Better employment laws shall serve to provide legitimate guidelines for the allowance of a healthy working atmosphere for both employer and worker. Other major economic competitors have incorporated these inclusions into their prevailing national laws to adapt with the current flexible trends in the employment system. Legislators and capitalists are enjoined to work hand in hand to promote a better future for its workforce thereby allowing a broader expansion of Australia's economic goals.
In 2005, the Howard Government and the Australian Parliament launched the Workplace Relations Amendment Bill 2005 "Workchoices" guide that announced series of amendments to the Australian Labor Law. Effective last March 2006, the Workplace Relations Act 1996 took effect despite heavy protests from the labor sector and equally heavy expenditures. The Australian Labor Party and the Australian Council of Trade unions had originally described the amendment as "sugar-coating a poison pill" and a "representation of the old package". The Howard Government countered that reforms were necessary as step in the deregulation of the Australian economy. Andrews reasoned that the 1.7 million extra jobs created in Australia and the 14% increases in real wages were part of the reason "part of the reason for that is because of the reforms that we made in 1996".1 Accountably, the government claims that such reforms made a substantial impact on the present economic status and that 'Workchoices' "will have more choice and flexibility and this in turn will lead to a higher productivity".2
Laws and Provisions under Workchoices
The creation of several minimum workplace system conditions in Australia has been equated by the government and the business sector in the effort to maintain the economic stability. Under the new unfair dismissal practices, companies with fewer than 100 employees are exempted from unfair dismissal. At the same time employees of larger corporations will not be protected if they are dismissed for 'operational reasons' that previously allowed them to claim compensation or reinstatement. This was done to alleviate the stifling penalties imposed by the Labor government of 1993 that according to the Howard government has slowed business growth and lesser jobs. If however the reasons do not fall under 'operational requirements'; claims under unfair dismissal practices will have some solid ground and as an alternative, the government "has offered pay $4000 to employees who were unlawfully dismissed to aid in the legal costs".3 For areas where unfair contract legislation allows dismissed employees to seek compensation upon contract termination, 'Workchoices' has specifically excluded them from such legislation. This further explains that an employee under this area will no longer be allowed to seek remedy under this act.
The grounds cited where an employee may claim for unlawful dismissal would include racial discrimination, family commitments and retaliations. The sovereign right to work in a job of choice that an employee has been trained and academically prepared will always remain under equal opportunity. Equal rights for
In an ongoing journey towards economic stability and prosperity, social awareness opens the consciousness that people need to interact with others in order to grow. The dream is only imaginary if one refuses to acknowledge recognition of the equal opportunity of the most important people who partake in the economic struggle with their own bare hands; the employees…
The regulations are applied to workers sourced to firms from temporary work agencies and the regulations give the agency workers various additional rights. These changes provide a fundamental shift in the Employment Law in the United Kingdom. Specifically, the provisions for handling temporary workers have been changed and other considerations previously not in law have now been codified.
She gives an example of a where most employers require that the job applicant already has to be working. This means that it is difficult for people who are currently unemployed, or those who have never worked before to gain employment. It seems that there is a lot of bias that exists among the people who are unemployed (Rampell, 2011.
Section 1 part 2 of the same act denotes that the statement must be in written form, and an employer can give such kind of a statement in installments. When he does this, he should not take more than two months to dispense all the particulars of the contract to the employee (Cicero and Zetzel, 1999).
Organized labor in the United States has fallen rather dramatically over the course of the past 25 years, especially in the United States because of outsourcing and the like. Even so, it remains to this very day quite a substantial financial and diplomatic foundation in the country.
The author proposes five areas of action to meet this objective: upgrading minimum standards for animal welfare; promoting research and alternative approaches to animal testing; introducing standardized animal welfare indicators; better informing animal handlers and the general public on animal welfare issues; and supporting international initiatives for the protection of animals.
The author states that the complexity and ambiguity surrounding the definition of atypical workers has led to confusion regarding a clear definition. Those who consider themselves employees, and therefore have access to employment rights, may turn out not to be. Individuals may have expansive employment rights by law without realising it.
There are basically two aspects regarding employment status, firstly, paid covenanted employees and secondly, agency sponsored workers; therefore the essence would lie in the characteristics of the terms and
velopment of different working structures to accommodate the modern business environment has rendered the complex area of employment law a legal minefield. The significant variances in contemporary working relationship structures have compounded the need for legal certainty
In the UK, the employees are entitled to receive the minimum charter of the employment rights2. The National Minimum Wage Act 1998 in the UK states that an employee that attains an age of 21 years is entitled to receive a minimum wage of
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