This would change the relationship between employers and employees once more. Where, a number of new regulations were implemented to include: the formation of federal system of regulations, the creation of the Australian Fair Pay Commission (to set minimum wage standards), increasing the life of various labor contracts from a maximum of three to five years, the creation of five minimum workplace conditions, exemptions for companies with less than 101 employees from unfair dismissal laws and increased restrictions on what union activities were allowed in workplace. ("Work Choices Legislation," 2006) This is important, because it highlights a shift that is taking place, in the labor relationship between employers and employees. As far as occupational health and safety is concerned, this would change how employees would be defined in a controlled labor relationship. Where, the employer would have greater flexibility in how they would classify everyone. As far as health and safety is concerned, this is huge advantage that many businesses would have, as they could systematically avoid the various legal precedents and their roles / responsibilities for different safety related issues.
In 2009, after the Howard government was defeated by Labor, they began to reverse the changes that took place. This is because of the concerns that both regulations went too far, in giving employers an unfair advantage over employees from: the Workplace Relations Act of 1996 and Work Choices. Where, individuals were slowly loosing the various protections that they were awarded, under various case law precedents.
This would lead to the passage of the Fair Works Act of 2009.This would was based off of the various changes that were imposed from: the Workplace Relations Act of 1996 and Work Choices. What happened was these two laws, would change the way various businesses and employers would interact with one another. Given the fact that federal standards applied throughout the commonwealth, meant that a similar law must be enacted that will follow the same basic model, but will provide increased amounts of protections for employees. To achieve this objective, the act calls for the establishment of Fair Works Australia. This office would work in conjunction with, the Office of Fair Work Ombudsman, where the two agencies would regulate the national system of workplace regulations (by replacing seven different departments throughout the government). As a result, Fairs Work Australia has taken on a number of different responsibilities to include: determining awards, the power to regulate minimum wages / good faith bargaining / industrial action, deciding unfair claims and approving agreements. This is in response to the different provisions of the act that are seeking to address, the unfair advantages that many employers had under: the Workplace Relations Act of 1996 and Work Choices. As the new law, would establish ten different national employment standards to include: maximum weekly working hours, annual leave, parental leave / entitlements, the right to request flexible working arrangements, public holidays, long service leaves, community service leaves, personal / compassionate leaves, notice of termination / redundancy pay and providing employees with a Fair Work Information Sheet (this details the rights / entitlements of employees along with telling them how to seek out the proper advice). At the same time, the various rules for collective bargaining were streamlined, as both businesses and employees could negotiate in good faith efforts, without having to utilize formal channels ("Fair Work Act 2009," 2010). This is significant, because it shows how the overall nature of work relations has changed, because of globalization. Where, the existing work rules and the lack of federal standards would cause Australia, to face a number of different challenges in remaining competitive. This would lead to the passage of the Workplace Relations Act of 1996 and Work Choices. Where, both would give more of an advantage to employers over employees. As far as health and safety is concerned, this would allow employers to be able to circumvent the various case law precedents and previous regulations. The problem was that many of the different protections for employees were being slowly taken away. To mitigate these effects, the Fair Works Act of 2009 would seek to address these imbalances, by working within the federal framework, while improving the overall amounts of protections that employees would have. As it outlines, ten different areas that would increase, the number safeguards for employees.
What this shows, is a shift that occurred in the way various employer and employee relations are...
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Combined with the human development index these studies showed that using parameters that affect the standards like education, longevity, and standard of living it is possible to predict the environmental health factors, and find the actual health indicators. (Corvalan; Briggs; Zielhuis, 2000, p. 159) The first problem is the distinguishing between health promotion and health education. Work place health actions tend to be concerned about disease prevention. So far it
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