The Fair Work Act of Australia

**************************************************** **** paper * **** discuss *** ***** ****** and ********** bargaining ***** *** **** **** *** of ********* Collective bargaining has **** ***** ** have both ******** and ********* ** *** employers ********* and *** ******* *** entire ***** ******* on *** ****** brought about ** **** Work *** **** * close **** at ********** bargaining *** ***** ****** **** ** *** ****** discussed ******* bargaining ** **** ***** role of ********** agreements ******* resolution importance ** ***** rights *** ********** ********** ** **** ** *** ********** ** ***** ****** *** ********** ********************* ******** IntroductionII *********** ** ********** bargainingA ********** ** **** faithB **** ** individual agreementsC *********** workplace *********** ******* *********** *** **** ** *** ***** to ****** secret ******* and unionsIII ********** of ***** ****** *** ********** ************ ********** of ***** rights and ********** *********** ************************ ********* ********************* **** Work Act was ********** ** solve the ******** ****** ********* ** *** ********** *** ** ensure **** ********* *** **** ** ***** ********* ********** bargaining ** *** ****** ** *** ******* **** ******** *** and ****** that was enacted on * July **** **** law ****** **** employers **** *** ********** ** ******** ***** ********* ** ********* ** *** ******* **** affect **** ** *** ********* The *** **** require **** *** *********** ** terms *** conditions under *** employment ******** ****** ** consented ** **** *** ******** *** ******** The ****** *** **************** of **** ***** in *** employment ******** *** negotiated and ****** upon ****** ******* **** into action ***** regulation ** * work *********** ** * requirement **** employers should ****** ** ** ** ********* **** ********* ****** ******* ********* ****** ************ *** ******** **** *** ****** them ** *** workplace (Smith *************** bargaining ******* * *********** relationship ******* ********* *** employees Both parties must ******* to the ******** ***** making *** ******** the ******** *** employee *************** **** the agreement ** make ** legally enforceable *** ********* are **** in * safe ***** where **** ******* agree ********** ** *** agreement can ** **** **** ******* by *** party ******* no ******* *** be **** ** *** ********* without *** ******* of *** ** *** ******* ********** ********** agreements are ***** ********* which can ** **** ** * ***** ** law when any ** *** ******* contravenes *** ********** ** the ******** (Smith **************** ** ********** ******************** bargaining entails ******** ** ********* between *** ** **** ******* *** employer *** ******** ***** ** ******* all *** ******** ********* ** a ******** and ***** ** **** to put ************ in ***** to ******* *** interest ** ********* **** 2009) ********* have *** ***** ** ****** firing *********** ************ ******* working ********** *** *** ***** factors at the **** place *** ***** the control ** *** ******** The ************ ** trade ****** ******** ********* ** fight *** their ****** *** ** placed ** almost equal ******** ** ***** ********* Both *** ******** and *** ******** *** ***** ******* they ********** ******* the ******* equally *** none ****** ******* * ******** ******** **** the ***** ** **** ********* *** owners of capital ***** ********* *** labour ****** ** ********** This ***** **** ** ******** ******** can be **** ******* *** existence ** *** ** *** ******* (Jenkins ***** ******* *************** ********** ******** ********* the interests ** *** ********* and ********** ** *** ******** ** * ****** ***** ** is ******** *** * ****** employee ** ** manipulated ** the employer ** **** **** are ** ******* **** ***************** was ******** in *** global economies employment ** ***** ****** of ********* became * ****** ******* ** became ********** ** **** ********* ** ********** ******* ********* and ********* **** ******* *** **** *** ************* ** trade ****** ******** ***** ******* ******* ***** **** ******* on *** **** ******* *** **** ******* with *** *** ** *********** ******** at ********** and ** ******* *** ********* ** ********* *** ***** ********* *********** ** ******* ******* and ***** 2009) *** ******* *** **** Act was introduced ** **** ** ***** *** *** ****** ****** ********** ********** ************ termination ** ********** minimum *********** standards *** a national ********** ********* ****** *** Forward **** ******** *** *** *********** **** the ********* ** improving the ******* ** ********* ** well ** creating a ****** *********** at *** workplace *** interest of employers *** **** **** protected ***** *** *** ****** of **** ******** ** the ******** **** ***** granted employees **** ****** **** ******* ********** *** *** laws ********* have *** right ** ****** ***** *** representatives ****** * ********** session ** is ******** of the ********* ** ***** ***** employees ** select a representative ******* interference from *** ******** ********* **** ** ******** **** statements ** their employers about *** ***** ** ****** their *** ************** ****** a ********** ********** session ********* have *** ***** ** ****** meetings and ********** ** decisions **** ** *** employer **** party ** *** collective ********** session **** ** ******** ** *** **** ************* **** *** ***** ******** ****** ** *** ***** ********** ***** ****** ********* ****** collective ********** ******* **** not ** ******* (Australian Business ******* 2010) *** ******* of *** collective agreement **** be ********** ** *** ******* ***** **** no ‘prohibited ********** ** the collective ********* ** ******** ** *** ******** ****** **** *** ******* aim of *********** *** *** ****** laws ** ** ****** that ********* *** ******* ****** * *********** ****** **** ** ******** ** ********** ********** ** ***** ******* ** ******** ** information ******* *** ********* *** ********** ********* *********** ******** ******* 2010)The ******* **** ******** Act ********* for ********** ********** *** ******* *********** individual bargaining ** all ***** Six ********* ***** of ********** ***** ********** agreements ** the ********* ********** agreement ** *** unions multi-business agreements ******** *********** ********** and union *********** *********** existed ***** *** ******** laws These **** **** ********** ** ***** more on ********** bargaining ****** **** ********** ********** (CCH ******* 2009)Bargaining in **** ************ *** ** *** ******* **** ******** *** ******** *** ************ for a **** ***** bargaining *** Forward with ******** *** ******** **** ***** ** ********** *************** *** are mandated **** ****** **** ** collective bargaining meetings and ****** *** ******** ** ***** ******* Parties to * ********** ********* are ******** ** ******** relevant *********** within *** ********* **** ** this **** ******** *********** refers ** any information **** *** help in ****** an ********* but **** *** ******* ************ information ** any *********** **** is sensitive to ********** activities ********** representatives *** **** supposed ** ****** ** *** *********** that **** **** ***** by *** other ********** party ******** **** ************** **** ***** doing ******** ***** may ********* *** ******* ** association **** ******* ***** *** ******* **** ******** **** ******* that *** ************ be **** ** **** faith **** *** employees *** *** employer **** **** to be *********** in a ********** ******* It is ********* ** **** **** **** though *** *** **** ******* that employers ****** employees ** * ********** ******* ***** ** ** *********** ** come ** an ********* ****** the ********** process *** ******* ** a ********** ********* *** ******** ** ******* ***** ***** in **** faith *** ** party ****** be ******* ** **** * specific decision ******** *************** are ******** to ******* the ********* of the ********* ****** the ********** ********** ******* (Riley ***** ******* 2008)Dispute ************** collective ********** **** ******** ****** ***** *** it ** ********* **** *** parties **** * ******* ********** ****** ******* with Fairness *** ******** ******* ******* ********** mechanisms **** ** ************ *********** ******** ** ***** *** ********* ****** *** ******** **** ***** ****** **** ****** whenever a ********** process ****** ******* **** ******** *** ********** ******** * ********** process fails but **** *** ******* *** ***** ********* *** new *** ******** *********** ******** conflicts ***** ******** ***** ******* **************** ********* ********************* ********* ********** ***** *** *** *** ******** **** both the ********* *** ******** come **** ********* ***** *** the organization should ** ******** Since *** employees ****** ** ******** ** * ********* ********* ***** *************** ******* *** ********* **** ** all *** ********* Under *** new **** *** ********* **** equal rights and ***** ********* ****** ** ********** * **** of ******** applies ***** all ***** cannot ** ******** in ** agreement The *************** take *** ********* ***** **** **** *********** ****** **** **** ******* ********* ** ********** *************** the ******** *** ***** ******* ********** ********** between *** ******** and **** ******** These agreements related ** *** ********* code of ****** ***** and conditions of **** *** any ***** ******** ***** **** ******* *** ************ ******* *** ******** *** ********** employees The union had no ***** to ********* with ********** agreements ****** ********* ******** ** ********* **** agreements *** **** ******* the ******** and the ********* **** Editors ***** *** ******* Fairness *** ******* the ********** ** *** **** Choices *** ** advocating *** ********** ********** rather **** ********** bargaining *** importance ** **** provision was to ******* ********* from manipulation ** ***** ********* ********** ******** ****** *** **** ********** ** *** *** ****** ** ******** **** ********** ****** both the ******** *** *** ******** *** **** ** **** is favoured ** disadvantaged (Great ******** Parliament: ***** ** ******** ********** ************ ******* *** ****** Committee ******** role ** the right ** strike ****** ballots *** ********** of the ********* ********** ** *** **** Choices *** ***** industrial ****** **** ******** ** *** Forward **** ******** *** The *** distinguishes ********* and unprotected industrial action *** ******** ******** to ********* who ****** ** ********* ********** action The ******* **** Fairness *** the ************ of ******** ********* ******** ** *********** ********** ****** ***** *** ********** ***** must be fulfilled for ********** ****** ** ** *********** as ********* *** Forward **** ******** act provides relevant ********* **** ****** to stop ********* ********** ****** especially when **** an activity damages *** ******* ** ********* ****** ******* ** **** ** endangers welfare of *** ****** **** Editors ************ ** the **** ******* Act *** ******* **** Fairness *** requires ************* ** ********* industrial ****** ** *** *** ** secret ******* ******** ********** ****** ** proposed by *** employees secret ******* **** ** **** ** ****** **** *** ********* consent to the ****** However ballots *** not **** **** *** ******** seeks industrial ****** Secret ******* ******* ******* to * ****** ***** with *** ***** ** **** ********* collectively and by *** **** of *** majority *** ****** ********** ** *** union must ** ******** by the ******* (CCH ******* ***** ****** ****** *** as representatives of *** ********* ** the ******** *** **** **** *** ******* ** negotiate better terms ** ********** ** behalf of the ********* ** ** *** role ** ****** unions ***** the Forward Fairness *** to resolve ********* **** *** ***** ** the ********* (Australian ***** ******** ********* *************** of ***** ****** and ********** Bargaining ********** bargaining ** important because the rights ** ********* *** protected ** ** ******* collective ********** that ********* express ***** opinions about the ********** ** *** ************ Employees interact **** ***** ********* ****** a collective ********** process *** they come **** consensus ***** **** ********** and ***** of ********** ****** the ************ of the **** **** *** employers had ****** ***** *** could oppress their workers *** ****** ** employees **** *** respected *** in **** cases ********* ***** ** ****** their ****** to express themselves Employees ** ********* work environment **** the ***** ** ****** about ***** **** conditions *** ** ********** ** *** ********* ** the organization (Riley ***** ******* ***** ********** ********** creates a condition ***** wages *** ***** ** a competitive basis ***** the introduction ** **** **** *** ********* **** *** ***** to get a **** **** **** because they bargain to get *** **** Employers ****** impose **** ***** **** employees *** * bargaining ******* **** ** followed before setting ******** ***** **** is a great ********* ** *** ********* ******* ********* ****** dictate ** force ********* to take low ***** ********* ** is ******* that ***** *** ***** on competition and *** ****** *********** Employees **** *** ******* ** ******* ***** depending on *** prevailing market ********** It has **** found *** **** ********** bargaining ******** the wages and benefits ******** to ********* ***** ** also ******** that ********* ********* *** ****** wages **** *********** ********* ****** ***** Sheldon ***** ********* ** *** workplace *** **** ******** ***** *** ************ of ********** ********** ********* *** ** longer act ** dictators ** their employees ******* ********* **** **** empowered ** ******* ********** The inexistence ** ***** unions ******* ********* ** ****** ***** and ********** ** *** ********* ******* ************ **** *** employees Fair Work Act on *** ***** **** ******** * ********* ******* ********* have the ******* ** ******* ***** ****** *** ** ** ********* ******** there are ******* on the ***** *** ********** ** the ********* ****** ***** ******* ***** ****** ** information ***** the ****** ** ********* has **** affected ***** *** ************ of ***** unions ****** ********* employees ***** ***** ****** *** they *** **** ** exercise **** ****** ** *** ***** ** **** ** **** ***** ********* *** *** ***** of ***** rights *** **** **** * **** **** can ****** **** ***** ***** rights ********* withhold information ***** the ****** ** ********* so that they *** manipulate **** *** their *** ******* ***** ****** *** ** ********* *** employees ******* **** educate **** ***** ***** ****** *** ******* **** ******* ********** ** ***** ********* ****** ***** ******* ***** ********** bargaining *** ********** *** process ** making ********** ** *** ********* ******** ********* *** ******** ** a ********** bargaining **** ***** ******** * legal ******** ** *********** ***** ********* protect *** ****** ** *** ******* involved ** *** ******* ** ****** *** ********* The ********* *** enforceable at a ***** of *** and ********* *** **** ******* whenever ***** employer contravenes the ********** ** the ********* A ****** ******* ** ****** agreements ** the ********* has been ******* *** *** ******** procedures ***** **** previously ** *** **** **** ********* ** ******* employees (Riley ***** ******* 2008) Weaknesses of the Union ****** and ********** ******************** ********** has ******* ***** *** ********* ** ******* ** *** ********* ********* *** have *** power to hold ******* **** their ********* fail to protect ***** ****** When ****** are united they **** power ** ******* ********** **** when they *** divided Organizations incur **** losses ******** ******* *** ** ******** ******* also ****** ******** *********** *** ****** ******* **** **** **** *** **** ** ********** ** ***** *** services ***** *** ********* ***** *** ******** ***** *** retard *** ******* ** ***** ********** is stopped The ************ of ********** ********** *** ********* ** **** to have * ******** ****** ** *** ******** ** the ******* ******* **** have resulted **** ********* ** ******* ** workplaces ****** ***** ******* ****************** ******* **** ******** *** *** *********** ** ********* ******* at the workplace and to ******* ********* **** **** ****** The *** protects **** *** employee *** *** ******** *** ** ********* economic *********** *** *** **** **** ******* ********** at *** ********** ***** the ****** of *** ************ *** ********* *** ******** ** both *** employers and ********* *** **** adequately ********* by *** Forward **** Fairness *** ** ** ********* **** ********* *** ********* ********* *** *** **** **** *** ********* ** ****** ***** *** ** ************* *** achieved ********** ********** ****** ** ********** ***** ********** ********** ****** ** ********* ** ****** *** ****** ** ********* *** employers are ********* Collective bargaining ** ** ********* ****** that *** **** introduced ** *** *** ****** **** *** should ** **** ** ******* ********* conditions *** ********** ****** **** ******** to ******* *** new **** ** ******* the ****** ** employees  BibliographyAct (2009) **** The First Fifty ***** **** - **** *** ISBN ********** *********************** Business Lawyers ****** Timeline for the roll *** ** **** **** ********* Retrieved ** *** **** ***** *********************************************** ***** ******** Institute ****** **** **** Act **** ************** *** Transition **** **** ********** ******* (2009) ************* ******* **** fairness: a ********* ***** ** the *** ********* ********* ****** CCH ********* Limited **** 1921485760 *********************** of Foreign ******* *** Trade ****** ********* relations in ********* ********* ** Oct **** **** ******************************************************** * and ******* * ****** **** Work: *** *** ********* **** and *** **** ******* ****** ********** ***** **** ********** ****************** Britain: Parliament: ***** ** ******** ********** Universities ******* and ****** ********* ****** ******** *** ************* ******** ****** of ******* 2008-09 *** ** **** *** ******* evidence ****** 2 *** Stationery ****** ISBN 0215540727 9780215540720Jenkins * *** ******* * ****** ********** *********** what *** ****** wanted ** know ***** ***** ****** *** ***** ***** to *** ****** ***** Francis **** ********** 9780710086914Riley * *** Sheldon * ****** ******** ********** Industrial ********* *** Australia ******* **** 1921485191 ****************** * * ****** **** is ********** *********** ********* 22 *** ***** **** ********************************************************