bluuebunny/crossref_metadata_2025 huggingface dataset:
An offer they can't refuse: the imposition of final offer arbitration in the New Zealand state sector
Authors: Roper Karen
Published: April 2018

On 10 March 1988, three :months to the day after the introduction of the State Sector Bill, the Government announced a nun1ber of changes to the Bill, arnongst which was the following: A provision will be included in the law that will allow the negotiating parties to a particular document to agree to a compulsory arbitration arrange1nent in return for a "no-strike" commitment from the union. The type of arbitration available will be "final offer" arbitration where the Arbitration Commission must choose between the whole position put forward by one party or the other and cannot go "down the middle" (Goverrunent Press Statement, March 10, 1988). Final offer arbitration (FOA) is a new concept for the New Zealand industrial relations system. It was not canvassed in the Buff Paper. Its potential application in this country has certainly not been the subject of debate amongst industrial relations practitioners. This is typical of the way in which this Bill was processed from its introduction. It bodes ill for the future of such an alien elernent in state sector bargaining.
The state, wage-fixing and labour market reform: some international perspectives
Authors: Boston Jonathan
Published: April 2018

This article explores three main issues. First, it examines the changes which have occurred in the nature and scope of state intervention in pay fixing within the OECD during the past two decades. Second, it outlines the strategies which have been adopted recently by many western govern1nents to enhance wage flexibility and im.prove the operation of labour markets. Third, it critically assesses the merits of the Calmfors-Driffill thesis concerning the relationship between wage bargaining systems and macroeconomic performance. It is argued that there are good theoretical reasons as well as some strong empirical evidence to support the Calmfors-Driffill thesis, but that bargaining structures are only one of a multitude of factors which influence economic outcomes.
Labour market flexibility: wage relativities under the Labour Relations Act 1987
Authors: Grills Walter
Published: April 2018

The abolition of compulsory arbitration means that bargaining power will be essential to achieve superior settlements. Workers will be attracted to stronger unions and there will be ,a change in union structure. The dismantling of the welfare state will mean that workers will come to depend on union bargaining power for protection. The objects of unions and the subject matter of bargaining are no longer restricted, and the union can insist that the employer provide security which was formerly provided by the state. Restructuring the union movement as promoted by the Labour Relations Act will not in the long run lead to greater wage flexibility. Unions will remain occupationally based, and will be parties to occupationally based awards which do not accommodate the economic circumstances of individual industries or employers. There will be a smaller number of more powerful unions holding the national award structure together through bargaining power, rather than by the force of the Arbitration Commission's reasoning.
The Labour Relations Act and changes to the structure of bargaining
Authors: Wood Greg
Published: April 2018

This article discusses the impact of inflationary expectations and outcomes on the 1987-88 wage round, the first under the Labour Relations Act 1987. It argues that any trade-off between moderate wage settlements and the retention of the Mtional award system for at least another year has worked to the advantage of unions because of the sharp fall in inflation since September 1987. Since real wages have in general at least been mainlained under negotiations which basically took place within the national award system, the pressures for major structural changes to the bargaining system are correspondingly less than if real wages had, as expected, declined.
Does the sexual harassment procedure work?
Authors: Hicks Colleen
Published: April 2018

One must presume that the parties who placed this procedure in the Labour Relations Act had a specific goal in mind. If we look at the Government Green Paper Industrial relations, a framework for review, volume 2, page 173, - one of the options with regard to this topic - the one ultimately legislated for is set out as: To extend the definition of personal grievance to specifically include discrimination in the work place or alternatively to create a separate grievance procedure to deal with such matters. This option would be attractive in offering all workers covered by awards and agreements an easily accessible, flexible and relatively quick mechanism for resolving such matters close to their point of origin.
Learning to live with the law? The legislative attack on British trade unions since 1979
Authors: Dickens Linda
Published: April 2018

This article takes as its focus the labour legislation of the Conservative governments in Britain under Mrs. Thatcher since 1979. It locates the legislation in its broader context and examines three main prongs of what is seen as a legislative attack on the trade unions: the move away from collective industrial relations; the restricted terrain for lawful industrial action; and legal intervention in internal union affairs. The immediate impact, use of and response to this legislation is discussed and a broader question raised concerning whether, as well as having to adjust to the new legal framework, British trade unions are reappraising their attitude to the role of law in industrial relations more generally.
Bargaining structure and bargaining scope in New Zealand: the climate of employer opinion
Authors: McAndrew Ian
Published: April 2018

The Labour Relations Act 1987 removed legal restrictions on the subject matter of bargaining. This article reports the results of a survey of employer opinion on current union involvement in plant decision making and on future bargaining scope. Little current union involvement is reported in either operational decisions or more basic management strategy decisions. Some limited employer support is found for the notion that bargaining scope should expand with decentralization of the bargaining structure.
Occupational safety and health: the union perspective
Authors: Wilson Ross
Published: April 2018

The basic principle I wish to emphasise today is that, in the absence of any reasonable, effective alternative mechanisms capable of shifting the costs of accidents onto employers, or of compelling them to implement adequate safety precautions, there exists a key role for the Government and the law to play in preventing occupational injury and disease.
I shall examine the basic principles underlying the approach ACOSH has taken to reform, and the strong case which exists for Government intervention to protect workers from death and injury. I shall also examine some alternative strategies for control in this area and finish by briefly outlining what a new Work Environment Act should contain as the basis for a more effective tripartite approach to the prevention of death, injury and disease caused by hazards in the work environment.
How does New Zealand compare now? International comparisons of disaggregated unemployment data
Authors: Brosnan Peter , Wilson Moira
Published: April 2018

This article updates Hicks and Brosnan's 1982 study which compared disaggregated unemployment data for Australia, Norway, the UK and the USA with similar data from New Zealand. It is found that women, youth and non-white workers bear a disproportionate share of the unemployment burden and the unemployment burden is distributed more inequitably in New Zealand than in any of the other 4 countries.
Changing patterns of working time arrangements in registered collective agreements in New Zealand
Authors: Harbridge Raymond , Dreaver Michael
Published: April 2018

Internal numerical flexibility (working hours, overtime and shift arrangements) is an important measure of the overall flexibility of the labour market. New Zealand's industrial legislation on working time arrangements is permissive and allows the parties to collective bargaining considerable freedom. However, awards and agreements have generally limited the 40 hour week to certain clock hours worked between Monday to Friday. Overtime and shift arrangements provide for work outside these clock hours. The research reported in this paper examines changes to working time arrangements in registered collective settlements in the 1987/88 wage round. Over 30 percent of registered settlements contained a change to their working time arrangements with agreements being significantly more likely than awards to contain such a change. At least one more flexible working time arrangement was introduced in over 80 percent of those settlements.
Southern employers on enterprise bargaining
Authors: McAndrew Ian , Hursthouse Paul
Published: April 2018

With recently proposed amendments to the 1987 Labour Relations Act, the Government has moved another step towards embracing enterprise bargaining as a cornerstone of future New Zealand labour relations. This paper reports the opinions on enterprise bargaining of a sample of 92 employers in Otago and Southland. The employers are found to be equally divided in their preferences between enterprise bargaining and the award system. However, there is no evidence of widespread overt dissatisfaction with the functioning of the award system.
Voluntarism in occupational health and safety: the New Zealand response
Authors: Mullen Elizabeth A.
Published: April 2018

There has been considerable debate as to whether attempting to improve health and safety practices at work by legislation is more effective than voluntarism and the play of market forces. A survey was conducted in mid 1988 to ascertain the response of New Zealand enterprises to a Voluntary Code of Practice (1987) issued by the Advisory Council for Occupational Safety and Health. An attempt was also made to identify internal and external factors which might have influenced the decision to comply. It would appear that a voluntary approach has some part to play, but the absence of effective health and safety legislation in New Zealand may particularly disadvantage those working in small firms in high risk industries.
The Labour market, educational reform and economic growth
Authors: Lauder Hugh , Brown Phillip , Hughes David
Published: April 2018

This paper examines the relationship between educational reform, the labour market and economic growth. It argues that recent New Right driven reforms in education, coupled with labour market deregulation, will create a low skilled, low wage economy. It further argues that such an outcome is not inevitable and that it is possible to develop both an education systema nd labour market structure which can produce a high wage, high technology economy.
Flexibility in collective wage bargaining in New Zealand: facts and folklore
Authors: Harbridge Raymond
Published: April 2018

Prevailing folklore in New Zealand has it that wage bargaining outcomes are unduly inflexible. Implicit contract theory suggests that while wages may be sticky and somewhat rigid within a single wage round, stzckiness will diminish over time as wages become responsive to outside economic forces. This paper examines the hypothesis that the stickiness of wage settlements diminishes over time and develops 4 criteria for testing that hypothesis. Data for all settlements regiqtered with the Arbitration Commission since 1984 are used. Analysis of the data indicates that despite folklore to the contrary, a very important degree of wage flexibility exists.
"The fully employed high income society": a comment
Authors: Robinson John
Published: April 2018

An April 1990 Planning Council report The fully employed high income society, by Dennis Rose has received nationwide publicity due to its suggestion that full employment is possible by 1995. The suggestion that full employment is possible within 5 years is based on several model experiments. In this paper I examine the calculations on which these assertions are based, and conclude that they are not supported; indeed the modelling indicates the very opposite of what is claimed - full employment by 1995 is next to impossible following current policies.
Australian wages policy 1983-90
Authors: Plowman David H.
Published: April 2018

This article reviews Australian wages policy in the period 1983 to 1990. The period can be divided into 3 phases, each characterized by differing environmental and/or political circumstances impinging upon wages policy. The first phase, the period of the wages pause/freeze, ended with the National Wage Case of September 1983 when the Industrial Relations Commission reintroduced wage indexation. Full indexation was the hallmark of the second period, from September 1983 to March 1987. The deteriorating balance of payments situation led to the abandonment of indexation and the search for greater labour flexibility. The period since 1987 has been characterized by a wage regime which has attempted to impose a form of administered flexibility.
Occupational health and safety: a comment on Mullen
Authors: Farlow D. W.
Published: April 2018

The paper by Elizabeth A. Mullen (1990) contains a number of assumptions and assertions that cannot be allowed to pass unchallenged. In addition, the survey itself seems to be based on an inappropriate sample with the particular interpretation of results creating a potentially false impression. The debate concerning the Code of Practice for Health and Safety Representatives and Health and Safety Committees has often been plagued with confusion and misunderstanding and, regrettably, Mullen's paper continues these problems.
Symposium: People with disabilities in the labour market: editor’s introduction
Authors: Brosnan Peter
Published: April 2018

The New Zealand journal of industrial relations has been published from Victoria University of Wellington since 1980. This issue is the thirty-fourth, and last, to be produced by the team of Gordon Anderson, Peter Brosnan, David F. Smith and Pat Walsh, who have shared the editorial duties, for different periods, over the last 12 years. From 1992, the journal will be produced from the University of Otago
SYMPOSIUM: People with disabilities in the labour market: Introduction
Authors: Riseborough Alison
Published: April 2018

In order to understand the position of people with disabilities in the labour market it is first necessary to have some understanding about disability itself. This, however, is not a straight forward matter. The nature of disability is currently the subject of considerable debate in New Zealand and overseas (Johns, 1991). Traditional views which focus on an individual's medical condition, or see people with disabilities as victims of tragic circumstance in need of charitable aid, are being challenged by people with disabilities on a number of different grounds. New messages are being promoted about disability which attempt to re-define the position of people with disabilities in society.
Women with disabilities: some aspects of invisible lives
Authors: Wicks Wendi
Published: April 2018

This paper analyzes the issue of women with disabilities. The underpinning argument is that this oppression, and how it is experienced, must be seen in the light of both ableism and sexism, since neither alone provides a sufficient explanatory basis. The way this oppression is experienced in the area of work is illustrated in relation to employment, incomes, and housework. The related areas of legislative and social policy areas are also briefly considered. Implications and directions for policy formulation are explored.
Supported Employment: emerging issues and developments
Authors: Bennie Garth
Published: April 2018

Supported Employment is based on the idea that all people with disabilities have potential for immediate inclusion in real work settings with their non-disabled peers. This paper describes the context in which Supported Employment conceptualized articulates its defining characteristics and emmines the emerging issues with respect to its current status and future application in New Zealand.
Trade Unions and the State in Solomon Islands
Authors: Frazer Ian
Published: April 2018

Among small island states of the South Pacific, Solomon Islands has the third largest trade union movement after Papua New Guinea and Fiji. Unionism had an uncertain start in the early 1960s, then became more firmly established with the formation of the Solomon Islands General Workers Union in 1975. This union, which later became the Solomon Islands National Union of Workers, took a more militant and political approach to getting recognition for unionism and improving worldng conditions. This regularly put it into conflict with the state as well as employers. More recently it has been joined by two large public sector unions, just as militant in their wage negotiations and ready to confront the power of the state. The growth of unionism and the conflicts which have arisen out of this show the way in which emergent class formation is proceeding.
Remedies for Unjustifiable Dismissal under the Labour Relations Act 1987
Authors: Boon Bronwyn
Published: April 2018

This research note presents the results of a survey of remedies awarded in unjustifiable dismissal cases decisioned in the petiod 1987 to 1991 under the jurisdiction of the Labour
Relations Act 1987 (LRA). The results of the survey were found to suggest that while the procedure in principle offered the possibility of adequate recompense for an unjustifiable dismissal, in practical terms it generally failed to deliver adequate means for their recovery. This conclusion suppotted the somewhat critical position adopted by Anderson (1988) in his discussion of the perfmnaance of the Labour Court and the mmedies awarded for unjustifiable dismissals. The note will briefly present the remedies available under the LRA and the criticisms expressed by Anderson (1988) before presenting the survey results.
New Zealand's Collective Employment Contracts: Update November 1992
Authors: Harbridge Raymond
Published: April 2018

The Employment Contracts Act 1991 contains a very different thrust than that of New Zealand's earlier industrial relations legislation. That thrust is directed at the decollectivisation of the labour relations system, encouraging enterprise bargaining over multi-employer bargaining, and promoting individual rights as equal to those of any collective. A direct corollary of these policies is reflected in the decision to keep no public record of collective bargains. Confidentiality of settlement outcomes has become an important aspect of negotiations. While Government policy has determined that there will be no public record of collective bargains, it has decided that, for "analytical and research" purposes, employers who enter into collective employment contracts that cover 20 or more staff should forward copies of those contracts to the Secretary of Labour. No such obligation rests with unions or other employee organisations who enter into contracts. The absence of a comprehensive public record of collective bargaining has made it very difficult to ascertain the effects of the legislation, but then, that is something that can be used to advantage by those who support the Act.
Employment Relations- the New Direction under Labour
Authors: Clark Helen
Published: April 2018

Central to Labour's overall approach to economic management is the belief that New Zealand needs to organise itself better and work together if we are to realise the opportunities open to us as a nation. We need to rebuild after the painful economic restructuring of the past decade. We know that the present limited economic recovery cannot deliver either the jobs or the increased living standards New Zealanders need and want. On present policies, New Zealand wlll continue to trail the more dynamic economies as it has for years.
The Labour Party's Policy on Industrial Relations: A Critique
Authors: Boxall Peter
Published: April 2018

This article offers a personal review of the policy on industrial relations released by the New Zealand Labour Party in September 1992 and elucidated in the paper by Labour's spokesperson on industrial relations (Clark, 1993). The first section evolves criteria for assessing contemporary labour market policy in a discussion which reviews the relevant local and international background. The second section applies these criteria to make a general assessment of Labour's policy and to comment on certain specifics. The article closes with brief conclusions.
The New Zealand Workforce: 1950-2000
Authors: Rankin Keith
Published: April 2018

In this paper, the author presents an historical perspective on the New Zealand labour market, placing the present employment crisis into its post-war perspective. The structural recession which commenced in the mid-1980s has placed huge stresses on the working age population. Just as the 1930s depression had a long-term impact on female workforce participation, the present crisis can be expected to permanently modify labour supply trends. The analysis focuses on income effects, with particular reference to responses to expectations of and changes in household incomes.
Personal Grievance Mediation in the Employment Tribunal
Authors: Gardiner Ralph
Published: April 2018

This article presents some personal views I have concerning the mediation of personal grievances in the Employment Tribunal, but I suggest that what I have to say has equal relevance to mediation conducted by independent mediators in terms of alternative procedures contemplated by the Employment Contracts Act.
The Implications of the Privacy Act on Employment
Authors: Roth Paul
Published: April 2018

In relation to employment law, the Privacy Act, which came into force on I July 1993, can be usefully characterised as both a human rights statute and a freedom of information statute.
Before proceeding to discuss the Privacy Act under these two broad headings, it will be necessary to grasp the basic conceptual jargon of the Act. The currency of the Pnvacy Act is "personal information," which is defined in s.2 as "information about an identifiable individual." The term "information" itself is not defined, which appears to be deliberate, as to define a word is to limit it.
Herbert Roth (1917-1994)
Authors: Deeks John
Published: April 2018

Memorial to Herbert Roth
Ideology in Industrial Relations
Authors: Geare A. J.
Published: April 2018

The paper discusses the significant role the concept of ideology has in industrial relations theory and the problems created by the varied and deficient definitions of the concept. A definition is developed and justified which helps explain industrial relations behaviour.
The Incentive Effects of Tournaments: The PGA Australasian Tour 1991
Authors: Bairam Erkin I. , Howells John M.
Published: April 2018

This paper examines the relationship betlveen the structure of tournament incentives and individual performance. Although it follows recent research on Professional Golf Association tournaments in the United States and Europe, it concentrates on the PGA Australasian Tour in 1991 for which financial incentives on average are much less attractive than for tourna1nents in the northern hemisphere. The results strongly confirm that tournan1ents do have an incentive effect. The incentive effects that such tournament-type reward structures are clearly shown to have may be applicable not only to professional sport hut also to industrial wage structures. Tournament models can offer a different perspective on the extent to which pay influences performance at the firm level.
Industrial Relations Research in New Zealand: the State of a Discipline
Authors: Walsh Pat
Published: April 2018

Industrial relations in New Zealand is a vital and active discipline. It compares more than favourably with similar disciplines in research output - indeed I would suggest it out performs most comparable disciplines - and the last decade or so has been an exciting time to be researching industrial relations.
"Second Class Citizens"?: Researching the Position of General Staff Women in New Zealand Universities
Authors: Strachan Jane , Payne Monica , Duirs Lindsay
Published: April 2018

Historically, women in the workforce in New Zealand, like their counterparts in many other countries, have been disadvantaged vis-a-vis their male peers. They have been concentrated in relatively few (mostly low-pay) jobs, in lower rather than higher positions in occupations with promotional structures, and/or have been paid less than men for doing the same work. Even fairly recent studies of working conditions - in, for example, the banking industry (Neale, 1984), the Department of Social Welfare (Burns, Rutherford, Neale and Searancke, 1987), the Department of Scientific and Industrial Research (Warren, 1988), and the Ministry of Agriculture and Fisheries (Green, 1991) - document the persistence of these inequities. Women in certain minority groups (for example, Maori women, women with physical disabilities) have tended to be particularly disenfranchised in these respects (National Advisory Council on the Employment of Women, 1990).
The Health and Safety in Employment Act 1992 - An Overview
Authors: Kiely Peter , Langton Stephen
Published: April 2018

The Health and Safety in Employment Act 1992 (HSE Act or the Act) is a legislative initiative designed to address the problems posed by the previous statutory regimes. In essence this can be reduced to three objectives: a shift in financial responsibility from government to employers, a need for stricter enforcement, and a centralisation of the law.
Labour Market Deregulation: Perspectives from New Zealand and Abroad : An Introduction
Authors: Geare Alan , McAndrew Ian
Published: April 2018

It is now nearly four years since the enactment of New Zealand's Employment Contracts Act 1991. Since then this journal has had two symposia on industrial law. One, in August 1991, considered the implications of the Act and another, two years later, considered the changes proposed by the Labour Opposition. It was decided to have this third symposium for two main reasons. The first was to enable leading writers to reflect back on the changes wrought by the Act, rather than simply predicting consequences. The second reason was to help the Journal's readership put the Act into international perspective by considering significant changes in industrial law overseas. To meet these two objectives the Journal invited two papers from leading New Zealand authors and three from leading Australian and British authors
Radical Labour Law Reform and the Demise of the Victorian Industrial Relations System
Authors: Mitchell Richard , Naughton Richard
Published: April 2018

In October 1992 the newly elected Victorian state government (a coalition of the conservative Liberal-National Parties) under the leadership of Jeffrey Kennett introduced its legislative programme for deregulating the Victorian state industrial relations system. The most important in a series of enactments was the Employee Relations Act 1992 1 (the ERA) which sought to implement a revolutionary new system of industrial relations inspired by the ideas of the "New Right" as they have emerged in Australia, and elsewhere, over the past twenty years (Mitchell, 1993a). These ideas, founded upon a supposed "economic rationalism", advocate the regulation of labour markets by voluntary agreement between employers and employees to the total, or at least substantial, exclusion of unions and state intervention
Union Membership in New Zealand: An Assessment of Government Policy
Authors: Wilson Margaret
Published: April 2018

There are certain issues in the field of industrial relations in New Zealand that periodically rise to prominence. One such issue is the quesÂ­tion of union membership, which has been once again thrust into the limelight by a statement the Minister of Labour made earlier this year. The Minister announced that during 1976 legislation would be introduced to provide for a ballot amongst workers to determine whether union memÂ­bership in their particular trade, industry or occupation should be voluntary or compulsory. This announcement was in accordance with the National Party’s election policy statement on industrial relations, that stated:A National Government will change the law to give workers an effective means to decide whether their unions should be compulsory or voluntary.” Not surprisingly, the Minister’s announcement has provoked much comment and vigorous debate amongst persons concerned with industrial relations in New Zealand. It is the purpose of this short article to analyse briefly the various statutory provisions that have related to union memberÂ­ship, then to examine the Government’s proposed scheme for amending the existing statutory union membership provisions, and finally to suggest some implications of voluntary unionism upon the present industrial relaÂ­tions system in New Zealand.
Legislation on Redundancy?
Authors: Farmer J. A.
Published: April 2018

Members of the Industrial Relations Society will know that submissions were last year presented on its behalf to the Parliamentary Committee considering the Labour Government’s Severance and Re-employment Bill. Those submissions appeared to be well received and therefore the Hon. J. B. Gordon, the present Minister of Labour and a member of the Committee, had no hesitation in accepting an invitation to address the society on the question of redundancy. This he did in Auckland on 11 May of this year in a prepared address, subsequently answering questions and taking part in what was at times a spirited discussion from the floor.
The History and Development of Wage Fixing Legislation in the Private Sector
Authors: Williams Gordon
Published: April 2018

In New Zealand wage fixing was institutionalised at a very early stage in the economic development of the country. New Zealand wanted its workers and employers to be nurtured and controlled by legislation, and wages and conditions of employment and disputes concerning these matters determined within a compulsory system of industrial conciliation and arbitration. Under these procedures the Court of Arbitration in the early period of industrial relations in New Zealand played a very positive part in the determination of the level of wages in the contract of employment.
News and Views
Authors: Cornhill Jack , Holt B. H. , Jackson Syd , Brooks B. T.
Published: April 2018

News and views Canterbury and Otago, Wellington, Auckland, Sydney
Notes on Industrial Legislation
Authors: Wilson Margaret
Published: April 2018

Notes on the Equal Pay Amendment Bill, Industrial Relations Amendment Act 1976 and the Industrial Relations Amendment Bill (No. 3)
Labour Market Adjustment and Women in the Service Industry: A Survey
Authors: Harbridge Raymond , Street Maryan
Published: April 2018

The celebration in 1993 of a century of women's suffrage in New Zealand has brought even more sharply into focus the uneven impact of the Employment Contracts Act on the workforce. From the outset, debate about the effects of the Employrnent Contracts Act had focused for some on the likely impacts on women workers. This study is located firmly within the tradition of national and international literature front a range of disciplines including economics, industrial relations, sociology:- law and history, which describes a segmented labour market and labour process. One aspect of labour segmentation theory is gender segmentation, that is, the location of women and men in the labour market and their comparative situations. Much theoretical work and empirical research has been done to describe where women are located in the labour market, why they are located there, and that effects that location has upon them. Even within this field of study there is a wide range of subjects for analysis. For example, the subjects can range from the gender earning gap (Blau and Kahn, 1992) and occupational structures (Terrell. 1992) to the challenge of "flexibility" and the pool of labour women traditionally provide (Walby, 1989). Even the concept of skill itself has bad to be revisited by the gender segmentation theorists (Bervoets and Frielink, 1988). Much of the theoretical framework within which these scholars cited have written, along with numerous others, was codified in the 1970s and 1980s in response to Harry BravetJnan's classic mould-breaking \Vork Labor and Monopol)' Capital published in 1974. Writers such as Phillips and Taylor (1980), Cockbwn (1981, 1983, 1985) and Beechey (1982) remain some of the leading contributors to the discussion and ongoing analysis about women in the vvorkforce. As industrial relations regimes and bargaining structures have altered in the 1980s and on into the 1990s, the changes have been observed to impact differently upon different segments of the labour market
Respresentative Cricketers in New Zealand: Prospects for Collective Bargaining
Authors: Ballard Matt
Published: April 2018

The study examined by postal questionnaire and focus group interview techniques, the propensity to unionise/collectivise and to bargain collectively with team management amongst a group of semi-professional representative provincial cricketers. The paper reports on causal factors associated with the propensity of these sportspeople to deal collectively with team management and the factors in team management and team circumstances acting to block effective action by the players.
The Effects of Employee Conduct on Personal Grievance Remedies
Authors: Woodward Sean
Published: April 2018

Sections 40(2) and 41(3) of the Employment Contracts Act 1991 deal expressly with contributory conduct. These sections require that, in the context of a successful personal grievance, conduct of an employee which contributed to the situation giving rise to the grievance be taken into account by the Employment Tribunal or Court when determining the nature, and extent of the remedies to be awarded. En1ployee conduct in a broader sense is also relevant to the initial determination of renumeration and compensation awards.
"Factors Influencing the Formation of Union Attitudes"
Authors: Aryee Samuel , Wong Wing Keung
Published: April 2018

Underpinned by Fishbein and Ajzen's (1975) theory of reasoned action, this study examined some factors that influence the formation of the attitudinal constructs of affective union commitment, calculative union commitment and union satisfaction among a sample of unionised e1nployees (N=426) in Singapore. Data was obtained with the aid of structured questionnaires. IISREL 7 confirmatory factor analysis provided weak support for the distinctiveness of the three attitudinal constructs. Results of regression analysis revealed that the model explained different amounts of the variance in the attitudinal constructs. Furthermore, although union instrun1entality and union communication there related to all three attitudinal constructs, in general the independent variables where differentially related to the three constructs. For example, union socialisation was related to affective union commitment while procedural justice was related to affective union commitment and union satisfaction, and distributive justice sas related to union satisfaction and calculative union commitment. Limitations of the study, directions for future research and implications of the findings are discussed
The Employment Court: Structure and Directions
Authors: Goddard T.G
Published: April 2018

This paper by the Chief Judge of the Employment Court discusses a number of aspects of the Court's operation since its establishment by the Employment Contracts Act including the nature of the work of the Court and the nature of the legal issues with which it has had to deal
The Employment Tribunal - Four Years On
Authors: Dumbleton Alastair
Published: April 2018

This paper contains comment on a number of aspects of the Tribunal's operations and should be read as the personal observations of one member of the Tribunal, rather than the views of the Tribunal itself or any others of its members.
An Examination of the Factor Structure of Union Commitment in New Zealand
Authors: Iverson Roderick D. , Ballard Matt
Published: April 2018

This paper examines the stability of the dimensionality of union commitment as proposed by Gordon, Philpot, Burt, Thompson, and Spillers (1980) in the cultural context of New Zealand. The results based on a sample of 489 academic and ancillary (i.e. technical, library, general, and services) staff using the sophisticated technique of confirmatory factor analysis (LISREL VIII) (Joreskog and Sorbom, 1993) indicate that union commitment is best represented by the four factors of union loyalty, responsibility to the union, willingness to work for the union, and belief in unionism. These factors displayed discriminant validity as evidenced by the differential relationships and explained variances with a co,mmon set of explanatory variables. For example, older members were found to be associated with a willingness to fulfil the day to day obligations of the union (i.e. responsibility). No support was found for any effect of gender, kinship responsibility, membership tenure or rank on union commitment. As expected, having represented or previously held a union position significantly influences staffs responsibility and willingness to work for the union. Surprisingly, academics were more ready to undertake special work for the union (i.e. willingness) than ancillary staff Both union instrumentality and passive participation (for example, voting in union elections) were strong predictors of all four factors of union commitment. Finally, active participation (for example, raising grievances) was observed to increase willingness to work for and belief in unionism. The results provide support for the generalisability of the factor structure of union commitment to New Zealand, where the implications for future research are discussed
Leading from the Rear? A Theoretical Analysis of the Contingent Bureaucratic Conservatism of the NZCTU Leadership
Authors: Roper Brian S.
Published: April 2018

This article outlines the theory of the contingent bureaucratic conservatism of full-time trade union officials, considers some of the major criticisms of this theory, and then argues that a qualified version of this theory is essential to making sense of the role played by the NZCTU leadership in industrial relations.
Mediation: The Influence of Style and Gender on Disputants' Perceptions of Justice
Authors: Phillips Virginia
Published: April 2018

This study examines the effect of mediator style and mediator gender on perceptions of justice held about the mediation process by disputants. Undergraduate students participated in a simulated mediation, assuming the roles of either employees or employers in a personal grievance involving dismissal. The employees alleged that the dismissal was unjustified on the grounds of personal conflict with their supervisor. The employers countered that the dismissal was justifiable on the grounds of insubordination. The third parties involved in the mediated negotiation were trained, postgraduate students taking an advanced industrial relations course. Post-simulation the disputants were invited to complete a questionnaire. Evidence was found to suggest that there is more than one li'GY to successfully mediate disputes. Mediator gender was found not to effect disputant perceptions of justice. The principle finding of this research is that mediator style affects disputant perceptions ofjustice, with disputants being more likely to feel that they have been dealt with justly when the mediator exhibited an orchestrating style. No moder,ating interactions were found between perceptions of justice, physical gender, stereotype and mediator use of a particular style.
News and Views
Authors: Fuller Carol , Jackson Syd , Brooks B. T.
Published: April 2018

News covering Wellington, Auckland, Sydney.
Reactions to Recent Changes in Industrial Relations Legislation in New Zealand
Authors: Birkhill D. , Dynes J. , Wilson M. , Jones Mr
Published: April 2018

At the end of February the Industrial Relations Society held a panel discussion in Auckland on the changes made to industrial relations legislation through the Industrial Relations Amendment Act (No. 2) 1976 and the Commerce Amendment Act 1976. Edited extracts from some of the contributions by panel members are recorded below.
Industrial Law Cases
Authors: Hodge Bill
Published: April 2018

The Auckland Clerical and Office Staff Employees Industrial Union of Workers (hereafter referred to as "the Union") sought judgment for penalties under ss 147, 148 and 151 of the Industrial Relations Act 1973 (hereafter called "the Act") for two breaches of the New Zealand Licensed Hotel Clerical Workers Collective Agreement (hereafter called "the Award," per s 82 (9) (b) of the Act as amended by s 10 (2) of the Industrial Relations Amendment Act (No. 2) 1976). That award is dated 16 December 1975 and is recorded at 75 B.A. 9915. The alleged breach took place at the Putaruru Hotel, owned and operated by Defendant, Consolidated Hotels Ltd.
Chronicle: April - June 1977
Authors: O. J.
Published: April 2018

Chronicle covering April to June 1977
The Changing Balance of Power in New Zealand Industry
Authors: Hellaby F.R.A.
Published: April 2018

I want to consider the future outlook for industrial harmony in New Zealand. Free enterprise is under threat from many quarters and free enterprise, of course, is really personal liberty. Unless we can identify and promote the disciplines necessary to preserve our liberty, we will suddenly find it is too late, and our individual freedom which we hold to so dearly will have gone forever.
Worker Participation in Management: A Dimensional Approach to the Current Debate
Authors: Williams Alan
Published: April 2018

During the last few years discussion on worker participation in management has assumed international proportions, as labour organisations, employers and governments investigate as well as operate various systems. At the same time, discussion has not been without difficultie9 over methods of both design and implementation. The result according to one critic has been considerable semantic confusion over objectives, definitions and purposes.
Chronicle: July - September 1977
Authors: D. J.
Published: April 2018

Chronicle covering July to September 1977
SPECIAL FEATURE: New Zealand's Multi-Cultural Workforce
Authors: McDonald W.F.
Published: April 2018

Even the most cursory examination of New Zealand's population would reveal a mixture of cultural backgrounds. Whilst the majority of the 3,100,000 people do share a general European affiliation, the newly arrived migrant is nevertheless likely to experience major differences in attitudes and beliefs between himself and indigenous New Zealanders.
South Pacific Work Research Project - A Progress Report
Authors: Marsh N. R.
Published: April 2018

This project, which began in 1976, consists of a series of interlinked, cross-cultural studies of the Multi-Cultural Workforce in Auckland. Whilst the 1976-78 part of the project concentrates solely on studying attitude and behaviour in manufacturing industry, this is planned to develop into the service sector in 1979. Furthermore, studies have been planned to investigate the effects in the Pacific Islands of the return to the labour force of their own people who have learned industrial skills in New Zealand.
Preferred Adaptive Strategies: An Approach to Understanding New Zealand's Multi-Cultural Workforce
Authors: Graves Nancy B. , Graves Theodore D.
Published: April 2018

This article examines the effect of cultural background on the choice of adaptive strategies which various workers employ for dealing with life. A worker's preference among alternative strategies has relevance for many aspects of his work motivation, attitudes and behaviour on the job. The relevance of alternative strategy types for management is discussed and illustrated, and a brief measure of preferred adaptive strategy is provided which can be administered to prospective employees.
The Meremere Coal Gang: A Study of a Multi-Cultural Work Gang
Authors: Mason B.L. , Cole B.H.
Published: April 2018

The coal gang at the Meremere Power Station is responsible for the handling of all coal into the Station. Some coal is delivered by train, some by truck and some by an overhead (two cable) ropeway from the open cast mine at Maramarua. The coal gang accept the raw coal and either feed it through the crushers and screens into the bunkers or feed it out to the stock pile. They are also responsible for loading the buckets at the Maramarua end of the ropeway.
Wage Determination in the State Services
Authors: Tucker Barry
Published: April 2018

In any consideration of recent developments in wage determination in the State Services there are three important landmarks. First. the report of the Public Service Consultative Committee on Salaries, 1945-46; second, the State Services Act 1962; and third, the State Services Remuneration and Conditions of Employment Act 1969 There is, perhaps one further landmark emerg1ng in the form of the State Services Conditions of Employment Act 1977 on which I will have something to say later
Women in the Workforce
Authors: Butterworth Ruth
Published: April 2018

In this paper I set out to answer three questions 1 Where are women, in the main, located in the workforce? 2. What are the salient characteristics of this segment of the workforce? 3. What special problems face the trade union movement in dealing with the situation of women workers?
Registration of Unregistered Society: Appeal Against Registrar's Decision
Authors: Hodge Bill
Published: April 2018

1. New Zealand Refining Company Salaried Staff Association v Auckland. Clerical and Office Staff Employees I.U.W., Industrial Court, Auckland. 22 November 1977 (I.C 77/77). Jamieson J.
2. North Island (Except Northern and Taranaki Industrial Districts) Boilermakers', Metal Workers' Assistants', Iron and Steel Ship and Bridge Builders' and Structural Workers' Society v New Zealand Engineering, Coachbuilding, Aircraft and Related Trades I.U.W. Industrial Court, Wellington. 19 December 1977 (I.C. 72/77). Jamieson J
The Multicultural Workforce: The Role of Employers as Gatekeepers
Authors: Spoonley Paul
Published: April 2018

Most firms in Auckland are characterised by a structure which has broad, largely Polynesian base with a smaller totally white executive peak. Employers, as the principal gatekeepers controlling access to the resource of employment, have contributed to this imbalance by limiting the job opportunities available to the Pacific Islander. In relation to th1s, management needs to reassess its attitudes and practices, and the new Human Rights Commission Act may be a suitable incentive.
The Effects of Technological Changes on Work Patterns in the Australian Economy
Authors: Wittingslow George
Published: April 2018

In the last year a growth industry has arisen - seminars and conference papers regarding technological change; mention the new tear word 'microprocessors' and one is guaranteed a large audience. The sudden burst of activity has not clarified many issues. In the main, we have witnessed the presentation of set piece speeches where ideology and values have been presented without tactual information or without a meaningful frame of reference. When facts are given, they are not presented in a manner which allows integration with other information.