bluuebunny/crossref_metadata_2025 huggingface dataset:
Occupationally related illness: its compensation and its prevention
Authors: Campbell Ian B.
Published: April 2018

In the major industrialised nations of the Northern Hemisphere, it is now being recognised that the problem of work-related illness is one of considerable dimensions. Despite the advantage New Zealand enjoys with its Accident Compensation legislation, in such matters, we lag behind the best of overseas practice. The article examines the part that recognition of such illnesses for compensation purposes plays in highlighting the need for preventive measures and suggests that, unless more effort is put into research into causation and allied problems, the work connection will not be established. Thus, not only will compensation not be paid but also, preventive measures will not be instituted.
Incomes policy and the 1985-1986 wage round: from non-market failure to market failure?
Authors: Boston Jonathan
Published: April 2018

Since the early 1970s New Zealand governments have relied heavily on non-market policy instruments (i.e. statutory contols. political pressure and moral suasion) to restrain the growth of wages and prices. The Labour Government has rejected this approach and is seeking to control inflation primarily through a reliance on market mechanisms. This article considers the merits of Labour's strategy in the wages arena. It is contended that there may be some significant transition costs associated with the new approach and that there is a risk that non-market failure will simply be replaced by market failure.
Legalised theft by deregistration
Authors: Roth Herbert
Published: April 2018

This paper explores the history of deregistration provisions in industrial legislation and suggests how these provisions habe heen used in the past by govennments as a weapon against recalcitrant unions.
Reply to Taylor and Greenslade
Authors: Brosnan Peter , Walsh Pat
Published: April 2018

A reply to Ray Taylor and Bevan Greenslade
The Prince and the railwaymen: the origins of the 1920 Amalgamated Society of Railway Servants' strike
Authors: Revell P. M.
Published: April 2018

This paper provides an account of the events which culmininated in the 1920 railways strike. Focusing on the period 1913-1920. it exa1nines the Amalgamated Society of Railway Servants' (ASRS) executive's attempts to provide for the members needs in the face of ever increasing difficulties. It also provides some insight into the history of other labour groups and illustrates how workers in New Zealand united once rheir problems became too big to handle alone. Nevertheless the policies followed by the ASRS execurive were always those which were expected to yield the most benefits to ASRS numbers despite the feelings of orher labour groups.
Industrial Relations Legislation in 1986
Authors: Hodge W. C.
Published: April 2018

This note outlines and discusses the major changes in industrial legislation to take place in New Zealand during 1986.
Industrial relations: will they survive the Labour Relations Act 1987?
Authors: Haigh John
Published: April 2018

To venture predictions in the Held of industrial relations is unwise. Many if not most predictions will be wrong, and these tend to be remembered by industrial law commentators. Having said that it is the writer's view that the heyday of the use of unjunctions in industrial law has been and gone. Their future use is likely to be considerably reduced. To support th1s proposition. a brief examination of the use of interim injunctions in industrial law is necessary.
The policy objectives of the injunction and compliance order provisions in the Labour Relations Act 1987
Authors: Buchanan Graeme
Published: April 2018

I am asked to discuss policy objectives, so let me first both limit and clarify my credentials to do so. I do not represent Lhe Minister of Labour or his policy advisors, nor are any views I express necessarily those of my employer, the Department of Labour. So I do not write with lhe authority of a policy maker.
Union compliance and incomes policy: The Australian Social Contract, 1983-87
Authors: Teicher Julian
Published: April 2018

Australia has a lang experience of centralised wage-fixing through the federal and state systems of conciliation and arbitration but unti/1975 this machinery was not embedded in a more general incomes policy. Although this was undermined progressively and finally abandoned in 1981 a further incomes policy was introduced two years later following the election of a federal Labour government. Overseas experiences indicates that the structural features of the union movement are important determinants of the success of an incomes policy. Australian experience since 1983 however, indicates that, despite large numbers of competing unions and a union peak council lacking formal control over affiliates, an incomes policy may be viable. This reasoning was supported by empirical evidence pertaining to the role of the Australian Council of Trade Unions in securing compliance from affiliated unions.
A Trade Union Perspective on Sexual Harassment
Authors: Coleman Martha
Published: April 2018

Sexual harassment is a major workplace problem. It occurs in large workplaces and in small ones. Sexual harassment is no respector of race, age, class or status within the workplace or the community. Its victims are overwhelmingly women.
Centralisation without corporatism: the politics of New Zealand business in the recession
Authors: Wanna John
Published: April 2018

New Zealand business associations have responded to adverse economic pressures through organisational centralisation, increased representational activity and by assuming a greater involvement in policy formation. Such responses from the collective organisations of business have been evident without any concomitant undertaking from business to participate in corporatist modes of policy-making. This article traces these centralist tendencies and examines the reasons for the changing forms of policy input. While some collective action theorists have contended that business organisation is incidental to the power of business, this study suggests that a revaluation of such claims is necessary. This article examines the conditions under which collective organisation of business is important.
Restructuring Electricorp: the labour process, profit, technology and work organisation
Authors: Ammon Carl
Published: April 2018

This paper presents a case study of the restructuring of Electricorp,focusing specifically on the central North Island hydro stations managed by the corporation's Production Division. It does not necessarily cover all of the changes occurring within Electricorp's other divisions or subsidiaries. While the utilisation and development of new technologies is a key facet of the restructuring process, other factors are of equal, if not greater, significance- namely, new forms of work organisation (i.e. staffing composition and more 'flexible' work practices) and a narrowed emphasis on profitability. This paper examines all these factors in the context of the blueprint for the commercially oriented restructuring of the New Zealand Electricity Department set out in the 1986 Taskforce Report. It also views the restructuring exercise from the perspective of labour process theory, discussing the reorganisation plan as a managerial strategy for control over the labour process and looking at worker resistance to these managerial initiatives.
Over-commitment to the job and the organisation: implications of excessive job involvement and organisational attachment
Authors: O'Driscoll Michael P.
Published: April 2018

Research and managerial practice have both put emphasis on the development of high levels of job involvement and organisational attachment, stemming from the assumption that employee commitment benefits the organisation and the individual. However, there are indications that over-commitment may have negative consequences for employees and employers. This paper discusses potentially detrimental outcomes of excessive commitment to the job and the organisation and examines the implications of over-commitment for individuals, organisations and values within society. Future research and human resource management should be based upon a more balanced view of the interaction between job demands and the person's off-the-job interests, commitments and responsibilities.
Fiscal policy, public sector management and the 1989 health sector strike
Authors: Walsh Pat , Fougere Geoff
Published: April 2018

This paper argues that the 1989 health sector strike grew out of the combined effects of the Labour Government's fiscal policies and its new approach to public sector management. These policies gave rise to a new and not well understood political and industrial environment which held unexpected hazards for all parties. The course and outcomes of the dispute were not under the control of any party, all of whom learnt, as they went along, what the new industrial and political environment held for them.
Managerial views on compulsory unionism in New Zealand
Authors: Geare A. J.
Published: April 2018

The New Zealand industrial relations literature contains a number of propositions concerning the impact or desirability of having compulsory union membership. This paper discusses the propositions, and reports on the response of a sample of 461 New Zealand managers, examining the significance of their attitudes.
"The men make it seem like a secret society..." The struggle for control over 'direct inputting' of classified advertising in the New Zealand newspaper industry
Authors: Hill Roberta
Published: April 2018

This paper draws on a detailed empirical study of the New Zealand newspaper industry undergoing technological transformation to illustrate why an analysis of the labour process which adopts the classic Marxist problematic, class-in-itself and class for-itself, is limited. Instead the paper uses a 'relational' analysis (see Elbaum et al., 1979; Stark, 1980; Hill and Novitz, 1985) to show that answers to questions about control in the workplace must be sought by -analysing gender as well as class relations, and the complex interaction between the two.
Gender and control in offices of the New Zealand public service, 1880-1920
Authors: Couchman Paul
Published: April 2018

This paper presents a case study of the transformation of office work in the New Zealand public service from the 1880s to the 1920s. It focuses on the intersection of 3 phenomena in this transformation- bureaucratization, mechanisation and feminisation - and how these have contributed to the constitution of the occupational and control structures that have come to predominate in the "modernn office. This paper represents a preliminary investigation of the origins and development of what, by the 1920s, had become a fully-feminised occupation concerned entirely with the transcription of copy.
New tracks, old maps: continuity and change in New Zealand labour relations 1984-1990
Authors: Deeks John
Published: April 2018

This paper discusses the general direction of change in New Zealand's labour relations structures and practices since 1984. It analyses the impact of economic deregulation on the agendas and outcomes of collective bargaining and discusses sante of the implications for unions and employers of the restructuring of labour relations. It is argued that an adequate understanding of the changes implemented to date must take into account not only legislative, institutional and macroeconomic factors but the activities of labour relations practitioners at both national and enterprise levels. The article highlights the resilience of New Zealand's national award system, challenges the notion that the New Zealand labour market is particularly infiexible, and questions the assumption that successful economic restructuring must be preceded by labour market deregulation.
Reforming labour relations: what southern employers say
Authors: McAndrew Ian , Hursthouse Paul
Published: April 2018

Broad based employer organizations have successfully advocated deregulation of New Zealand labour relations on the basis that employers have felt unduly restrained by predominantly national occupational awards and existing union structures and activities. This paper examines this premise through ·an interview survey of South Island employers. Little support is found for the contention that unions or the award system place significant restraints on smaller or medium sized firms that are the foundation of much New Zealand industry and employment, or that such employers have felt moved to demand the sort of labour relations reform now advocated by the central organization of employers.
Occupational health and safety legislation: what else is needed?
Authors: Campbell Ian
Published: April 2018

If regulation is to be effective, not only must changes take place in the mode of regulation but also the concepts held by many in management ranks. Misconceptions often abound which, it is suggested, stem from a lack of appreciation of accident causation, the part that the management system plays or a tendency to blame the victim. Thus, too much attention continues to be paid to operator error, whereas in reality, it is frequently the organization that has failed. However, when management recognizes the pivotal role of the system, and makes greater use of quality control methods, the way will be open for the inspectorate also to be more innovative. They will then be initially auditors of the management of the occupational health and safety policy. Without that change the enforcers will, of necessity, continue to be searchers for violations and investigators after the event. It is also likely that the health hazards of the working environment will continue to be given inadequate attention. With the introduction of the Occupational Safety and Health Bill into Parliament in 1990, followed by a change of government bringing its new agenda and thus casting an ominous shadow of concern, such factors assume a greater degree of importance.
State coercion and public sector unionism in post-coup Fiji
Authors: Leckie Jacqueline
Published: April 2018

The trade union movement played a pivotal role in the formation of the Fiji Labour Party, and later represented a potential source of organized opposition to the military regime which overthrew the Labour Government in 1987. This paper explores why the Fiji administration perceived organized labour as a threat and discusses the measures the military regime took to retain control by weakening any political role for unions. Much of the regime's energy in this respect has been directed towards the Fiji Public Service Association. Its leaders argue that the fundamental issue of trade union rights can not be guaranteed without the protection of human rights and a democratic framework in Fiji, neither of which is assured in the recently promulgated constitution.
Women, the Employment Contracts Act and bargaining: a discussion paper
Authors: Sayers Janet
Published: April 2018

This paper discusses some of the issues that arise from the Employment Contracts Act for women and bargaining. These issues are discussed in the contexts of likely future trends in female labour force participation. The paper addresses the topics under the following general headings: the structural location of women in an increasingly fragmented labour market and the impact of that on women's bargaining power; socialization and perceptions of women's bargaining effectiveness; and the impact of the social policy initiatives of the New Right on women's employment choices.
Voluntarism in occupational health and safety: a reply to Farlow
Authors: Mullen Elizabeth A.
Published: April 2018

The serious allegations made by Farlow as to the integrity of this study cannot be allowed to go by without comment. The study and general criticisms which relate to the sample, choice of variables and the findings are briefly dealt with. The main comments in this reply are directed at the 3 more specific issues which appear to be the real concern of the Federation, namely, worker participation, trade union input and interpretation of the aims of the Code of Practice for health and representatives and health and safety committees (1987).
An interpretation of the statutory term "worker": a comment
Authors: Geare A. J.
Published: April 2018

The term "worker" appeared in a number of past and present New Zealand statutes, most importantly the Labour Relations Act 1987. Section 2(1) defined a "worker" as: (a) Means any person of any age employed by an employer to do any work for hire or reward; and (b) Includes- (i) A homeworker; or (ii) A person intending to work.
Would the good employer please step forward? A discussion of the "good Employer" concept in the State Sector Act 1988
Authors: Boxall Peter
Published: April 2018

The State Sector Act 1988 brings revolutionary change to public service personnel management and industrial relations. This paper analyzes the good employer principle contained in the Act (against a backdrop of private and public sector thought in respect of good employment behaviour. The current model of public sector personnel management is termed "accountable management" and it is argued that any notion of the good employer must be a "bounded" one. A set of assumptions in terms of good employer attitudes is established, explored in terms of particular processes and policies and a general public service pattern of employee relations is suggested. Finally, the problems of assessing chief executive performance under the Act are discussed. The argument is made that the bounded nature of the good employer principle must be recognized in chief executive appraisal as must the fact that worthwhile change in employment relations is a long term endeavo.ur. The process of becoming a good employer is never complete.
Labour militancy and private contracting: public hospital ancillary services
Authors: Stubbs John
Published: April 2018

This paper attempts to show that regional variations in the strength of labour force militancy can be an important factor in mediating the regional development of privatization. By taking the private contracting of New Zealand public hospital ancillary services as a specific case study, it is seen that, in some cases, labour militancy can lead to the elimination of private contracting. While acknowledging the need for further research on this issue, some tentative conclusions are drawn on the relevance of labour militancy to the privatization of public service provision in other social contexts.
Possible consequences of the Employment Contracts Act for people with disabilities
Authors: Bascand Philipp
Published: April 2018

This paper briefly canvasses some issues that surround the employment of workers with disabilities in the new industrial environment under the Employment Contracts Act. The ability of employees with disabilities to negotiate contracts from a less than comparable position of strength is discussed. The underlying reasons for this imbalance in power is analyzed. The use of bargaining agents as provided for under the Act is discussed as one mechanism which may assist in addressing this imbalance in power.
Industrial Relations and Trade Unions in the South Pacific: Introduction
Authors: Leckie Jacqueline
Published: April 2018

While recently on the island of Pohnpei in the South Pacific, I made enquires about labour relations there and was repeatedly infoxmed that there are none! The same answer might be given for several of the island states within the South Pacific but this would overlook that even if formal industrial relations Channels are weakly established, employment and labour relations issues are by no means absent from the Pacific Islands. This special issue developed from a perceived lack of analysis and infotmation about the background of and current trends in labour relations in the South Pacific. The countries represented here are selective. This reflects the selectivity of research in the Pacific, particularly in the field of industrial relations. The nations chosen are of special relevance to New Zealand and Australia and those with the most developed industrial relations structures (Fiji, Papua New Guinea and the Solomon Islands) are included. Papua New Guinea and Fiji also have the biggest workforces in the region. In contrast, industrial Jielations in a small micro-state, Kiribati, are also analysed. It is regrettable that only one Polynesian country, Western Samoa, is discussed but this reflects the restricted role or absence (e.g., in Tonga) of fotrnal industrial relations in much of Polynesia. The papers also have not generally tackled their subjects from an employers' perspective, again an area of resean;h which has been virtually ignored in the South Pacific.
Unions and Industrial Relations in Papua New Guinea
Authors: Hess Michael , Gissua James
Published: April 2018

When Papua New Guinea became independent in 1975, it inherited the Australian system of compulsory conciliation and arbitration from its former colonial rulers. This system with the cenrnal reality it ascribes to trade unions as the industrial representatives of workers has been under considerable anack in both Australia and New Zealand in recent years. In Papua New Guinea too its effectiveness has not gone unquestioned. This paper seeks first to provide some background to understanding the evolution of Papua New Guinea's industrial relations system and then looks in detail at some recent examples of its operation.
The Structure of Bargaining under the Employment Contracts Act
Authors: McAndrew Ian
Published: April 2018

Under the Employment Contracts Act 1991, the stucture of contracting is left for negotiation beteeen the parties, rhetorically so that the parties can fashion mutually satisfactory arrangements attuned to their particular ne,eds and circumstances. This paper presents survey data that dernonstrates thatJ while the extent of employee concessions differs benveen individual and collective contracts patterns of contract structures are developing by workforce size and pre-Act union strength and show no relationship to the market circunzstances or cost pr,essures under "which firms operate. "Decisions on bargaining structure are at the hean of the management of industrial relations" (Kinnie, 1987:463). The purpose of this paper is to report, through the presentation of research data, on the structure of bargaining, and associated contract structures, emerging under New Zealand's Employment Contracts Act of 1991.
The Australian Domestic Pilots’ Dispute of 1989 and Its Implications: An Interpretation
Authors: Burgess John , Sappey Richard
Published: April 2018

The 1989 domestic pilots' dispute in Australia provided a stark demonstration of the underlying conflict and tensions of the neo-corporatist Prices and Incomes Accord. The pilots proposed a wage increase outside of the Accord guidelines but of comparable tnagnitude with the wagge increases received by senior executives within the airline sector and senior public servants. A protracted campaign saw the government and employers, with the tacit support of the ACIU, use a range of extreme measures against the Australian Federation of Air Pilots. Eventually, industrial peace was returned to the domestic airline sector. However, the costs, financial and emotional, of the dispute were considerable. The government restored industrial "order" but left considerable disquiet and division within the Australian trade union movement. The dispute established many important precedents for the business sector and the opposition Liberal/National Parties coalition in their push for labour market de-regulation in Australia.
Dispute Resolution in the Employment Tribunal Part One: Mediation
Authors: Grills Walter
Published: April 2018

The Employment Contracts Act 1991 (the ECA or the Act) completes the legal evolution in New Zealand industrial relations from to compulsory arbitration to direct bargaining. It also represents one of the concluding steps in the of the New Zealand economy. Under the compulsory arbitration system, the Arbitration Court was the central institution and provided arbitration as a dispute resolution process for a wide of range of issues. The Arbibation Court represented an arm of administrative law where the instituion, on behalf of Parlianent, instituted its wishes to regulate aspects of the labour market.
Accident Compensation and Prevention: a Step Back in Time
Authors: Campbell Ian
Published: April 2018

This paper is concerned with the link between accident compensation and prevention and examines aspects where the Accident Rehabilitation and Compensation Insurance Act 1992 (ARCIA) may affect the overall preventive effort. Particular attention is paid to work-related disease, stress, the exclusion of compensation for work-related mental disease and the effect of the new restrictions that ensue from the new definition of "accident." The new provisions for experience rating are examined as well as the possibility that the legislation has opened the way for common law claims where the liability of ACC has been curtailed.
Discrimination in Focus
Authors: Kiely Peter , Caisley Andrew
Published: April 2018

In the fust two or three decades after the Second World War there was a considerable movement internationally to address issues relating to the well being of people in the work force. Part of this overall thrust saw the development in many countries of comprehensive health and safety legislation of the type that New Zealand has just introduced
Women at Work: Issues for the 1990s: Introduction to the Collection
Authors: Ryan Rose
Published: April 2018

The celebration of one hundred years of women's suffrage in New Zealand in 1993 has provided a welcome opportunity to undertake something of a "stock-take" of many aspects of women's participation in the social and economic life of New Zealand. Participation in the paid workforce is one of the most important of these, given the centrality of employment and work to social identity and economic well-being. The current re-assessment has, however, raised more questions than it has answered, given the rapidly changing social and economic environment in which women work. This includes the restructuring of the economy, the growth of the service sector, social policy changes in health and education, and the greater emphasis on market regulation of many areas previously subject to legislative regulation.
Tracing the Similarities, Identifying the Differences: Women and the Employment Contracts Act
Authors: Hill Linda , Du Plessis Rosemary
Published: April 2018

The world of trade union organisation has been a male dominated world. Men have headed the Federation of Labour and the Council of Trade Unions, and male secretaries have often represented unions with predominantly female members. The dominance of men was significantly challenged in the 1970s and 1980s by a number of women unionists, especially those representing occupational groups with a large female membership. The predominantly female unions which provided them with an organisational base have not until recently received much attention by researchers. As Janet Sayers has indicated, it is now time that the analysis of these unions "should be a priority in labour relations research" (Sayers, 1993: 219).
Equal Pay for Women after the Employment Contracts Act: Legislation and Practice - the Emperor with No Clothes?
Authors: Hyman Prue
Published: April 2018

This paper outlines the changes to the Equal Pay Act 1972 and other relevant legislation made at the time of the passage of the Employment Contracts Act and discusses what meaning and coverage remains. It suggests that the legal uncertainties and accentuation, in the current economic and industrial relations climate, of previous difficulties in using the legislation render it almost useless.
Labour Market Adjustment under the Employment Contracts Act
Authors: Armitage Craig , Dunbar Richard
Published: April 2018

The Employment Contracts Act was introduced primarily in response to a perceived lack of progress in the rate of adjustment in the labour market. While product and financial markets had been reformed, the labour market was still regulated by relatively prescriptive legislation. In order to measure adjustment since the Act was introduced, the Heylen Research Centre and Teesdale Meuli & Co. were contracted by the Department of Labour to survey labour market adjustment under the Employment Contracts Act. This report on that survey indicates that various adjustments have occu"ed, particularly in terms of employment contract structures and several important bargaining issues. Enterprises can be categorise4 according to the type of changes they and their employees have undertaken, and their size. Three particularly important outcomes emerge. Enterprise bargaining is now far more widespread. Some enterprises have taken the opportunity to begin or speed up strategic industrial relations reforms, while others seem to have simply removed union rights and cut labour costs in the short term. Finally, while the overall rate of labour market adjustment has increased, adjustment has generally been concentrated amongst larger enterprises.
Accident Compensation and Labour Relations: The Impact of Recent Reforms
Authors: Duncan Grant
Published: April 2018

In the context of industrial relations, New Zealand's accident compensation scheme (ACC) is an internationally unique system. Recent reforms have been criticised by trade unions, however. They perceive ACC as a positive benefit of employment obtained for workers as of right in exchange for the extinguishment of the right to sue. Any threat to this is seen as a threat to workers' conditions of employment. The 1992 reforms have been by business leaders, on the other hand, for not going far enough along the road of privatisation and maintaining one of the bastions of welfare dependency. In the light of these tensions, the present article examines the history of the scheme, the current reforms and some implications for the future of ACC.
Unions and Union Membership in New Zealand 1985-1992
Authors: Harbridge Raymond , Hince Kevin
Published: April 2018

The Employment Contracts Act 1991 (introduced on 15 May, 1991) abandoned dependence upon registered trade unions, a characteristic of New Zealand industrial relations since 1894. The detail of this change, and of other extensive changes implemented by the Employment Contracts Act, are outlined elsewhere (for example, Anderson, 1991; Boxall, 1991; Harbridge, 1993; Hince and Vranken, 1991 and McAndrew, 1992). This note is specifically concerned with the impact of the Act on the number, size and membership of trade unions. Developments from May 1991 to December 1992 are put in a context with patterns of change emerging in the earlier period, 1985 to 1990.
Tracking Mediator Behaviour: An Initial Investigation
Authors: Phillips Virginia
Published: April 2018

Mediation is perhaps the most often used and least easily understood dispute resolution
procedure in the field of industrial relations. It has played a particularly prominent role in industrial relations in New Zealand, having a long history at the centfe of both wage negotiation or interest disputes, and personal and contractual rights disputes. It retains a central role in the resolution of personal grievances, contract interpretation disputes, wage arrears and other disputes of rights in the Employment Tribunal under the Employment Contracts Act 1991.
Unions and Union Membership in New Zealand: Annual Review for 1993
Authors: Harbridge Raymond , Hince Kevin , Honeybone Anthony
Published: April 2018

Unionism in New Zealand has undergone fundamental changes over the past decade. These
changes are both quantitative and qualitative. Specific aspects of these changes include a decrease in the number of unions (from 259 in 1985 to 67 in 1993), a decrease in the number of union members (from 683,006 in 1985 to 409,112 in 1993) and a decrease in union density (from 66 percent to 43 percent). Concentration of membership in fewer larger unions and an increase in average union size (from 2,637 in 1985 to 6,106 in 1993)
are other quantifiable dimensions of these changes.
New Industrial Rights and Wrongs: the Changed Framework of British Employment Law
Authors: Goodman John , Earnshaw Jill
Published: April 2018

This report outlines and assesses the substantial shifts in both collective and individual employment law in the United Kingdom since 1979. Against the background of a unique legal tradition and recent labour market trends, the paper summarises the step-by-step strategy of restricting trade union immunities in relation to industrial action, etc. It suggests that many new features, such as compulsory strike ballots will survive a future change in political control. On employee statutory rights the direction of change has been less consistent. Major tensions are apparent between the Conservative Government's deregulatory instincts and both the standard-setting directives from the European Union and significant court judgments on issues such as equal opportunities and equal pay.
Restoring Democracy to the Workplace? An Analysis of Union Membership Patters Before and After the Employment Contracts Act
Authors: Cregan Christina , Rudd Chris , Johnston Stewart
Published: April 2018

This paper investigates the impact of the Employment Contracts Act on trade union membership. Two separate surveys of labour market participants lvere conducted in Dunedin on the eve of the legislation and one year later. The findings demonstrated that for these samples, trade union membership in aggregate was not based on compulsion before the legislation and remained at a similar level a year later. Democracy was not restored to the workplace it was already apparent there. This implies that changes in the industrial relations system had already taken place prior to the legislation and it is suggested that these findings are explicable if the effect of the exigencies of the recession on both parries is taken account of In the ensuing discussion, reasons for the persistence of the same level of union membership after the legislation were considered. It was demonstrated that most members li'anted the union to act as their bargaining agent and felt few pressures regarding their choice of employment contract. In other words, employers did not utilise the provisions of the Act to weaken union membership, at least in the short term.
Under Scrutiny: The ECA, the ILO and the NZCTU Complaint 1993-1995
Authors: Haworth Nigel , Hughes Stephen
Published: April 2018

In November 1994, the Governing body of the International Labour Organisation (the ILO) received the 295th Report of its Committee on Freedom of Association. Among the reports on complaints against the governments of Cameroon, Myanmar, Guatemala and others were the recommendations drawn from the Final Report on the February 1993 New Zealand Council of Trade Unions (the NZCTU) complaint against the government of New Zealand. The complaint, its processing and the Final Report have attracted great interest not only in New Zealand but also on the international stage, where the substance of the complaint and the manner of its receipt by the New Zealand government has created widespread debate. Furthermore, the legislation against which the comlplaint was lodged - the Employment Contracts Act 1991 (the ECA) - is itself of great international interest because off he ECA's commitment to a comprehensive free market model of bargaining. The progress of the NZCTU complaint through the ILO system raises a wide range of issues. Here we wish to discuss the extent to which the outcome of the complaint - in particular, the Final Report - responded to government, employer and union submissions and, consequently, the extent to which the ILO gave support to the contentions of the parties. In doing so, certain issues are raised first, about the future of New Zealand - ILO relations and, second about the expectations the parties should have about the ILO and its deliberations.
New Zealand Industrial Relations and the International Labour Organisation: Resolving Contradictions Implicit in Freedom of Association
Authors: Novitz Tonia
Published: April 2018

The International Labour Organisation (IW) has long been committed to the promotion of "freedom of association" as "one of the primary safeguards of peace and social justice". Since 1952, the ILO Committee on Freedom of Association (CFA) has considered complaints relating to freedom of association and reviewed domestic legislation. In doing so, the CFA has attempted to establish a set of guidelines for state conduct, but this article suggests that the Committee's efforts have been hindered by contradictions inherent in the principle of "freedom of association".
RESEARCH NOTE: Unions and Union Membership in New Zealand: Annual Review for 1995
Authors: Crawford Aaron , Harbridge Raymond , Hince Kevin
Published: April 2018

This note reports our most recent survey of unions and union membership in New Zealand for the year ended 31 December 1995. It builds on our earlier surveys for the 31 December years for 1991-1994. The pattern already firmly established of declining union membership has continued with unions losing a further 13,700 members in the most recent year. This represents a decline of 3.6 percent over the number of union members at 31 December 1994. These losses occur at a time when the workforce (as measured by the Household Labour Force Survey) continues to grow and accordingly union density has fallen more sharply than has union membership itself.
Symposium: Unemployment in New Zealand (Part One) Introduction: Unemployment and its consequences
Authors: Easton Brian
Published: April 2018

Research on unemployment in New Zealand is not as widespread as in most affluent economies, no doubt partly reflecting that for the post-war period up to the late 1960s unemployment, however measured, and the social problems arising from it were small. In the 1970s, unemployment began to increase sharply, reflecting difficulties in economic performance, and its social consequences became a matter of public concern.
The National Research Advisory Council and some counsel for research against National
Authors: Pereira Murray
Published: April 2018

This article examines the Report of the National Research Advisory Council's Working Party on Research into Employment with Special Emphasis on Youth Unemployment. An analylis is made of its recommendations and the reception given the Report upon its unofficial release in July 1981.
Women, work and recession: the other face of unemployment
Authors: Hill Roberta
Published: April 2018

In analysing women's economic role in a recession, critics and proponents of the "reserve army of labour" theory usually focus on the phenomenon of female unemployment. This paper looks instead at the effects of a female labour reserve on those in employment during a recession. The work experiences of 22 clothing machinists are used to illustrate the argument that a reserve of labour is a competitive force which facilitates management strategies to counter declining profitability. It is argued that such strategies can be pursued particularly successfully with a female workforce.
Procedural Fairness and Unjustfied Dismissal
Authors: Anderson Gordon
Published: April 2018

The decision of the Court of Appeal in The Auckland City Council v Hennessey (1982) has emphasised that a dismissal that is otherwise justified may be held to be unjustified if the procedures leading up to the dismissal were unfair or unjust. This paper examines the decision in Hennessey and discusses two aspects of procedural unfairness; the failure to follow an agreed procedure and the failure to allow the worker an opportunity to offer an explanation. This discussion places particular emphasis on developments since Hennessey.
Registered Voluntary Collective Agreements in New Zealand
Authors: Young F.J.L.
Published: April 2018

This study reports the results of a survey of voluntary collective agreements (VCA s). It reports the number of workers covered by VCA s and analyses the agreements by industry, region and union involvement.
Thoughts on Industrial Relations for the Eighties
Authors: Rowe J.W.
Published: April 2018

It would be a brave person who tried to give a definitive answer to that question, as New Zealand is at an industrial relations crossroads at the present time. It is vital to the future that on both sides of the table we address ourselves to the issues we are facing and are likely to face for the remainder of the decade. The only answer one could give with any confidence would be - "change-, technological, economic and social."
Statement by the New Zealand Industrial Relations Society Incorporated
Authors: Brosnan Peter
Published: April 2018

Statement by the New Zealand Industrial Relations Society Incorporated regarding the views expressed in the article entitled Commentary: Myth and reality in industrial relations: moderates, militants and social contracts published in the August 1982 edition.
REPLY: Formal Collective Arrangements: A Reply to Walsh
Authors: Geare A.J.
Published: April 2018

It was pleasing to see Pat Walsh's comment on my article (Geare, 1983) and to have the opportunity to respond. Added debate may help bring about the intended result of the original article - a reform in the way formal collective arrangements are classified. My article stressed the illogicalities in the current system and proposed a more logical classification as present in Table 2 of my article (and Walsh's). This proposed system could easily be introduced and, with a few legislative and administrative changes, collective arrangements could be printed with more logical and descriptive titles. Department of Labour and Arbitration Court data would become more useful and accurate. Until such changes occur, the proposed classification could be used by those writing about collective arrangements as it is still compatible with the actual titles on the documents. It was hoped that the article would create greater awareness of the problem and greater acceptance of the need for reform. Walsh's article, and this response, gives the problem further exposure and by so doing may increase the probability of reform.
COMMENTARY: The Trade Union Response to Structural Change
Authors: Kirk Alf
Published: April 2018

In looking at the trade union response to the structural changes posed by the dramatic economic events of the 1970s, it is first necessary to look at the background which determined the institutional nature of unions to that change beating upon our shores. Therefore I wish to divide this paper into 4 parts: the social and economic background of the 1950s and 1960s; longer term social changes influencing trade unions; the impact of change and the trade union response; implications.
REVIEW ARTICLE: Industrial Relations and the Capitalist Labour Process
Authors: Brocklesby John
Published: April 2018

During the last 2 decades, there has developed a considerable literature which calls into question many of the taken for granted assumptions of leading scholars. Significantly, the field of industrial relations has not been immune to these investigations, and arguably the most damaging indictments have been served by Hyman (1978), Fox (1973), and Goldthorpe (1974), against the advocates of pluralism, and Wood et al, (1975) against systems theorists. These authors have exposed many of the functionalist assumptions implicit in the mainstream paradigm of industrial relations.
Symposium: Women and Industrial Relations: Introduction: Women and Industrial Relations: A Neglected Area of Research
Authors: Roper Karen
Published: April 2018

In October 1982, after I had agreed to edit this symposium, I wrote to 22 women I knew to be either active or interested in the industrial relations system in New Zealand, asking them to consider submitting an article. Notice of the symposium also appeared in the December 1982 issue of the journal. Eighteen months later we print 3 of the 6 articles submitted for the symposium. Helen Cook adopts a Marxist perspective on the development of political consciousness among childcare workers and the establishment of the Early Childhood Workers Union. Cathy Wylie's article is an anthropologist's view of shop floor industrial relations at the Gear freezing works, Petone, in 1975 when women had begun to take on jobs which had hitherto been male preserves. Gerard Griffin and John Benson take a statistical look at the attitudes of women insurance workers in the Australian Insurance Employees Union.
Towards the Automated Office: Technological Change and Office Work in the New Zealand Public Service
Authors: Couchman Paul K.
Published: April 2018

This paper examines Braverman's theory of the labour process in relation to the historical transformation of office work in the New Zealand Public Service. It focuses upon two exclusively female occupations, those of typist and secretary. The paper also examines the range of control strategies available to management; conflicts between groups of employees; and technological change as a political process.
La Lingüistica a Nivel Universitario: El Desafio de su Proceso de Aprendizaje en un Programa de Educación Biligüe
Authors: Rojas Molina Sandra Liliana
Published: April 2018

Este artículo pretende dar a conocer de manera sucinta una revisión teórica que hace parte de la primera fase de un proyecto de investigación en curso. Dicho proyecto se ha originado de la preocupación por encontrar formas alternativas de presentar y desarrollar temas relacionados con las asignaturas de lingüística y lingüística aplicada con estudiantes de un programa de educación bilingüe en Bogotá, Colombia. Esta primera fase ha consistido en la recopilación de información teórica relacionada con la justificación de estas asignaturas en un programa de pregrado que prepara docentes de lengua, la diferenciación entre la lingüística teórica o descriptiva y la lingüística aplicada y los contenidos relacionados con dichas asignaturas. También se propone en este documento acercar teorías ya existentes en la enseñanza de lengua y contenido con el propósito de alimentar una mirada a la didáctica de la lingüística a través del diseño de unidades temáticas con ayudas como las que ofrece el protocolo de observación de doble inmersión TWIOP por sus siglas en inglés, y el trabajo en el aula basado en problemas, tareas y proyectos.
Using the EPOSTL for Dialogic Reflection in EFL Teacher Education
Authors: Schauber Holli
Published: April 2018

For many pre-service English as a Foreign Language (EFL) teachers and their mentors, the theory and practice driven European Portfolio for Student Teachers of Languages (EPOSTL)3 occupies a prominent and practical role in their preparation programs as a delivery system of core pedagogical skills and knowledge. Interest in the role that dialogical reflection plays in this process is studied in an EFL teacher education program at a Swiss university that relies heavily on the EPOSTL for the professional development awareness-raising. While the EPOSTL contributes valuable core knowledge to the processes of dialogic and mentored-reflection, certain program components provide more opportunities for scaffolded reflection than others.