Abbott’s IR policy receives guarded approval
Last week opposition leader Tony Abbott released its industrial relations policy and it has received guarded approval from tourism peak bodies.
Which is strange as Mr Abbott signalled no changes to unfair dismissal laws or measures to set penalty rates in the first term of a Coalition government. He stressed the opposition would focus on measures to “improve” the current Fair Work Act.
“We want to protect workers’ pay and conditions; we also want to maximise their opportunities to get good jobs,” Mr Abbott said.
Mr Abbott is also planning to establish a Productivity Commission Review into the current act.
The Coalition’s policy document states the Opposition would not reintroduce Australian Workplace Agreements.
The Australian Chamber of Commerce and Industry says it will not produce the immediate boost of confidence small business and the labour market needs.
“There is not a lot to be excited about,” ACCI chief executive Peter Anderson said. “There’s no indication that Australia’s small business community would be left with anything other than the one-size-fits-all rules and the collective bargaining approaches that underpin the current laws.”
The Coalition’s industrial relations policy is a positive start that lays the foundation for meaningful change, however further reform is required if it wins this year’s federal election, according to the Accommodation Association of Australia.
“The Coalition has unveiled an industrial relations platform which promotes fair, productive and efficient workplaces that will lead to higher living standards, better pay and more jobs for Australians,” said the association’s CEO, Richard Munro. “For those accommodation businesses that do have enterprise agreements in place or are contemplating entering into one, the changes to the enterprise bargaining process will be welcome.
“As are the commitments to assist small businesses. However, the labour-intensive nature of the accommodation industry means without further reform to the Fair Work Act after the federal election, businesses in our sector will continue to be held back.
“The accommodation industry also looks forward to the independent review to be conducted by the Productivity Commission, which has been promised, where it is our intention to highlight that the number one issue with current legislation for our industry is unfair dismissal. Arbitration has been virtually compelling employers to reach financial settlements with employees, despite some claims being trivial and unfair.
The AHA(WA) has welcomed the launch of the federal Coalition’s workplace relations policy as a measured and stable transition from the current radical and unworkable industrial framework.
Bradley Woods, chief executive of the AHA(WA) said “the federal Coalition’s commitment to bury WorkChoices and instead improve the Fair Work Act, is a fair approach to delivering balance for employers, employees and even unions.
In particular, we recognise the following:
“The Coalition’s commitment to protect small business from unfair prosecutions by the Fair Work Ombudsman over non-intentional clerical errors is applauded.
“The proposed improvements to Labor’s individual flexibility agreements in enterprise bargaining agreements will offer workers and employers more options to seek and deliver protected flexible working conditions.
“Allowing parties to reach agreement on innovative work conditions to suit personal situations and business’ conditions is a win-win for employers and employees. Standard award conditions are preserved for those who choose this, whilst those seeking more flexible options will be protected by Labor’s existing Better Off Overall Test.
“The requirement to implement a productivity test within agreement making processes is an important step towards ensuring improved and more balanced employment conditions,” said Mr Woods.
AccomNews is not affiliated with any government agency, body or political party. We are an independently owned, family-operated magazine.
