Industrial RelationIt is no doubt to say that the relationship between employee and employer is mutual advantage for both sides. Indeed, the employee is deemed as the most important element in implementing main objectives for the employer in each organization. However, this relationship is not completely in harmony in reality which still existing dispute between both sides, especially is negative in wage, commission and benefits for the employee. Indeed, majority of the employers merely concentrate on their lucrative profit by reducing wage, benefit of the employee that is considered as most costly expenses in production cost. Moreover, the employer has adequate sufficient components to cause negative pressure for the employee in particular situation such as possible to fire staffs without specific reasons if a conflict appears, so on. To prevent those kinds of activities, the government has to intervene in the relationship between both parties that is to balance the power of the employee and employer and especially is creating fair working environment. Typically, Work Choices 2005 was one of solutions to handle this issue above that was a type of industrial work relation formed by Australian government. However, this legislation could not provide enough necessary right to the individuals, especially was for the employees benefits so that the Government modified this resolution by more suitable alternative from Australian labor party which was Fair Work Act 2009. Particularly, it is deemed as an independent arbitration that might give essential rights to the employee and flexibility for the employers. Importantly, it basically created a productive and competitive workplace without taking away the basic workplace conditions and rights, moreover balanced the interests between the employee, union and employer as well. From these sufficient elements above, the Australia government officially established an organization called Work Fair Australia (FWA) on 1 July 2009, in order to implement enactments of the Fair Work Act 2009 (Fair Work Australia .n.d.).
The Fair Work Australia (FWA) system was designed with main objective in order to ‘replace all existing tribunals, bodies and agencies created by the Howard government and ‘provide one top shop for information advice and assistance in settling grievances and disputes (Sappey et al. 2009, p. 234). Indeed, the FWA had responsibility to replace disharmony Industrial Relations systems including in the Australian Fair Pay Commission (AFPC), the Workplace Ombudsman (WO), the Australian Industrial Relations Commission (AIRC) and the Workplace Authority (WA). Moreover, the FWA was definite successful in implementing its key tasks and also possible to handle previous issue of Work Choice IR effectively in setting ‘framework to drive the productivity improvement necessary for creating more jobs and creating the standard of living all Australian workers (Australian Government 2005, p.6,
H.M.).
However, the fair work system of Australian workers is not complete without the labour market reforms and implementation of the Fair Work Australia, as well as other reforms to improve working conditions and ensure equality of work opportunities. Among its most important objectives was to ensure that a low barrier labour market for Australian workers is maintained and the supply of high quality workers is improved. However, this policy was not implemented correctly and there were many small changes and delays of implementation as well. The Fair Work Australia, therefore, was designed to increase the supply of labour to Australian workers by bringing better-trained, skillful Australian workers to the job without leaving any gaps or barriers. In addition, while all Australian workers have good wages and benefits, Australian workers face the most serious discrimination, harassment, abuse and exploitation. This can be a significant issue facing all Australians as in many recent human and economic studies the prevalence of anti-competitive behaviour is greater and the more it is perceived to be perceived there, the more vulnerable workers in the workforce look, feel and work less well. If Australia is to be a truly fair business, it must ensure that all workers have equal opportunity. Despite such significant barriers, the FWA did not create a high barrier labour market or maintain a low barrier labour market for Australians during its period in office. Despite the absence of good labour market reforms in place, the Australian Fair Work Authority (AFA) still has a high barrier labor market to provide for all Australian workers. Its objectives have to be ensured that Australian workers are not discriminated against in the market area where they live.
The Fair Work system also has a positive role in reducing discrimination, for better and for worse. Firstly, it improves employment opportunities and is a positive step towards better relations among Australian workers. Secondly, the Fair Work Authority has a responsibility to improve its own policies to ensure that fair work regulations are implemented safely and effectively. These have included an explicit policy for ensuring good job relations, a systematic approach to fair working conditions in sectors like retail sales, and, above all, implementing an efficient fair work regime that covers all industries. Thirdly, by providing employers with flexible workforce requirements they minimise the number of hours worked (Henderson et al. 2000) and also eliminate the use of irregular hours, especially in the industry of industrial transport, with a focus on improving efficiency. Finally, it has been recently introduced mandatory changes to Australia’s Labor Market laws to limit or prevent employment discrimination or to protect equal opportunities for all the employees, workers and families of Australian workers. These are important points as long as they are pursued for the benefit of Australian workers. Therefore, the Fair Work Authority is keen to take forward in Australia’s Labor Market reforms and will vigorously contest any legal challenges that may seek further action by Labor.
Labor’s decision to repeal the Fair Work Acts was made based on the public interest. The law was enacted in the context of the Coalition Government’s commitment to providing financial support for the Fair Work Australia (CFA). It was also based on the high level of public confidence about working conditions and wages in the state and territory during the Howard Government’s years of public policy decisions regarding the Fair Work Programme (EIS) and their reform. It was an important step to address the issues behind labour’s lack of rights and responsibilities as it is one of the most fundamental elements in all aspects of a prosperous working society. Consequently, Labor’s rejection of the CFA and its repeal of the Fair Work Acts was not simply one of its many attempts to