Download Employment Relationships: New Zealand Employment Relations by Erling Rasmussen PDF

By Erling Rasmussen

This overview of the recent Zealand Employment relatives Act 2000 assesses the constructing tendencies and significant alterations within the employment kinfolk state of affairs in New Zealand because the act was once handed. views from employers, union participants, academicians, and govt employees handle how the hot legislations is operating and what amendments are required for higher efficacy. Discussions of "good religion bargaining," alterations to union buildings, and new commercial matters demonstrate the results of the act because it used to be instituted 3 years in the past.

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Extra resources for Employment Relationships: New Zealand Employment Relations Reform

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There has been limited reporting of the action and behaviour of individual unions and employers, except when there has been a breakdown of negotiations. The expected disagreements over the interpretation of the good faith obligation have not materialised. The media has created the impression of ‘business as usual’. Nevertheless, there is clearly more emphasis on collective bargaining, collective ‘actors’ (government, unions and employers organisations), and whether this is leading to ‘productive employment relationships’.

The wage movements were fairly modest, and there were several news stories of how earnings had difficulty in keeping up with the inflation rate. This prompted the Bank of New Zealand’s Chief Economist, Tony the employment relations act through the eyes of the media 27 Alexander, to suggest in the Independent that there ‘is something amiss. The market is either not as tight, as reported by employers, or it isn’t functioning properly’ (Independent 7 May 2003). Apart from large settlements in the health and education sectors, there were few signs that the legislative support of collective bargaining had a pervasive influence: wage rises associated with collective agreements appeared to be fairly similar to general trends, which were influenced by the majority of wage earners who were on individual agreements.

The staffing ‘crisis’ in the health sector clearly influenced negotiation processes and bargaining outcomes. Besides the rise in multi-employer collective bargaining (as noted above), there were obvious pressures on health sector employers. Several groups of nurses were involved in strike action (NZJIR 26(3): 141), and so were radiation therapists, hospital security guards and psychiatric nurses (NZJIR 28(1): 109). The strikes coincided with news the employment relations act through the eyes of the media 33 of large pay settlements for a number of specialist hospital staff.

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