Obligations of each level of government include: Federal Government * payment and rates of tax * employee superannuation * customs regulations * making sure governments abide by relevant legislation | State Government * provision of employee entitlements e.g. WH&S * payment of payroll taxes * abiding by state legislation * abiding by pollution control laws | Local Government * approving developments and building alterations * fire regulations * parking regulations * business signage regulations | Other Institutional Influences In addition to government bodies, other institutions affect how businesses operate in Australia. Other institutional influences on businesses in Australia include employer associations, trade and industry associations, trade unions and Australian Securities Exchange. Employer Associations are developed in response to the growth of trade unions and represent the interest of employers. Employer associations assist employers by formulation policies in line with union activities, acting on behalf of employers in negotiating enterprise or collective agreements, promoting industry, trade and commerce and providing submissions, advice and information to governments.
This method is limited by the RBA’s holding of different currencies as well as competing with foreign investors. Another way the RBA manipulates the foreign exchange market is through the indirect intervention of monetary policy. This is done by raising or lowering interest rates in order to influence foreign savings in Australia to either increase or decrease the demand for the dollar. Jawboning is another form of indirect intervention that is the use of official personnel to make a statement or judgement on the Australian dollar forecast in order to influence speculation decisions into Australia. The officials state their opinion on the appropriate value of the Australian dollar which will influence decisions on whether to invest into Australia or
Outline why legislation relating to employment exists . providing the rules and regulations that must be followed protects the rights of both the employer and the employee. Identify sources and types of information and advice available in relation to employment responsibilities and rights .Contracts, Policy documents, Terms and conditions, Job description, Contracts. [CT257.2] Understand agreed ways of working that protect own relationship with employer Describe the terms and conditions of own contract of employment . Anything that was agreed and written in your contract of employment such as confidentiality, Reliability and Flexibility , work place rules and much more, you agree to these on the signing of your contract so you and your employer have a legal binging contract that u must adhere to and also staff should have a staff handbook which is accessible at all times for you to refere back to if there are any questions about your contract.
Explain your answer. (4 Marks) Ontario’s pay equity act requires, public sector and private sector employers with more than 10 employees will get pay equity by eliminating gender based wage discrimination. The main purpose of this act is to enact gender based wage discrimination in Ontario workplace and this act also applies to bargaining agents. This act is achieved through a process that is largely self-managed by the work place parties. In unionized employees can negotiate with respect to employer’s offer, comparison system by job evaluation by preparing and maintaining pay equity.
Explain how you would manage an HR technological change. What process might you use (cite theory as appropriate) to implement technological changes in a traditionally people-focused business? Thoroughly explain your process and decision…. HRM 340 Securing Employee Information Discussions 2 Week 7 All Posts 18 Pages DeVry Technology has changed the role and some functions of HR. Have these changes resulted in HR losing sight of its role towards employee relations and support?
| Scope | The scope of this policy covers the purchasing and acquisition of resources by employees and contractors of Max Lionel Realty (MLR). | Resources | Specific procedures for the implementation of this policy are available below and on the company intranet. | Responsibility | Responsibility for the implementation of this policy rests with employees and management of Max Lionel Realty with responsibility for purchasing resources. | Relevant legislation etc. | * Privacy Act 1998 (Cwlth) * Estate Agents Act 1980 * Equal Opportunity Act 2010 (Vic) * Australian Securities and Investments Commission Act 2001 (Cwlth) * Corporations Act 2001 (Cwlth) * A New Tax System (Goods and Services Tax Administration) Act 1999 (Cwlth) * A New Tax System (Goods and Services Tax) Act 1999 (Cwlth) * Income Tax Assessment Act 1997 (Cwlth) * Fair Work Act 2009 (Cwlth) * Occupational Health and Safety Act 2004 (Vic) | Updated/ authorised | 10/2012 – Riz Mehra, CFO | 14 Principles governing the Max Lionel Realty procurement
(E.g. holiday entitlement, anti-discrimination provision, sickness, data protection, | |Criminal Record Bureau Checks, etc.) | | | |The law in the UK covers the following aspect, minimum wage, discrimination, sickness, hours worked, holiday entitlement, data protection, | |redundancy and dismissal, training, disciplinary procedures, health and safety, union rights and consultation, among many other policies and | |procedures. Labour law covers the deal between employee and employer. Health and safety laws cover the work conditions, and minimum wage and | |other laws set basic compensation levels.
Organizational Role Theory and the Multi-Faceted Worker Melissa Parker School of Management, University of Tasmania, Hobart, Australia Email: mlparker@utas.edu.au Dr. Mark Wickham School of Management, University of Tasmania, Hobart, Australia Email: Mark.Wickham@utas.edu.au 1 Organizational Role Theory and the Multi-Faceted Worker Abstract The focus of this research is to expand the explanatory power of Organisational Role Theory, and in particular, identify the non-work roles that impact on an employee’s working-life and understand how this can inform the tenets of Organisational Role Theory. Keywords: Organisational role theory, multiple roles, working-life balance Introduction Organizational Role Theory (ORT) was developed in the 1960s and provides insight into the processes that affect the physical and emotional state of an individual in the workplace that affects their workplace behaviour (Kahn, Wolfe, Quinn & Rosenthal, 1964). As employee behaviour is directly related to their work performance, understanding the determinants of employee’s behaviour in the workplace can allow organizations to maximize employee performance. However, given that ORT was developed in the 1960s in an organizational context that is markedly different and arguably less complex than that experienced today. The failure of ORT to similarly advance has been noted by George (1993: 355) when she states that: [ORT] has been relatively dormant during the past three decades…The breadth and generality of organizational role theory may be both its major attraction and its greatest flaw’.
(Holley, W. H., Jennings, K.M., & Wolters, R.S. (2009) ) Almost 70 years later, the AFL merged with the congress of industrial organizations to form the AFL-CIO, an organization that still exists today. (http://money.howstuffworks.com/labor-union.htm) Let’s discussed some important parts of the labor unions laws that help understand the legal part of the union activities. In 1935, Congress passed the National Labor Relations Act (NLRA) to “encourage a healthy relationship between private-sector workers and their employers” The act also created the National Labor Relations Board (NLRB) as the organization to enforce the NLRA, that accomplish the following three significant objectives: 1. Allowed workers to have elections to decide if they want to be
Fleming, Aaron Labor History Essay The labor history of the United States describes the history of organized labor, as well as more general history of working people, in the United States. Pressures dictating the nature and power of organized labor have included the evolution and power of the corporation, efforts by employers and private agencies to limit or control unions, and U.S. labor law. As a response, organized unions and labor federations have competed, evolved, merged, and split against a backdrop of changing social philosophies and periodic federal intervention. As commentator E. J. Dionne has noted, the union movement has traditionally espoused a set of values—solidarity being