Personell issues


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Ind Tech Multi personell issues

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  • Industrial Relations Act 1996: Specified the majority of restrictions on employers regarding the types of work, pay and conditions of workers in Australia. ]\\ Workplace Relations Amendment of 2005 specified the ability of employees to negotiate individual contracts with workers that specified work pay and conditions that were outside, or possibly contradicted to the award. These individual contracts were known as Australian Workplace agreements (or AWAs) This law was not met with much support from the people and was a major influence in the voting out of the government of the time, which led to the: Workplace Relations Amendment (Transition to Forward with Fairness) Act 2008: Prevented the making of new AWAs and introduced a “No disadvantage” test to new agreements and any transitional awa’s. All existing AWAs, if they meet the no disadvantage test, remain in effect until they expire, however, there is now a limitation of making new AWAs.
  • maximum ordinary hours of 38 hours per week (plus reasonable additional hours) four weeks of paid annual leave ten days of paid personal/carer’s 52 weeks of unpaid parental leave
  • These have to be approved by the Industrial Relations Commission as
  • . As a member of a union, you have the protection of the union. This may involve the union stepping in if you are having troubles with your employee, or negotating for wage and conditions collectively for your industry. Freedom of association laws ensure that an employer cannot dismiss an employee because he or she is, or is not, a member of a union.
  • Personell issues

    1. 1. Personel issues <ul><li>Industry Study Industrial Technology </li></ul>
    2. 2. Dot Points: <ul><li>industrial relations: </li></ul><ul><li>equity/EEO </li></ul><ul><li>Unions </li></ul><ul><li>group negotiated contracts </li></ul><ul><li>individual contracts </li></ul><ul><li>career and training opportunities </li></ul><ul><li>specialisation and multi-skilling </li></ul><ul><li>roles of industry personnel </li></ul><ul><li>work practices </li></ul>
    3. 3. Remember… <ul><li>We are in a time of transition in terms of Industrial Relations laws. </li></ul><ul><li>As a HSC Student you can be assessed on anything that happens up until the day of the exam. </li></ul>
    4. 4. Important laws <ul><li>Industrial Relations Act 1996 </li></ul><ul><li>Workplace Relations Amendment (Work Choices) Act 2005 </li></ul><ul><li>Workplace Relations Amendment (Transition to Forward with Fairness) Act 2008 </li></ul>
    5. 5. Australian Fair Pay and Conditions Standard <ul><li>Sets out minimum standards such as: </li></ul><ul><li>Minimum pay </li></ul><ul><li>Hours to work </li></ul><ul><li>Annual leave/sick leave </li></ul><ul><li>Parental leave </li></ul>
    6. 6. Awards <ul><li>An industrial award usually deals with: </li></ul><ul><li>conditions of employment such as hours of employment </li></ul><ul><li>pay rates </li></ul><ul><li>penalty rates </li></ul><ul><li>loadings </li></ul><ul><li>allowances </li></ul><ul><li>leave entitlements </li></ul><ul><li>employment protection provisions </li></ul><ul><li>part-time or casual work. </li></ul><ul><li>These are put in place by the Industrial Relation commission and are different depending on the industry that you are a part of, and the job that you are doing. </li></ul>
    7. 7. Enterprise agreements <ul><li>Awards cover a whole industry or occupation and only provide a safety net of minimum pay rates and employment conditions. Enterprise agreements can be tailored to meet the needs of particular enterprises not covered by the award. </li></ul><ul><li>However, by 2012 these should be phased out. </li></ul>
    8. 8. Unions <ul><li>Unions are formed in order to protect workers. </li></ul><ul><li>They: </li></ul><ul><li>Negotiate wage and conditions </li></ul><ul><li>Ensure that workers are protected from Unfair Dismissal </li></ul><ul><li>Ensure workers are not disadvantaged because of things like EEO. </li></ul><ul><li>The Workplace Relations Act allows for Freedom of Association from a union. You cannot be fired or disadvanaged by being part, or not being part of a union. </li></ul><ul><li>The right to take lawful industrial action when negotating a new workplace agreement is protected by law. </li></ul>
    9. 9. EEO/Equity <ul><li>Equal Employment Opportunity (EEO) is about ensuring that all employees have equal access to the opportunities that are available at work </li></ul><ul><li>making sure that workplaces are free from all forms of unlawful discrimination and harassment, and providing programs to assist members of EEO groups to overcome past or present disadvantage </li></ul><ul><li>The anti-discrimination Act(1977) provides protections for workers who are: </li></ul><ul><ul><ul><ul><li>women </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Aboriginal people and Torres Strait Islanders </li></ul></ul></ul></ul><ul><ul><ul><ul><li>members of racial, ethnic, and ethno-religious minority groups </li></ul></ul></ul></ul><ul><ul><ul><ul><li>people with a disability </li></ul></ul></ul></ul>
    10. 10. References/ Further info <ul><li> </li></ul>