Paper Topic:

industrial relations

Industrial Relations

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The Tripartite System in Australia

Before the onset of the industrial relations reform agenda , employment status and compensation were products of compulsory arbitration or legislative action (Wooden , 2005 . This set-up gave more free hand to the government sector to provide , prohibit , limit , or mandate workplace conditions , changes , reforms , and such other measures which are perceived as best measures to support employee efficiency and productivity . The effectivity of this paradigm gave Australia the prestigious recognition of

being the first country to implement the 8-hour workday in 1856 (Workplace Relations and other Legislation Amendment Act , 1996 . The Workplace Relations Act of 1996 placed Australian industrial relations follows under a dynamic reform agenda from the traditional compulsory-mandated employment conditions at work to one which operates on trust between employer and employee on workplace conditions (Wooden , 2005 The Workplace Relations Act , which pushes for reforms at floor level , is the next big thing to employer-employee relationship . Employers and employees are free to enter into employment contracts or agreement within the framework and parameters of the Act . Thus , the capability and fitness of the employee is matched with the employer 's capability to pay and work requirements . Instead of a mandated minimum wage rate or a legislated compensation , employers are granted the right to make an offer to employees who may be willing and interested to work given such circumstances

The Workplace Relations Act was attacked from many sectors - legislators who opposed its...

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