or crude refinements? Workplace industrial relations at Shell Clyde refinery, 1974-1994". Thesis, The University of Sydney, 1997. https://hdl.handle.net/2123/27613.
Testo completoAbstract (sommario):
This thesis studies workplace industrial relations at the Shell Clyde refinery in the
period between 1974 and 1994. It takes as its focus the manner in which labour is
regulated, that is, the way in which work is organised, performed and rewarded. The
changes in labour regulation at the refinery are described in detail in the thesis and
explained by using a modified bargaining model. This model uses the traditional
bargaining model as its core but expands the explanatory scope of the model by
incorporating a broader range of independent variables. This approach means that
labour regulation at Clyde is explained by studying not only the structure and strategies
of the immediate workplace parties, namely management and unions, but also by
analysing how product and labour markets, bargaining structure and state intervention
have affected the strategies of the parties.
The structure of the thesis is informed by this model and is consequently divided
between industry and workplace chapters. Industrial relations in the oil industry and at
Clyde refinery are analysed over the two decades between 1974 and 1994, this time
span being divided into three distinct historical periods. The first period, between 1974
and 1980, represented a time of industrial conflict in the industry as a whole and
particularly at Clyde. Issues relating to the organisation of, performance of and reward
for work were continually contested at the refinery. This workplace contest occurred
in the context of centralisation of award negotiation in the industry. The second
period, between 1980 and 1989, witnessed the stabilisation of dispute levels at Clyde
and the reassertion of managerial prerogative, particularly over issues of stafiing and
organisation of the production process. Award negotiations had been successfiilly
centralised in the oil industry, and this centralisation had been institutionalised by the
Prices and Incomes Accord. The effect of this was to ‘neutralise’ trade union action at
the workplace. The final period, notably the years between 1990 and 1994, involved a
change in approach to labour regulation by the management at Clyde. While levels of
conflict remained low, management attempted to renegotiate work organisation and
performance at the refinery, as well as trying to change employee attitudes by way of a
new employee relations strategy. This action by management was facilitated by a return to decentralisation of award negotiations in the oil industry and the labour market generally.
The thesis explains the changes in the strategies of management and the responses of
unions at the refinery, with reference to changes in market conditions in the petroleum
products market, alterations in the level and scope of bargaining in the industry and the
and action of state agencies, particularly industrial tribunals, in either supporting or
restricting these strategies and responses. It is argued in essence that focusing on the
structure and strategies of the parties in isolation does not provide an adequate
understanding of how labour is regulated at the workplace.
2
Buultjens, Jeremy. "Industrial Relations Processes in Registered Clubs of NSW". Thesis, Griffith University, 2001. http://hdl.handle.net/10072/367315.
Testo completoAbstract (sommario):
The small business sector has become an increasingly important segment of the Australian economy since the 1970s. Industrial relations in the sector have been assumed to be harmonious. However, to a large extent this belief about industrial relations is based on conventional wisdom rather empirical evidence. Industrial relations research in Australia has concentrated on medium to large businesses because the centralised nature of the industrial relations system encouraged a collective emphasis. This collective emphasis ensured peak representative bodies and larger organisations had a tendency to dominate while small enterprises and their employees were, to a large extent, excluded. The perceived non-problematic nature of industrial relations in the small business sector was another reason for the lack of focus on the sector. The low incidence of strike activity and the low levels of trade union membership have meant research has been concentrated on the more "difficult" areas of industrial relations. The lack of empirical research into industrial relations in the sector is an important shortcoming. There are a number of commentators who suggest that it is too simplistic to assume harmonious relations. It is likely that there is a range of industrial relations in small business, depending on a number of variables including the personality of the owner/manager and employees, the type of business and the current economic climate. The legislative framework will also have an important affect on industrial relations. This study addresses the lack of empirical research in industrial relations in the small business sector by examining the differences between small and large registered clubs in NSW. Registered clubs have an unusual ownership structure and unusual business goals. They are also unusual since they are non-profit organisations formed by groups of people who share a common interest and who have come together to pursue or promote that interest. Registered clubs are governed by a board of directors who are responsible for the formulation of policy and for ensuring that management carries out these policies. This study found that there were significant differences in regards to some aspects of employment relations. For example, small clubs were more likely to have lower rates of unionisation than large clubs. They were also likely to have lower levels of informal bargaining than large clubs. The methods of communication within the workplace were likely to be more informal in small clubs and they were less likely to have communications with a trade union. Despite this greater degree of informality in employment relations, small clubs were more likely to use award provisions to determine wages for their managers and employees. Interestingly, despite the lower level of unionisation and the greater use of awards by smaller clubs there were no significant differences between small and large club managers' perception of the impact of awards and trade unions on club flexibility. The findings from this study suggest the deregulation of the Australian industrial relations system may not have any significant benefits for small business.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Industrial Relations
Griffith Business School
Full Text
3
Kelly, David. "Industrial relations in the New South Wales building industry, 1850-1891 conflict, co-operation & radicalism /". Connect to full text, 2006. http://hdl.handle.net/2123/1678.
Testo completoAbstract (sommario):
Thesis (M. Phil.)--Work and Organisational Studies, Faculty of Economics and Business, University of Sydney, 2007.Title from title screen (viewed 3rd August, 2007). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Work and Organisational Studies, Faculty of Economics and Business, University of Sydney. Degree awarded 2007; thesis submitted 2006. Includes bibliographical references. Also issued in print.
4
Kelly, David John. "INDUSTRIAL RELATIONS IN THE NEW SOUTH WALES BUILDING INDUSTRY 1850 – 1891: CONFLICT, CO-OPERATION & RADICALISM". Thesis, The University of Sydney, 2006. http://hdl.handle.net/2123/1678.
Testo completoAbstract (sommario):
Australian government policy today aims to ‘deregulate’ industrial relations. A fractured system has ensued where uncontrolled market forces disrupt both business and unions. The building industry is particularly affected by uncertainty and industrial barbarism. Precisely one hundred years ago government policy was to create order, becoming directly involved in industrial regulation. This thesis aims to understand how building unions maintained their rates and conditions in the pre-arbitration era when there were no legislative minimums, and it seeks to place their labour relations within a political and ideological context. The thesis criticises historical scholarship surrounding artisan unionism in Britain and Australia, in particular the role of building tradesmen. Positive relations between employers and employed in the industry are often described in pejorative terms with tradesmen labelled ‘aristocrats of labour’ – apolitical, middle class and lacking class-awareness. The thesis argues this view does not adequately describe the qualities of building operatives, or place their motives within a ‘deregulated’ industrial context. To demonstrate nineteenth century building industry unionism in NSW had a broader nature, the thesis looks at British trade union radicalism. It examines both changes in structure and ideology caused by growing industrialisation and competitive organisation affecting building tradesmen known as general contracting, as well as continuity and differences in ideas of social change and progress. The thesis connects the ideology of British and colonial building unions in this regard. It then turns to the lives, work and society of nineteenth century building workers in Sydney and the make-up of their organisations. The thesis seeks to understand the political and ideological aspects of Australian building unionism and the effects of general contracting and competition. Central to the discussion is the influence of the Co-operative movement, and the significance of the struggle for the eight-hour day to the labour movement. Both were progressive responses to unfettered market forces on the trade. It argues that the challenges faced by operatives in maintaining conditions led them to develop politically, creating ‘modern’ class representation and ideology. The thesis ends with a chapter that examines the evidence before the 1891 NSW Royal Commission into Strikes showing the building industry to be characterised by conflict, co-operation, and radicalism. Unionists expressed progressive ideology and industrial militancy but maintained positive relationships with certain employers for whom they provided market security. The trade-off for efforts in this respect was recognition that union rules would be the primary form of industrial regulation. Their system, however, was ultimately unsustainable because of competitive pressures, and industrial militancy against builders outside the system flourished. In conclusion, the thesis suggests that nineteenth century building workers improved and maintained industrial standards by militant unionism, and yet, at the same time, by forming co-operative relations with employers. In dealing with the corrosive effect of market deregulation that undermined control over their trade, operatives also built progressive organisations which forged working class unity and developed politically advanced ideologies of social change. Their ideas and practices were at times unsuccessful or contradictory, but building unionists were not inward-looking ‘labour aristocrats’.
5
Eather, Warwick Albert. "The trenches at home : the industrial struggle in the Newcastle iron and steel industry 1937-1947". Phd thesis, Department of History, 1987. http://hdl.handle.net/2123/6427.
Testo completo
6
Buultjens, Jeremy, e n/a. "Industrial Relations Processes in Registered Clubs of NSW". Griffith University. School of Industrial Relations, 2001. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040514.140227.
Testo completoAbstract (sommario):
The small business sector has become an increasingly important segment of the Australian economy since the 1970s. Industrial relations in the sector have been assumed to be harmonious. However, to a large extent this belief about industrial relations is based on conventional wisdom rather empirical evidence. Industrial relations research in Australia has concentrated on medium to large businesses because the centralised nature of the industrial relations system encouraged a collective emphasis. This collective emphasis ensured peak representative bodies and larger organisations had a tendency to dominate while small enterprises and their employees were, to a large extent, excluded. The perceived non-problematic nature of industrial relations in the small business sector was another reason for the lack of focus on the sector. The low incidence of strike activity and the low levels of trade union membership have meant research has been concentrated on the more "difficult" areas of industrial relations. The lack of empirical research into industrial relations in the sector is an important shortcoming. There are a number of commentators who suggest that it is too simplistic to assume harmonious relations. It is likely that there is a range of industrial relations in small business, depending on a number of variables including the personality of the owner/manager and employees, the type of business and the current economic climate. The legislative framework will also have an important affect on industrial relations. This study addresses the lack of empirical research in industrial relations in the small business sector by examining the differences between small and large registered clubs in NSW. Registered clubs have an unusual ownership structure and unusual business goals. They are also unusual since they are non-profit organisations formed by groups of people who share a common interest and who have come together to pursue or promote that interest. Registered clubs are governed by a board of directors who are responsible for the formulation of policy and for ensuring that management carries out these policies. This study found that there were significant differences in regards to some aspects of employment relations. For example, small clubs were more likely to have lower rates of unionisation than large clubs. They were also likely to have lower levels of informal bargaining than large clubs. The methods of communication within the workplace were likely to be more informal in small clubs and they were less likely to have communications with a trade union. Despite this greater degree of informality in employment relations, small clubs were more likely to use award provisions to determine wages for their managers and employees. Interestingly, despite the lower level of unionisation and the greater use of awards by smaller clubs there were no significant differences between small and large club managers' perception of the impact of awards and trade unions on club flexibility. The findings from this study suggest the deregulation of the Australian industrial relations system may not have any significant benefits for small business.
7
Wyatt, Anne. "Training occupational health and safety committee members: a critical evaluation of the effectiveness of the 1987 workcover program". Thesis, The University of Sydney, 1996. https://hdl.handle.net/2123/29515.
Testo completoAbstract (sommario):
Eleven case studies are presented in volume two of this thesis. The case studies address a broad range of issues relating to OHSC effectiveness. They report on OHSCs in a diversity of workplaces across a number of variables. As we11, they show evidence of having widely challenged the OHSC training package over a period of several years. The eleven case studies which are presented have been divided into five categories which are described below.
The six major case studies present OHSC training, and in some cases other related training, which has been tracked in a workplace for a period of time. This has allowed the observation of trends over time such as the impact of certain changes, compared with the cross-sectional approach taken in the minor case study.
The minor case study ( case 7) provides a one-off insight into the problems of an OHSC. The composite committee training case (case 8) stands alone. A composite committee is one where people from a number of organisations come together for OHSC training. This type of training brings its own particular set of advantages and disadvantages.
The fourth type of case study ( case 9) concerns middle management training. This case illustrates the subtleties that can occur in an organisation which can undermine the management of OHS and lessen the impact of the OHSC. Reality, as opposed to rhetoric, is illuminated by this case during middle management OHS training. The training was undertaken as a result of a recommendation by the OHSC.
The fifth category of case study illustrates the importance of undertaking refresher OHSC training. What can be achieved by it is illustrated in case 10. Finally, an example of a report that was prepared following OHSC training is included which illustrates the type of feedback that the researcher considers it is relevant and important to give to the OHSCs. management and other stakeholders in the workplace following OHSC training.
Each case study is preceded by an abstract to guide the reader. The overall case study results are presented and discussed in chapter seven of the thesis in volume one.
8
Kelly, David John. "INDUSTRIAL RELATIONS IN THE NEW SOUTH WALES BUILDING INDUSTRY 1850 – 1891: CONFLICT, CO-OPERATION & RADICALISM". 2007. http://hdl.handle.net/2123/1678.
Testo completoAbstract (sommario):
Master of PhilosophyAustralian government policy today aims to ‘deregulate’ industrial relations. A fractured system has ensued where uncontrolled market forces disrupt both business and unions. The building industry is particularly affected by uncertainty and industrial barbarism. Precisely one hundred years ago government policy was to create order, becoming directly involved in industrial regulation. This thesis aims to understand how building unions maintained their rates and conditions in the pre-arbitration era when there were no legislative minimums, and it seeks to place their labour relations within a political and ideological context. The thesis criticises historical scholarship surrounding artisan unionism in Britain and Australia, in particular the role of building tradesmen. Positive relations between employers and employed in the industry are often described in pejorative terms with tradesmen labelled ‘aristocrats of labour’ – apolitical, middle class and lacking class-awareness. The thesis argues this view does not adequately describe the qualities of building operatives, or place their motives within a ‘deregulated’ industrial context. To demonstrate nineteenth century building industry unionism in NSW had a broader nature, the thesis looks at British trade union radicalism. It examines both changes in structure and ideology caused by growing industrialisation and competitive organisation affecting building tradesmen known as general contracting, as well as continuity and differences in ideas of social change and progress. The thesis connects the ideology of British and colonial building unions in this regard. It then turns to the lives, work and society of nineteenth century building workers in Sydney and the make-up of their organisations. The thesis seeks to understand the political and ideological aspects of Australian building unionism and the effects of general contracting and competition. Central to the discussion is the influence of the Co-operative movement, and the significance of the struggle for the eight-hour day to the labour movement. Both were progressive responses to unfettered market forces on the trade. It argues that the challenges faced by operatives in maintaining conditions led them to develop politically, creating ‘modern’ class representation and ideology. The thesis ends with a chapter that examines the evidence before the 1891 NSW Royal Commission into Strikes showing the building industry to be characterised by conflict, co-operation, and radicalism. Unionists expressed progressive ideology and industrial militancy but maintained positive relationships with certain employers for whom they provided market security. The trade-off for efforts in this respect was recognition that union rules would be the primary form of industrial regulation. Their system, however, was ultimately unsustainable because of competitive pressures, and industrial militancy against builders outside the system flourished. In conclusion, the thesis suggests that nineteenth century building workers improved and maintained industrial standards by militant unionism, and yet, at the same time, by forming co-operative relations with employers. In dealing with the corrosive effect of market deregulation that undermined control over their trade, operatives also built progressive organisations which forged working class unity and developed politically advanced ideologies of social change. Their ideas and practices were at times unsuccessful or contradictory, but building unionists were not inward-looking ‘labour aristocrats’.
9
"The history of the Master Builder's Association of NSW the first hundred years /". Connect to full text, 2007. http://hdl.handle.net/2123/1936.
Testo completoAbstract (sommario):
Thesis (Ph. D.)--University of Sydney, 2007.Title from title screen (viewed 25th October, 2007). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to Work & Organisational Studies, Faculty of Economics and Business, University of Sydney. Degree awarded 2007. Includes bibliographical references. Also issued in print.
10
Mumford, Karen. "Wage determination and strike activity in the New South Wales coal industry : trade union and employer bargaining". Phd thesis, 1990. http://hdl.handle.net/1885/131457.
Testo completoAbstract (sommario):
The New South Wales (NSW) coal industry has been one of the most strike torn industries in the world, with violent and bitter battles between trade union and employer. This thesis seeks a greater understanding of the determination of wages and strike activity in this industry.
The thesis is presented in two parts. Part one considers difficulties encountered when modelling the objectives of a trade union, and the outcome of bargaining between a trade union and firm. Part two applies models of the objectives of trade unions, and bargaining, to issues of wage determination, and strike activity in the NSW coal industry.
The process of wage determination in the NSW coal industry is investigated using the reduced form of Svejnar's (1986) model. The major prediction of Svejnar's model, that there is a positive relationship between the industry surplus and the industry wage, is strongly supported. The results are improved upon by adapting Svejnar's model. A first-order dynamic adjustment model is used to allow for a more complicated dynamic structure than that assumed in the theoretical model. Furthermore, by taking into account some of the aspects of the bi-sectoral (open cut and underground) structure of the coal industry and the heterogeneity of its labour force, Svejnar's model is generalised from its specific reduced form.
The thesis also provides a survey of the major, and more influential, models of strike activity. Some of these models are then applied to data from the NSW coal industry, resulting in three major conclusions: (i) with the exception of the Hayes' (1984) model, the theories considered do not provide acceptable explanations of strike activity in the NSW coal industry; (ii) there are common empirical relationships that are predicted by authors of very different theories; and (iii) there is a need to treat measures of strike activity as potentially different, rather than alternative, indicators of strike. An eclectic model of strikes is then developed. This eclectic model is based on Tracy's (1986) world-wise approach and was greatly influenced by: the theoretical survey of strike models; the empirical application of these models to the NSW coal industry; and familiarity with the NSW coal industry. Each of the different measures of strike activity is modelled using a common set of explanatory variables in an attempt to ascertain the commonality, or uniqueness, of the relationships determining strike activity.
The results suggested that the explanations for strike frequency, the size of strike, strike intensity, and the average duration of strikes are not the same. Indeed, the only variable which was found to have a significant effect on all four of these measures of strike activity is the level of market concentration in the NSW coal industry. (This variable also had the highest elasticity, at the sample mean, of all the significant variables in the regressions for strike frequency, average duration, or strike incidence in the NSW coal industry.) The explanation for this dominance of market concentration on the results is unclear. From both empirical and theoretical perspectives, there appears to be a need to consider the role of industrial relations more fully. Despite this common theme that runs through the regressions for strike frequency, average duration, and strike intensity, it should be stressed that each of these regressions also exhibits combinations of significant empirical relationships which are unique to itself. This result rejects the use of these measures of strike activity as simple alternatives for each other.
Libri sul tema "Industrial Relations Commission of New South Wales"
1
New South Wales. Parliament. Legislative Council. Standing Committee on Law & Justice. Opportunities to consolidate tribunals in NSW. [Sydney, N.S.W.]: Legislative Council, Standing Committee on Law and Justice, 2012.
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2
Wales, New South. New South Wales Industrial Relations Act 1996: With regulation and rules. 4a ed. Sydney: CCH Australia, 2002.
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3
Chan, Janet B. L. Comments on the Royal Commission survey of NSW police officers. [Sydney: Institute of Criminology, University of Sydney], 1996.
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4
Morgan, George Henry. Dimensions of industrial relations in New South Wales: A study of occupational health and safety. [s.l.]: typescript, 1988.
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5
Wales, New South. New South Wales Industrial Relations Act 1991: With regulations, rules, index, and comparative tables : consolidated to 1 April 1992. North Ryde, NSW: CCH Australia, 1992.
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6
New South Wales Community Relations Commission for a Multicultural NSW. Cultural harmony: The next decade 2002-2012 : report on the responses to the Green Paper and development of the Community Relations Plan of Action 2012. Sydney, N.S.W: Community Relations Commission, 2004.
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7
Conference, Association of Industrial Relations Academics of Australia and New Zealand. Crossing borders: Employment, work, markets and social justice across time, discipline and place : AIRAANZ 2001, the 15th AIRAANZ Conference, 31 January to 3 February 2000 [i.e. 2001], Wollongong, New South Wales. [Kensington, N.S.W.]: Association of Industrial Relations Academics of Australia and New Zealand, 2001.
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