Explain the Evolution of industrial relation in India? What are Industrial Relations?
Address by President John von Doussa to the Industrial Relations Society National Conference 30th March I would like to begin by acknowledging the Ngunnawal people on whose ancestral land we meet today. First, in the post WorkChoices environment HREOC is receiving an increased number of employment-related complaints under federal discrimination laws.
While employment has always been the main area of complaint under these laws, the number of employment-related complaints in the June-December was double the number received in the same period in In other words, I do not think the rise in complaints number is a statistical blip, caused by people trying it on to test the HREOC system.
The increase in complaints did not come as a surprise.
At the time of the introduction of WorkChoices it was widely anticipated that many matters which had previously been dealt with by the Australian Industrial Relations Commission under its unfair dismissal jurisdiction would proceed instead as claims for unlawful discrimination.
In recognition of the likely increase in complaints, HREOC received a substantial increase in funding from the federal government.
We maintain a watching brief on whether Australian workplaces reflect the basic human rights principles of fairness and equality. To this end, HREOC continues to promote acceptance and understanding of federal discrimination laws in Australian workplaces. HREOC is concerned about the impact of the individual bargaining environment on more vulnerable workers.
While it is still early days, some of the individual complaints we have received give us cause to be concerned that discriminatory provisions are creeping into workplace agreements.
For example, bonuses for employees who take no unplanned leave such as carers or sick leave. Such provisions may indirectly discriminate against women as woman are more likely to need carers leave. The lack of support for men and women struggling to balance paid work and family responsibilities was a problem before WorkChoices and it is still a problem after WorkChoices.
Since WorkChoices HREOC is concerned that in the new individual bargaining environment, workers with family and carer responsibilities, largely women, may find themselves sacrificing either family friendly employment conditions or a better level of remuneration. This concern is underlined by well-documented evidence that women are less likely to strike strong bargains on pay than men.
Women, Men, Work and Family — we look at ways in which we can address these concerns by creating a legal and social environment that protects the rights of workers with family and carer responsibilities. While our main function is to promote an understanding and acceptance of human rights in Australia, we are also charged with the responsibilities of investigating, and attempting to conciliate complaints of unlawful discrimination under the federal Racial Discrimination Actthe Sex Discrimination Actthe Disability Discrimination Act and the Age Discrimination Act The pursuit of a remedy for alleged unlawful discrimination under one of the federal Discrimination acts, or for a contravention of ILO must start with a written complaint to HREOC.
All complaints are initially assessed in the same way to determine whether the complaint should be terminated as lacking in substance, and if not, whether it is suitable for conciliation. While a complainant who alleges unlawful discrimination under one of the discrimination acts can seek remedies through the Federal Court or the Federal Magistrates Court if conciliation fails, the ILO complaints procedure does not provide an enforceable remedy.
The President reports to the Attorney General that a contravention has occurred, recommends remedies, and the report is tabled in Parliament.
Not withstanding this limitation we still get a substantial number of ILO complaints. In the last financial year we received 87 complaints on grounds not covered by the unlawful discrimination Acts — 34 discriminated on the ground of criminal record, 16 on the ground of religion and 15 on the ground of trade union activity.
HREOC is not an advocate for either side. It acts as an independent and unbiased conciliator. In order, to make the process user friendly we hold conciliation conferences anywhere in Australia.
While there were some initial short term delays in allocating matters to investigating officers while new staff were recruited and trained, the rise in the number of the complaints has not led to an increased complaint processing time. At all times matters that require urgent attention either because of imminent or very recent dismissal, or where the complainant is still employed and the alleged discrimination is ongoing, are allocated immediately on receipt.
The average time taken for a complaint from receipt to finalisation of a complaint is still six months.Industrial Relations (Restoring Fairness) and Other Legislation Amendment Bill 7 May That under the provisions of SO , the Magistrates Amendment Bill .
relations view on job quality, with a particular emphasis on the pluralist industrial relations perspective.
Within industrial relations, workers are seen as citizens entitled to standards of human dignity and self-determination, and labor markets are seen as failing to fulfill the textbook ideal of welfare optimization based on perfect competition.
Keywords: equity, fairness, health care, health economic models, inequality Jan Abel Olsen Jan Abel Olsen is Professor in Health Economics and Health Services Research at the University of Tromsø, Norway, and part-time Professor at the University of Oslo, Norway, and at Monash University, Australia.
Fairness can result in equality, and equality is giving all individuals their fair share. “Equality” is defined as the quality of being the same in quantity, value, or status.
It is the state of having a balanced social, economic, and political standing among individuals in a society despite differences in race, religion, sex, social and.
Equity and Fairness: Equity: “Equal Treatment to One and All under Comparable Circumstances” Fairness: “utilization when One goes by What the Majority Accepts” Power and Authority:Power is the ability to influence,impose, or control.5/5(3). It is now 12 months since the introduction of WorkChoices radically restructured Australia’s industrial relations system.
Today, I propose to reflect on the implications of WorkChoices for the Human Rights and Equal Opportunity Commission (HREOC) and to outline reforms HREOC believes are necessary to safeguard fairness and equality in .