Статті в журналах: "Industrial management Australia"

1

Dufty, Norman F. "Industrial Democracy in Australia." International Studies of Management & Organization 17, no. 2 (June 1987): 10–16. http://dx.doi.org/10.1080/00208825.1987.11656450.

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2

Cox, James W., Michele Akeroyd, and Danielle P. Oliver. "Integrated water resource assessment for the Adelaide region, South Australia." Proceedings of the International Association of Hydrological Sciences 374 (October 17, 2016): 69–73. http://dx.doi.org/10.5194/piahs-374-69-2016.

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Abstract. South Australia is the driest state in the driest inhabited country in the world, Australia. Consequently, water is one of South Australia's highest priorities. Focus on water research and sources of water in the state became more critical during the Millenium drought that occurred between 1997 and 2011. In response to increased concern about water sources the South Australian government established The Goyder Institute for Water Research – a partnership between the South Australian State Government, the Commonwealth Scientific and Industrial Research Organisation (CSIRO), Flinders University, University of Adelaide and University of South Australia. The Goyder Institute undertakes cutting-edge science to inform the development of innovative integrated water management strategies to ensure South Australia's ongoing water security and enhance the South Australian Government's capacity to develop and deliver science-based policy solutions in water management. This paper focuses on the integrated water resource assessment of the northern Adelaide region, including the key research investments in water and climate, and how this information is being utilised by decision makers in the region.

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3

Foley, Meraiah, Sue Williamson, and Sarah Mosseri. "Women, work and industrial relations in Australia in 2019." Journal of Industrial Relations 62, no. 3 (March 18, 2020): 365–79. http://dx.doi.org/10.1177/0022185620909402.

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Interest in women’s labour force participation, economic security and pay equity received substantial media and public policy attention throughout 2019, largely attributable to the federal election and the Australian Labor Party platform, which included a comprehensive suite of policies aimed at advancing workplace gender equality. Following the Australian Labor Party’s unexpected loss at the polls, however, workplace gender equality largely faded from the political agenda. In this annual review, we cover key gender equality indicators in Australia, examine key election promises made by both major parties, discuss the implications of the Royal Commission into Aged Care Quality and Safety for the female-dominated aged care workforce, and provide a gendered analysis on recent debates and developments surrounding the ‘future of work’ in Australia.

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4

Dean, Mark, Al Rainnie, Jim Stanford, and Dan Nahum. "Industrial policy-making after COVID-19: Manufacturing, innovation and sustainability." Economic and Labour Relations Review 32, no. 2 (May 28, 2021): 283–303. http://dx.doi.org/10.1177/10353046211014755.

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This article critically analyses the opportunities for Australia to revitalise its strategically important manufacturing sector in the wake of the COVID-19 pandemic. It considers Australia’s industry policy options on the basis of both advances in the theory of industrial policy and recent policy proposals in the Australian context. It draws on recent work from The Australia Institute’s Centre for Future Work examining the prospects for Australian manufacturing renewal in a post-COVID-19 economy, together with other recent work in political economy, economic geography and labour process theory critically evaluating the Fourth Industrial Revolution (i4.0) and its implications for the Australian economy. The aim of the article is to contribute to and further develop the debate about the future of government intervention in manufacturing and industry policy in Australia. Crucially, the argument links the future development of Australian manufacturing with a focus on renewable energy. JEL Codes: L50; L52; L78; O10; O13: O25; O44; P18; Q42

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5

McCrystal, Shae, and Belinda Smith. "Industrial Legislation in 2010." Journal of Industrial Relations 53, no. 3 (June 2011): 288–302. http://dx.doi.org/10.1177/0022185611402004.

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Two themes in legislative activity in 2010 were national uniformity and some movement in using law to promote equality, especially gender equality. The Fair Work Act 2009 (Cth) came into full effect with the commencement of the new safety net provisions and the referral to the Commonwealth of industrial relations powers over private-sector workforces in all states except Western Australia. Progress continued on the promised harmonization of Australian occupational health and safety laws with the release of a model Work Health and Safety Bill by Safe Work Australia, although developments in some states threaten to derail the process. An attempt to repeal most of the industry-specific regulation of the building and construction industry failed. The Federal Parliament passed legislation establishing a national paid parental leave scheme, and a number of changes to federal discrimination laws came into effect or were proposed, including the potential consolidation of federal discrimination legislation. This article provides an overview of these developments at federal level and concludes with a discussion of developments in the states including a brief overview of Victoria’s new equal opportunity legislation.

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6

Cieri, Helen De. "Human Resource Management and Industrial Relations in Australia." Australian Economic Review 27, no. 2 (April 1994): 113–23. http://dx.doi.org/10.1111/j.1467-8462.1994.tb00841.x.

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7

Shilbury, David. "Determining the Problem of Order in the Australian Football League." Journal of Sport Management 7, no. 2 (May 1993): 122–31. http://dx.doi.org/10.1123/jsm.7.2.122.

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This paper examines the means available to management to establish order within organizations. Three variables, bureaucracy, industrial democracy, and corporate culture, are examined in relation to Australia's largest professional sporting organization, the Australian Football League. The paper traces how the organization of sport in Australia emanated from a pure form of democracy that in the early 1980s impeded the Australian Football League's progress toward a professional competition. Establishing order within the league is complicated by the trichotomy formed between the league, the clubs, and the players.

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8

Blain, Nicholas, and Norman Dufty. "Industrial Relations in Western Australia." Journal of Industrial Relations 31, no. 4 (December 1989): 552–77. http://dx.doi.org/10.1177/002218568903100406.

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9

Wright, Chris F. "Australian industrial relations in 2016." Journal of Industrial Relations 59, no. 3 (May 22, 2017): 237–53. http://dx.doi.org/10.1177/0022185617701513.

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This article introduces the Journal of Industrial Relations Annual Review of Industrial Relations in 2016. It first discusses key industrial relations developments over the past year in Australia, with a particular focus on the federal election and its aftermath. The article then examines the growing challenges relating to inequality in the Australian labour market and the declining effectiveness of industrial relations actors and institutions in addressing these challenges. It then considers the implications for Australian industrial relations of two seismic international political developments over the past year heralding the ascent of a protectionist policy paradigm: the UK’s ‘Brexit’ referendum and Donald Trump’s election as US President. Finally, the article provides an overview of the articles contained in the Annual Review issue.

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10

Kennedy, S. A. "Reflections on Matters of Independence and Industrial Tribunals in Australia." Journal of Industrial Relations 35, no. 2 (June 1993): 274–91. http://dx.doi.org/10.1177/002218569303500204.

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Industrial tribunals in Australia have an important arbitral role. The integrity in the carriage of the role is founded on the precept of independence from undue pressure from external forces This paper suggests that actions by executive arms of government in Australia in recent years attacked that independence and that this has serious ramifications. Some of these actions have been overt. The attack on the Australian Industrial Relations Commission after its 1991 national wage decision is one example. Other actions, despite being more fundamental to the principle of independence, have gone largely unremarked. The focus in this paper is on some of these and the implications for a democratic society.

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11

Smith, Cameron. "‘Authoritarian neoliberalism’ and the Australian border-industrial complex." Competition & Change 23, no. 2 (October 15, 2018): 192–217. http://dx.doi.org/10.1177/1024529418807074.

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What functions do the securitization and the militarization of the border serve under ‘authoritarian neoliberalism’ in Australia? Having pursued the policy of mandatory detention of all undocumented migrants since 1992, the Australian government has also increasingly sought to outsource, privatize, and offshore the construction and operation of its immigration detention facilities, whilst simultaneously engaging in increasingly authoritarian interventions via the militarization of border control. This article seeks to problematize these developments by constructing an emergent cartography of the various links between the ongoing processes of neoliberal structural adjustment, and the intensification of the policing and punitive apparatuses of the Australian border-industrial complex. Accordingly, using theoretical insights gleaned from emergent work on ‘authoritarian neoliberalism’ and from race critical theory as a cue, I outline in this article three functions of the border within punitive approaches to immigration control under neoliberal structural adjustment in Australia: first, as an apparatus of ongoing colonial power; second, as a technology of racial differentiation through its functioning as a ‘filter’ that privileges certain migrant bodies over others, and as an ‘insulator’ against popular dissent; third, as a site of profit and accumulation for transnational capital.

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12

Riley, Joellen, and Peter Sheldon. "Remaking Industrial Relations in Australia." Economic and Labour Relations Review 18, no. 2 (May 2008): 1–6. http://dx.doi.org/10.1177/103530460801800201.

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13

Hall, Richard. "Australian Industrial Relations in 2005 - The WorkChoices Revolution." Journal of Industrial Relations 48, no. 3 (June 2006): 291–303. http://dx.doi.org/10.1177/0022185606064786.

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Industrial relations in Australia in 2005 were dominated by the introduction of the WorkChoices reforms, the most fundamental recasting of the industrial relations system in over 100 years. This analysis examines the rhetoric and reality of the reforms and identifies and summarizes the main features of the changes. It is argued that the implications of the reforms will include an expanded low wage sector, a contraction in collective bargaining and the greater use by employers of individual contracts. The reforms represent a ‘corporatisation’ of industrial relations (McCallum, 2006), commit Australia to a low road labour market development path and signal a new level of politicization of industrial relations. The rhetorical strategies employed by the principal author of the reforms, Prime Minister John Howard, reveal a distinctive construction of the emergent Australian worker - the ‘enterprise worker’ - that is central to Howard’s vision of the future.

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14

Forsyth, Anthony. "Industrial legislation in Australia in 2016." Journal of Industrial Relations 59, no. 3 (May 22, 2017): 323–39. http://dx.doi.org/10.1177/0022185617693876.

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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.

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15

Rawling, Michael, and Eugene Schofield-Georgeson. "Industrial legislation in Australia in 2017." Journal of Industrial Relations 60, no. 3 (April 20, 2018): 378–96. http://dx.doi.org/10.1177/0022185618760088.

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This article examines key industrial legislation passed by federal Parliament in 2017. The main development in federal industrial legislation for this year, which passed with bipartisan support, saw a weakened Coalition Government (forced from its traditional industrial relations (IR) stance) act to improve protections for vulnerable workers. This initiative introduced extended liability provisions regulating franchisors and holding companies. However, these provisions are a narrow response to an economy-wide problem because they do not establish measures to better regulate supply chains, labour hire and gig economy arrangements for the protection of vulnerable workers. Back in more familiar territory, the Coalition Government managed to implement part of its agenda to further regulate unions by establishing legislation that criminalises bargaining payments by employers to unions. A constitutional crisis over the citizenship status of federal Parliamentarians prevented the Coalition Government from passing legislation designed to curtail trade union activities. The article also considers significant State legislative developments including the introduction of mandatory labour hire licensing laws in South Australia and Queensland, industrial manslaughter laws in Queensland and regulation of ridesharing arrangements in Victoria. The article concludes by contrasting federal criminal penalties against union activity with civil penalties for businesses that exploit vulnerable workers, before suggesting future directions in industrial legislation.

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16

Rawling, Michael, and Eugene Schofield-Georgeson. "Industrial legislation in Australia in 2018." Journal of Industrial Relations 61, no. 3 (May 1, 2019): 402–20. http://dx.doi.org/10.1177/0022185619834058.

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It has been a quiet year like last year for the passing of federal industrial legislation (due to a number of factors, including the political turmoil of the federal coalition government and their lack of an overall labour law reform agenda). This article examines key federal industrial legislative developments including the Modern Slavery Act 2018 (Cth). The article identifies that the federal Act contains much weaker compliance measures than the counterpart New South Wales legislation also passed in 2018 – the Modern Slavery Act 2018 (NSW). Also, although the Coalition government has attempted to continue to prosecute its case for further union governance measures, this agenda has been less successful than in previous years, with key government Bills not yet passed by the Parliament. The stagnation in the federal Parliament continues to motivate certain State Parliaments to address worker exploitation, and the article goes on to examine key State industrial legislation passed in 2018 including the Victorian labour hire licensing statute. In light of the continuing dominant position of the federal Labor opposition in opinion polls and an impending federal election in 2019, the article concludes by briefly considering the federal Labor opposition's agenda for industrial legislation.

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17

Schofield-Georgeson, Eugene, and Michael Rawling. "Industrial legislation in Australia in 2019." Journal of Industrial Relations 62, no. 3 (April 2, 2020): 425–45. http://dx.doi.org/10.1177/0022185620911682.

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In this 2019 electoral year, a federal Morrison Liberal Government was returned to power with little in the way of an industrial agenda. It failed to implement its key legislation, which mainly included reform to union governance and changes to religious freedom in the workplace. Meanwhile, the state governments, particularly the Victorian Andrews Labor Government, reviewed a swathe of labour law, including wage theft, industrial manslaughter, owner–driver legislation and workers' compensation laws and implemented a host of progressive changes. This year has also seen the continuation of a key policy trend, observable at both state and federal levels of government, towards regulation of aspects of industrial relations by the state that were once exclusively the province of employers and trade unions through a twentieth-century system of conciliation and arbitration.

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18

McCrystal, Shae, and Tashina Orchiston. "Industrial legislation in Australia in 2012." Journal of Industrial Relations 55, no. 3 (June 2013): 321–37. http://dx.doi.org/10.1177/0022185613480719.

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19

Waring, Peter, and John Burgess. "Continuity and Change in the Australian Minimum Wage Setting System: The Legacy of the Commission." Journal of Industrial Relations 53, no. 5 (November 2011): 681–97. http://dx.doi.org/10.1177/0022185611419619.

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Australia has a long history of institutional minimum wage determination. We examine the features and the changes in the minimum wages system. We identify its enduring characteristics, its place the Australian system in an international context and see where Fair Work Australia is located in relation to previous arrangements. We ask why a minimum wage system is still required and we examine the legacy of the Australian Industrial Relations Commission and its predecessors in minimum wage determination.

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20

Catanzariti, Joseph, and Simon Brown. "Major Tribunal Decisions in 2009." Journal of Industrial Relations 52, no. 3 (June 2010): 289–303. http://dx.doi.org/10.1177/0022185610365628.

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The year 2009 has seen significant change in Australian industrial relations, in particular, the repeal of the Workplace Relations Act 1996 and its replacement with Labor’s Fair Work Act 2009. From 1 July 2009, a new industrial tribunal, Fair Work Australia, replaced the Australian Industrial Relations Commission. The decisions issued by Fair Work Australia (FWA) since 1 July 2009 have put the provisions of the Fair Work Act into practice and perspective. This article focuses on those decisions which have dealt with enterprise bargaining and the agreement-making process under the Fair Work Act. Those cases demonstrate that the new agreement-making process is procedurally complex, and that FWA lacks discretion to approve enterprise agreements notwithstanding some procedural irregularity. FWA’s lack of discretion in determining whether an enterprise agreement has been ‘genuinely agreed to’ is inconsistent with the discretion reposed in FWA in other matters, including in determining whether an applicant for a protected action ballot order has been ‘genuinely trying to reach an agreement’.

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21

Scott, John K., and Kathryn L. Batchelor. "Management of Chrysanthemoides monilifera subsp. rotundata in Western Australia." Invasive Plant Science and Management 7, no. 1 (March 2014): 190–96. http://dx.doi.org/10.1614/ipsm-d-13-00052.1.

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AbstractOne of Australia's most serious weeds, Chrysanthemoides monilifera subsp. rotundata (bitou bush) was recently found for the first time in Western Australia as a well established population in Kwinana, a major port and industrial area south of Perth, the State's capital. This population is remote from other bitou bush infestations in Australia and had escaped detection despite extensive surveys in the same State for the other subspecies that is present in Australia, Chrysanthemoides monilifera subsp. monilifera (boneseed). The main reasons it went undetected are thought to be the tightly controlled access to this area because of mineral processing and port activities, the unusual invasion route via a heavy industrial area and the morphological similarity to a native species when it is not flowering. Two surveys defined the core population of 1038 plants that are spread along the coast over a 25-ha semi-circle with about a 500-m (1640 ft) diameter. Subsequent surveys of first a 500 m buffer zone and later a 1-km (0.621 mi) buffer found four additional plants, indicating that there is considerable potential for dispersal. We concluded that the survey has not delimited the distribution because of the potential and evidence for long distance dispersal. Cooperation by the various land managers has led to all plants being killed, as an initial step to management of this species. Other steps to be undertaken include an awareness campaign in the area that would need to be surveyed for delimitation of the spatial distribution and seed bank assessment to measure potential dispersal both in space and through time. It remains to be determined what is the best strategic response: eradication or containment.

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22

Frenkel, Steven J., and Michael P. Jackson. "Strikes: Industrial Conflict in Britain, U.S.A., and Australia." Industrial and Labor Relations Review 42, no. 2 (January 1989): 314. http://dx.doi.org/10.2307/2523381.

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23

Keirath, G. D. "Industrial Relations Reforms in Western Australia, 1993." Journal of Industrial Relations 37, no. 1 (March 1995): 52–62. http://dx.doi.org/10.1177/002218569503700103.

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24

Ludeke, J. T. "Industrial Relations in Australia— Reform's Rocky Road." Journal of Industrial Relations 37, no. 3 (September 1995): 462–66. http://dx.doi.org/10.1177/002218569503700306.

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25

Gabriela, Arlene, Sarah Leong, Philip S. W. Ong, Derek Weinert, Joe Hlubucek, and Peter W. Tait. "Strengthening Australia’s Chemical Regulation." International Journal of Environmental Research and Public Health 19, no. 11 (May 30, 2022): 6673. http://dx.doi.org/10.3390/ijerph19116673.

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Humans are exposed to a myriad of chemicals every day, some of which have been established to have deleterious effects on human health. Regulatory frameworks play a vital role in safeguarding human health through the management of chemicals and their risks. For this review, we focused on agricultural and veterinary (Agvet) chemicals and industrial chemicals, which are regulated, respectively, by the Australian Pesticides and Veterinary Medicines Authority (APVMA), and the Australian Industrial Chemicals Introduction Scheme (AICIS). The current frameworks have been considered fragmented, inefficient, and most importantly, unsafe in prioritizing human health. We evaluated these frameworks, identified gaps, and suggested improvements that would help bring chemical regulation in Australia in line with comparative regulations in the EU, US, and Canada. Several weaknesses in the Australian frameworks include the lack of a national program to monitor chemical residues, slow pace in conducting chemical reviews, inconsistent risk management across states and territories, a paucity of research efforts on human health impacts, and inadequate framework assessment systems. Recommendations for Australia include establishing a national surveillance and chemical residue monitoring system, harmonizing risk assessment and management across jurisdictions, improving chemical review efficiency, and developing regular performance review mechanisms to ensure that human health is protected.

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26

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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27

Wood, Robert E. "Book Reviews : Personnel Management in Australia." Journal of Industrial Relations 29, no. 2 (June 1987): 264–65. http://dx.doi.org/10.1177/002218568702900219.

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28

Marchington, Mick. "Surveying the Practice of Joint Consultation in Australia." Journal of Industrial Relations 34, no. 4 (December 1992): 530–49. http://dx.doi.org/10.1177/002218569203400402.

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In the last few years, a number of articles have pointed to the groiving relevance of joint consultation within Australian workplaces, a view which is stipported by the data from the 1990 Australian Workplace Industrial Relations Survey. The purpose of this paper is to extend the brief analysis contained in Industrial Relations at Work, and analyze the role played by joint consultative committees across employing organizations as a whole. In particular, evidence is examined relating to the growth/ decline of consultation, its links with other mechanisms for developing employee involvement, the rationale for its implementation at work, the shape and character of joint consultative committees, as well as the participants' attitudes towards these schemes. There appears to have been an increase in consultation recently, and—contrary to some observers—the committees themselves seem to be well received by those who are involved in them. The analysis also suggests that at least two rather different models of consultation appear to be operating in Australia, largely dependent upon the degree and strength of unionization at the workplace. It is argued that the links between consultation and collective bargaining should be more closely examined if there is a further move towards devolved negotiations in Australia.

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29

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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30

Briggs, Chris. "Lockout Law in Australia." Journal of Industrial Relations 49, no. 2 (April 2007): 167–85. http://dx.doi.org/10.1177/00221856070490020301.

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Should Australian lockout law be reformed? Lockouts in Australia are legally the formal equal of strikes and the legal treatment of lockouts is the most `de-regulated' in the OECD. The notion that strikes and lockouts should be treated equally is intuitively appealing. However, other OECD nations have rejected an equal right to strike and lockout, reserving lockouts for exceptional circumstances where employers suffer from an imbalance of bargaining power so as to reconcile lockouts with other legal principles such as freedom of association and the right to strike. Australian employers, it will be argued, have been given too much freedom by policy makers at federal level to use lockouts that should legally be reserved as a weapon of genuine `last resort'. However, instead of repositioning Australian lockout law back towards the international mainstream, WorkChoices will produce a legal framework that, uniquely, positively discriminates in favour of employer lockouts against strikes.

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31

Hancock, Keith. "The Future of Industrial Relations in Australia." Economic and Labour Relations Review 18, no. 2 (May 2008): 7–14. http://dx.doi.org/10.1177/103530460801800202.

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32

Stewart, Andrew. "Fair Work Australia: The Commission Reborn?" Journal of Industrial Relations 53, no. 5 (November 2011): 563–77. http://dx.doi.org/10.1177/0022185611419600.

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Fair Work Australia is a new institution created in 2009 to perform a range of functions under the Fair Work legislation – although it is far from the ‘one-stop shop’ that Labor had originally promised. It has much in common with the body it principally replaced, the Australian Industrial Relations Commission, not least in terms of its personnel. Yet, at the same time, it has the freedom to operate in ways that have more in common with two other antecedents, the Workplace Authority and the Australian Fair Pay Commission. This article explores the character of the new agency and the processes it has chosen to adopt for four key functions: the approval of enterprise agreements; the resolution of unfair dismissal claims; wage fixation; and the setting and variation of minimum standards.

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33

Pratr, Graham. "The Development of Military Industrial Relations in Australia." Journal of Industrial Relations 29, no. 3 (September 1987): 321–34. http://dx.doi.org/10.1177/002218568702900304.

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34

Broadbent, Kaye. "Book Reviews : Industrial Relations in Australia and Japan." Journal of Industrial Relations 37, no. 4 (December 1995): 640–41. http://dx.doi.org/10.1177/002218569503700413.

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35

Burgess, John, Kerry Brown, Adrian Wilkinson, and Keith Townsend. "Has Australias Road to Workplace Partnership Reached a Dead End?" International Journal of Comparative Labour Law and Industrial Relations 29, Issue 2 (June 1, 2013): 239–56. http://dx.doi.org/10.54648/ijcl2013016.

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Over the last fifteen years, a number of developed countries have pursued an agenda seeking to develop more collaborative management-union arrangements often labelled as partnerships. This article reviews the Australian road to partnerships by situating it within the context of developments in the UK and New Zealand. In 2009, Australia's then Deputy Prime Minister and Minister for Workplace Relations, Julia Gillard, suggested that Australian Industrial Relations were about to undergo a shift towards a new model of workplace interaction that included more collaboration and partnerships. We argue that rather than a substantial shift, this approach can be viewed as an evolution from the Accord years, disrupted for a period by the Howard Government. However, unlike similar regulatory regimes in the United Kingdom and New Zealand, the Australian Government has done little to entrench a system of partnerships at the workplace level. This article assesses the extent to which collaboration and partnership in Australia's modern IR system provides a roadmap to a new Australian IR landscape, or whether the failure of policy-makers to act has led to a dead-end for Australian partnerships. The practical implications of this agenda for the conduct of industrial relations are considered.

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36

Wardani, Hertanti Kusuma, and Nur Khamim. "Overview Analisis Sistem Manajemen Keselamatan pada Industri Pertambangan Di Beberapa Negara." Syntax Idea 3, no. 2 (February 20, 2021): 298. http://dx.doi.org/10.36418/syntax-idea.v3i2.1054.

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The effort to reduce and eliminate the dangers of mining activities by preventing losses that is by implementing the application of safety management. Safety management systems are applied throughout the world. The world gets permission for industrial safety and health to get occupational safety and health. This safety management system is not only applied in Indonesia but also applied in several other countries such as South Korea, Singapore, Malaysia and Australia. In this study an analysis of the differences in the safety management system in these countries with an outline with the aim to carry out an analysis of the safety management system in large rock countries. The comparison obtained from the management system required and applied by the government regarding the safety system in these countries. For Indonesia and Singapore, a safety management system must be implemented in industrial companies, whereas for countries such as South Korea the safety management system is voluntary in other words the safety management system is implemented voluntarily by the industry. Australia is more applying safety management system standards and references for industrial needs. Safety management systems in Australia, South Korea and Malaysia are being readjusted to suit industry needs.

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37

Burrow, Sharan. "Australia's Social and Commercial Engagement with China: What Direction for the Relationship?" Journal of Industrial Relations 49, no. 5 (November 2007): 615–29. http://dx.doi.org/10.1177/0022185607082211.

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This article suggests four criteria that any Australian Government should satisfy in promoting new forms of social and commercial engagement in the Australia—China economic and trading relationship. Any Free Trade Agreement (FTA) should require a high level of commitment to meet four standards. First, the inclusion of a labour clause within the agreement. Second, the government must now ensure that there is no disadvantage to Australian industry particularly for the purpose of applying anti-dumping provisions. Third, an Australia—China FTA would need to demonstrate how the economic and trading relationship would become more balanced and why a bilateral FTA will not further compromise the multilateral system. Fourth, the government must demonstrate its commitment to make Australia free trade ready so the nation can maximize the benefits and minimize the costs of commercial engagement with China and other counties. Ultimately corporate globalization will only work for the world's workers and their families when it is underpinned by a fair set of global rules including labour rights.

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38

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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39

Lang, Helen. "The Stockpile Thesis and Industrial Relations at Kambalda." Journal of Industrial Relations 28, no. 3 (September 1986): 353–66. http://dx.doi.org/10.1177/002218568602800303.

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Some recent work on industrial relations in the Australian minirtg industry has focused on a close relationship between the incidence of strikes and the stockpiling of the mineral mined. It is argued that when demand for a mineral falls and the stockpile grows, management can afford the disruption to production caused by strikes. Hence management will take action to provoke strikes by introducing changes in work practices it knows will be opposed by unionists. Not only are the unions more likely to be defeated, but the company concerned is also able to reduce the size of its stockpile of ore. A case-study of the nickel-mining centre of Kambalda in Western Australia suggests that the size of the stockpile isfar less relevant when management and unions have a consensual approach to industrial relations. The stockpile is a strategic variable rather than a cause of industrial disputes. Whether the stockpile is manipulated as part of management's strategy will depend on innumerable, interdependent factors, including the organization of social life in a mining town and whether effective co operative relations develop between managers and unions.

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40

Markey, Raymond, and Joseph McIvor. "Regulating casual employment in Australia." Journal of Industrial Relations 60, no. 5 (June 5, 2018): 593–618. http://dx.doi.org/10.1177/0022185618778084.

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The rise of precarious and non-standard working arrangements has received substantial attention in recent times. In Australia precarious work has been particularly associated with the phenomenon of casual work, defined as employment without the leave benefits provided by the National Employment Standards. Casual employment status is at the employers' discretion. It may be long term and involve short shifts of less than 4 hours. In the recent Modern Awards Review by the Australian Fair Work Commission, the Australian Council of Trade Unions submitted proposals to limit employers' ability to unilaterally determine the employment relationship and to reduce the degree of precariousness associated with casual employment. The Australian Council of Trade Unions sought the right for long-term casuals to convert to permanent employment and to extend minimum hours for shifts. This article surveys the evidence, primary and secondary, regarding the extent and nature of Australian casual employment, including its impact on flexibility, earnings security and productivity. In this context, we explore the implications of the Australian Council of Trade Unions claims and Fair Work Commission decision, and present data from a survey of casual employees regarding employment preferences. Whilst some employees prefer casual status, we find that many would benefit from protective regulations, and that most casuals support such regulation.

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41

Davies, Doug. "Book Review: Human Resource Management in Australia." Journal of Industrial Relations 45, no. 3 (September 2003): 413–14. http://dx.doi.org/10.1111/0022185603045003013.

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42

Purse, Kevin. "Workplace Health and Safety Deregulation in South Australia." Journal of Industrial Relations 41, no. 3 (September 1999): 468–84. http://dx.doi.org/10.1177/002218569904100307.

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In July 1998 the Soutb Australian goverment released a Discussion Paper concern ing the future of occupational bealth and safety regulation in South Australia. In examining the paradigm shift proposed in the Discussion Paper, this paper highlights the importance of workplace health and safety as public polig issues in Australia and seeks to locate the Discussion Paper within the broader context of deregulatory changes in the administration of occupational health and safety legislation that have occurred in South Australia in recent years. It identifies several fundamental flaws in the proposals put forward for change and suggests that the major problem with tbe regulation of occupational health and safety in South Australia is the failure to effectively administer the legislation. The paper also advances a number of proposals designed to achieve greater compliance with the legislation. It concludes that the major proposals contained in the Discussion Paper are unlikely to find widespread practical expression.

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43

Vermeulen, Leo. "Line managements involvement in people management: A comparison between South Africa and Australia." South African Journal of Economic and Management Sciences 6, no. 3 (September 30, 2003): 529–41. http://dx.doi.org/10.4102/sajems.v6i3.3304.

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The purpose of this study was to obtain empirical data on expected shifts of people management activities from human resources managers to line managers. The research was done by means of a cross-cultural survey in South Africa (n=381) and Australia (n=653). The research results clearly indicate that there was a perceived shift of traditional people management functions to line management in both countries. This shift was more prominent in South Africa than in Australia. The main shift in South Africa seemed to be that line managers are increasingly involved in training and development. Equal employment opportunity was seen as the second most important area of change, followed by the use of human resources information systems, industrial relations, and occupational health and safety. Recruitment and selection were seen as the least important areas of change.

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44

Olssen, Erik, and Verity Burgmann. "Revolutionary Industrial Unionism: The Industrial Workers of the World in Australia." Labour History, no. 70 (1996): 227. http://dx.doi.org/10.2307/27516425.

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45

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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46

Dixon, Peter B. "The Australia—China Free Trade Agreement: Some Modelling Issues." Journal of Industrial Relations 49, no. 5 (November 2007): 631–45. http://dx.doi.org/10.1177/0022185607082212.

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General equilibrium modelling has been used to analyse many policy proposals. This article aims to help non-modellers assess general equilibrium analyses, particularly of a potential Australia—China free trade agreement (FTA). General equilibrium modelling is effective in studies of unilateral tariff reductions. However, most general equilibrium modelling assumes given technologies and information. For issues where the essence is technology transfer and new information, general equilibrium models can only produce results after most of the analysis has been done outside the model. In an Australia—China FTA, tariff cuts may be only a small part of the package. The main part may be goodwill, technology transfer and increased mutual awareness. Thus, for analysing FTAs, general equilibrium modelling is of limited value. The only conclusion for Australia that general equilibrium modelling of an Australia—China FTA can deliver with any certainty is that such an agreement will cause significant contraction in the Australian clothing industry.

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47

Hall, Richard, Bill Harley, and Gillian Whitehouse. "Contingent Work and Gender in Australia: Evidence from the 1995 Australian Workplace Industrial Relations Survey." Economic and Labour Relations Review 9, no. 1 (June 1998): 55–81. http://dx.doi.org/10.1177/103530469800900103.

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The decreasing prevalence of the standard model of employment embodied by the ‘typical male full-time employee on a permanent contract’ can be seen both as risking the erosion of hard won labour rights and as offering the potential for a more flexible, less ‘male’ model. This paper addresses some of the ways in which this tension is played out, drawing on data from the 1995 Australian Workplace Industrial Relations (AWIRS95) Employee Survey to examine the implications for women workers of recent trends in contingent employment in Australia. Our analysis suggests that the growth in contingent employment in Australia has had little positive impact on women's experience of work. We conclude that if the disadvantage faced by women in irregular employment is to be countered, greater regulation of such employment is required. However, key features of the Workplace

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48

McCrystal, Shae. "Why is it so hard to take lawful strike action in Australia?" Journal of Industrial Relations 61, no. 1 (January 16, 2019): 129–44. http://dx.doi.org/10.1177/0022185618806949.

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This current controversy analyses the legal impediments to taking lawful strike action for workers in Australia, reviewing the components of the regulatory system that combine to restrict access to strike action for Australian workers. The discussion explores the flaws underlying the enactment of the right to strike, the limitations surrounding the definition of industrial action, the prerequisites to lawful strike action including the problems that arise from the pre-strike ballots regime, the grounds on which lawful strike action can be stopped, and the consequences of getting it wrong. The picture presented by the legal regime for strike action is that the impact of the regime is greater than the sum of its parts – making it very difficult to strike even for the most seasoned industrial players. It is possible that strike regulation in Australia has reached a tipping point whereby the costs associated with getting it right may now be so high that simply abandoning the lawful path and engaging in unlawful strike action may be more appealing than complying with the law.

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49

Kaine, Sarah. "Women, work and industrial relations in Australia in 2016." Journal of Industrial Relations 59, no. 3 (May 9, 2017): 271–87. http://dx.doi.org/10.1177/0022185617696124.

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The experience of women, work and industrial relations is diverse even though the data relating to that experience are often presented in aggregate form. While such data may offer a general snapshot of key areas such as the overall patterns of women’s participation in the labour market and the average gender pay gap, such high-level analysis obscures the differences among women and consequently does not draw attention to the areas of greatest inequality. Although Aboriginal and Torres Strait Islander women experience particular disadvantage in the labour market, there is a dearth of research examining this experience. This article will provide an overview of general developments for women, work and industrial relations in 2016 and will be supplemented by an overview of the position of Aboriginal and Torres Strait Islander women that does not fill the information gap, but rather more clearly delineates it in order to suggest avenues of further urgent research need.

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50

Kaine, Sarah, and Martijn Boersma. "Women, work and industrial relations in Australia in 2017." Journal of Industrial Relations 60, no. 3 (April 20, 2018): 317–36. http://dx.doi.org/10.1177/0022185618764204.

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Throughout 2017, public interest, parliamentary debate and academic research about women, work and industrial relations centred around a few key themes: pay and income inequality, health and well-being at work and the intersection of paid and unpaid work. These themes were identified in three related yet distinct mediums: the media, parliamentary debate and academic literature. Automated content analysis software was used to assist in the thematic analysis of media articles and the House of Representatives Hansard, supplemented by a manual analysis of relevant academic publications. A thematic overlap was evident across the three datasets, despite the time lag associated with academic research and publication. This is a significant finding, emphasising that the inequalities experienced by women in the labour market are long term and entrenched.

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