Summarising the key entities in the Australian industrial relations system
Discuss about the Identifying Relevant Entity Within The Organisation.
The Australian industrial relations system was established by the implementation of the Fair Work Act 2009 along with other laws that take into consideration the interest of the employees. The entities take into account the employees belonging to the private and public sector in Australia. The entities related to the Australian industrial relations system include identifying the minimum terms and conditions that is required for ensuring the safety of the employees. At the same time, provisions related to the flexibility arrangement of employers as well as the flexible timing of work, need to be taken into account while identifying relevant entity within the organisation. Protecting the freedom of the employees and the employers require abiding by the laws and regulations that govern the Australian organisations.
The sources of expert advice related to the industrial relation include identifying relevant journals and books that are required. This can help in identifying the relevant information that is required for organisations to succeed. In the words of Cook (2017) the application of various legislations such as the Fair Work Act, Work Health and Safety Act and so on are required to be analysed so that organisations can work in a legal manner and ensure that industrial relations are maintained within the employees and the employers. Other sources of advice can be from interviewing the managers of organisations. The managers can provide a detailed description about the legal laws that are followed in the organisation and the manner in which employees are made to abide by the laws.
In an organisation like Precision Group Pvt Ltd, the policies that are prevalent in the organisations include legislations that safeguard the relation between the employees and the employers. For example, application of the acts included in Anti-Discrimination and Equal Opportunity is implemented so that the relation between the employees and the employers are maintained. Despite this, the organisation needs to ensure that every employee is provided with the freedom to express his or her views on the organisation so that the relation can be strengthened. Hence, the policies and procedures related to organisations help in maintaining the long-term goals of the organisation. The long-term goal includes gaining success in the market by maintaining legal activities in the business.
For implementing, the policies related to provide Anti-Discrimination and Equal Opportunity in the organisation, it is necessary to take into consider relevant resources that can help in the application of the acts. For example, one of the resources required for the implementation of the policy is the support from the stakeholders particularly the employees and the Government. The duty of the employees is to abide by the laws and policies of the organisation and the Government needs to provide support in terms of providing ideas about the laws of the country. At the same time, contingency plan in the form of providing equal opportunities to employees need to be provided. This can help the organisation to maintain its effectiveness in the market and ensure that employees are provided with the satisfaction required for maintaining loyalty in the organisation.
Identifying source of expert advice for industrial relation
The skills and knowledge required for the implementation of the plan includes understanding the legal laws and policies that govern the country. Every employee involved in the organisation need to be well aware of the rules and policies that are related to the safety and welfare of the employees in the organisation. The plan can be implemented by understanding the changes that were made after amending the acts. In this regard, it can be said that training can be provided to the employees about the legal rules that exist in the organisation and in the country. A development session need to be undertaken so that the employees can understand the rules and identify any discrepancy that exists in the organisation relating to the rights. This can help in the future development of the employees as well as the organisation.
In order to ensure that grievances and disputes are solved in a proper manner, it is necessary to ensure that a team of neutral parties are developed so that they can make proper judgement regarding the working of organisations. For example, grievance or dispute in the form of payment of wages can be solved by understanding the requirements of the employees from a neutral point of view and the ensuring that the problems of the managers are discussed. It is important that a mutual understanding be made between the managers and the employees so that payment of wages can be made at proper time and a minimum wage for the effort of the employees is provided.
Under the Fair Work Act 2009, it is stated that every employee has a right to apply for a position within an organisation or outside of it if the particular employee fulfils all the necessary qualification. The act believes in the collective bargaining that exists between employees and employers. The hiring of employees taking into consideration the future of organisations needs to be kept in mind. The Fair Work Act 2009 is dubbed as a good faith bargaining act that provides the employees every right to seek promotion and better opportunities in the future. The equal treatment of the employees needs to be considered while implementing this act (Legislation.gov.au, 2018).
The Work Health and Safety Act 2011 is the primary health and safety duty of employees working in the organisations. It takes into account the safety of the employees and the manner in which mitigation techniques can be adopted to maintain the safety of the employees. The act provides an idea about the safety needs of the employees and the duties that the employers need to undertaken in order to ensure that the employees work in a proper and safe working environment. Work Health and Safety Act 2011 provides an understanding of the health and safety requirements from employees and ensure that appropriate scrutiny is maintained over the compliance of the act. It works towards maintaining a continuous improvement in the job and security of the employees (Legislation.gov.au, 2018).
Examining policies and industrial relations record in organisations
The Disability Discrimination Act 1992 provides provision for the people that are handicapped either by birth or have suffered accidents during working hours. The Government of Australia prohibits discrimination of any kind that may relate to the physical appearance of a person in fields of work, education or sport. It has been seen that discrimination can be defined as a way in failing to make reasonable adjustments for people. It provides employees with the standardised scope of rights that need to be exercised so that any discriminatory practise in the Commonwealth authorities can be mitigated. The Anti Discrimination Act provides provisions for compensation to the employees involved in accidents during working hours. This provides the employees with an opportunity to continue working in the organisation (Legislation.gov.au, 2018).
The objective of the Age Discrimination Act 2004 is to eliminate any possibilities of employment of a person on the ground of age. The discrimination can be on grounds of age, area related to work, accommodation, disposal of land and other areas. The main objective of the act is to ensure that similarity of opportunity is provided to every employee despite having different age groups. The benefits and fringes that are provided to employees that are senior in terms of age need to be provided to the employees possessing a considerable difference in age. The discrimination on the ground of age in relation to work can be in the form of exemption of wages, opportunities and unlawful dismissal of workers (Legislation.gov.au, 2018).
This right was established in 1986 and it protects opportunities that are provided to people belonging to different race, colour, culture and religion. The act examines matters that are alleged to be infringements of the Australian anti-discrimination legislation and the common wealth agencies. The act includes discrimination of employment or future opportunities on the grounds of race, past position and past behaviour or negotiations of employees. However, mentally challenged people or people possessing criminal records need to provide proof of their reformation while seeking employment opportunities. At the same time, the local Aboriginal people of the country also need to be taken into consideration while providing opportunities for employment in organisations. The act can be in relation to State, Territory or Regional areas of Australia (Legislation.gov.au, 2018).
This can be considered as an important act in the legislation of the country as the Australian people are known to discriminate between people of different race. The complaints regarding unequal opportunity at work due to the colour of people are common grievances that exist in Australia. Racial Discrimination Act 1975 prevents such acts of discrimination and ensures that every people possess the right to be employed in every organisation. It does not affect any particular provision of the Governing rules. It helps in providing benefits to people by preventing any unlawful acts that are carried on based on the ethnic origin, race, colour or nationality of people. Therefore, terms and conditions in terms of punishment and rewards need to be the same for all people irrespective of race in the organisations (Legislation.gov.au, 2018).
Developing implementation and contingency plan
The Sex Discrimination Act 1984 prohibits discrimination based on gender of people. Most of the times it is seen that the male dominates a society and consequently it rubs off in the workplace as well. The female candidates are either rejected or provided with limited opportunity for growth. Sex Discrimination Act 1984 prevents such discrimination and allows women to be equal part of an organisation as men. This act can be considered as a subsidiary to the Australian Human Rights Commission Act that investigates alleged breaches The Act provides provisions to other legislation and open up opportunities for women and men to dominate any work. However, the act is used more for promoting the rights of the women, as they are considered vulnerable in the society (Legislation.gov.au, 2018).
After analysing the case study, it can be seen that due to the involvement with the trade unions, Tom was denied direct employment with the company. The analysis of the legislation laws shows that Tom had been a victim of being provided with opportunity to conduct fair work. Despite his eight years of service, Tom had been rejected on accounts of various reasons provided by the manager. Therefore, it is necessary that a mutual agreement in the form of collective bargaining require to be undertaken between the managers and Tom. The outcome that may be expected from this meeting is that Tom can be provided with a post that is currently vacation in the organisation so the he can work his way towards the gaining the post that he originally applied for. This can be a win-win situation for both Tom and the organisation as extra labour can help in the increase of productivity.
The employee policy that can be followed in this case is the laws related to providing fair work opportunities to deserving employees. The plan for the implementation of the law is such that it needs to provide Tom with an opportunity seek employment in the organisation. Therefore, analysis can be made based on compliance with the legislation and the manner in which individual staff member can be developed.
The policy developed complies with the Fair Work Act 2009. The act provides opportunities for every employee to remain employed so that they can gain experience and provide assistance to the organisations. The compliance with this particular law can help Tom to get fair trial in terms of seeking employment with the company. Hence, it can be said that the individual staff members need to be provided with proper training so that they can comply with the changes in the legislation.
Skills and knowledge required to implement the plan
Individual staffs members can be developed by providing them appropriate training. The training can be in the form of imparting knowledge about the legal rules that exist in the country in terms of providing fair work and employment opportunities to the employees. A classroom training session can be conducted that is dedicated to provide knowledge about the application of legal laws in the country.
The improvement to the plan can be made in the form of adding information related to providing fair wages. Providing employment opportunities can help reduce the rate of unemployment in the organisations however, it is necessary to provide proper wages so that the employees can be motivated to continue or seek employment in the organisations. Therefore, it can be said that additional information in the form of wages and salary can be an improvement to the plan.
In order to manage conflict and grievances in the organisations it is necessary that a drop box be placed in the organisations so that employees can communicate with the managers in an efficient manner. The conflict and grievances need to reach the managers in a systematic manner by starting from the immediate bosses and if needed it can be forwarded to the head of the department and the CEO.
The policy can be communicated to the staffs in the form of email or by putting out notice in the billboards. This can ensure that every staff member remain aware of the policies that have been developed in the organisation. The emailing of the policies can help the employees maintain a soft copy of the policies so that in future they can make a hard copy from it.
The people responsible for the training need to be the managers and any other legal consultant that the organisations employ. This can help the organisations to remain legal in the business and ensure that policies relating to the satisfaction of the employees are maintained. At the same time, employees need to take responsibility of the actions undertaken by them so that they can be more responsible in the organisation.
In the case study, the adoption of the policy can help Tom to seek employment in the organisation. The Fair Work Act can be a strong point for Tom gain proper opportunities of employment and sending email regarding the grievances to the manager can strengthen his claim to the post. Hence, the application of the procedure can be effective for Tom and his professional growth.
Reference
Cook, S., (2017). Measuring customer service effectiveness. Routledge.
Federal Register of Legislation – Australian Government. (2018). Retrieved from https://www.legislation.gov.au/Series/C2009A00028
Federal Register of Legislation – Australian Government. (2018). Retrieved from https://www.legislation.gov.au/Series/ C2017C00305
Federal Register of Legislation – Australian Government. (2018). Retrieved from https://www.legislation.gov.au/Series/ C2016C00763
Federal Register of Legislation – Australian Government. (2018). Retrieved from https://www.legislation.gov.au/Series/ C2017C00341
Federal Register of Legislation – Australian Government. (2018). Retrieved from https://www.legislation.gov.au/Series/ C2017C00143
Federal Register of Legislation – Australian Government. (2018). Retrieved from https://www.legislation.gov.au/Series/ C2014C00014
Federal Register of Legislation – Australian Government. (2018). Retrieved from https://www.legislation.gov.au/Series/ C2016C00880
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