Socialist Party Australia - What are Howard's industrial relations changes?

Whilst Howard has been very light on details in regards to his industrial relations changes, based on current material available from both the government and the ACTU, the Socialist Party has produced a broadsheet available in the July issue of 'The Socialist' outlining in broadbrush terms the changes that that the Liberals will bring in now they control both houses of parliament.

Lower Minimum Wage

The Liberals plan to abolish the AIRC role in setting wages by establishing the "Fair-Pay Commission" this commission will set a single adult minimum wage periodically and 'adjust' minimum rates for juniors, disabled workers, and casual loadings.

Loss of Award Entitlements

This will remove many matters from Awards, leaving them 'negotiable' in EBAs.These may include-

-Long Service Leave
-Exclusive Union representation in disputes
-Proportion of workers a boss may employ in a classification (i.e. casuals)
-Federal Public Holidays
-Transfer of work-location
-Maximum-Minimum hours for part-timers
-Redundancy Pay (if less than 15 workers in a workplace)
-Training Leave (Including for Union training)
-Classification conversion, including casual to permanent
-Accident Make-up pay
-Bonuses
-Jury Leave
-Cultural leave
-Skill-based career paths
-Recording of work-times
-Notice of termination
-Possibly Superannuation - (Legislation is unclear)

Restrictions on unions right of entry to workplaces and unions right to recruit prospective members

-Boss's permission will be required for organisers to enter workplaces, except in State OHS matters.
-Organisers will have to give boss 24 hours notice before entering workplace

Limits on Unfair-Dismissal Laws

These laws will no longer be available to workers where the boss employs less than 100 workers.

No Pattern Bargaining

Workers pursuing a 'pattern' claim would be denied rights to protected action.

More Restriction on Industrial Action

-No 72 hour 'cooling-off' period for bosses, so immediate common-law action.
-IRC able to enforce interim (back-to-work) order in 48 hours.
-More enforcements of Secret Ballots requirements, by an 'authorised agent'.

No Industrial Action across a 'Corporate Group'

Unions would be denied the right to support an agreement across companies in the same industry.

Extra Penalties for Union Officials failing to comply with Federal Court rulings.

Penalties include heavy fines, and disqualifications.

Less Restrictions for bosses introducing AWAs (individual contracts).

Possibly removing right-to-strike over an AWA claim.

Provisions to further stack the IRC with Non-Union members.

With several procedures designed to complicate applications.

As well as several items specific to The Construction Industry:

Establishment of the Australian Building and Construction Commissions (ABBC). This 'watchdog' would have powers to investigate and enforce a Building Code, with the power to impose jail sentences on union officials refusing to appear, produce documents or answer questions. Employers are forces to notify ABBC of disputes. Penalties for wildcat strikes ($110,000 for Unions, $22,000 for individuals)

ABBC can enforce financial compensation from Unions for industrial action.

At least two postal ballots to precede any action

All agreements to be three years And more.........