By Erling Rasmussen
This overview of the hot Zealand Employment relatives Act 2000 assesses the constructing developments and significant alterations within the employment kinfolk state of affairs in New Zealand because the act was once handed. views from employers, union individuals, academicians, and govt employees deal with how the hot legislation is operating and what amendments are required for larger efficacy. Discussions of "good religion bargaining," adjustments to union constructions, and new business matters demonstrate the consequences of the act because it was once instituted 3 years in the past.
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Extra resources for Employment Relationships: New Zealand Employment Relations Reform
The health sector negotiations gained considerable media coverage, and the impression was created that both unions and employers were keen to see more centralisation and structure to collective bargaining. The nurses moved a long way to re-establish national bargaining with MECAs in both the South 26 erling rasmussen and colin ross and North Islands. The co-ordination of negotiations and employment parity claims surfaced in several health sector stories. An interesting development was a collective employment agreement for junior doctors at twenty-one district health boards.
Likewise, strikes in support of multi-employer collective agreements are now permissible. However, very few such agreements have been negotiated and there appears to be little strike activity in support of this type of agreement. Union membership and union density Unions had announced in the media that they would actively be recruiting the ‘lost generation’ of workers that they say were lost during the period of the Employment Contracts Act (NZJIR 25(2): 216). The passing of the Employment Relations Act prompted the CTU to embark on a membership drive with a goal to increase membership from 18 per cent of the workforce to around 30 per cent (NZJIR 26(1): 131).
Bonus payments to employees covered by a collective agreement have the effect of providing a discernible benefit to employees for the advantages that collective bargaining brings to the employer, whilst also allowing the employer to have a single set of conditions of employment for all staff. Agency or bargaining fees, of which the courts have been considering the legality, effectively reimburse the union for its costs in undertaking bargaining for non-union employees when they receive its benefits.
Employment Relationships: New Zealand Employment Relations Reform by Erling Rasmussen