This assignment falls under Employment Relationswhich was successfully solved by the assignment writing experts at Grade Saviours under assignment help service.
Employment Relations Assignment
Assignment Task
The assignment file was solved by professional Employment Relations experts and academic professionals at Grade Saviours. The solution file, as per the marking rubric, is of high quality and 100% original
(as reported by Plagiarism). The assignment help was delivered to the student within the 2-3 days to submission.
Looking for a new solution for this exact same question? Our assignment help professionals can help you with that. With a clientele based in top Australian universities, Grade Saviours’s assignment writing service is aiding thousands of students to achieve good scores in their academics. Our
Employment Relations assignment experts are proficient with following the marking rubric and adhering to the referencing style guidelines.
Solution:
IntroductionIn recent times, there is widespread conflicts between employers and their employees in Australia arising from failure to comply different laws such as Fair Work Act 2009 among other laws pertaining employment. Employers have an obligation to honor the collective agreement between them and their employees usually done under the state regulations to reduces the chances of having an industrial conflict that is detrimental to both the business and the country's economy as a whole. In this paper, an evaluation of recent media articles will be critically discussed with reference to employment relations, state regulations, collective agreement-making process and industrial conflict to develop appropriate grounds for conclusion making.Article Title 1: The Bureau of Meteorology has taken "low-level" industrial action in the lead up to a 24-hour strike by workers in several government departments: Overview of the articleThis article discusses an industrial dispute between an employer and its workers. In this case, the dispute involves the state, and its workers in the metrological department. In this article, workers in the Australian Bureau of Metrology are boycotting some of their duties because of a pay dispute between them and their employer, the government. The workers are on the verge of a major industrial strike following failed payment negotiation with the government. Based on the workers, the government has shown poor negotiation skills and they have been left with no other option, but to withhold their services. They hope to hold on to their strike until their grievances are dealt with in the best way possible (AAP, 2016).Parties to Employment Relations This is a scenario that can be defined by employee-employer relationship. It involves a pay dispute arising from agreement made by the two parties. The government had entered into a business agreement with its employees sometimes back to increase the payment of its meteorologists, but has since failed to meet its promises. In this case, there was a collective bargaining agreement between the government and the workers. Hence, the failure to comply to the agreement terms under the Fair Work Act 2009 results to the industrial conflict between the workers and the government (AAP, 2016). Governments make blind promises that they are not ready to meet just to get workers back to work. As a result, the workers have been left with no option, but coerce the employer into meeting its promise. Moreover, the employees have a stronger voice in the dispute as they are represented by a labor union. Labor unions are important when it comes to mediating disputes involving employers and their workers as they have a stronger voice which facilitates their influence. In this case, the labor union in question, Community and Public Sector Union can represent the grievances of the meteorologists to the government (AAP, 2016). State Regulation Statutory laws and regulations have clear policies that define employee compensation, salaries, and allowances. In this case, the government is an employer who is obliged by the law to fairly remunerate and compensate its workers through salaries. The salaries and remuneration should be fair and worth the employees efforts to avoid exploitation. Workers of any organization, firm, and government are legally allowed to demand for allowances and other forms of remunerations that they are entitled to as far as their terms of employment are concerned. In the event where the employer fails to meet their end of the agreement, it is provided for in the law that workers have the right to go on an industrial strike to demand for their rights from the employer who should in tern listen to and address the issues raised by the workers. Collective agreement-making processCollective agreement is also depicted in this case through the need for negotiation by the employees. The article indicates that the government had already entered into a contract with the employees through an agreement for some payment, but has since failed to meet its responsibilities. As a result, the meteorologists are once again calling upon the government to allow a fresh process of negotiations which would lead to collecting agreement between the two sides involved in the conflict. The workers feel that the government has failed in collective agreement-making process and are looking to establish new terms of agreement or renew the previous ones (AAP, 2016).Industrial Conflict The industrial conflicts evident in this case are pay dispute and failed negotiations between the workers and their employers. The workers are aggrieved because the government, who is the employer in the case, has failed to meet their part of the agreement to pay some amount of many to the workers. For this reason, the workers have chosen to boycott work and go on an industrial strike to coerce the government to meet its responsibilities (AAP, 2016). Conclusion The government being an employer should be willing to listen to the grievances of its workers and allow them ample time to launch their complaints. Moreover, it is illegal for the government not to act upon a previous agreement it entered with the employers because that would be breaking the labor laws in the country. It is very unfortunate how the government makes deals it can’t uphold since they are in power. The government should negotiate with the workers so as to establish the best way forward and this time ensure to meet their obligation.Article Title 2: Federal bill to 'respect' CFA volunteers: Prime Minister Malcolm Turnbull has introduced Fair Work Act changes to prevent union enterprise bargaining deals restricting the deployment of CFA volunteers.Introduction: Article Overview This article discusses the stalemate in the Australia regarding volunteer services in the firefighting department. Based on the article, the union is inciting people to rescind their volunteer services arguing that they should only lend their services once the firefighters have arrived at the scene, otherwise, they do not engage themselves in any activities. This follows a string of union activities that led to the dismissal of County Fire Authority boss, and resignation Victorian emergency services minister. Therefore, the prime minister sought to table a motion in parliament that would help save the activities of volunteer services in the country after it emerged that unions are interfering with such services in the country making it difficult for the country to benefit from people who volunteer to help in case of emergencies (AAP, 2016). Parties to Employment Relations In this case, there are no employee relations between the two parties in the dispute, the union and the government. The only employee relations exhibited in the case spell the relationship between Victorian emergency services minister and County Fire Authority boss. The two were casualties of the ongoing stalemate about volunteer services between the Unions and the government. One of them, County Fire Authority boss was dismissed from work by his employer, whilst the other, County Fire Authority boss bowed to pressure and resigned from work. Therefore, the dispute does not spell direct employee relationships between the aggrieved parties. The case falls within Single-enterprise agreement which is between a single employer and employees which is more of a common enterprise. The agreement also falls under the Fair Work Act 2009 and clearly outlined by the Fair Work Commission (AAP, 2016).State Regulation Seemingly from the above case, the Australian Government did not have definitive laws defining the extent of volunteer services in the country. However, from the case, the union had legal powers to call to protest against state reliance on volunteer services. From the case, it emerges that the state delayed in deploying it employees, the firefighters because it enjoyed free services from volunteer service groups in the country. The law provides that firefighters should respond with promptness in the cases of emergencies throughout the country, something the union felt that the firefighting department was not doing. Therefore, to end the legal confusion, the prime minister moved to parliament to create a law that would limit the powers of unions in interfering with volunteer services in the country. Collective Agreement-Making Process The volunteer group union in question is the function of collective agreement-making process in this case, as it represents the grievances of all volunteer service providers in the entire country. In this case, the volunteer service providers are collectively bargaining with the government through the unions which represent them. According to the Fair Work Act 2009, collective bargaining can happen between the employer and union representing employees and replaced the workplace relations (AAP, 2016). Hence, under the Fair Work Act 2009, the volunteer service providers had the right to demonstrate their grievances. On the other hand, another form of collective agreement-making process is witnessed when the parliament is called upon to create a law that would streamline the working of volunteer groups in the country with minimal interference of the union. The union and the parliament are thus the collective agreement-making functions in the above case (AAP, 2016). Industrial Conflict The industrial conflict in this case is between the union representing volunteer services in the country, and the government. The Union feels that the government is misusing the services of volunteer groups by over-relying on them and avoiding to respond to emergencies in the hope that volunteer groups would have send their teams. The union thus, feels that volunteers should only engage in cases where the government has send its firefighter; otherwise, they not engage themselves. Dismissal of volunteer group heads is also an example of an industrial conflict in the above case (AAP, 2016). ConclusionFrom the above case, the Union is within its rights to prevent the government from condoning mediocrity in the emergency response programs by relying on volunteer services while its employees enjoy free moments and payments. Firefighters should be prompt and quick in responding to emergencies and avoid relying on volunteer groups. Introduction: Article SummaryThe article focuses on an issue within the Western Australian coal mining companies intending to cut pay for the workers based on the Fair Work Commission agreement. This is in a bid to remove the workers Enterprise Bargaining Agreements in an industry facing significant financial problems. The deliberate decision has adverse effects on more than 70 workers at the Collie mine where the wages were reduced by $50,000 creating far-reaching ramifications with other companies taking similar actions (Taylor, 2016).Parties to Employment Relations The parties involved in the case includes Western Australian Coal mining companies, their workers and the Australian Manufacturing Workers Union, the organization meant to address the employees' rights as well as how they relate with their employers. The key issue in the case involves pay cut due to a troubled industry financially as well as the introduction of a new law (Taylor, 2016).State Regulation The case falls within the state's regulation of Fair Work Act as well as employment Enterprise Bargaining Agreements meant to protect the workers against low payment issues in the workplace. Are underway Despite the industry facing significant financial problems scrapping the pay serves as the basis for increasing the worker's problems. If the pays are cut, it will not only de-motivate the workers but also lead to the detoreriating performance of the industry.Collective Agreement-Making Process The article depicts the presence of a collective agreement process between the employees and their companies to provide employees with Enterprise Bargaining Agreements which also forms the basis for the conflict. Enterprise Bargaining Agreement (EBA), defines a collective agreement between employers and their employees and is also aimed at ensuring fair work as outlined by the Fair Work Ombudsman (Taylor, 2016). The agreement ensures employee entitlements are honored under the Fair Work Act 2009. In this case of building collective agreements, the workers union is determined to fight for more favorable conditions for the workers and ensuring they are paid fairly, creating far-reaching impacts to the workers. The workers union feels that the companies fail to meet their end of the collective agreement process which would include providing the outline pay for the workers (Taylor, 2016).Industrial ConflictIndustrial conflict is evident in the article due to the payment issues between the workers and the coal companies. According to the workers union, the decision has widespread effects not only in the coal mining industry but as well as the maintenance workers. Despite the effects, the companies are yet to reach an agreement with the employees regarding their salaries increasing the risk of industry fall and economic problems in the country (Taylor, 2016).Conclusion According to the article, the impact of the pay cut will affect the companies, its employees as well as the government creating the need to establish ways to resolve the conflict. Having established the law, the government should seek the means to address the dispute such as addressing the pay cut issues. Additionally, decisions made by the organizations should be based on collective approaches to ensure all the stakeholders are involved in decision making.Article Title 5: Higher pay rates could replace penalties: The small business lobby has hailed the industrial umpire boss's openness to potentially cutting penalty rates in exchange for an hourly pay rate rise.Introduction: Article SummaryThis article discusses new policies in Australia regarding the payment of levies and penalties to the government by small scale businesses in the country. In this article, it is indicated the government is embarking on a mission to remove penalty fees and introduce higher business levies to the small scale businesses in the country. The proponents of this legislation argue that the new policies will boost growth and sustainability of small businesses in the country (AAP, 2016). Parties to Employment Relations This article does not carry any employee relationship, instead it carries a statutory relationship between small businesses and the business laws of the country. In accordance to the Fair Work Act of 2009, the employees are supposed to get fair treatment; hence, should be consulted in decision making such as working hours. In this case, they are entitled to enterprise bargaining under the Act; however, the article demonstrates non-compliance to the same which is a violation of the employees rights. This is because the government is introducing a new policy that will alter the normal working conditions of the small business owners. This article shows that small businesses in the country are related to the business laws through payment of levies and penalties (AAP, 2016). State Regulation The government through business laws provides that all small businesses in the country should pay penalties fees to the state for certain wrongs. However, in the current proposed law, small businesses will be required to higher levies to cater for the penalties. Collective Agreement-Making Process The process of collective agreement-making is also indicated in this article in way that new laws will be discussed in by national policy-makers to discern what is best for small businesses in the country. The fact that the decision in question does not rely on the judgment on an individual but a group of people makes it a collective agreement. The decisions made will determine whether the new policy is appropriate for the small businesses (AAP, 2016).Industrial ConflictThis is a policy article that does not carry any message of industrial conflict. The two parties involved are not in conflict, instead, it the government that feels the need to improve its services small scale businesses by replacing penalty fees with higher levies. Conclusion As far as the welfare of small businesses is concerned, replacing penalty fees with periodical levies is important as it will give businesses ample time with minimal interferences from the authorities. However, the final decision should be arrived at after in-depth consultations with the small business owners. Article 6: King, C (2016, September 21). McCains import French fries workers as Ballarat dispute worsens. ABC News.OverviewKing's article focuses on a dispute by one of Australia's largest manufacturers of food processing company McCain in its Ballarat processing plant that supplies restaurants such as McDonalds with French fries. The article also involves a case of a situation where the company disgruntled more than 400 workers from the company in a push for better job security as well as compensation. As the employee's union leader suggests, the conflict is not about money but rather “a matter of being able to access their entitlements, based on the poor treatment of workers in the company as privileges." The case also presents an issue of overtime working without prior agreement and compensation which results to an industrial dispute (King, 2016). According to the workers, the company had introduced 12-hour rotating shifts, added untrained workers to operate its equipment and limited the ability of the workers to access annual leave and long service leave among other entitlements which the company termed as privileges rather than addressing the employees' rights (King, 2016).This has brought the industrial conflict since the workers believe they are being exploited and not receiving enough remuneration and rewards for their jobs. On top of that they say they are being over worked which in the business world translate to inefficiency at the work place.Parties to Employment Relations The article presents a case of a company and its workers about the existing laws in Australia. In the first instance, the workers complain of mistreatment by the employer which as McCain company in its Ballarat processing plant. The company's failure to honor its obligations as an employer as well as establish better relations with its employees serves as the key aspect influencing the conflict between them. For example, the introduction of the 12 hours rotating shifts without prior agreement with the workers is a key element which is subject to employment relations. The case demonstrates the violation of Fair Work Act which provides the basis for the collective agreement between the employer and the employees. By introducing workers from outside the country the company creates an industrial dispute which is acceptable in accordance with the Fair Wok Act that protects the employees form violation(King, 2016). The two parties involved i.e. the employees and the company presents a case of employment relations dispute between employers and staff and relates to poor services to employees as stipulated by the existing laws in the country. According to the law, the company fails to honor its obligation to provide the legal entitlements of the workers such as proper compensation, working time and benefits of the employees (King, 2016).State RegulationsThe case can be linked to the Fair Work Ombudsman which determines the appropriate compensation for workers, their entitlements such as leave, awards, and agreements. In this regard, the company performs contrary to its expectations by failing to honor its obligations and workplace rights. For example, the company’s unreasonable refusal to issue employees with notice of leave intention demonstrates an apparent failure to comply with the state regulations. Additionally, there is a non-compliance with the National Employment Standards, which provide the necessary grounds for employee entitlements, pay, and conditions (King, 2016).Collective agreement-making processThe process involves the inclusion of all the stakeholders within an organizational setting in decision making. The process is key to enhancing motivation and creating the feeling of inclusion in the overall organizational process; hence, likely to improve employee productivity. In this case, the case fails to comply with the single-enterprise agreements which are made between a group of staff and employers. Additionally, union involvement and individual or collective coverage are not evident as the company makes decisions to import new workers without prior consultations. Despite having a workers union, McCain fails to comply with the Fair Work Act that demands the consolidation of enterprise bargaining policies as well as collective agreement-making process. The processes are critical in this case since they ensure the employee issues are considered before decisions are made such as their entitlements and working environment (King, 2016).Industrial conflictThe concept represents a disagreement or conflict between the employees and their employers and results from different reasons such as compensation problems or workers rights, work overload among others. Industrial conflict is likely to influence protest or strikes and most of all will slow down the growth of the company since the employees are feeling de-motivated to perform their jobs diligently. In this case, an industrial conflict is evident in the case due to the conflict between the employees and employer that relates to workers entitlements and issues relating to working hours.ConclusionThe case of McCain's imported workers to improve production while failing to adhere to the local regulations demonstrates a significant conflict both with its current employees and likely with the government. The company fails to honor employee issues such as their entitlements but rather focuses on importing cheap labor, which is a violation of the state regulations. In this regard, the continued performance of the company is based on resolving the industrial conflict as well as establishing good relations with the employees. It is important that the company considers reviewing their actions before they end up making more losses in an attempt to achieve more profits through exploiting their workers' rights.Overall ConclusionA review of the articles presents the idea that employers often get into conflict with their employees due to their failure to comply with different laws, which amounts to exploitation. Several laws provide the basis for evaluating the selected articles such as the Fair Work Act which defines how employees should be treated in relations to their role in the organizations. Both parties must; however, meet their end of the collective agreement process to promote positive outcomes. The Fair Work Act 2009; therefore forms the basis for evaluating the articles and developing the appropriate conclusions in regards to the parties involved.
This Employment Relations assignment sample was powered by the assignment writing experts of Grade Saviours. You can free download this Employment Relations assessment answer for reference. This solved Employment Relations assignment sample is only for reference purpose and not to be submitted to your university. For a fresh solution to this question, fill the form here and get our professional assignment help.
Menu
+61 480 015 851
+61 480 015 851
Get It On WhatsApp