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Casual Articles - Work Choices Legislation in Australia - What You Need to Understand
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• A reduction in the powers of the Australian Industrial Relations Commission,
• State Industrial Relation Commissions will become redundant,
• Flexible work practices an
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The successful introduction and passing of the work choices legislation in Australia in December 2005 embarks Australia on the most comprehensive shake up of industrial relations since federation.
While naturally the ‘devil is in the detail’ what we do know is the industrial and employment environment has forever changed.
Changes include
• A unitary (single) system of industrial relations where previously there had been a federal system and one for each state,
• An emphasis on the Australian economy away from wages and conditions,
• Changes to Awards and Agreements including transitional arrangements,
• A reduction in the number of awards from an estimated 4,000 to 12,
• The setting up of the Australian Fair Pay Commission to determine minimum wages and conditions,
• A reduction in the powers of the Australian Industrial Relations Commission,
• State Industrial Relation Commissions will become redundant,
• Flexible work practices and
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While naturally the ‘devil is in the detail’ what we do know is the industrial and employment environment has forever changed.
Changes include
• A unitary (single) system of industrial relations where previously there had been a federal system and one for each state,
• An emphasis on the Australian economy away from wages and conditions,
• Changes to Awards and Agreements including transitional arrangements,
• A reduction in the number of awards from an estimated 4,000 to 12,
• The setting up of the Australian Fair Pay Commission to determine minimum wages and conditions,
• A reduction in the powers of the Australian Industrial Relations Commission,
• State Industrial Relation Commissions will become redundant,
• Flexible work practices an
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• An emphasis on the Australian economy away from wages and conditions,
• Changes to Awards and Agreements including transitional arrangements,
• A reduction in the number of awards from an estimated 4,000 to 12,
• The setting up of the Australian Fair Pay Commission to determine minimum wages and conditions,
• A reduction in the powers of the Australian Industrial Relations Commission,
• State Industrial Relation Commissions will become redundant,
• Flexible work practices an
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• A reduction in the number of awards from an estimated 4,000 to 12,
• The setting up of the Australian Fair Pay Commission to determine minimum wages and conditions,
• A reduction in the powers of the Australian Industrial Relations Commission,
• State Industrial Relation Commissions will become redundant,
• Flexible work practices an
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• A reduction in the powers of the Australian Industrial Relations Commission,
• State Industrial Relation Commissions will become redundant,
• Flexible work practices and the ability to cash out of some benefits (annual leave). These changes may lead to problems with workplace health and safety obligations,
• New Dismissal Provisions that are not as straightforward as have been trumpeted,
• New transmission of business rules (buying and selling a business and your people),
• Union restrictions,
• The scrapping of the ‘no disadvantage test’.
Will these changes affect my Business!
With these changes to the industrial relations systems comes complexity. It will be a very lax business that enters this new era without some understanding of how these changes may affect their business.
Some examples include,
• Small business owners will need to understand the broader concepts of employer obligations applicable to their unique business
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