Industrial relations decentralisation and the growth of 12-hour shifts in Australia

In the last two decades, increasing numbers of workplaces in Australia have introduced 12-hour shifts. This increase is due, in part, to government policies aimed at promoting labour flexibility. The purpose of this paper is to examine the cover afforded by the Workplace Relations Act 1996 and other industrial relations legislation in terms of shift-workers’ health and safety. Particular reference is made to the broader social, economic and political context surrounding the introduction and use of 12-hour shifts, as it is this context that shapes the constraints and opportunities facing employers and employees in the work arrangements they choose and how they are negotiated. We conclude that the current system of regulating industrial relations in Australia is largely outcome-focused and inadequate. The bargaining process receives little regulation in terms of considering how changes could affect health and safety in the workplace or how changes might affect individual workers. As a result, the increased introduction of unsafe shiftworking arrangements is a worrying, and likely, prospect.

Gendering Industrial Citizenship

In this paper we analyse the gendered construction of 'industrial citizenship' from the model envisaged by Marshall in 1950 to possibilities suggested in 'Third Way' thinking. We argue that the Marshallian model, while clearly exclusive to men, provided a framework on to which a more inclusive industrial citizenship could be built, primarily through its recognition of a social component to citizenship. Rather than giving an uncritical endorsement of Marshall's vision, we seek to highlight the benefits for women of viewing citizenship as inclusive of social rights, and the problems associated with dismantling this type of vision of the relationship between citizenship and work.

Workplace familism and psychological contract breach in the Philippines

The present study addresses the call for theory-based investigations on workplace familism. It contributes to the literature by proposing and testing the moderating role of workplace familism between psychological contract breach and civic virtue behaviour. We surveyed 267 full-time employees and found main effects of both types of workplace familism (i.e. workplace organisational and workplace supervisor familism) and breach of relational obligations on civic virtue behaviour. Workplace supervisor familism also moderated the relationship between breach and civic virtue behaviour, with the negative relationship between breach and civic virtue behaviour stronger when workplace supervisor familism was high. This suggests that employees with a high level of workplace supervisor familism may feel a sense of betrayal and, therefore, respond more negatively to contract breach. Implications for practice and directions for future research are discussed.

Meatworkers float during Mayday procession 1965 Brisbane Australia

Meatworkers float during Mayday procession 1965 Brisbane Australia. The Australasian Meat Industry Employees' Union, originally called the Australasian Federated Butchers Employees' Union, was formed in 1905 as an organisation of skilled and unskilled workers in all sectors of the Australian meat processing industry. Faced with a volatile industrial relations environment, AMIEU members developed a reputation for militancy and the AMIEU became one of Australia's most significant unions. In Queensland the union has been involved in many bitter industrial disputes, including the Townsville meatworkers' strike of 1918-19 and the 1946 meat industry strike.