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Coca Cola Amatil Induction

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on 16 March 2014

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Transcript of Coca Cola Amatil Induction


Brief Overview
Importance of Industrial Relations
The Industrial Relations system in QLD
Industrial conflict
Industrial Relations in the workplace
Meaning and importance of IR
One of the most important aspects of HR Management.
Communication between employee and employers.
To quickly identify and address conflict which may exist.

Without IR, working conditions of employees could be easily manipulated and be below standard.
IR System in Queensland
The state started operating under the Fair Work Act 2009 after the QLD legislation was abolished on 31st Dec 2009.
The law covers
minimum wage & pay equity
employment standards
hours of work
leave entitlements
Minimum wage & pay equity
Currently the lowest wage permitted by the Fair Work Act 2009 for a full-time employee is $16.37 p/h or $622.20 p/w.

Casuals get an extra 24% ($20.30 p/h)

Pay equity is about ensuring both men and women are paid the same for work of equal value.
Employment standards
The National Employment Standards are a safeguard of 10 minimum rights for employees. They are part of the Fair Work system that began on 1 January 2010.
Hours of work
This includes:
Maximum weekly hours
Maximum daily hours
Reasonable extra hours
Unpaid and paid breaks
Leave entitlements
Employee is entitled to:
Industrial conflict
Industrial conflict is where disputes and disagreements arise between employees and employers.
Conflict within the workplace can take several forms such as:

Under the Fair Work Act, employees are granted freedom of association allowing them to associate themselves with a union.
These unions may assist employees with any conflict they experience with their employers.
Strike action
Green ban
Work to rule
Strike action
Workers refuse to work in order to pressure an employer or third party to yield demands, or to protest against terms and conditions. Can take the form of:

Occurs when striking workers gather together outside their place of work and try and prevent people from entering.
Highly publicised.

Green ban
A refusal by employees to work, or allow work to proceed on a project which could potentially cause damage to the environment.
A strict separation of groups of employees from other groups, often within the one workplace.
Demarcation dispute occurs over which workers are allowed to perform a type of work or task.
Work to rule
Workers do not withdraw from their labor instead they drastically slow-down or reduce the rate of working.
Industrial conflict cont.
Although it is encouraged that conflict within the organisation be resolved by the parties themselves as well as a representative from the HR department, it is understandable that some cases may require intervention from an outside party.
This is known as:
or arbitration
is and ADR (alternative dispute resolution).
Occurs when the parties cannot come to an agreement
A hearing is organised.
Involves the use of either an individual arbitrator or tribunal.
Occurs when two parties are brought together by the AIRC (Australian Industrial Relations Commission).
This is done after no decision has been made.
Involves the employees and employers conversing and resolving their differences with aid.
Industrial Relations in the Workplace
One of the most crucial elements for an organisations success which is why it has to be performed correctly. Is essentially attained through the promotion of:
harmonious relations
policies and procedures
and terms of employment.
Developing a harmonious workplace
Desires and requirements must be taken into consideration by management.
Organisations which have done this have essentially established a family friendly workplace.
This environment means the employees are granted:
Policies and procedures
P&P are a general guide to decision making and putting policies into action.
Organisations must communicate their P&P clearly and simply in order to be effective.
Relevant training and seminars must be available to employees for this to be achieved.
Terms of employment
According to the National Employment Standards (NES) established in January 2010 all employees are entitled to certain minimum conditions. Four of these conditions include:
Flexible working arrangement
Family and parental leave
Maximum of 38 ordinary hours of work per week
Four weeks of paid annual leave (with an additional week for shift workers)
10 days of paid personal/carer's leave (including sick leave)
52 weeks of unpaid paternal leave (including maternity, paternity, and adoption leave).
Mass non-attendance at work
Leaving the job or workplace (a walkout)
or employees remaining at their places but doing no work (a sit-down)
Public holidays
Sick leave
Annual leave
Leave accrual
Personal, carer's & compassionate leave
Parental leave
Long service leave
and community service leave.
Full transcript