The personnel function can be contrasted with the industrial relations function which dealt
with industrial bargaining, unionism and discipline.
o Where unions had a strong role or where they were regarded as particular
What of wider social inequalities which form a microcosm of divisions at work? Is
Australia really a classless society?
Here, therefore, we come back to the social factors and social context within which
work is cond
By the mid-20th century, the entire non-managerial workforce was covered by a network of
awards covering specific industries, occupations and enterprises.
In 2005, the Howard Governments WorkChoices legislation seriously we
2. Enterprise bargaining has been central to the transformation of Australian employment
relations since the early 1990s. It has brought about significant changes to work practices in
1. By industry & sector:
Generally speaking, award dependence is strongest in areas of industry dominated by small
private-sector businesses, most obviously accommodation and food services. In this s
And an employer must not take any adverse action against any employee (or prospective
employee) on the grounds of race, colour, sex, sexual preference, age, physical or mental
disability, marital status, family or carer
Definition: the frequency or rate at which employees resign from their employment
An individuals job dissatisfaction and/or lack of commitment to the organisation may vary
over time as a result of changes in the in
peak body. Founded in 1927. It now represents approximately 90% of all trade
Its purpose is "To form and co-ordinate Union policy and practice on industrial
and political policy at national level".
Enterprise agreements must satisfy BOOT (better off overall test) in relation to modernised
More details on the NES and BOOT in Lectures 8 and 9.
PART 4: THE AUSTRALIAN STATE AND INDUSTRIAL TRIBUNALS
Phase II: The emergence of the large corporation and the growth of the management layer:
Phase III: New managerial approaches in the 1980s and 1990s
Some underlying themes
PART 2: EMPLOYE