Simplifying Your Industrial Relations Challenges
Every industry or area of expertise has it’s fair share of myths and misconceptions. For better or worse, industrial relations is no different.
As with most myths, they have some foundation in truth. Then end up getting blown out of proportion or distorted by time.
In no particular order are some of the most common myths about industrial relations
In this episode of the IR Simplified podcast, I give a brief overview of what should be included in induction programs for new employees. I also share some thoughts on why I think unions shouldn’t be allowed to take part in them. Remember to check out Industrial Relations Today, and add your name to the mailing … Read more
Today I talk about enterprise associations and why I think they are ‘the union’ for the 21st century. I discuss what some of the benefits of an enterprise association would be for the employees, and the employer. Make sure you head on over to Industrial Relations Today and join the mailing list to be one of the … Read more
Your business has grown and employed a number of additional staff members. With this growth comes the additional challenges of deciding which tasks/duties to outsource, and which ones to handle in house.
One of the most common for small business to outsource or ignore altogether is industrial relations.
Both in house and outsourced management of industrial relations have their benefits and drawbacks, though how do you decide which ones to handle yourself and which ones not to?
Even though I am of the belief that any competent manager should be able to adequately handle a majority of industrial relations challenges, there may come a time where outsourcing it, is the best option for the company.
Welcome to the first episode of the IR Simplified podcast. With future episodes, anything that is mentioned in the show will appear here as a show note. You can find this podcast on iTunes by clicking below.
Productivity and wages blowout.
These terms are two of the most common ones used as ‘proof’ that the Fair Work Act 2009 is a failure.
Those on the industry side of the fence are all too quick to point out that because productivity is the lowest that it has been in a decade, and wages growth is high, that the Fair Work Act has indeed failed.
Has the Fair Work Act actually failed, or are they just scaremongering to increase public awareness of their brand/increase membership?
If the Fair Work Act has indeed failed, how much of this failure is the fault of industry?
I think they have short memories when it comes to the wages that they offered at the start of the mining boom. Bribing potential employees with the high wages to prevent a skills gap when mining took off.
Hardly a day goes by where there isn’t some sort of commentary about how bad unions are, and why they are the worst thing to hit Australian businesses since the removal of slave labour.
Fortunately for the lazy, arrogant and incompetent managers, they are the best friend that they can have. Here are some of the top reasons why we should open our arms up to the union movement.
Have you just negotiated an enterprise agreement that didn’t go as well as you thought it would, or with the exorbitant wage increases is going to cost the company more money than originally budgeted for?
Before the C Level managers or board ask you the question about how it happened, make sure that you point the finger at the union official who sat at the negotiating table and told you what you had to put in to your agreement.[GARD]
Are you sick of talking to your staff about changes or think that all they do is come to you all the time to whinge and whine about the smallest thing? Do you really want to tell them all to harden up, though know you can’t because it would be in breach of your company’s touchy feely Code of Conduct?
Solution.
Close the door and ignore all of them. They will eventually get the idea that you don’t care about their kindergarten sob stories and take the matter straight to the union official the next time they come by. Or, if things are really that bad, they may get the union official to make a special visit just to talk to you.
You will be able to breathe a huge sigh of relief that instead of having to talk to 10, 20, or even 100 staff members you will soon be dealing with one union official. Remember, as soon as you start talking to a union official about something, it gives you someone to blame for whatever happens next.
What do you think the most dangerous clause in an Enterprise Agreement is?
A ‘restrictive’ clause on wage increases?
Nope.
A clause on productivity improvements, if it makes it into the agreement?
Nope. Not even close.
How about the clause classifying the positions?
Once again, no.
All of these are fairly innocuous when compared to what has to be the most dangerous clause ever to find its way into an enterprise agreement.
“The Charter of Union Workplace Delegate Rights”
This clause is hardly as benign as most would lead you to believe and looks something like this.
Every industry and field has their fair share of myths and misconceptions, and industrial relations is no different . Some have a resemblance of truth, whilst others are propagated by those within to improve their perceived value to a prospective client.
In no particular order, here are seven of the most common myths surrounding industrial relations
Myth #1
You need to have a degree in Law or Human Resources to understand Industrial Relations
Whilst it may be beneficial to have studied a HR degree if you are working as a generalist that dabbles in IR. If Industrial Relations is going to be your focus, or you are wanting to understand it better for your own business, then a degree isn’t needed.
With the average HR or Law degree doing only a module/unit on Industrial Relations, you would be better off looking at the Fair Work Commission or Fair Work Ombudsman’s website for the answer to any questions that you may have.
