Industrial Relations Reform: Social and

Economic Dimensions

Industrial Relations Reform: Social and

Economic Dimensions

Barbara PocockBrotherhood of St Lawrence Conference, Tuesday 11th October 2005 University of

Melbourne

Barbara PocockBrotherhood of St Lawrence Conference, Tuesday 11th October 2005 University of

Melbourne

The Howard Industrial Plan:

A 20 year old vision, unfit for a 21st Century working family:

Anti-family and unfair

The Howard Industrial Plan:

A 20 year old vision, unfit for a 21st Century working family:

Anti-family and unfair

The measures: a weaker safety net

The measures: a weaker safety net

minimum pay rate and classifications4 weeks Annual leave 10 days Personal/carer’s leave 12 months Parental leave 38 ordinary hours, annual average

AWAs override agreements and awards

The Case of Billy/Bettina

minimum pay rate and classifications4 weeks Annual leave 10 days Personal/carer’s leave 12 months Parental leave 38 ordinary hours, annual average

AWAs override agreements and awards

The Case of Billy/Bettina

The measures: Tilts bargaining

The measures: Tilts bargaining

‘Fair pay Commission’ weak unfair dismissal protections More anti-collective than US law AIRC neutered

‘Fair pay Commission’ weak unfair dismissal protections More anti-collective than US law AIRC neutered

AIRC and work/familyAIRC and work/family Maternity leave (1979) Adoption leave (1984) Parental leave (1990) Carers’ leave (1994/95) Right to refuse unreasonable overtime (2001) Right to request part-time employment (2005)

All opposed by coalition and employersHow will any new advances be made?

Maternity leave (1979) Adoption leave (1984) Parental leave (1990) Carers’ leave (1994/95) Right to refuse unreasonable overtime (2001) Right to request part-time employment (2005)

All opposed by coalition and employersHow will any new advances be made?

Overall Impact…Overall Impact… Low paid workers will be lower paid

$44 lower if government had had its way since 1996 AWAs on ‘take it or leave it’ basis for new employees or on promotion etc

Collective agreements and awards irrelevant over time

Union access to workers more limited and difficult

(eg 24 hours written notice and reason, only once every 6 months for recruitment, no entry if covered by AWAs, individual worker who seeks help from union will be identified to boss, no chance to check non-members paid correctly, complex ballots for industrial action)

Low paid workers will be lower paid $44 lower if government had had its way since 1996

AWAs on ‘take it or leave it’ basis for new employees or on promotion etc

Collective agreements and awards irrelevant over time

Union access to workers more limited and difficult

(eg 24 hours written notice and reason, only once every 6 months for recruitment, no entry if covered by AWAs, individual worker who seeks help from union will be identified to boss, no chance to check non-members paid correctly, complex ballots for industrial action)

Impact…Impact… Widening wages dispersion Same workers, different rates Tougher for the weaker

young people people returning to work casuals working carers immigrants

Profit not productivity Even good bosses are forced to compete on

cut price wages and conditions

Widening wages dispersion Same workers, different rates Tougher for the weaker

young people people returning to work casuals working carers immigrants

Profit not productivity Even good bosses are forced to compete on

cut price wages and conditions

Impact on workers and families?

Impact on workers and families?

Shift to AWAs, and stripped back awards will increase:

hours of work unsocial working timewage inequality the working poor

Shift to AWAs, and stripped back awards will increase:

hours of work unsocial working timewage inequality the working poor

The evidence: AWAs and pay

The evidence: AWAs and pay

Pay levels and pay rises are lower for workers on AWAs (Peetz 2005)

Even though workers on AWAs, work longer hours

And have less access to penalty rates for unsocial hours and overtime

AWAs much more likely to reduce or abolish pay for working overtime, nights or weekends

Pay levels and pay rises are lower for workers on AWAs (Peetz 2005)

Even though workers on AWAs, work longer hours

And have less access to penalty rates for unsocial hours and overtime

AWAs much more likely to reduce or abolish pay for working overtime, nights or weekends

AWAs and payAWAs and pay

women on AWAs paid 11% less than women on collective agreements in May 2004

Casuals on AWAs lower by 15%, Permanent part-timers by 25%. These are all groups with

disproportionate responsibilities for families

women on AWAs paid 11% less than women on collective agreements in May 2004

Casuals on AWAs lower by 15%, Permanent part-timers by 25%. These are all groups with

disproportionate responsibilities for families

AWAs: less family friendlyAWAs: less family friendly In 2001 12% of all AWAs had any

work/family measures 2004 DEWR report:

only 8% of AWAs had paid maternity leave (10% collective agreements)

5% had paid paternity leave (7%) 4% unpaid purchased leave

Those who need it most, get it least: 14% more men than women on AWAs had

any family leave in their AWA

In 2001 12% of all AWAs had any work/family measures

2004 DEWR report: only 8% of AWAs had paid maternity leave

(10% collective agreements) 5% had paid paternity leave (7%) 4% unpaid purchased leave

Those who need it most, get it least: 14% more men than women on AWAs had

any family leave in their AWA

Time: A critical work and family issue

Time: A critical work and family issue

QuickTime™ and aTIFF (Uncompressed) decompressor

are needed to see this picture.

AWAs will see more control of time by

employers

AWAs will see more control of time by

employers 54% of AWAs do not provide penalty

rates 41% don’t provide annual leave

loading 41% don’t provide allowances 34% don’t provide paid annual leave 28% don’t provide paid sick leave 25% don’t pay extra for overtime

54% of AWAs do not provide penalty rates

41% don’t provide annual leave loading

41% don’t provide allowances 34% don’t provide paid annual leave 28% don’t provide paid sick leave 25% don’t pay extra for overtime

Unsocial time and familiesUnsocial time and families 64% of Australian employees already work

either sometimes or regularly outside standard times

‘Consistent body of international evidence’ finds that unsocial work time affects social and family time (Strazdins et al, 2004)

Evening and night work is especially stressful for parents, increasing depression, affecting sleep and reducing parental responsiveness to children

Positive associations between shift work and marital discord and divorce

64% of Australian employees already work either sometimes or regularly outside standard times

‘Consistent body of international evidence’ finds that unsocial work time affects social and family time (Strazdins et al, 2004)

Evening and night work is especially stressful for parents, increasing depression, affecting sleep and reducing parental responsiveness to children

Positive associations between shift work and marital discord and divorce

Night work and familyNight work and family

Night work combined with parenting is most harmful for marital stability (Presser 2000; US study)

Night working parents have two to six times the risk of divorce compared to those working standard daytime hours

Transmission effects to children

Night work combined with parenting is most harmful for marital stability (Presser 2000; US study)

Night working parents have two to six times the risk of divorce compared to those working standard daytime hours

Transmission effects to children

Unsocial hours and careUnsocial hours and care

All kinds of unsocial routines (weekend, afternoon, evening and night) can disrupt families and reduce parent-child time

Such parents spend less time reading, playing and helping children and are less satisfied with the time available with children

Many parents compensate by taking less time for themselves

All kinds of unsocial routines (weekend, afternoon, evening and night) can disrupt families and reduce parent-child time

Such parents spend less time reading, playing and helping children and are less satisfied with the time available with children

Many parents compensate by taking less time for themselves

New research: effects on children

New research: effects on children

Recent analysis of Canadian data by Strazdins et al (2004) shows that children of parents who work non-standard hours are more likely to have emotional or behavioural difficulties

Independent of socio-economic status and childcare use

Other kinds of disadvantage can compound this effect

Recent analysis of Canadian data by Strazdins et al (2004) shows that children of parents who work non-standard hours are more likely to have emotional or behavioural difficulties

Independent of socio-economic status and childcare use

Other kinds of disadvantage can compound this effect

Long hours of workLong hours of work

International research about health & long hours (Spurgeon, 2003) Increases risk of mental health

problems Increases risk of cardiovascular

disease Adverse effects on family

relationships

International research about health & long hours (Spurgeon, 2003) Increases risk of mental health

problems Increases risk of cardiovascular

disease Adverse effects on family

relationships

InequalityInequality Inequality amongst wage earners has

increased in recent years A growing body of international

research suggesting that inequality is bad for societies and families (Wilkinson 2005)

More unequal societies: violence, poorer community relations and worse health.

Inequality amongst wage earners has increased in recent years

A growing body of international research suggesting that inequality is bad for societies and families (Wilkinson 2005)

More unequal societies: violence, poorer community relations and worse health.

A family unfriendly, unfair agenda

A family unfriendly, unfair agenda

With very negative consequences for the low paid,young and disadvantaged

Will create more pressures in many families for children and other dependents for relationships

Long lived social consequences for inequality and unfairness

With very negative consequences for the low paid,young and disadvantaged

Will create more pressures in many families for children and other dependents for relationships

Long lived social consequences for inequality and unfairness