{"title":"Report: The 1983 Federation of Labour Conference","authors":"R. Harbridge","doi":"10.26686/NZJIR.V8I2.3535","DOIUrl":"https://doi.org/10.26686/NZJIR.V8I2.3535","url":null,"abstract":"The short term problem of coping with the effects of the wage freeze, the long term issue of attempting to find a new system of wage fixing, and the associated issue of union organisation, completely dominated the 1983 FOL conference. Held in Wellington from 3 - 6 May 1983, it was attended by 412 delegates exercising 594 votes. 69 delegates were women compared with a previous high of 64, reflecting only a slow increase in female participation in union affairs.","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127384361","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"The Labour Market in a Deregulated Economy","authors":"A. Williams","doi":"10.26686/NZJIR.V13I2.3634","DOIUrl":"https://doi.org/10.26686/NZJIR.V13I2.3634","url":null,"abstract":"This paper attempts to extend the debate over labour market flexibility by incorporating some of the larger exogenous issues that are currently shaping New Zealand's future as a trading nation. It argues that structural shifts in the face of global price competition have important consequences for labour demand and in turn for both the institutional agencies of industial relations and for operational practices. The increasing importance of the formative role of mu;lti-national corporate practices are also discussed, particularly their tendency to treat labour supply requirements as a special case of factor markets in which the human factor is melded into an integrated socio-economic system. The paper concludes that current changes in labour law have still not addressed the question of the degree of flexibility that a deregulated labour market might require and that the potential for considerable conflict exists between employer and trade union perceptions as to the roles of current institutions.","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129026976","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Possible consequences of the Employment Contracts Act for people with disabilities","authors":"Philipp Bascand","doi":"10.26686/NZJIR.V16I3.3123","DOIUrl":"https://doi.org/10.26686/NZJIR.V16I3.3123","url":null,"abstract":"This paper briefly canvasses some issues that surround the employment of workers with disabilities in the new industrial environment under the Employment Contracts Act. The ability of employees with disabilities to negotiate contracts from a less than comparable position of strength is discussed. The underlying reasons for this imbalance in power is analyzed. The use of bargaining agents as provided for under the Act is discussed as one mechanism which may assist in addressing this imbalance in power.","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130746267","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Women, the Employment Contracts Act and bargaining: a discussion paper","authors":"J. Sayers","doi":"10.26686/NZJIR.V16I2.3106","DOIUrl":"https://doi.org/10.26686/NZJIR.V16I2.3106","url":null,"abstract":"This paper discusses some of the issues that arise from the Employment Contracts Act for women and bargaining. These issues are discussed in the contexts of likely future trends in female labour force participation. The paper addresses the topics under the following general headings: the structural location of women in an increasingly fragmented labour market and the impact of that on women's bargaining power; socialization and perceptions of women's bargaining effectiveness; and the impact of the social policy initiatives of the New Right on women's employment choices.","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131262901","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Education, 'Skills', and Technological Change: the Politics of the New Economy","authors":"L. Gordon, I. Snook","doi":"10.26686/nzjir.v17i1.3314","DOIUrl":"https://doi.org/10.26686/nzjir.v17i1.3314","url":null,"abstract":"This paper examines the prevalent view that technological change is having\u0000 widespread effects on the pattern and natwe of employment in Aotearoa, and that these have significant implications for etlucation. We analyse papers by Callister (1990) on the labour market and MacPherson {1990) on education; two documents which have been influential in shaping policy directions. We then criticize the central points made in these, and other, documents, and consider the implications for education. Finally, we point out that arguments for a new relationship between education and the labour market are political, incorporating a fundamental debate about the narure of our society both now and in the future.","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"96 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132366543","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Discrimination in Focus","authors":"P. Kiely, Andrew Caisley","doi":"10.26686/NZJIR.V17I3.3335","DOIUrl":"https://doi.org/10.26686/NZJIR.V17I3.3335","url":null,"abstract":"In the fust two or three decades after the Second World War there was a considerable movement internationally to address issues relating to the well being of people in the work force. Part of this overall thrust saw the development in many countries of comprehensive health and safety legislation of the type that New Zealand has just introduced","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"66 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132367585","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"An Examination of the Factor Structure of Union Commitment in New Zealand","authors":"R. D. Iverson, M. Ballard","doi":"10.26686/NZJIR.V21I3.2269","DOIUrl":"https://doi.org/10.26686/NZJIR.V21I3.2269","url":null,"abstract":"This paper examines the stability of the dimensionality of union commitment as proposed by Gordon, Philpot, Burt, Thompson, and Spillers (1980) in the cultural context of New Zealand. The results based on a sample of 489 academic and ancillary (i.e. technical, library, general, and services) staff using the sophisticated technique of confirmatory factor analysis (LISREL VIII) (Joreskog and Sorbom, 1993) indicate that union commitment is best represented by the four factors of union loyalty, responsibility to the union, willingness to work for the union, and belief in unionism. These factors displayed discriminant validity as evidenced by the differential relationships and explained variances with a co,mmon set of explanatory variables. For example, older members were found to be associated with a willingness to fulfil the day to day obligations of the union (i.e. responsibility). No support was found for any effect of gender, kinship responsibility, membership tenure or rank on union commitment. As expected, having represented or previously held a union position significantly influences staffs responsibility and willingness to work for the union. Surprisingly, academics were more ready to undertake special work for the union (i.e. willingness) than ancillary staff Both union instrumentality and passive participation (for example, voting in union elections) were strong predictors of all four factors of union commitment. Finally, active participation (for example, raising grievances) was observed to increase willingness to work for and belief in unionism. The results provide support for the generalisability of the factor structure of union commitment to New Zealand, where the implications for future research are discussed","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"34 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128118154","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Discrimination and Human Rights: An Overview of Remedies","authors":"P. Kiely","doi":"10.26686/NZJIR.V18I3.3867","DOIUrl":"https://doi.org/10.26686/NZJIR.V18I3.3867","url":null,"abstract":"Up until 10 August 1993, New Zealand's anti-discrimination law consisted of three statutes: The Employment Contracts Act 1991, The Race Relations Act 1971 and The Human Rights Commission Act 1977. There is also the Equal Pay Act 1972, which abolished gender based wage differentials in industrial awards but this is of less practical significance now and accordingly is not considered further. The Human Rights Act 1993 repeats and replaces the latter two Acts from 1 February 1994. The new Act provides protection from discrimination not only in the employment relationship, but also in such areas as the provisions of goods and services, accommodation, advertising and access to public places.\u0000 In the employment context, the new Act mirrors the protection provided by the Employment Contracts Act and in some areas strengthens it. The two Acts stand alongside one another providing alternative routes for the aggrieved employee.\u0000 The existence of two regimes means that an act of discrimination may result in proceedings under either statute with different remedies. It is therefore necessary to examine both statutes when considering remedies.","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133173660","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"The (in)accuracy of official work stoppage statistics in New Zealand","authors":"R. Harbridge","doi":"10.26686/NZJIR.V12I1.3601","DOIUrl":"https://doi.org/10.26686/NZJIR.V12I1.3601","url":null,"abstract":"The accuracy of stoppage statistics in New Zealand is examined by comparing official statistics of the Federation of Labour's right to bargain campaign with those collected at Victoria University of Wellington The campaign of industrial stoppages lasted 87 days and was identified using media reports and employer and union sources. A total of 57,264 workers stopped work, losing a total of 126,793 working days. Government figures under-report the nurnber of workers involved in the campaign stoppages by 47 percent and the number of working days lost by 42 percent. The degree of under-reporting is even more marked when the activities of 2 groups of workers- meat processing workers and waterside workers - are taken out of the sample. Then, working days lost in the manufacturing sector are under-reported by 117 percent while in the transpon sector official figures reveal a more 82 workers losing 198 days while university figures identified 9,440 workers losing 6,360 working days. Reasonsfor these inaccuracies include the low priority given to the function of collecting stoppage statistics within the Department and staffing difficulties while at the same title the Department's work load was being increased. It is often argued that while the raw stoppage statistics are inaccurat, they do accurately reflect trends in industrial disputation. The research indicates that this is nor the case and that policy makers should not rely on stoppage statistics as a means to evaluate the effectiveness of the industrial relations system.","PeriodicalId":365392,"journal":{"name":"New Zealand journal of industrial relations","volume":"37 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133437018","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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