A/ ASSESSMENT RECAP

-     The assessment tasks require students to write individual reports and portfolios focusing on employment relations.

-     The tasks involve demonstrating an understanding of enterprise bargaining, the employment relations system, and the roles of trade unions, as well as analyzing regulatory considerations.

-     Both assessments allow the use of AI tools for assistance but require proper citations, and they prohibit the use of paraphrasing tools like Quilbot.

-     The reports need to be clearly structured, well-referenced, and written in professional language suitable for non-specialist senior managers, emphasizing academic integrity and proper referencing throughout.

B/ DEFINITION

1.   Enterprise Agreement (EA): A legal document that outlines the terms and conditions of employment between an employer and a group of employees. EAs are negotiated in a process called enterprise bargaining between employers, employees, and their bargaining representatives, typically unions.

2.   Enterprise Bargaining: The process by which employers, employees, and their representatives negotiate at the enterprise level to create an Enterprise Agreement. This process involves discussing wages, working conditions, and other employment terms.

3.   Trade Union: An organization formed to protect and advance the rights of workers. Unions engage in collective bargaining for better terms and conditions of employment and may also provide legal representation, financial advice, and support to their members.

4.   Employment Relations (ER): Refers to the totality of relationships between employers and employees. ER encompasses the negotiation, administration, and interpretation of work contracts between employers and their workforce, and the laws affecting such relationships.

5.   Regulatory Considerations: These are the legal frameworks and guidelines that shape how employment relations are conducted within a jurisdiction, including laws related to labor, employment standards, and workplace safety.

6.   Collective Bargaining: A process where trade unions negotiate with employers on behalf of employees to establish collective agreements that regulate salaries, working conditions, benefits, and other aspects of workers' compensation and rights.

7.   Fair Work Commission: The national workplace relations tribunal in Australia that is responsible for maintaining a safety net of minimum wages and employment conditions, as well as a range of other workplace functions and regulations.

8.   Awards: Legally binding regulations that outline the minimum terms and conditions of employment for sectors or occupations. Awards are established by the Fair Work Commission in Australia.

9.   Non-Union Representation: Refers to employment relations mechanisms where employees are represented in negotiations with employers by entities or individuals other than trade unions, such as employee associations or workplace representatives.

10. Industrial Action: Activity undertaken by workers to express dissatisfaction with management policies and includes strikes, work-to-rule, and go-slow tactics. Industrial action is often used as a bargaining tool during negotiations.

11.   Unfair Dismissal: Occurs when an employee's termination from their job is deemed unjust, harsh, or unreasonable. It is a key consideration in employment law and subject to review by labor tribunals or courts.

12.   Employee Voice: The ways in which employees can express their opinions and contribute to managerial decision-making within their workplace, which includes mechanisms like staff surveys, suggestion boxes, and participation in meetings.

13.   Workplace Health and Safety (WHS) / Occupational Health and Safety (OHS): Refers to policies and procedures in place to ensure the health, safety, and welfare of all employees in the workplace.

14.   Employee Involvement: The process of engaging employees in decision-making at various levels of the organization to increase their commitment and productivity.

15.    Minimum Standards: These are the basic legal rights guaranteed to employees, including minimum wage, overtime rates, leave entitlements, and other working conditions. These standards are typically enforced by national labor laws or regulations.

C/ DETAILED OUTLINE

1.  Introduction (200 words):

● Personal details: My name is [Your Name]. Having studied and worked in the field of [Your Major] for five years, I am now intent on applying for the position of [Desired Position] to further contribute to the company's future success. Additionally, I have recently completed an employment relations course and earned a degree in [Your Major] from RMIT University, both of which are highly relevant to this role. The portfolio below provides an overview of IKEA's operations based on my knowledge of employment relations, showcasing my practical skills and capabilities that are well-aligned with the job I am targeting.

● Philosophy and understanding of IKEA employment relation:

-     [Org commitment]:

+    IKEA: For IKEA, the company's employee relations practices emphasize comprehensive personal and professional development. This includes a dual performance management system that not only assesses performance but also focuses heavily on personal growth, with regular one-on-one meetings to discuss career aspirations and development plans. IKEA also fosters a leadership pipeline through targeted succession planning and mentoring, supporting both individual advancement and organizational needs. Their approach is characterized by an inclusive, family-friendly work environment that extends fair work-life policies across its global operations​ (HRM Asia)​.

+    Wayfair: Wayfair’s employee relations practices are driven by a philosophy of respect, inclusion, and continuous improvement, aligning with their core principles of innovation and customer focus. The company fosters an environment where great ideas and ambition thrive, supported by a commitment to diversity, equity, and inclusion (DEI). Wayfair emphasizes the importance of adaptability and personal growth, offering various learning opportunities and fostering a supportive culture through employee resource groups. These initiatives are part of Wayfair's broader effort to ensure all employees feel valued and empowered to contribute to the company's success​ (About Us)​​ (About Us)​​ (greatplacetowork)​.

-     [Employment relation concept] :

+    Employment relations, encompassing union-management relationships, negotiation processes, and the administration of collective agreements, have evolved significantly over recent years. The dynamic of employment relations has been influenced by the emergence of network bargaining and fissured employment relationships, highlighting the limitations of traditional models and pointing to new forms of worker-employer interactions and worker power (Anner, Fischer-Daly, & Maffie, 2020). Moreover, the role of collective bargaining in maintaining positive industrial relations climate, motivation, and employee retention has been documented, with findings suggesting that structured employee representation can mitigate industrial disputes and enhance organizational outcomes (Addison & Teixeira, 2018).

+    In Australia, the tensions between union strategies and legislative constraints highlight the shifting landscape of bargaining rights and union influence, illustrating the ongoing negotiation between employers and workers' representatives to ensure fairness and worker protection (Bray, Macneil, & Spiess, 2019). Likewise, the extension of collective rights to non-traditional employees underscores the changing norms in employment law to accommodate diverse work arrangements (Duraj, 2021).

+    Collective bargaining remains a pivotal strategy in labor-management relations, fostering industrial harmony and enhancing productivity through cooperative negotiation (Ugoani, 2019). Thus, maintaining an effective employment relationship is critical for organizational success, as it directly impacts employee commitment, trust, and loyalty, thereby influencing productivity and overall company performance.