Historically New Zealand has had an industrial relations system based on principles of collective bargaining, with union and employer representatives negotiating minimum employment terms and conditions. The Industrial Conciliation and Arbitration Act of 1894 established principles of; wage fixing through conciliation and arbitration; multi-employer awards; blanket coverage of conditions; compulsory union membership; and compulsory arbitration. This system served New Zealand for almost a century with only minor changes. However, during the 1980’s and 1990’s a governmenta impetus towards market oriented policies resulted in legislation that meant a major shakeup and reorganisation with industrial relations.The Industrial Relations Act 1987, the Private Sector Act 1988, and most directly the Employment Contracts Act 1991 were legislation that resulted in significant changes for employers, employees and unions alike.
Fuelled by the economic shocks of the 70’s the Muldoon government intervened in the labour market to deal with increasing inflation – general wage orders, a wage and price freeze were introduced. By the mid-80’s National was replaced by the Fourth Labour government in the 1984 general election and the strategies were reversed. Policy was implemented that set about to deregulate what was at the time one of the most regulated Western economies (Dept. of Labour, 1998). While compulsory arbitrationwas immediately removed, further reforms in the labour market were implemented a few years later through the Labour Relations Act of 1987.
The Act maintained the essential ethos of the existing conciliation and arbitration system. It provided for registered unions, guaranteed bargaining rights, enforced agreements, personal grieva...
... middle of paper ...
...utral and perhaps more encompassing perspective see it as favourable only to a small minority while less so to the larger majority.
Works Cited
Boxall, P, 1991, ‘New Zealand’s Employment Contracts Act 1991: An Analysis of Background, Provisions and Implications’ in Australian Bulletin of Labour, Vol. 17(4), Dec
Harbridge, R & Crawford, A, 1997, ‘The Impact of New Zealand’s Employment Contracts Act Industrial Relations’ in Californian Western International Journal, Vol. 28, No. 1
Kerr, R, 1997, ‘The New Zealand Employment Contract Act: Its Enactment, Performance, and Implications’ in Californian Western International Law Journal, Vol. 20, No. 1
Maloney, T, 1994, Has New Zealand’s Employment Contracts Act Increased Employment and Reduced Wages?, Auckland, Auckland University
Street, M, 1998, Lecture: Employment Relations, Auckland University, September 22
Sloane. A. A., Witney, F. (2010). LABOR RELATIONS (13th editions). Prentice Hall. Upper Saddle River, NJ
David Brody argues that the rise of contractual or collective bargaining relationships during the post WWII era formalized the relationship between employers and unions, but simultaneously began to put a break on shop floor activism. Explain Brody’s argument and, where relevant, incorporate Weber’s theory of bureaucracy.
Holley, Jr., W., Jennings, K. & Wolters, R. (2012). The labor relations process. (10th ed.). Fort
Ferguson, J. (1997), Casual Employment Contracts: Continuing Confusion when Protection and Free Market Clash, New Zealand Journal of Industrial Relations, 22(1): 123-142
Moran, J. J. (2008). Employment law: New challenges in the business environment. New Jersey: Pearson Prentice Hall.
Employment Relations in Australia and New Zealand?, 24th conference of the Association of Industrial Relations Academics of Australia and New Zealand, Auckland, February 2007, pp 1-14.
The purpose of this research is to prove that the employment at will doctrine does not protect the employee population in the United States. The fact that if you look at the way the doctrine is written it protects the employers and firms, and this as a result creates discrimination. This in itself creates an unsafe and sometime unstable work environment because of the potential for high turnover, costly training, and low morale amongst employees. There are certain factors that must be considered within the employee at will doctrine such as union protection, the economy, contracting verses employment, discrimination and the economic stance on the United States is currently in.
Cheyne, C., O’Brien, M., Belgrave, M. (2008). Social Policy: In Aotearoa New Zealand (4th ed). Australia and New Zealand: Oxford University Press
Following the institution of the 1990s trade reforms it was obvious that competition had increased and the current employment levels were too high. Following the laws had to be amended which would give employers the power to terminate employees easier. This occurred as a result of firms saying that it was necessary that they have the power to “restructure their operations in response to economic adjustment taking place in the country (Essay).” It was a system quite similar to employment at will in the United States. Instead of notifying the minister to labor when they terminate an employee, they only have to notify the district or regional labor office.
In this essay it will first define labour market and then it will discuss the use of active labour market policies (ALMPS). The essay will begin by giving a brief definition of active labour market policies and their background internationally. This essay will then outline the Irish economy, ALMPS in Ireland and the effects of these policies in Ireland. The essay will then go on to outline the consequences of failure when a policy is not successful.
Labour and Employment Law. Cincinnati, OH: South-Western Publishing Company.
The aim of this report is to shape the formal industrial relations system in India and comparing it to Australian industrial relations systems. The views are provided on how appr...
The laws and regulations surrounding Industrial Relations since the 1900’s have, at each reform, placed tighter constraints on the amount of power unions are able to exert. The reforms have also radically increased managerial prerogative, through an increased use of individual bargaining, contracts and restrictions imposed on unions (Bray and Waring, 2006). Bray and W...
Traditional literature in the field of labor relations has focused immensely on its benefit towards the employer and in the process equating it to working rules. This has been so despite the field being expected to cover the process of, labor management, union formation, and collective bargain; all which are anticipated to create a positive employer-employee relationship. This relationship is said to be positive if there exist a balance between employment functions and the rights of the laborer. Also important to note, is that this relation is equally important to the public sector as it is to the private one. Therefore, to ensure a mutually conducive labor environment exists, effective labor management process and inclusive negotiation program should be adopted (Mulve 2006; Walton, 2008).
Suffield, L., & Templer A. (2012). Labour Relations, PH Series in Human Resources Management, 3rd Edition