In the service of the society: the labour management practices of an Australian life Insurer to 1940

This article considers the labour management practices in use in the Australian life insurance industry during the inter-war period. Using the Australian Mutual Provident as a case study, it is argued that the specific human resource management practices evolved to deal with separate sets of problems arising from the functions of the life insurance business and the manner in which the principal/agent problem was manifested. The differing nature of work associated with the sales and management of life insurance fostered the development of primary and secondary labour markets in which the benefits flowing to one were superior to those accruing to the other.

Social movement unionism and networked technology

From a European perspective, the wide-ranging social, economic, and political effects of networked computers have generated tensions between 'new' social movements and the 'old' labour movement. From an American perspective on social movements, there is no such tension between old and new social movements. A study of social-movement unionism in Sweden offers a interesting means of testing this emerging American perspective against the European perspective because the labour movement has long been particularly effective and networked technology has been embraced whole-heartedly throughout all aspects of the society, the economy, and the polity. The paper introduces the contrasting European and American perspectives on social movements and presents examples of the practice of social-movement unionism among Swedish social democrats, unionists, and diverse local activists. These examples support conclusions that eschew utopian theories of 'cyberunionism' in favour of developing a theory of articulated unionism in which local unions branches articulate vertically with national and global union bodies, and articulate horizontally with social movements in other arenas of conflict.

Labour hire employment and independent contracting in Australia: two inquiries, how much change?

In the past 18 months, two inquiries into labour hire employment have been held in Australia. The first was conducted by the Victorian Parliament's Economic Development Committee, and reported in June 2005. The second, the Federal Government's House of Representatives Standing Committee Inquiry into Independent Contracting and Labour Hire Arrangements, reported in August 2005. This review outlines the findings of those inquiries, and questions the extent to which they have contributed to improving protection for vulnerable workers. It commences with the Victorian inquiry, then turns to the Federal inquiry. Common themes are drawn together in the concluding discussion.

Transitional labour markets : a social investment and risk mitigation strategy for social policy

Drawing on transitional labor market (TLM) theory, this introductory chapter highlights major themes, overviews the contributions to this volume and suggests a future agenda for policy makers. The focus of applied research projects has been the impact of post-modem social transformations on systems of social protection, looking through the lens of the labor market and shifts in household and family structure. The Transitional Labor Market project uses the TLM model as a means of developing new thinking on how flexibility and innovation might be paired with social investment and new forms of social protection. TLM theory emphasizes the importance of institutions and of the links between different institutions which frequently operate as policy silos, rather than integrated systems to buffer risks and support capability and enhance employability. The great advantage of the TLM model is that it draws attention to the right places for strategic reform. It does not offer a standard set of institutions to facilitate transitions however.

The Chinese state enterprise sector: labour market reform and the impact on male-female wage structure

The paper examines the wage structure in the Chinese state enterprise sector between 1981 and 1987. This period is of particular interest given the introduction of major labour market reforms in China during the early 1980s. In essence the reforms represented a movement away from administratively determined prices towards a market–oriented system combined with a relatively flexible system of labour allocation. The Juhn, Murphy and Pierce (1991) decomposition is employed to shed light on the role of changing labour market institutions over the period.

Labour market institutions and the gender wage gap in Britain and Australia, 1973-90

The importance of wage structure is frequently interpreted as indirect evidence of the role played by labour market institutions. The current paper follows in this tradition, examining the role of wage structure in explaining the trend in the gender wage gap over the period 1973–91 for both Australia and the UK. The focus is upon whether changes in wage structure (and associated gender wage gap) both across country and over time are compatible with institutional explanations. Combining comparisons both cross‐country and over time yields a more stringent, albeit indirect, test of the role of institutions.

Changing work and OHS: the challenge of labour hire employment

The expansion of labour hire employment from traditional clerical placements to a range of blue collar occupations raises concerns about the level of occupational safety risks labour hire workers encounter. Overseas evidence points to a higher incidence and severity of injury for such workers. Is this pattern of injury replicated in Australia? This paper explores this issue through an analysis of workers’ compensation claims in Victoria, and preliminary investigation into case histories of 220 injured Victorian labour hire employees. Overseas research findings in relation to injury are confirmed through aggregate data analysis. The paper then provides a preliminary examination of agency-related employment factors such as the extent and nature of training and supervision provided by the host, and the timing of injuries in relation to commencement with the host. The evidence suggests both agency and host employers need to be more proactive in overcoming the vulnerability experienced by these workers.

Career progression, human capital and pay equity in Australian public sector labour markets

This study uses data from the Victorian Public Sector Census 2004 to identify the extent of equity in pay and career progression (promotion). A system of three equations is developed to capture the endogeneity between human capital and promotion and the interdependence between promotion, pay and human capital. The results indicate that there are substantial differences in the average wages earned by public sector employees in different Equal Employment Opportunity (EEO) groups. While some of these differences arise from factors beyond the control of the public sector employers, others arise from bias in the public sector employment system and procedures. The earnings of individual employees in the public sector are determined in a systematic way by the wage structures in the different sub-sectors, the skill base of the employee on recruitment, sub-sector specific promotion rates, acquisition of formal and informal training and the apparent bias within recruitment and promotion systems in dealing with particular groups. The apparent bias of recruitment and promotion systems is complex in makeup and varies within EEO groups as well as between EEO groups. Most of the difference in pay across employees can be explained as an outcome of individual choice and labour market conditions external to the public sector. After adjusting for sectoral wage differences, skill base when recruited, sectoral promotion rate differences, experience in the public sector, whether individuals are employed on a full-time or part-time basis and individual training decisions, the statistical evidence is consistent with the finding that public sector recruitment and promotion systems tends to be biased, on average, against females and those from culturally diverse backgrounds. Achievements in formal education are important for salary progression. This is particularly the case for women. The main drivers of participation in formal education were employer support in both financial and non-financial terms. Promotion rates were important factors in explaining wage differences. Women tended to receive slightly fewer promotions than men, but women received, on average, greater rewards for each promotion.

Labour and economic development: emerging issues in developing Asia

Contents:
Child labour and economic development : emerging issues in developing Asia /​ Gamini Herath and Kishor Sharma
Child labour in developing countries : review of theoretical and : empirical issues /​ Gamini Herath
Cumulative causation as explanation and policy base for child labour /​ G. Bamberry
Child labour : an integrated approach /​ Manohar Pawar
Trade, growth and child labour practices in South Asia /​ Kishor Sharma
An overview of child labour laws, prevention strategies and assessment of their effectiveness in Bangladesh /​ Jesmul Hasan
An overview of child labour in India /​ Subhashini Subbaraman and Harald von Witzke
Child labour in India : a critical evaluation of four issues /​ Anna Pinto
Prevention of child labour in Nepal : an overview of strategy and effectiveness
Chiranjibi nepal
Prevention of child labour in Pakistan : analysis of strategy and effectiveness /​ Shafqat Munir and Hassan Mangi
Issues relating to prevention of child labour in Sri Lanka /​ Nisha Arunatilake and Roshani de Silva.

Child labour in developing countries: review of theoretical and empirical issues

Contents:Child labour and economic development : emerging issues in developing Asia /​ Gamini Herath and Kishor Sharma
Child labour in developing countries : review of theoretical and : empirical issues /​ Gamini Herath
Cumulative causation as explanation and policy base for child labour /​ G. Bamberry
Child labour : an integrated approach /​ Manohar Pawar
Trade, growth and child labour practices in South Asia /​ Kishor Sharma
An overview of child labour laws, prevention strategies and assessment of their effectiveness in Bangladesh /​ Jesmul Hasan
An overview of child labour in India /​ Subhashini Subbaraman and Harald von Witzke
Child labour in India : a critical evaluation of four issues /​ Anna Pinto
Prevention of child labour in Nepal : an overview of strategy and effectiveness
Chiranjibi nepal
Prevention of child labour in Pakistan : analysis of strategy and effectiveness /​ Shafqat Munir and Hassan Mangi
Issues relating to prevention of child labour in Sri Lanka /​ Nisha Arunatilake and Roshani de Silva.

Employer matters in 2006

If 2005 was a watershed year with the passing of the Work Choices legislation, then 2006 may well be considered year zero, symbolizing the beginning of a new era of Australian industrial relations under the employer friendly legislative regime. Employer groups were actively engaged in lobbying the Federal Government for further industrial relations reform, particularly in relation to the award rationalization process, and in pressuring the government for codification of the definition of `independent contractors', as a means of immunizing them from many of the rigours currently imposed by employment and labour law. Key employer groups made significant submissions to the newly formed Australian Fair Pay Commission in the lead up to its inaugural minimum wages decision, and though generally urging caution in raising minimum wages, there were nevertheless some differences of emphasis and approach apparent between a number of them. Despite an absence of widespread industrial disputation, the year witnessed a number of employers exercising their newfound powers — including some enhanced legal options — to either by-pass unions or to constrain union activity.