achievement of a cooperative and productive workplace as envisaged by the object of the Act. This would require – an employer (or employers if all parties agree to an expanded bargaining framework) to recognise for all engagement purposes the duly chosen representatives of its employees (which may be one or more unions, one or more unions and other elected employee representatives employee, or in the case of ununionised workplaces, elected employee representatives whose standing is sourced in a charter that ensures their independence); any party trade unions (or other employee representatives) to commit themselves to building the business while retaining the right to protect members’ interest as appropriate; the parties to agree to engage with one another on all matters of mutual interest between them, expansively viewed; the parties to reach agreement on a level of engagement optimum to their circumstances, with enterprise-level engagement being merely one such option; the parties to agree on the form and workings of their engagement channels; the parties to commit to capacity building in respect of business education and continuous process improvement; the parties to undergo training if indicated in appropriate negotiation, consultation, problem-solving, dispute prevention and dispute resolution skills; the parties to to draw on independent resources (FWA with an expanded brief or some other agreed and independent agency) wherever indicated; the parties to agree on the options and mechanisms for the settling and final resolution of any disputes that may arise between them, whether disputes of right or disputes of interest (the parties may elect to have some or all types of disputes submitted to binding arbitration by FWA or some other independent arbitrator; they may elect to preserve their respective rights to use economic power in some or all dispute situations); the parties to agree on appropriate ways in which to monitor, review, adjust and, if indicated, terminate their bespoke arrangements.
achievement of a cooperative and productive workplace as envisaged by the object of the Act. This would require – an employer (or employers if all parties agree to an expanded bargaining framework) to recognise for all engagement purposes the duly chosen representatives of its employees (which may be one or more unions, one or more unions and other elected employee representatives employee, or in the case of ununionised workplaces, elected employee representatives whose standing is sourced in a charter that ensures their independence); any party trade unions (or other employee representatives) to commit themselves to building the business while retaining the right to protect members’ interest as appropriate; the parties to agree to engage with one another on all matters of mutual interest between them, expansively viewed; the parties to reach agreement on a level of engagement optimum to their circumstances, with enterprise-level engagement being merely one such option; the parties to agree on the form and workings of their engagement channels; the parties to commit to capacity building in respect of business education and continuous process improvement; the parties to undergo training if indicated in appropriate negotiation, consultation, problem-solving, dispute prevention and dispute resolution skills; the parties to to draw on independent resources (FWA with an expanded brief or some other agreed and independent agency) wherever indicated; the parties to agree on the options and mechanisms for the settling and final resolution of any disputes that may arise between them, whether disputes of right or disputes of interest (the parties may elect to have some or all types of disputes submitted to binding arbitration by FWA or some other independent arbitrator; they may elect to preserve their respective rights to use economic power in some or all dispute situations); the parties to agree on appropriate ways in which to monitor, review, adjust and, if indicated, terminate their bespoke arrangements.
thompson_clive.docx