The Australian Industrial Relations Commission (AIRC) recently scheduled a full-bench proceeding for late December in order to clarify uncertainty about what can be included in enterprise bargaining agreements in the wake of the High Court’s Electrolux decision
The Australian Industrial Relations Commission (AIRC) recently scheduled a full-bench proceeding for late December in order to clarify uncertainty about what can be included in enterprise bargaining agreements in the wake of the High Court’s Electrolux decision. The AIRC will hear appeals against three separate decisions in which individual commissioners have made conflicting decisions following Electrolux. The full bench will examine whether a number of provisions can be included in enterprise bargaining agreements, such as salary sacrificing, payroll deductions for union dues, requiring labour hire companies to pay site rates, union’s right of entry and training leave for shop stewards. The AIRC had previously planned a test case into Electrolux, however it was cancelled when one of the parties withdrew.
Pru Goward launches anti-discrimination guide
Pru Goward, Federal Sex Discrimination Commissioner and Commissioner responsible for Age Discrimination, recently launched a guide for eliminating discrimination and harassment from the workplace. The guide, called ‘Good practice, good business’, includes a CD-ROM, brochures, posters and a new website containing information for employers. The guide includes information about age, race and disability discrimination, sexual harassment and pregnancy, paid maternity leave and workplace bullying, and will be distributed widely through business and employer organisations, recruitment agencies, government departments and unions. For more information visit www.humanrights.gov.au/employers.
Blowing the whistle on the boss
More than half of US employees believe their boss is a referee instead of a coach, according to a recent survey by Development Dimensions International (DDI). While a coach proactively helps employees before they are in a position to make a mistake, a referee boss waits for the mistake to call a penalty and tell the employee what they should have done instead. The coach helps the employee achieve a success while the referee is waiting to call the foul. DDI said bosses need to approach coaching opportunities like they are preparing for a game everyday, coaching on client interactions, presentation content or negotiation skills on an ongoing basis.
Defence offers free executive training courses
The Australian Defence Force Reserves is offering free weekend training courses to middle and senior managers in order to demonstrate the benefits of Reserve training to employers. The courses, called Exercise Executive Stretch (EES), are designed to improve personal development and organisational skills and combine a range of activities including: leadership, confidence and initiative tests; team building exercises; navigation theory and practice; communications; quick decision exercises; and abseiling and rappelling. EES is designed to be enjoyable and stimulating and is geared towards developing personal skills, rather than physical exertion. For more information call 1800 803 485 or visit www.defence.gov.au/drsc.
Chop and change the new career
Sixty-five per cent Australian employees aren’t working in the same industry that they started their professional career in, according to a survey by Talent2. Seventy per cent had changed career paths between one and four times in their working lives and forty-two per cent of the 1,100 respondents had changed their job three to five times in their career. Furthemore, 48 per cent of those who had changed careers during their working lives are in the over $90,000 salary bracket. Skills and knowledge are easily transferable to another industry type, said Talent2’s Geoff Whytcross, and he noted that building on skills sometimes is enough of a challenge rather than making the huge leap to a new field altogether.
Emotional intelligence’s link with employee performance
People high in emotional intelligence have lower absenteeism from work, better psychological health, higher commitment to the organisation and clearer role boundaries, according to recent research conducted by Learning Dimensions in partnership with Swinburne University. The survey of 80 employees from four organisations in Melbourne also found that such individuals are also likely to exhibit higher levels of responsibility for the activities and work performance of direct reports, more satisfaction at work and more regularly seek support when coping with stressful situations at work. The study demonstrated that emotional intelligence is more than just a leadership fad but a people development strategy that can be strongly linked to business performance, according to Learning Dimensions.
