Scott Barklamb, Executive Director of the Australian Mines and Metals Association, presented on the damaging costs and risks of doing business under the Fair Work Act from the perspective of the resources industry. He discussed two main challenges - declining productivity and issues with skilled migration policies. Regarding the Fair Work Act, he argued it favors unions through provisions like right of entry laws. He advocated restoring earlier industrial relations laws and making it easier for employers to establish agreements for new projects. Overall, he presented the view that Australia's labor regulations are overly complex and discourage investment compared to other countries.
Managing Your Global Contingent WorkforcePopulus Group
The document summarizes a presentation about managing global contingent workforces. It discusses trends in global expansion and the gig economy. It also covers topics like determining contractor vs employee status, social costs across countries, and compliance issues when hiring internationally like rules around termination. Future projections include more specialized contract work and a truly global market for talent as the gig economy grows.
The document discusses the history and development of labor unions in the United States. It describes how early unions were comprised mainly of skilled workers and organized after the Civil War. It also outlines key events like the Great Depression encouraging further unionization and post-World War II laws limiting unions. The document also examines topics such as collective bargaining processes, different types of union agreements, wage determination theories, and modern issues regarding declining union influence, gender pay gaps, and minimum wage debates.
The document discusses the history and development of labor unions in the United States from the colonial period through modern times. It covers key events and legislation that impacted unions such as the Great Depression, World War II, the Taft-Hartley Act. The document also examines topics related to employment, wages, gender pay differences, and minimum wage.
The study examined users' interactions with iGoogle using eye tracking and think aloud protocols. 10 participants with varying computer experience explored the site for 15 minutes while their eye movements and verbalizations were recorded. The data was analyzed both quantitatively using gazeplots and categories of visual attention, and qualitatively by coding themes from think aloud responses. Differences were found between beginner and advanced users in how they navigated and understood the interface.
El documento resume el libro "Usted puede sanar su vida" de Louise L. Hay. En tres oraciones o menos, explica que el libro enseña que cada persona es responsable de sus propias experiencias de vida a través de sus pensamientos y creencias. Comparte las ideas fundamentales de Louise Hay sobre el poder de la mente y cómo esta puede crear salud o enfermedad en el cuerpo. Finalmente, invita a los lectores a realizar ejercicios en el libro para iniciar un cambio positivo en sus vidas.
This document summarizes a research paper on measuring perceptible affordances with eye tracking using an iGoogle case study. The paper had two supervisors and was authored by Jacques Chueke from London, UK in May 2011 for his Master's in Design. It discusses new modes of interaction using technologies like Microsoft Surface, Kinect, and eye tracking displays. It addresses the problem of hidden interactions where users do not know what actions they can take or the effects of their actions. The paper proposes studying these issues using eye tracking on iGoogle to understand how to design interfaces that make available interactions perceptible.
Liberty Tax Service is a leading tax franchise that provides tax preparation services and offers low-cost franchise opportunities, discussing its rankings as a top franchise and how franchisees can benefit from Liberty's support, marketing programs, and position in the large and growing tax preparation industry. Liberty describes the roles and responsibilities of franchisees while emphasizing the company's focus on customer service and involvement in local communities.
Considerations about Eye Gaze interfaces for people with disabilities: from t...Jacques Chueke
This document discusses considerations for eye gaze interfaces to help people with disabilities from a human-computer interaction perspective. It explores how users visually scan unfamiliar digital interfaces to understand their interactive potential. Several examples of new interaction modes are presented, including using gestures, head movements, touch, and eye tracking for control. The document concludes that interface paradigms need to change to better incorporate tangible and natural user interfaces rather than just adding features to graphical user interfaces. More research is needed on multi-sensory feedback to interface with eyes, gestures, voice, touch, emotions and cognition.
Managing Your Global Contingent WorkforcePopulus Group
The document summarizes a presentation about managing global contingent workforces. It discusses trends in global expansion and the gig economy. It also covers topics like determining contractor vs employee status, social costs across countries, and compliance issues when hiring internationally like rules around termination. Future projections include more specialized contract work and a truly global market for talent as the gig economy grows.
The document discusses the history and development of labor unions in the United States. It describes how early unions were comprised mainly of skilled workers and organized after the Civil War. It also outlines key events like the Great Depression encouraging further unionization and post-World War II laws limiting unions. The document also examines topics such as collective bargaining processes, different types of union agreements, wage determination theories, and modern issues regarding declining union influence, gender pay gaps, and minimum wage debates.
The document discusses the history and development of labor unions in the United States from the colonial period through modern times. It covers key events and legislation that impacted unions such as the Great Depression, World War II, the Taft-Hartley Act. The document also examines topics related to employment, wages, gender pay differences, and minimum wage.
The study examined users' interactions with iGoogle using eye tracking and think aloud protocols. 10 participants with varying computer experience explored the site for 15 minutes while their eye movements and verbalizations were recorded. The data was analyzed both quantitatively using gazeplots and categories of visual attention, and qualitatively by coding themes from think aloud responses. Differences were found between beginner and advanced users in how they navigated and understood the interface.
El documento resume el libro "Usted puede sanar su vida" de Louise L. Hay. En tres oraciones o menos, explica que el libro enseña que cada persona es responsable de sus propias experiencias de vida a través de sus pensamientos y creencias. Comparte las ideas fundamentales de Louise Hay sobre el poder de la mente y cómo esta puede crear salud o enfermedad en el cuerpo. Finalmente, invita a los lectores a realizar ejercicios en el libro para iniciar un cambio positivo en sus vidas.
This document summarizes a research paper on measuring perceptible affordances with eye tracking using an iGoogle case study. The paper had two supervisors and was authored by Jacques Chueke from London, UK in May 2011 for his Master's in Design. It discusses new modes of interaction using technologies like Microsoft Surface, Kinect, and eye tracking displays. It addresses the problem of hidden interactions where users do not know what actions they can take or the effects of their actions. The paper proposes studying these issues using eye tracking on iGoogle to understand how to design interfaces that make available interactions perceptible.
Liberty Tax Service is a leading tax franchise that provides tax preparation services and offers low-cost franchise opportunities, discussing its rankings as a top franchise and how franchisees can benefit from Liberty's support, marketing programs, and position in the large and growing tax preparation industry. Liberty describes the roles and responsibilities of franchisees while emphasizing the company's focus on customer service and involvement in local communities.
Considerations about Eye Gaze interfaces for people with disabilities: from t...Jacques Chueke
This document discusses considerations for eye gaze interfaces to help people with disabilities from a human-computer interaction perspective. It explores how users visually scan unfamiliar digital interfaces to understand their interactive potential. Several examples of new interaction modes are presented, including using gestures, head movements, touch, and eye tracking for control. The document concludes that interface paradigms need to change to better incorporate tangible and natural user interfaces rather than just adding features to graphical user interfaces. More research is needed on multi-sensory feedback to interface with eyes, gestures, voice, touch, emotions and cognition.
El abc para_crear_un_equipo_exitoso Blair SingerRamiro Zapata
Este documento discute la importancia de tener un código de honor para crear un equipo exitoso. Explica que un código de honor son reglas sencillas que rigen el comportamiento interno de un equipo y determinan cómo los miembros se tratan unos a otros. También destaca que los equipos exitosos reclutan a personas comprometidas con una meta común que están dispuestas a asumir el código de honor y aportar habilidades únicas.
The document outlines a 10-point plan for an institution to promote the creation, use, and sharing of open educational resources (OER). The plan calls for establishing an OER policy, identifying champions, raising awareness, providing training, rewarding academics, ensuring proper infrastructure, adopting an open license, developing an OER repository, collaborating in OER research, and sourcing dedicated funding.
This document discusses new modes of interaction beyond the traditional mouse and keyboard as input methods. It presents several examples of new technologies that use touch, gestures, motion tracking and eye tracking as alternative forms of input. The author argues that these new input methods require new approaches to interface design to ensure perceptible affordances that allow users to understand how to control devices intuitively. The author proposes research to study how users visually perceive and make sense of interfaces for new input methods.
This document shows before and after photos of various commercial and residential renovation projects completed by a design and construction company. The projects include office space conversions, restaurant renovations, private home remodels, and theme park concept designs. The photos provide examples of the company's work in areas such as lighting, custom furnishings, tile work, and architectural details.
El documento habla sobre la relación con el cliente y la calidad en la atención al cliente. Explica que existen tres tipos de conceptos de cliente: el tradicional (cliente externo), el moderno (cliente interno) y el contemporáneo (unión de los dos anteriores). También describe las diferencias entre atención al cliente y servicio al cliente, y cómo la calidad en ambos requiere el uso de habilidades personales y técnicas. Finalmente, señala que para satisfacer plenamente al cliente es necesario aplicar con calidad tanto la atención como
Open Policy Making Conference Red Tape Challenge SlidesPolicy Lab
The Red Tape Challenge aimed to reduce regulation on businesses by examining the existing UK regulation stock and soliciting public input to identify reforms. Over 5,600 regulations were reviewed, with 3,100 scrapped or improved, estimated to save businesses over £800 million per year. External challenges and evidence helped drive changes counter to departments' preferences. While largely successful, challenges included the volume of regulations, ensuring reforms were fully implemented, and demonstrating successes against ongoing new regulations. Lessons included targeting future reviews and improving feedback for public input.
As in house lawyers you’re ultimately responsible for the reputation of your business. This update seminar looked at various areas of law and at your role in protecting that reputation in the following areas:
- Data Protection – now that GDPR and (just in time) the Data Protection Act 2018 is in force – what have we seen since implementation? What does the recent case law and last minute ICO guidance tell us about how to deal with data? How can you best protect and prepare your business for data breaches. How should you best deal with suppliers, sub-contractors and others in order to keep your business out of the headlines?
- Employment – dealing with reputational risk and contractors, IR35 and self-employment. What do you need to do, to do right by your employees and contractors?
- Influencer marketing – with social media 'influencers' and 'brand ambassadors' being the latest in marketing ploys – what do agreements with them look like and what risks do they pose to you as a brand and under advertising law and data protection legislation?
- Vicarious liability – following the Barclays case – when are you liable for people who do work for you – whether or not they are employed by you?
- Public/private engagement – based on research by CBI and in the light of the recent changes - how best can private business engage with public sector opportunities? Where’s the reward and what’s the risk – should you be looking at this area?
This document provides an overview of industrial relations reform in Australia over the past two decades. It discusses four key areas impacted by reform: wage setting, industrial action, bargaining, and unfair dismissal laws.
Under previous compulsory arbitration systems, wages and conditions were set by tribunals rather than through bargaining. Reforms since the 1990s have shifted wage setting to enterprise bargaining between employers and unions/employees. While this has increased flexibility, the Fair Work Act has reversed some changes made by earlier reforms that liberalized the labour market.
Industrial action has declined significantly since the early 1990s due to reforms restricting strikes. However, unions can now strike over a wider range of issues under the Fair Work Act. The bargaining
Thought Leadership: Client Protection – Informed Stakeholders Lead to Informe...Samantha James
1) The document discusses two proposed policies in South Africa: the Protection of Personal Information Bill (PPIB) and the proposed Carbon Tax. The PPIB aims to protect personal information and privacy, while the Carbon Tax aims to reduce greenhouse gas emissions.
2) Companies are advised to obtain independent expert advice to understand how these policies may impact their operations and costs. This will help ensure a smooth transition when the policies are implemented.
3) Informed stakeholders can provide input during policy development to help shape policies that balance economic and social objectives with long-term growth. Companies should stay aware of policy changes and obtain advice from experts.
As in house lawyers you’re ultimately responsible for the reputation of your business. This update seminar looked at various areas of law and at your role in protecting that reputation in the following areas:
- Data Protection – now that GDPR and (just in time) the Data Protection Act 2018 is in force – what have we seen since implementation? What does the recent case law and last minute ICO guidance tell us about how to deal with data? How can you best protect and prepare your business for data breaches. How should you best deal with suppliers, sub-contractors and others in order to keep your business out of the headlines?
- Employment – dealing with reputational risk and contractors, IR35 and self-employment. What do you need to do, to do right by your employees and contractors?
- Influencer marketing – with social media 'influencers' and 'brand ambassadors' being the latest in marketing ploys – what do agreements with them look like and what risks do they pose to you as a brand and under advertising law and data protection legislation?
- Vicarious liability – following the Barclays case – when are you liable for people who do work for you – whether or not they are employed by you?
- Public/private engagement – based on research by CBI and in the light of the recent changes - how best can private business engage with public sector opportunities? Where’s the reward and what’s the risk – should you be looking at this area?
Chapter 3 lc bus conflict in workplaceDave Dempsey
This document provides an overview of resolving conflict in the workplace and key areas of industrial relations legislation in Ireland. It discusses what industrial relations are, how pay and conditions are negotiated, types of industrial action, and the roles of the Labour Relations Commission and Labour Court. Key acts discussed include the Industrial Relations Act 1990, Employment Equality Act 1998, and Unfair Dismissals Acts 1977-2007. The purpose of these acts is to define and regulate trade disputes, protect employees' rights, promote equal treatment, and provide recourse for unfair dismissal.
As in house lawyers you’re ultimately responsible for the reputation of your business. This update seminar looked at various areas of law and at your role in protecting that reputation in the following areas:
- Data Protection – now that GDPR and (just in time) the Data Protection Act 2018 is in force – what have we seen since implementation? What does the recent case law and last minute ICO guidance tell us about how to deal with data? How can you best protect and prepare your business for data breaches. How should you best deal with suppliers, sub-contractors and others in order to keep your business out of the headlines?
- Employment – dealing with reputational risk and contractors, IR35 and self-employment. What do you need to do, to do right by your employees and contractors?
- Influencer marketing – with social media 'influencers' and 'brand ambassadors' being the latest in marketing ploys – what do agreements with them look like and what risks do they pose to you as a brand and under advertising law and data protection legislation?
- Vicarious liability – following the Barclays case – when are you liable for people who do work for you – whether or not they are employed by you?
- Public/private engagement – based on research by CBI and in the light of the recent changes - how best can private business engage with public sector opportunities? Where’s the reward and what’s the risk – should you be looking at this area?
The document provides a summary of a session for in-house lawyers on various employment law topics:
1. It discusses recent employment status cases and reforms to the "gig economy".
2. It outlines the implications of IR35 legislation for determining employment status and tax obligations for contractors working in the public and private sectors.
3. It addresses how employers can protect their reputation by having clear policies on social media use and activities outside of work, and ensuring any disciplinary actions are justified.
Being an in house lawyer isn’t just about the law – perhaps it never has been.
Every six months at our in house lawyer sessions we give practical training on:
- what the law means for you (personally) and for your business
- tips on what to incorporate into your next contract, your next discussion with the HR department or your next board meeting
... and have been delighted to help cover what to say, do, draft and know what to avoid.
We’ll also be covering the black letter law:
- employment update – gender gap reporting – how, what, what the…? Sexual harrassment
- commercial law - changes in contract law and in particular what the courts have said about discretion in contracts – do you really have free choice, or are there limits?
- GDPR –you’ve very little time left – what are the quick wins you can deal with and high risk activities that you need to deal with.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
The document provides a historical overview of industrial relations in India from the early 20th century to 2000. It discusses key developments including:
- India shifted from an agricultural to industrial economy after independence in 1947.
- Early labor laws focused on dispute resolution rather than collective bargaining.
- Economic liberalization in the 1990s led to privatization and concerns about job security and flexibility of labor laws.
- Both employers and unions agreed that labor laws needed reform but disagreed on the content and impact on workers' rights.
Business Environment-Meaning, Importance, Environmental Factors, Recent Political Environment, Recent
Economic and Financial Environment, Planning In India-Planning Commision-Liberalisation and Planning,
Industrial Policy: New trade policy-1991 onwards, Industrial Licensing in India
El abc para_crear_un_equipo_exitoso Blair SingerRamiro Zapata
Este documento discute la importancia de tener un código de honor para crear un equipo exitoso. Explica que un código de honor son reglas sencillas que rigen el comportamiento interno de un equipo y determinan cómo los miembros se tratan unos a otros. También destaca que los equipos exitosos reclutan a personas comprometidas con una meta común que están dispuestas a asumir el código de honor y aportar habilidades únicas.
The document outlines a 10-point plan for an institution to promote the creation, use, and sharing of open educational resources (OER). The plan calls for establishing an OER policy, identifying champions, raising awareness, providing training, rewarding academics, ensuring proper infrastructure, adopting an open license, developing an OER repository, collaborating in OER research, and sourcing dedicated funding.
This document discusses new modes of interaction beyond the traditional mouse and keyboard as input methods. It presents several examples of new technologies that use touch, gestures, motion tracking and eye tracking as alternative forms of input. The author argues that these new input methods require new approaches to interface design to ensure perceptible affordances that allow users to understand how to control devices intuitively. The author proposes research to study how users visually perceive and make sense of interfaces for new input methods.
This document shows before and after photos of various commercial and residential renovation projects completed by a design and construction company. The projects include office space conversions, restaurant renovations, private home remodels, and theme park concept designs. The photos provide examples of the company's work in areas such as lighting, custom furnishings, tile work, and architectural details.
El documento habla sobre la relación con el cliente y la calidad en la atención al cliente. Explica que existen tres tipos de conceptos de cliente: el tradicional (cliente externo), el moderno (cliente interno) y el contemporáneo (unión de los dos anteriores). También describe las diferencias entre atención al cliente y servicio al cliente, y cómo la calidad en ambos requiere el uso de habilidades personales y técnicas. Finalmente, señala que para satisfacer plenamente al cliente es necesario aplicar con calidad tanto la atención como
Open Policy Making Conference Red Tape Challenge SlidesPolicy Lab
The Red Tape Challenge aimed to reduce regulation on businesses by examining the existing UK regulation stock and soliciting public input to identify reforms. Over 5,600 regulations were reviewed, with 3,100 scrapped or improved, estimated to save businesses over £800 million per year. External challenges and evidence helped drive changes counter to departments' preferences. While largely successful, challenges included the volume of regulations, ensuring reforms were fully implemented, and demonstrating successes against ongoing new regulations. Lessons included targeting future reviews and improving feedback for public input.
As in house lawyers you’re ultimately responsible for the reputation of your business. This update seminar looked at various areas of law and at your role in protecting that reputation in the following areas:
- Data Protection – now that GDPR and (just in time) the Data Protection Act 2018 is in force – what have we seen since implementation? What does the recent case law and last minute ICO guidance tell us about how to deal with data? How can you best protect and prepare your business for data breaches. How should you best deal with suppliers, sub-contractors and others in order to keep your business out of the headlines?
- Employment – dealing with reputational risk and contractors, IR35 and self-employment. What do you need to do, to do right by your employees and contractors?
- Influencer marketing – with social media 'influencers' and 'brand ambassadors' being the latest in marketing ploys – what do agreements with them look like and what risks do they pose to you as a brand and under advertising law and data protection legislation?
- Vicarious liability – following the Barclays case – when are you liable for people who do work for you – whether or not they are employed by you?
- Public/private engagement – based on research by CBI and in the light of the recent changes - how best can private business engage with public sector opportunities? Where’s the reward and what’s the risk – should you be looking at this area?
This document provides an overview of industrial relations reform in Australia over the past two decades. It discusses four key areas impacted by reform: wage setting, industrial action, bargaining, and unfair dismissal laws.
Under previous compulsory arbitration systems, wages and conditions were set by tribunals rather than through bargaining. Reforms since the 1990s have shifted wage setting to enterprise bargaining between employers and unions/employees. While this has increased flexibility, the Fair Work Act has reversed some changes made by earlier reforms that liberalized the labour market.
Industrial action has declined significantly since the early 1990s due to reforms restricting strikes. However, unions can now strike over a wider range of issues under the Fair Work Act. The bargaining
Thought Leadership: Client Protection – Informed Stakeholders Lead to Informe...Samantha James
1) The document discusses two proposed policies in South Africa: the Protection of Personal Information Bill (PPIB) and the proposed Carbon Tax. The PPIB aims to protect personal information and privacy, while the Carbon Tax aims to reduce greenhouse gas emissions.
2) Companies are advised to obtain independent expert advice to understand how these policies may impact their operations and costs. This will help ensure a smooth transition when the policies are implemented.
3) Informed stakeholders can provide input during policy development to help shape policies that balance economic and social objectives with long-term growth. Companies should stay aware of policy changes and obtain advice from experts.
As in house lawyers you’re ultimately responsible for the reputation of your business. This update seminar looked at various areas of law and at your role in protecting that reputation in the following areas:
- Data Protection – now that GDPR and (just in time) the Data Protection Act 2018 is in force – what have we seen since implementation? What does the recent case law and last minute ICO guidance tell us about how to deal with data? How can you best protect and prepare your business for data breaches. How should you best deal with suppliers, sub-contractors and others in order to keep your business out of the headlines?
- Employment – dealing with reputational risk and contractors, IR35 and self-employment. What do you need to do, to do right by your employees and contractors?
- Influencer marketing – with social media 'influencers' and 'brand ambassadors' being the latest in marketing ploys – what do agreements with them look like and what risks do they pose to you as a brand and under advertising law and data protection legislation?
- Vicarious liability – following the Barclays case – when are you liable for people who do work for you – whether or not they are employed by you?
- Public/private engagement – based on research by CBI and in the light of the recent changes - how best can private business engage with public sector opportunities? Where’s the reward and what’s the risk – should you be looking at this area?
Chapter 3 lc bus conflict in workplaceDave Dempsey
This document provides an overview of resolving conflict in the workplace and key areas of industrial relations legislation in Ireland. It discusses what industrial relations are, how pay and conditions are negotiated, types of industrial action, and the roles of the Labour Relations Commission and Labour Court. Key acts discussed include the Industrial Relations Act 1990, Employment Equality Act 1998, and Unfair Dismissals Acts 1977-2007. The purpose of these acts is to define and regulate trade disputes, protect employees' rights, promote equal treatment, and provide recourse for unfair dismissal.
As in house lawyers you’re ultimately responsible for the reputation of your business. This update seminar looked at various areas of law and at your role in protecting that reputation in the following areas:
- Data Protection – now that GDPR and (just in time) the Data Protection Act 2018 is in force – what have we seen since implementation? What does the recent case law and last minute ICO guidance tell us about how to deal with data? How can you best protect and prepare your business for data breaches. How should you best deal with suppliers, sub-contractors and others in order to keep your business out of the headlines?
- Employment – dealing with reputational risk and contractors, IR35 and self-employment. What do you need to do, to do right by your employees and contractors?
- Influencer marketing – with social media 'influencers' and 'brand ambassadors' being the latest in marketing ploys – what do agreements with them look like and what risks do they pose to you as a brand and under advertising law and data protection legislation?
- Vicarious liability – following the Barclays case – when are you liable for people who do work for you – whether or not they are employed by you?
- Public/private engagement – based on research by CBI and in the light of the recent changes - how best can private business engage with public sector opportunities? Where’s the reward and what’s the risk – should you be looking at this area?
The document provides a summary of a session for in-house lawyers on various employment law topics:
1. It discusses recent employment status cases and reforms to the "gig economy".
2. It outlines the implications of IR35 legislation for determining employment status and tax obligations for contractors working in the public and private sectors.
3. It addresses how employers can protect their reputation by having clear policies on social media use and activities outside of work, and ensuring any disciplinary actions are justified.
Being an in house lawyer isn’t just about the law – perhaps it never has been.
Every six months at our in house lawyer sessions we give practical training on:
- what the law means for you (personally) and for your business
- tips on what to incorporate into your next contract, your next discussion with the HR department or your next board meeting
... and have been delighted to help cover what to say, do, draft and know what to avoid.
We’ll also be covering the black letter law:
- employment update – gender gap reporting – how, what, what the…? Sexual harrassment
- commercial law - changes in contract law and in particular what the courts have said about discretion in contracts – do you really have free choice, or are there limits?
- GDPR –you’ve very little time left – what are the quick wins you can deal with and high risk activities that you need to deal with.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
The document provides a historical overview of industrial relations in India from the early 20th century to 2000. It discusses key developments including:
- India shifted from an agricultural to industrial economy after independence in 1947.
- Early labor laws focused on dispute resolution rather than collective bargaining.
- Economic liberalization in the 1990s led to privatization and concerns about job security and flexibility of labor laws.
- Both employers and unions agreed that labor laws needed reform but disagreed on the content and impact on workers' rights.
Business Environment-Meaning, Importance, Environmental Factors, Recent Political Environment, Recent
Economic and Financial Environment, Planning In India-Planning Commision-Liberalisation and Planning,
Industrial Policy: New trade policy-1991 onwards, Industrial Licensing in India
The document discusses the legal and regulatory framework for microcredit and microenterprises in France. It notes that France has a specific legal framework allowing non-bank microfinance institutions to provide business loans to unemployed individuals and new businesses. However, the regulatory burden for entrepreneurs in France is high, with numerous rules and requirements that act as barriers for young or low-skilled individuals to enter self-employment. This prevents the conversion of unemployed individuals into new sectors and encourages undeclared work. The microcredit organization Adie advocates for reforms to simplify regulations and reduce barriers to entrepreneurship.
Merger Evaluation Framework for StakeholdersBill Kohnen
A Non Financially driven framework for stakeholders to evaluate the impact and benefits of a proposed merger. Includes detailed scoring model and illustration of use by looking at proposed merger of Applied Materials and Tokyo Electron
This document summarizes key topics related to political and trade forces that international businesses must consider. It discusses reasons why governments nationalize firms, the potential unfair advantages of government-owned companies, and reasons for privatization. It also covers terrorism and how its sources and methods are changing. Additionally, it examines the importance of government stability for business and how companies assess country risk. Finally, it outlines various types of trade restrictions and arguments used to support them.
In this forum we looked at updates in different areas of law including:
- Commercial Law – six changes to contract law that you might have missed over the last six months
- Employment Law – what’s new, what’s changed, your questions answered
- Data Protection - looking at ICO investigations and news, ahead of GDPR coming into force
- Competition Law – what's new, will the post Brexit world be different and the evolving position in relation to online reselling restrictions
- Regulatory Update - in-house lawyers and legal privilege and impact of the new sentencing guidelines for health and safety offences.
This document discusses small scale industries (SSI) in India. It defines SSI and outlines how the investment limit for SSI classification has increased over time from Rs. 5 lakhs to Rs. 3 crore. It discusses the role of SSI in economic development through job creation, production increase, exports growth, and regional development. The document also outlines the steps to start an SSI, including project selection, registration, clearances, financing, and implementation. Government policies over time including IPR 1948, 1956, and 1977 provided support and protection to the small sector.
The document discusses the industrial policies and regulations of the Telangana state government in India. It outlines the key aspects of Telangana's new industrial policy, including providing a single application form for all project clearances to be approved within 15 days. It also notes that many districts in Telangana are rich in mineral resources and the policy aims to utilize these resources to create job opportunities and promote economic development in the state.
Similar to The damaging costs and risks of doing business under the Fair Work Act: (20)
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
The damaging costs and risks of doing business under the Fair Work Act:
1. The damaging costs and risks of doing business
under the Fair Work Act:
The Experience of the Resources Industry
SCOTT BARKLAMB
Executive Director – Industry
Australian Mines and Metals Association
HR Nicholls Society XXXIII Conference
Melbourne, 8 July 2013
2. OVERVIEW Context
• Industry challenges
• Focus on 2 challenges:
- Productivity
- Migration
Fair Work Act
• Right of Entry
• Agreement Content
• New Project Agreements
• General Observations
4. CRITCIAL INDUSTRY FOR AUSTRALIAN INDUSTRIAL RELATIONS
• Very relevant industry to understanding Australia‟s IR journey
• Crucible of Australian trade unionism
• Key battleground for historical strikes (including 1890s strikes)
• Central to spread of arbitration / development of C+A power
• Led change from the1980s – Robe River, Bell Bay etc
• Changed from worst industry culture to one of the best
• Dual effort: Used the law + changed hearts and minds / cultures
• At forefront of (for example) AWAs, non-union agreements
• Now going backwards as IR system goes backwards.
5. THE AUSTRALIAN RESOURCES INDUSTRY
• 1.1 m Australians employed
• 9.75% of total employment (2012) ( X 2 from mid-2000s)
• 18% of Australia's gross value add
• Approx $250 billion of the nation's annual output
• Industry reaching a peak around 2013/2014
• A further $350 bn in viable but uncommitted projects:
– Some cancelled / delayed = need to reverse this.
– Need to continue to encourage exploration + new projects.
6. INDUSTRY CHALLENGES
• Considerable and mounting challenges:
– New competitors = Emerging + OECD countries
– Increasingly difficult + expensive place to do business
– Falling productivity, high labour costs, slow approvals etc.
– Compete both for investment $$, and to sell products.
– Are seeing project cancellations + delays (End of the boom?)
– (But still damaging Skills shortages.....)
7. …ARE ACTUALLY IN THE MIDST OF
A WIDE RANGING POLICY ATTACK
ON THE AUSTRALIAN RESOURCES
INDUSTRY
SO, THE GOVERNMENT IS HELPING, RIGHT………..?
9. PRODUCTIVITY
• Resource industry productivity
- Declining since 2001.
- 45% off its peak.
• Don‟t buy the 7 +ve quarters
argument (from Bill Shorten)
- short term only, not trend
- Rapid increase in capital
investment not efficiency
Multifactor productivity: Australia vs. Canada
Mining Industry
10. PRODUCTIVITY
• Labour policy is critical to our productivity decline / trajectory.
• Labour productivity “a disaster” in mining industry – BIS Shrapnel
• Australia‟s labour market efficiency:
– 7th in the OECD in 2009-10
– 18th in the OECD in 2012-13
• Need wide range of reforms to productivity
• Not solely labour reform, but must include labour reform.
• Growing consensus “…industrial relations regulation is arguably the most
crucial [area of regulation] to get right. Whether productivity growth comes from
working harder or working ‘smarter’, people in workplaces are central to it” – Gary
Banks
12. PRODUCTIVITY – SITUATION CRITICAL
Australia’s ‘hit and miss’ rankings on international competitiveness
‘Top 10’ rankings ‘Situation critical’
Efficiency of corporate
boards
4th
Flexibility of wage
determination
123rd
Stability of banking system 5th
Hiring and firing
practices
120th
Intensity of local
competition
6th Pay and productivity 80th
Quality of scientific
research institutions
7th
Co-operation in labour
relations
67th
Financial market
development
8th
Overall labour market
efficiency
42nd
14. MIGRATION POLICY – 457 VISAS
• Recent government changes to the 457 visa system:
– Reintroduce labour market testing
– application fees - inspectors – new hotline
– Administrative „go slow‟ in government.
• Resources not a major user of migrant / 457 labour
• But, international skills are vital when we require them
• Expect delays, costs, over-inspection
(Which is what CFMEU and MUA wanted all along!)
15. MIGRATION POLICY – 457 VISAS
• Pushed by rich unions
• Reversal of Gray, Ferguson, Bowen paradigm.
• Exemplar of attack on the industry by Gillard/Swan:
– Opportunistic + poll driven.
– Rushed, contrary to independent reviews/advice.
– No evidence of massive rorts at any stage
– Politics first, policy justification later (if at all)
• Policy by prejudice + supposition – not evidence
• Last days of Rome / Russians crossing River Oder into Berlin
16. MIGRATION POLICY – MIGRATION ZONE
Crazy Incongruity
• Extending our migration zone contrary to international law
• At the same time – we are excising the mainland for
humanitarian migration.
Australia for Employment
Migration
Australia for Humanitarian
Migration
17. MIGRATION POLICY – 457 VISAS
• Most concerning.... Flirting with Industrial Xenophobia
– Deeply rooted in Aust. union & labour politics
– Direct line from White Australia > Current union campaign
– White Australia = Supported by arbitration + protectionism
– Language of gov and unions = verging on our ugliest past
• When the dust settles – various people will not be proud of what they
have said in recent months. (Although the left writes history......)
________________________________________________________
• Interestingly for HR Nicholls Society – Higgins was a strong supporter of
White Australia, with trade unions.
• Underpinned his social experiment with compulsory arbitration
18. This isn’t a joke…..
Asia and the rest of the world is listening…….
23. FAIR WORK ACT 2013 – PROBLEMS
Myriad problems with Fair Work Act, but 6 specific industry priorities:
1. Right of Entry
2. Greenfields / New Project Agreements
3. Agreement / Strike Matters
4. Individual Agreement Options
5. Rules on Industrial Action
6. Adverse action claims
Address first 3
24. RIGHT OF ENTRY
• Union entry into workplaces is a major employer concern.
• Was fixed prior to WorkChocies – had balance pretty right.
• DPM Gillard realised this, promising to retain the then existing laws:
“I’m happy to do whatever you would like. If you’d like me to pledge to
resign, sign a contract in blood, take a polygraph, bet my house on it, give
you my mother as a hostage, whatever you’d like … we will be delivering
our policy as we have outlined it.”
• Then Leader of the Opposition Rudd promised the same.
• These promises were not kept.
• Entry laws were deliberately skewed to favour trade unions.
25. RIGHT OF ENTRY – The Consequences
• Now based on union coverage rules, not being party to an award
or agreement applying at the workplace.
• Unions competing for members in our workplaces.
• Unwarranted disruptions due to excessive visits for recruitment
(hundreds per year in some cases)
• Very difficult to ascertain which unions are entitled to enter, and
which employees they are entitled to meet with.
• Unions use enterprise agreements to broaden entry or overcome
legislative rules governing entry.
• Costly, Complex, Uncertain, Union aggression, Being “Gamed”
26. RIGHT OF ENTRY – The Solutions
• Simple =
– Just do what Rudd/Gillard said they would do in 2009.
– Restore the pre-WorkChoices / pre-FWA system.
– Make ROE a matter that cannot be undone in agreements.
– Effective sanctions against union officials / their permits.
• Area of clear policy difference – ALP and Coalition
• ALP 2013 Amendments make bad situation worse
– Resource projects / lunchrooms as default meeting places
27. RIGHT OF ENTRY – More fundamentally
• Do we need a more fundamental discussion.....
• Is this is an historic relic of the early 20th Century?
• May need a more fundamental discussion.....
• Should there be right of entry in the future (esp. for recruitment)?
– Have new technologies to contact unions / Members
– Unions are a service and should market themselves.....
– If “clients” are interested – they contact the trade union.
• See: New AMMA Paper on our website
28. RIGHT OF ENTRY – The Problems
[2013] FWC 2498 Bechtel (WA) Pty Ltd v CFMEU DP McCarthy, 26 APRIL 2013
• Abusive language + Racist language
• Ignoring lawful employer instructions + breaching the Act
• Inciting / inviting violence
• Existing law, but shows the conduct
we deal with.
30. GREENFIELD / NEW PROJECT AGREEMENTS
• Major concern for our industry – New projects > require new staff
• Unique situation – needs special arrangements:
– No IR benchmark – no legacy of workplace arrangements
– No staff to approve an agreement
– Need IR arrangements in place for final investment approval
+ before we start hiring.
• Pre FW Act
– Could make greenfield agreements for12 months (employer)
– Up to 5 years with a union
31. GREENFIELD / NEW PROJECT AGREEMENTS
• Under FWA, employers can only make a GF agreement with
union(s) entitled to represent majority of employees, max 4 years.
• Caused delays and complications + unions compete + invites
unions into new projects + new rights of veto.
• Unions well aware employers need investor approval to proceed.
And they play it for all its worth.
• Problem often not wages – its union clauses on disputes,
consultation, contractors and flexibility.
• Bargaining is being gamed by unions that have been dealt into
these projects by the FW Act.
• Clear case to look again at the Act to fix these problems....
32. GREENFIELD / NEW PROJECT AGREEMENTS
• But government wanted to head 180° the wrong direction
– 2013 amendments allow unions to initiate arbitration.
– Reward unions for not doing business with employers.
– Recipe for project delays and investor reticence
– Should be extraordinary, but sadly not. Not passed
• Coalition policy better:
– Must be completed within 3 months
– If not employer can have FWC make / approve agreement.
33. GREENFIELD / NEW PROJECT AGREEMENTS
• Longer term and more fundamentally....
• Why do we need to bargain with unions, meet additional
standards, or impose limits on these agreements?
• The employer should set the wages for new projects:
– If we meet the relevant tests/minima, that should be enough.
– If we get the market rates wrong, the skilled staff will not come.
– That should be the risk calculation we take.
– Perhaps should be time limited – could be explored.
34. AGREEMENT / STRIKE MATTERS
• Seen a loosening of what can be included in agreements .
• Similarly - what can be subject to union claims / strike threats.
• Provided unions with:
– New options to manipulate in bargaining – i.e. new claims.
– New clauses – pro union provisions
– Capacity to undo / limit flexibility – IFA provisions
• Objection is the clauses, but in addition....
• Unions are deliberately “gaming” or “playing” the system through
creative use of agree clauses.
35. AGREEMENT / STRIKE MATTERS
• Need:
– Employment agreements limited to employment matters.
– (Plus) Previous WR Act prohibited matters restored
– Rigorous + ongoing policing of “objectionable terms”
– Continuous regulation making power
– Prohibit a list of objectionable clauses (and update the list)
– Don‟t allow unions to undo leg. intent through bargaining
• Recall: System protects employees from themselves on wages.
Should similarly protect employers on various issues.
36. GENERAL OBSERVATIONS
• Spent last 3 years in Geneva
• Worked with labour relations experts / laws in many countries
• Have some concluding perspectives coming back into our system
• Australia has “unique” labour market regulation
• Not in good ways
• We have uniquely world‟s worst practice in many areas
(at least compared to many comparable OECD countries).
37. GENERAL OBSERVATIONS
1. Vastly over-regulated – with no gain for either party.
– Very pervasive and spreading regulation.
– Have pursued labour market regulation more comprehensively
that other nations – we regulate more of working relations than
comparable countries / perhaps any country.
2. Fair work architecture is flawed.
– Took some very poor legislative directions in WorkChoices.
– 2009 FW amendments made this worse.
– But........... both leading parties would retain it!
38. GENERAL OBSERVATIONS
3. Increasingly regulate too many “what ifs”.
– Can‟t protect everyone from every exigency in work.
– Fundamentally misguided goal, not attempted in other systems.
– No sense of shared risk / endeavour
4. Other systems either regulate processes or outcomes
– We are over-regulating both.
– Why have both good faith barg + strong agreement tests?
– Far too much regulation of processes and obligations to notify,
consider, consult etc.
– Keep it simpler – what we must pay or provide, do or not do.
39. GENERAL OBSERVATIONS
5. Less capacity for flexibility than 20 years ago
– NES less flexible than previous NDT.
– Can deliver less in bargaining than in previous EBAs
– Bargaining fatigue + Productivity increasingly “off the table”
– Our WR system doing nothing to productivity
6. Very strong personal property rights in employment
– Unfair dismissal, adverse action, now bullying.
– We mix regulation of the individual and collective.
– Largely unknown in other systems. FWC a hybrid.
40. GENERAL OBSERVATIONS
7. Compliance and enforcement is completely OTT
– Financial punishment + moral opprobrium.
– High penalties for simple obligations, or lower for complex ones
– we have worst of both.
8. Signed on to far too many ILO Conventions
– Our system is still unique, badly unique – but unique
– It is not sufficiently taken into account in most ILO standards
– Need the US approach of low ratifications
– e.g. Recent Minimum age matter.
41. GENERAL OBSERVATIONS
9. Put unions at the centre of the system:
– System predicated on union bargaining, but <14% members,
and > 90% workplaces no union.
– That‟s not unique,
– But its unique to make a system more reliant on trade unions
when their membership and support is in sustained decline.
– Unique to have a system that pulls in contradictory directions
on regulation v deregulation, centralism v decentralism, and
collectivism vs individualism.
10. The costs and risks are too high. Discourages job creation,
investment.
42. GENERAL OBSERVATIONS
• Leave you with some final data that is very telling...
• Compare how Australian management ranks our performance
on regulating doing business in this country, against our
international peers.
• Clearly makes the case for labour market reform and fixing the
problems with the Fair Work Act.
• The international investment market is well aware of this.
• Makes it increasingly hard to attract international investment
to Australian resource projects.
43. PRODUCTIVITY – SITUATION CRITICAL
Australia’s ‘hit and miss’ rankings on international competitiveness
‘Top 10’ rankings ‘Situation critical’
Efficiency of corporate
boards
4th
Flexibility of wage
determination
123rd
Stability of banking system 5th
Hiring and firing
practices
120th
Intensity of local
competition
6th Pay and productivity 80th
Quality of scientific
research institutions
7th
Co-operation in labour
relations
67th
Financial market
development
8th
Overall labour market
efficiency
42nd
44. The damaging costs and risks of doing business
under the Fair Work Act:
The Experience of the Resources Industry
SCOTT BARKLAMB
Executive Director – Industry
Australian Mines and Metals Association
HR Nicholls Society XXXIII Conference
Melbourne, 8 July 2013
Editor's Notes
one of the quiet achievements ofAustralian public policy… (and) one of the great success stories of the past decade”.“The much maligned temporary 457 sponsored skilled worker program responds to the economic cycle… employer-sponsored migration is a demand-driven model that places skilled migrants directly in the jobs they need and where locals cannot be found”. “a price signal in the 457 program that ensured localemployees were a more attractive proposition than foreign workers”, largely as a result of thebenchmark criterion for 457 applicants being market rates of pay rather than the awardminimum.