bluuebunny/crossref_metadata_2025 huggingface dataset:
Recent Redundancy Agreements: a Content Analysis
Authors: Harbridge Raymond
Published: April 2018

The on-going saga of the G.N. Hale redundancy dispute appears now to have run its course. From grievance committee, to the Labour Coun, to the Court of Appeal, and back to the Labour Court, the case has attracted considerable attention - from the media and naturally from industrial relations practitioners, eager to learn the view of the New Zealand court system on the vexed matter of redundancy compensation. In the most recent Labour Coun decision on Hale (WLC89/90), Goddard C J held that while the employer was able to prove that the worker was genuinely made redundant the dismissal was unjustifiable because "the circumstances called for the payment of compensation; none was paid; and the amount that was offered and refused was fixed by unilateral decision of the employer and was inadequate". The effect of this decision is profound. Employers planning to make employees redundant have a new set of requirements to meet before their actions can be taken as justifiable. While it will remain the case that there is no right to compensation for a dismissal on the grounds of redundancy unless that right is conferred by a redundancy agreement or by an award or ,collective agreement, there may still be a right to compensation if the dismissal, although genuinely on the grounds of redundancy, is unjustifiable and thereby gives rise to a successful personal grievance. An employer will now need to focus on the circumstances of the redundancy to detetuaine whether it calls for compensation and where it does, the employer will need to offer, and have accepted, compensation that is both adequate and negotiated.
Contrasting Patterns of Industrial Relations in Britain
Authors: Marchington Mick
Published: April 2018

Given that Mrs Thatcher is no longer Prime Minister, now seems an appropiate time to try and provide an assessment of where industrial relations currently stands in Britain, and what has been the impact of Thatcherism on the system. This exercis,e has a certain intellectual as well as practical appeal given the grand claims which have been made about rhe extent of change in the UK since 1979. It is true to say that there ,has be,en considerable change to the national institutions and the legal framework for industrial relations in Great Britain. But, at the same time, there are also tloub,ts as to whether this has been reflected in concrete industrial relations practices at the workplace. Interesting as this debate is however, it is argued here that it ,is misleading because a whole series of assumptions are made about the character of British industrial relations, both in 1979 and in 1991, which are not applicable across the economy as a whole. A much more useful approach is to focus on the variety which exists in British industrial relations, and to outline in a series of patterns of industrial relations rather than trying to describe a universal all embracing picture.
Accounting to the Workforce
Authors: Brown Judy
Published: April 2018

In New Zealand the disclosure of accounting information to employees and/or trade unions is comparatively rare and is not required by law or encouraged by Government. Although there has been little debate, there is evidence of developing interest. This paper examines the rationales for and objections to labour-oriented disclosures.
Personal Grievances Arising from Redundancy: Life after Hale and the Employment Contracts Act 1991
Authors: Ferguson Judith
Published: April 2018

Can an employer reorganise the workplace and make employees redundant without any obligations other than those specifically agreed upon? Redundancy has received only limited statutory attention in New Zealand and legal rights and expectations have not always been clear. The ju4gments of the Labour Court and the Court of Appeal in regard to the Hale case highlighted the conflicting considerations operative in the area and provided a useful guide to the current position. This article examines the role of the concept in personal grievances and offers comments on the significance of the Hale case and its implications for the future, taking account of the new Employment Contracts Act 1991 regime.
Organisational Adjustment and the Labour Market in New Zealand
Authors: Harris Richard , Daldy Bridget
Published: April 2018

Post-war New Zealand enjoyed exceptionally low unemployment rates as compared to other industrialised countries, especially after the boom years of the 1960s when unemployment rates rose in nearly all OECD countries. This can be explained by government policies regulating and protecting the economy from outside influences. Extensive use of high tariffs, import licensing and quotas meant that New Zealand had one of the highest levels of effective protection amongst OECD countries (OECD, 1990). The government also embarked on a "think big" campaign in addition to the active support given to a number of loss making government trading enterprises. The net result was that full employment was achieved through job creation and maintenance in those public and protected sectors shielded from foreign and domestic competition. The cost, however, was the reduced competitiveness of the export sector and "the creation of an insular, inefficient, increasingly rigid, inflation-prone economy-which proved ill adapted to external shocks and to the challenges and opportunities of a rapidly changing world economy" (OECD, 1990: 13). Since 1984, and the incoming Labour Government's radical change of strategy (i.e. commitment to free market policies), employment levels have fallen and consequently unemployment has risen.
Forward to the Past: the Labour Opposition's Industrial Relations Policy
Authors: Federation NZ Employers
Published: April 2018

To read the Rt. Hon. Helen Clark's account of Labour's current industrial relations policy is to be overcome by an extraordinary sense of deja vu. Some of the detail may be different, but the general impression is the same. Like returning to scenes of childhood, we have all been here before.
The Effect of a Minimum Youth Wage in New Zealand
Authors: Harbridge Raymond , Lane Julia
Published: April 2018

Twice in the last decade, youth rates of pay have been a very contentious issue. In 1983, two Government Members of Parliament voted with the Opposition to defeat a National Government proposal. The effect of that proposal was that no employer could be required to pay a worker under 18 years of age the same ordinary time rate as they paid an adult worker. Under the proposal, mandatory youth rates of pay would have been imposed on union negotiated awards and collective agreements that contained no such youth pay rates. These Members of Parliament, Marilyn Waring and Michael Minogue, told Parliament that the implications of the proposal for low paid workers, particularly women, were unacceptable in both social and human terms (Hansard, 1983). In 1983 this view won the day and youth rates remained subject to negotiation in collective bargaining rather than being imposed by legislative provision. A decade later, in May 1993, the peak council of unions in New Zealand, the New Zealand Council of Trade Unions, has argued for the introduction of a legislated minimum wage for youth and for the adult minimum wage to apply to workers once they reach 19 years of age (New Zealand Council of Trade Unions, 1993). And more recently, in July, a Labour opposition Member of Parliament has introduced a Private Members Bi11 to Parliament seeking to introduce a legislated minimum wage for youth workers.
The Centenary of the Industrial Conciliation and Arbitration Act 1894: Some Reflections
Authors: Woods Noel , Douglas Ken , Knowles Anne
Published: April 2018

On 31 August 1994, the Industrial Relations Centre at Victoria University of Wellington hosted "a function to mark'' the 100th anniversary of the passing through Parliament of the Industrial Conciliation and Arbitration Act. Guests included present and retired employers, union officials, members of the judiciary and academics. Three speakers were invited tocomment on the significance of the Act and their comments are reproduced below. Noel Woods is a former Secretary of Labour who, on his retirement from the Department of Labour, was appointed Visiting Fellow at the Industrial Relations Centre where he played a very important role in the Centre's early work. Ken Douglas is President of the New Zealand Council of Trade Unions. Anne Knowles is Deputy Chief Executive of the NewZealand Employers Federation. Both serve on the Industrial Relations Centre's Advisory Committee.These introductory notes were prepared for the Journal by Associate Professor Raymond Harbridge.
The Employment Contracts Act: An Interim Assessment
Authors: Hince Kevin , Harbridge Raymond
Published: April 2018

The Employment Contracts Act bracketed with the other market-oriented changes of the decade, has changed the nature of economic and social relations in New Zealand. In hindsight it seems that a broad consensus has emerged that some change was necessary. But the debate will continue to rage as to whether the direction, extent and speed of that change was necessary, whether the espoused benefits of that change have been achieved, and whether those benefits have been equitably shared. There will be further ongoing debate as to whether any benefits have outweighed the costs, especially social costs, of the programme of change. This essay is a contribution to that debate focusing on the specific issue of the Employment Contracts Act and the labour market; the impact and outcomes. It is argued that similar or better economic outcomes (with less social divisiveness) could have been achieved by an alternative strategy.
Institutions Established Under the New Zealand Industrial Relations Act 1973
Authors: Wilson Margaret , Deeks John
Published: April 2018

Details the establishment of the Industrial Relations Council, Industrial Commission and the Industrial Court
Retrospect and Prospect
Authors: Young F. J. L.
Published: April 2018

At the moment, the New Zealand system of industrial relations is in transition. For almost eight decades was dominated by the Industrial Conciliation and Arbitration Act (1894). With the passage of the Industrial Relations Act (1973) at the behest of the social partners, a significant shift in underlying philosophy has occurred. The full ramifications of this change have yet to develop. They have certainly not yet been grasped by the wider community and even by some within the ranks of the social partners.
Ideology and Industrial Relations in New Zealand
Authors: Deeks John
Published: April 2018

It is a truism that there is in New Zealand culture a widespread if inarticulate suspicion of ideas, of theory, of ideology and a general preference for the practically useful, for the matter-of-fact treatment of things, for the pragmatic. While the polarisation of theory and practice is not a logically sustainable one — pragmatism after all is based on some theory, some system or principle purporting to explain or predict relationships between events — nevertheless it has in New Zealand a strong emotive appeal that can be used to stigmatise those who profess a particular ideology or who dabble in the ‘unreal’ world of ideas.
An Introduction to the Industrial Court
Authors: Hodge Bill
Published: April 2018

From 1894, when the Industrial Conciliation and Arbitration Act sprang from the Fabian brain of New Zealand’s first Minister of Labour, William Pernber Reeves, the Arbitration Court had both a judicial and an arbitral function; that is, after first arbitrating between the employers and the workers’ organisations and “awarding” them wages, hours and conditions of employment to live by, the Court could then don judicial garb and interpret those very same awards whenever disputes as to their meaning or application arose. An award is something akin to a statute. But the techniques of statutory interpretation were never a burden to the Arbitration Court, as the Court as law interpreter always understood the intent of the Court as law giver, and interstices could be filled according to the original intent of the parties.
New Direction for Industrial Chaplains in New Zealand
Authors: Randerson Richard
Published: April 2018

The Rev. Canon Bill Wright, senior industrial chaplain on Teesside, U.K., spent eleven weeks in New Zealand this winter as the guest of ITIM (Inter-Church Trade & Industry Mission). His purpose in being here was to share insights from his own industrial involvement in the U.K., and to enable ITIM to review its own work and lay plans for the future.
Unions and Union Membership in New Zealand: Annual Review for 1994
Authors: Harbridge Raymond , Hince Kevin , Honeybone Anthony
Published: April 2018

This note reports our most recent survey of unions and union membership in New Zealand for the year ended 31 December 1994. It builds on our earlier surveys for the 31 December years for 1991, 1992 and 1993 (Harbridge and Hince, 1993a, 1993b; Harbridge, Hince and Honeybone. 1994). In last year's report, we suggested that union decline may have "bottomed out". The 1994 data does not support that suggestion. Unions have lost a further 33,000 members in the most recent year, while the number of unions operating has increased by 15.
Human Resource Strategies in the New Zealand Clothing Manufacturing Industry
Authors: Hunt Jeremy
Published: April 2018

The clothing industry has been, and remains, an important employer in New Zealand. Women make up the majority of employees in the industry, and factories are often located in rural communities (Young, 1988). The size of companies varies greatly, from the few "heavyweights" like Lane Walker Rudkin (LWR), admittedly made up of 15 subsidiary firms, who employ over 1,000 people around the country , down to tiny operations with less than 10 employees. These smaller companies make up the bulk of the 700-800 firms that Murray Rae estimates make up the industry. In February 1989, 91 percent of factories in the apparel industry employed less than 50 workers, with 48 percent of factories employing less than 10 (Tripartite Working Party on an Active Labour Market Policy for the Apparel Industry, 1989). Many of the smaller firms are known as CMTs (Cut Make and Trim), and act purely as contractors to designers and other manufacturers.
The American Labour Movement in Transition
Authors: Miller Ronald
Published: April 2018

For the next three to five years, there appears to be little likelihood that the status of unions in the United States will change. The major forces that have economically and politically weakened organised labour persist. Because American unions are reactive and protective organisations, they have adjusted slowly and cautiously to shaping forces. Nevertheless, in response to changes in industrial structure, labour force composition and union leadership, fewer, larger, and internally diverse unions are evolving. To varying degrees, unions are reorienting their strategies and activities to reflect the interest of a work force that increasingly values co-operation rather than confrontation, employment security through managed change, and participative management. As a consequence, the industrial relations system is evolving a complex mixture of adversarial and co-management relationships.
Toward a Right to Redundancy Compensation
Authors: Grantham Lori
Published: April 2018

In Brighouse Ltd v Bilderbeck (1995) the Court of Appeal held that in some circumstances a worker might be entitled to compensation for redundancy, even though his or her contract of employment did not provide for it. The decision has attracted sustained and vociferous criticism. In the opinion of its detractors, if the deeision is not actually contrary to the terms of the Employment Contracts Act then it is certainly inconsistent with "the clear intentions of the Government..." (Kerr, 1995: 97, 99).
COMMENTARY: Return to Work The New Zealand Experience Under the Accident Compensation Scheme
Authors: Wilson Ross
Published: April 2018

On the 1st of April 1974 New Zealand embarked on a bold expaiment. We abolished the tort action for personal injury and established a comprehensive, national, no-fault accident compensation scheme. The abolition of the common law right to sue was certainly regarded by jurists as a major step. The American Journal of Comparative Law described it in sombre tones as "an unparalleled event in our cultural history, the first casualty among the core legal iutitutions of the civilised world". It wasn't a step taken lightly and the Royal Commission recommendations on which the reform was based were subjected to public debate and Jeaislative scrutiny for more than five years. As A.J. Faulker M.P. commented in Parliament on 3 October 1972:
LEGAL FORUM: MMP: Aligning the Judicial and Parliamentary Functions
Authors: Kiely Peter
Published: April 2018

The advent of MMP may make a considerable difference to the way law is practised in New Zealand. It will change both the policy making environment and will ultimately change aspects of the legal environment. In essence, MMP is going to alter the distribution of public power in New Zealand. The changes in the way our system of government operates will have significant implications for the legislative process, decision making within the executive government and it is suggested, the role of judiciary and the legal profession. The focus of this paper is the possible impact of MMP on the alignment of our parliamentary and judicial functions. On the issue of policy making I will discuss the extent to which these roles may overlap and the desirability of such an occurrence. As a case study I will discuss the impact of judicial activism in the context of New Zealand's employment contracts legislation. Finally, I will examine the role of lawyers as advisors in the new regime.
Disclosure of Financial Information - Are New Zealand Employees and Unions Missing Out?
Authors: Brown Judy
Published: April 2018

New Zealand policymakers have to date paid scant attention to the disclosure of financial information to employees and unions. However, there are signs this could change. Current trends under the Employment Contracts Act towards enterprise and productivity bargaining may well see access to financial information emerge as a domain of increasing interest and significance. The Labour Party's policies for industrial relations reform incorporate proposals for a good faith bargaining requirement, including a statutory duty to supply relevant information. Should any future government contemplate action on industrial democracy, this would also have implications for disclosure. This paper examines existing legislative requirements in the United States, United Kingdom and Europe. It is suggested that these provide a useful starting point for those interested in pursuing some New Zealand disclosure iniliatives and that so1ne valuable lessons can be drawn from overseas experiences.
The Language and Images of Industrial Relations: Moderates and Militants
Authors: Wilson Margaret , Deeks John
Published: April 2018

Keith Harper writes in 'The Guardian': from today the club for banning the use of the words "moderate" and "militant" has been formed and I am the first member. As examples of trite terminology in trade union politics they take some beating. They are frequently bandied about in the press and elsewhere as convenient shorthand terms to describe what are generally held to be the goodies and baddies in the trade union movement.
News and Views
Authors: Fuller Carol , Jackson Syd , Brooks B. T.
Published: April 2018

News covering Wellington, Auckland, Sydney
A Critique of Worker Participation in New Zealand
Authors: Smith David F.
Published: April 2018

The term 'worker participation' is popular currency within public, business and governmental circles at the present time. One might infer from the manner in which it is being hailed , in some countries, as a sort of industrial philosopher's stone, that the idea is a new one. However, even the most cursory examination of the literature will reveal that this is not the case. Worker participation is an idea which surfaced on many previous occasions, only to sink once again into relative obscurity. Perhaps the most recent strong manifestation of interest, prior to the present revival, is to be found in the ideas of the Guild Socialists.' Although there was something of a decline in the popularity of this philosophy after the 1920s, developments have continued apace in some countries until the present day. Nevertheless, in recent times there has been yet another upsurge in interest and publicity, curiously enough particularly amongst management. I use the term 'curiously' since one of the features of previous exponents of worker participation has been their classification amongst the ranks of the more left-wing elements of society, hardly a label to be used for most modern managements. How then are we to account for this upsurge of interest in worker participation? This is the question to which this paper will be addressed.
Recent Industrial Law in New Zealand
Authors: Hodge Bill
Published: April 2018

THE FISHING INDUSTRY (UNION COVERAGE) ACT 1979 The introduction of this legislation (on 8 June 1979) was noted in the Indust rial Rel at ions Chronicle for August at (1979) 4 NZJIR 6 , and briefly discussed there. It was signed into law on 30 November 1979 and, as of March 1 980, the Minister of Labour had not consented to the registration of any union in the fishing industry. The Act would be more accurately known as the Fishing Industry Union Exclusion Act.
Has the Next Bus Gone Yet?: Industrial Relations in the 1980s
Authors: Young F. J. L.
Published: April 2018

This title was drawn from the punch line in one of those Irish stories which still creep into local publications despite the Human Rights Commission. Paddy's query on arriving at the bus stop (the writer argues) seems to summarise much current concern about industrial relations.
Maternity leave legislation: the timidity of the New Zealand approach
Authors: Szakats Alexander
Published: April 2018

This article examines in detail the Maternity Leave and Employment Protection Act and compares its benefits with corresponding British and West German legislation. The lack of maternity pay during leave is especially criticised in light of the reasonably generous overseas systems. Even the right to return to the previous job or preference in other comparable positions is shown to be fragile, while the formal requirements of giving notices and putting the complaints procedure into motion may prove too complex and cumbersome for a mother preoccupied with pregnancy, confinement and the care of a newborn baby. The father cannot help during the day as there is no provision for paternity leave.
Industrial Relations in Austria
Authors: Mire Joseph
Published: April 2018

Austria's economic progress during the last twenty years has been most impressive, comparing favourably with other industrialised countries. Major credit is ascribed to the social partnership between labour and management, which extends to all areas of social and economic concern. Its most significant manifestation has been the adoption, in 1957, of an incomes policy, of voluntary wage and price restraint. The results have been: significant improvements in the standards of living; full employment; modest inflation; and an enviable record of industrial peace. The social partnership is supported by an understanding with the government, which allows the two major interest groups considerable freedom to carry out their commitments to wage and price restraint.
The Impact of the Remuneration Act, 1979 - 1980
Authors: Roper Karen
Published: April 2018

This article outlines the history of the Remuneration Act and Regulations, 1979-80, and explores their immediate economic, industrial relations, political and constitutional implications. It is argued that the Government introduced the Act to facilitate its manipulation of the economic, political and industrial relations systems. Instead, because of their nature and the way they were applied, the Act and Regulations challenged many of the principles on which these systems are based. This provoked reactions which ensured that the Act not only failed to achieve the Government's goals, but proved to be counterproductive.
COMMENTARY: Myth and reality in industrial relations: moderates, militants and social contracts
Authors: Walsh Pat
Published: April 2018

Between May 4 and May 7, 1982, two Federation of Labour conferences were held. One conference took place in the nation's mass media; the other took place on the floor of the Wellington Town Hall. The differences between the two conferences were striking and instructive.
The psychological effects of unemployment: a review of the literature
Authors: Macky Keith , Haines Hilary
Published: April 2018

The literature on the psychological effects of unemployment is reviewed, with particular attention being paid to the somewhat scarce New Zealand literature on the subject. Studies conducted at the macrosocial level are discussed, followed by studies that focus on the individual, with respect to physical health, mental health and psychological well-being, and social attitudes. The differential effect of unemployment on various social groups is examined, and the methodological deficiencies in some of the studies reviewed are summarized. In conclusion, it is suggested that the documented psychological ill-effects of unemployment should make us view rising levels of unemployment with concern.
Reasons given for being unemployed and the job search progress
Authors: Hesketh Beryl , Shouksmith George
Published: April 2018

This paper examines whether the reasons given for being unemployed and for getting a previous job differentiate between those who later obtain jobs and those who remain unemployed. Initial interviews were carried out with 82 registered unemployed, 51 of whom participated in a follow-up one month later. Those who initially blamed their unemployment on a lack of jobs and who thought that success in the past was due to their own effort, were found to be more likely to obtain jobs. The dilemma of an active job search strategy which produces feelings of low well-being, but also a greater likelihood of obtaining work is discussed. Suggestions are given for ways of handling the conflict.
ARTICLE: Indexation and beyond: Australian wage determination 1978-1982
Authors: Plowman David
Published: April 2018

Australia abandoned wage indexation in July 1981. The author examined in an earlier article, the operation of wage indexation from 1975 to June 1978. In this paper he reviews its operation from June 1978 until its abandonment. He discusses Australian wage determination in the period since July 1981 and examines future options.
The Treatment of Industrial Relations in Three Major New Zealand Newspapers
Authors: Harbridge Raymond J.
Published: April 2018

Industrial relations items appearing in three Nevw Zealand newspapers were examined to provide an analysis of issues presented and frequency with which spokespersons were reported. The newspapers followed the same approach. Disputes were reported in 55 percent of items and no spokesperson was reported in 80 percent. When a spokesperson was reported it was most likely to be an employee representative. A comparison of the treatment of industrial relations and control items showed significant differences. Industrial relations was found to be presented in short articles with large headlines which indicated a tendency to sensationalise.
Mediator Strategies in New Zealand: The Views of the Mediated
Authors: Howells John M. , Cathro Susan H.
Published: April 2018

Mediation is a process in which an impartial neutral (or a chairman with no right of decision) assists the disputants in settling their differences. The mediator's role is to facilitate voluntary agreements by the parties themselves; the parties' final decision is their own and not the mediator's. A mediator (and, for that matter, a conciliator in a dispute of interest) tries to persuade the disputants to reach a voluntary agreement by using strategies that fall short of outright arbitration. Because the philosophy and practice of mediation tend often to be misunderstood, this paper examines some of these strategies and the importance attached to them by employers and union officers. It offers some insight into what industrial relations practitioners consider to be the strategies most likely to lead to successful mediation.
Union Representatives and their Members: Learning and Communication
Authors: Schuller Tom , Robertson Don
Published: April 2018

The article reports on research conducted in 7 Scottish workplaces on the way shop stewards learn to carry out their representative duties, in particular how they communicate with the members they represent. Formal training is seen as only one element in the learning process, to be analysed in the context of the steward's overall environment: the national union, the branch and the workplace. The pattern of communication between stewards and their members, management and other union office-holders is traced out by the use of diaries and the key role (positive and negative) of the convenor or senior steward described. Finally, a provisional framework is put forward for the evaluation of formal training, and results reported from its application.
The Private Sector Bargaining Process and Registered Collective Agreements
Authors: Walsh Pat
Published: April 2018

Over the last 2 decades, New Zealand's private sector industrial relations system has fragmented into a system in which bargaining takes place at a number of levels with markedly differing procedures and criteria which lead to several different kinds of agreements. It is important that a satisfactory classification scheme be established for the variety of agreements now negotiated, since each category signifies something very different about the nature of the bargaining between unions and employers. If we leave to one side the vitally important area of unregistered agreements (which pose a different set of research problems), there is a general consensus that the classification system used for registered agreements is unsatisfactory.
Women and Trade Unions: An Attitudinal Survey
Authors: Griffin Gerard , Benson John
Published: April 2018

This paper reports some of the findings of a questionnaire survey of 379 female members of the Australian Insurance Employees' Union (AIEU). The specific areas covered are general attitudes to trade unions and to joining and participating in the AIEU, womens' priorities for the AIEU and the perceived role of their union in work-related problems and womens' issues.
ARTICLE: The New Zealand Full Employment Goal: A Survey of Changing Views 1950 to 1980
Authors: Endres Tony
Published: April 2018

Attitudes to full employment in official publications have varied. There have been changes in view as to the content, meaning and ranking of full employment in comparison to other objectives, and as to the significance of trade-offs between full employment and other objectives. Full employment conceived as total employment was worshipped at the beginning of the period under review. It was worshipped with less fervour in the 1960s. Opinions differed over what should have been done to reduce unemployment in the short-term as opposed to long-term and over what level of unemployment represented failure to achieve "full employment". Perceived opportunity costs - in terms of foregoing other objectives - of pursuing full employment more intensely, increased over the 30-year period. By the end of the period the notion of full employment was losing its connotation of prolonged job security.
Full Circle: Australian Wage Determination 1982-1984
Authors: Plowman David H.
Published: April 2018

This article, the third by the author for this journal, follows trends in Australia wage fixing from December 1981 to mid-1984. It deals particulary with the effects of the Hawke Labour Government's economic policies as they have affected wage determination and attempts to assess possible future developments.
COMMENTARY: Campaign for the Return to Free Wage Bargaining
Authors: Douglas Ken
Published: April 2018

The trade union movement in New Zealand has had its fundamental right to bargain with its employees denied it since the last award round in 1981/82. In the time that has elapsed since awards were last negotiated the National Government attempted to radically alter the total environment within which wage negotiations were to be conducted. In the first instance legislation was introduced which removed the unqualified preference clauae from the Industrial Relations Act. Secondly, the National Government sought to reform the wage fixing system in a manner which would effectively see to it that economic conditions took precedence over wage equity in deciding rates of remuneration. Thirdly, the National Government canvassed the concept of changes to existing rules of union coverage so as to make possible the emergence of enterprise based unions and consequentially the development of enterprise based bargaining.
Technological Change and the Labour Process - Towards an Analysis of Computerisation in the New Zealand Trading Banks
Authors: Brocklesby John
Published: April 2018

Within the labour process framework this paper examines the relationship between technological change and processes of control in the New Zealand trading banks. Adopting an historical perspective the author rejects a crude deskilling thesis but concludes that computerisation has served nevertheless to enhance management control. Moreover it is argued that recent changes in the climate of industrial relations in banking can only be understood within the context of changes in technology.
Extended screening for infectious diseases among newly arrived asylum seekers from Africa and Asia, Verona province, Italy, April 2014 to June 2015
Authors: Buonfrate Dora , Gobbi Federico , Marchese Valentina , Postiglione Chiara , Badona Monteiro Geraldo , Giorli Giovanni , Napoletano Giuseppina , Bisoffi Zeno
Published: April 2018

Background and aim

Management of health issues presented by newly arrived migrants is often limited to communicable diseases even though other health issues may be more prevalent. We report the results of infectious disease screening proposed to 462 recently-arrived asylum seekers over 14 years of age in Verona province between April 2014 and June 2015. Methods: Screening for latent tuberculosis (TB) was performed via tuberculin skin test (TST) and/or QuantiFERON-TB Gold in-tube assay and/or chest X-ray. An ELISA was used to screen for syphilis. Stool microscopy was used to screen for helminthic infections, and serology was also used for strongyloidiasis and schistosomiasis. Screening for the latter also included urine filtration and microscopy. Results: Most individuals came from sub-Saharan Africa (77.5%), with others coming from Asia (21.0%) and North Africa (1.5%). The prevalence of viral diseases/markers of human immunodeficiency virus (HIV) infection was 1.3%, HCV infection was 0.85% and hepatitis B virus surface antigen was 11.6%. Serological tests for syphilis were positive in 3.7% of individuals. Of 125 individuals screened for TB via the TST, 44.8% were positive and of 118 screened via the assay, 44.0% were positive. Of 458 individuals tested for strongyloidiasis, 91 (19.9%) were positive, and 76 of 358 (21.2%) individuals from sub-Saharan Africa were positive for schistosomiasis. Conclusions: The screening of viral diseases is questionable because of low prevalence and/or long-term, expensive treatments. For opposing reasons, helminthic infections are probably worth to be targeted by screening strategies in asylum seekers of selected countries of origin.
Hubungan antara Kinerja Program CSR dengan Potensi Konflik Sosial di Masyarakat Sekitar Wilayah Pertambangan
Authors: Situmeang Widya Hasian , Siwi Mahmudi
Published: April 2018

Mining corporations were a kind of industry that supposed to run corporate social responsibility (CSR). The government has set the law about the implementation of CSR. CSR implementation was one of the ways to reduce conflict between corporation and community around the mining area. This research conducted to reveal the correlation between CSR implementation and social conflict potencies, both vertically and horizontally in community around mining area. This research used quantitative method and supported by qualitative data in Desa Lulut, Kecamatan Klapanunggal, Kabupaten Bogor, using Rank Spearman correlation test. The result of this research by quantitative approach reveal no correlations between CSR implementation by a mining corporation in West Java with conflict potency, both vertically and horizontally. Otherwise, qualitative data were collected during the research; give some explanations why there was no correlation between variable of CSR implementation and social conflict potency in mining area community.Keywords: CSR performance, vertical conflict, horizontal conflict-----------------------------ABSTRAKPerusahaan pertambangan adalah unit usaha yang wajib menjalankan Corporate Social Responsibility (CSR). Pengaturan tentang CSR telah disusun dalam bentuk undang-undang oleh pemerintah. Implementasi CSR merupakan salah satu mekanisme untuk mengurangi potensi konflik antara perusahaan dengan masyarakat yang bermukim di sekitar wilayah operasional. Penelitian ini bertujuan untuk melihat hubungan antara pelaksanaan CSR dengan potensi konflik sosial, baik vertikal maupun horizontal pada masyarakat di sekitar wilayah pertambangan. Penelitian dilakukan dengan menggunakan metode kuantitatif yang didukung oleh data kualitatif, di Desa Lulut, Kecamatan Klapanunggal, Kabupaten Bogor dengan menggunakan analisis korelasi rank spearman. Hasil penelitian menunjukkan tidak ada hubungan nyata antara implementasi CSR yang dilakukan oleh perusahaan di Jawa Barat dengan potensi konflik, baik vertikal maupun horizontal. Namun, menurut data kualitatif menunjukkan bahwa kinerja CSR perusahaan mampu menurunkan potensi konflik vertikal antara perusahaan dan masyarakat sekitar. Kata kunci: kinerja CSR, konflik vertikal, konflik horizontal
Dampak Obyek Wisata Pantai Pasir Putih Situbondo terhadap Peluang Bekerja dan Berusaha
Authors: Muthahharah Afiefah , Adiwibowo Soeryo
Published: April 2018

The objective of this research is to analyze the impact of Pasir Putih Beach’s tourisms on job and business opportunities. The results show that, first, tourism at Pasir Butih Beach strongly promote job and business opportunities for local i.e. hotel and homestay, boat rental, restaurants, peddlers, retailers, and packman. Second, with regards to full job in tourism sector, the economic contribution of tourism to total household income is quite significant. The average monthly income of the rental boatman could reach 69.3 percent (or Rp 859 700) of the total monthly income. Meanwhile for the peddler the contribution of tourism sector to the total household income reach 73.1 percent (or Rp 544 400). As for merchandise, the contribution from tourism reaches 50.3 percent (or Rp 455 500) out of the total household income.Keyword: tourism, job opportunity, business opportunity, and household income-------------------------------------------------------------------------------------------ABSTRAKPenelitian ini menganalisis dampak obyek wisata pantai Pasir Putih Situbondo, Jawa Timur, terhadap peluang bekerja dan berusaha. Hasil penelitian menunjukkan, pertama, kegiatan pariwisata membuka peluang usaha dan bekerja di bidang (i) akomodasi, yaitu hotel dan penginapan; (ii) jasa transportasi, yaitu ojeg perahu; (iii) jasa rumah makan/kuliner; (iv) pedagang, yaitu sebagai pedagang kaki lima di kawasan pantai, pedagang keliling, dan pedagang yang membuka kios. Kedua, kontribusi pendapatan dari sektor pariwisata ini tergolong dominan. Pendapatan per bulan pengusaha ojeg perahu dari pariwisata mencapai 69.3 persen (atau Rp 859 700) dari total pendapatan rumahtangga. Adapun pendapatan per bulan pedagang kaki lima dari pariwisata mencapai 73.1 persen (Rp 544 400) dari total pendapatan rumah tangga. Sementara pendapatan per bulan usaha kios cinderamata dari pariwisata mencapai 50.3 persen (Rp 455 500) dari total pendapatan rumahtangga.Kata kunci: pariwisata, peluang bekerja, peluang berusaha, pendapatan
Pengambilan Keputusan Inovasi pada Adopter Pertanian Organik Sayuran di Desa Ciputri, Pacet, Kabupaten Cianjur
Authors: Ulfah Maria , Sumardjo Sumardjo
Published: April 2018

An organic farm continue to be disseminated to farmers, but until now still quite a lot of farmers who do not adopt organic farming. The farmer's decision to adopt or reject the adoption of organic farming of vegetables can be seen from the stage of the decision making process of innovation. This research was done in the village of Ciputri, subdistrict Pacet, Cianjur District. The purpose of this research is to analyze the decision-making innovations on organic vegetable farming adopter and the factors related to the decision making innovation in adopter organic farming of vegetables. This research uses census on the population of farmers who adopting organic farming of vegetables and continue to adopting. The results showed that the level of knowledge adopter of organic farming of vegetables included in the category of being the real factors related to the level of knowledge that is land area and the level of courage to take risks. At the level of persuasion including the high category with tangible factors related to the level of persuasion that is the level of conformance. At the implementation level adopter of organic farming of vegetables including the medium category with tangible factors related to the implementation level is the level conformity procedures.Keywords: adoption, knowledge level, persuasion level, implementation level-----------------------------------------------------------------------------------------ABSTRAKPertanian organik terus disosialisasikan kepada para petani namun sampai saat ini masih cukup banyak petani yang tidak mengadopsi pertanian organik. Keputusan petani untuk mengadopsi atau menolak adopsi pertanian organik sayuran dapat dilihat dari tahap proses pengambilan keputusan inovasi. Penelitian ini dilakukan di Desa Ciputri, Kecamatan Pacet, Kabupaten Cianjur. Tujuan penelitian ini adalah menganalisis pengambilan keputusan inovasi pada adopter pertanian sayuran organik dan faktor-faktor yang berhubungan dengan pengambilan keputusan inovasi pada adopter pertanian organik sayuran. Penelitian ini menggunakan metode sensus pada populasi petani yang mengadopsi pertanian organik sayuran dan tetap melanjutkan untuk mengadopsi. Hasil penelitian menunjukkan bahwa tingkat pengetahuan adopter pertanian organik sayuran termasuk pada kategori sedang dengan faktor yang berhubungan nyata dengan tingkat pengetahuan yaitu: luas lahan dan tingkat keberanian mengambil resiko. Pada tingkat persuasi termasuk kategori tinggi dengan faktor yang berhubungan nyata dengan tingkat persuasi yaitu tingkat kesesuaian. Pada tingkat implementasi adopter pertanian organik sayuran termasuk kategori sedang dengan faktor yang berhubungan nyata dengan tingkat implementasi yaitu tingkat kesesuaian prosedur.Kata kunci: adopsi, tingkat pengetahuan, tingkat persuasi, tingkat implementasi
Strategi Hubungan Masyarakat dalam Meningkatkan Citra Organisasi Nirlaba World Wide Fund for Nature – Indonesia
Authors: Adiningtyas Adella , Hubeis Aida Vitayala S , Hapsari Dwi Retno
Published: April 2018

Non-profit organizations engaged in environmental issues has been increasingly recognized by many people. The success of non-profit organizations that pursued by increasing the positive image obtained from media relations. This study aimed to analyze the strategy of Public Relations (PR) WWF-Indonesia in improving the image of the organization. This study was conducted with a quantitative approach and qualitative approach. The method used is survay on two student organizations Bogor Agricultural University who worked with WWF-Indonesia, they are from Fisheries Diving Club (FDC) and the Association of Student Interest in Sciences of Communication and Community Development (HIMASIERA). Data analysis included Spearman Rank test and Chi Square used to look at the relationship between PR strategy with the image of a non-profit organization. The results of the study, namely: 1) there is a relationship between individual characteristics with the image of a company that is formed; 2) there is a relationship between the public relation activities undertaken by the company's image.Keywords: environmental issue, media relation, student organizations ------------------------------------------------------------------------------------------ABSTRAKOrganisasi nirlaba yang bergerak di isu-isu lingkungan telah semakin diakui oleh banyak orang. Keberhasilan organisasi nirlaba yang dikejar dengan meningkatkan citra positif yang diperoleh dari hubungan media. Penelitian ini bertujuan untuk menganalisis strategi hubungan masyarakat WWF-Indonesia dalam meningkatkan citra organisasi. Penelitian ini dilakukan dengan pendekatan kuantitatif dan pendekatan kualitatif. Metode yang digunakan adalah survai pada dua organisasi mahasiswa Institut Pertanian Bogor yang bekerja dengan WWF-Indonesia yang berasal dari Fisheries Diving Club (FDC) dan Asosiasi Mahasiswa Peminat Ilmu Komunikasi dan Pengembangan Masyarakat (HIMASIERA). Analisis data termasuk uji Rank Spearman dan Chi Square, digunakan untuk melihat hubungan antara strategi PR dengan citra sebuah organisasi nirlaba. Hasil studi, yaitu: 1) terdapat hubungan antara karakteristik individu dengan citra perusahaan yang terbentuk; 2) ada hubungan antara kegiatan hubungan masyarakat yang dilakukan oleh citra perusahaan.Kata kunci: isu lingkungan, hubungan media, organisasi mahasiswa