We even have a hotline where you can ring up with a “tip”. If you see an employer acting suspiciously, you should ring up. Our way of life may depend on it. Maybe if the employer is wearing an unusual head covering, a phone call in the national interest is all the
more important.
The usual suspects from the “dispute industry” have had their say. Life will apparently never be the same because union officials can come to a place of business on a minimum of 24 hours notice (and maximum of 14 days notice) and address the staff (or more exactly, those who want to be addressed), in an assigned room, at lunch time. Nothing may be done to either encourage or discourage staff from attending during said lunch time.

For most workplaces, though, this “change” is completely irrelevant. For many years, the reality has been that the only workplaces that actually have “industrial relations” (either good or bad) with unions, are those where the employer positively chooses to have them. The Opposition tell us that the new legislation will cost thousands of jobs. The Government tell us that many wrongs have now been righted. Let’s look at some facts, and spot the differences.

We even have a hotline where you can ring up with a “tip”. If you see an employer acting suspiciously, you should ring up. Our way of life may depend on it. Maybe if the employer is wearing an unusual head covering, a phone call in the national interest is all the
more important.

McArdle Legal www.mcardlelegal.com.au

The usual suspects from the “dispute industry” have had their say. Life will apparently never be the same because union officials can come to a place of business on a minimum of 24 hours notice (and maximum of 14 days notice) and address the staff (or more exactly, those who want to be addressed), in an assigned room, at lunch time. Nothing may be done to either encourage or discourage staff from attending during said lunch time. For most workplaces, though, this “change” is completely irrelevant. For many years, the reality has been that the only workplaces that actually have “industrial relations” (either good or bad) with unions, are those where the employer positively chooses to have them.

The Opposition tell us that the new legislation will cost thousands of jobs. The Government tell us that many wrongs have now been righted. Let’s look at some facts, and spot the differences. So, the new Act continues the “post-Workchoices” system introduced (albeit in response to opinion polls ) by John Howard.

Collective agreements are still going to be largely non-union. AWAs have gone, but personal “flexibility agreements” have replaced them. Really, not much has changed.