They say the current industrial relations system is not fit for purpose. This is despite it holding unemployment low during the GFC where other nations fell into mass unemployment.
They need to clearly define just what that "purpose" is otherwise there will be no consensus.
If the sole purpose is low unemployment and nothing else the slide to third world will accelerate quicker than you can say "Workchoices 2.0".
Consensus can only be achieved if it involves taxation reform like it did last time in the 80's
lucky country, mate.They say the current industrial relations system is not fit for purpose. This is despite it holding unemployment low during the GFC where other nations fell into mass unemployment.
They need to clearly define just what that "purpose" is otherwise there will be no consensus.
If the sole purpose is low unemployment and nothing else the slide to third world will accelerate quicker than you can say "Workchoices 2.0".
Consensus can only be achieved if it involves taxation reform like it did last time in the 80's
What would that be? wage rises limited to below cpi rises and a 16% cut to the company tax rate?Consensus can only be achieved if it involves taxation reform like it did last time in the 80's
Wage rises have been close to CPI anyway so can't give much more ground there.What would that be? wage rises limited to below cpi rises and a 16% cut to the company tax rate?That would get things moving.
Wage rises have been close to CPI anyway so can't give much more ground there.
Get rid of payroll tax for starters. On the employee side the current taxation system discourages productivity growth. I'm always seeing people refuse overtime because they say it's not worth it due to the extra tax for the week. Or because they get slugged with the medicare surcharge for not being in a health fund.
Other disadvantages are sick leave. People take it even when they're not sick simply because if they don't, it's forfeited when they leave the job. It therefore creates too much absenteeism so it's bad for both the employer and employee. It should be cashable beyond a certain number of accumulated hours.
People being stood down from work during COVID highlighted a flaw in the current system. qantas stopped paying sick leave to an employee who was on leave with a heart attack because they declared there was no work to be sick from so they terminated his sick pay even though he still had plenty of leave accumulated. I think that's BS. qantas is a shit company when it comes to treatment of employees and a classic case of how they would take this country to the dogs with IR laws.
ScoMo is right in one sense. The IR debate has been an unworkable "us and them" warfare.
But that's because employers always want to kill off the Better Off Overall Test, attack annual leave, sickies, redundancy pay, holiday pay, penalty rates.... in other words they won't be happy unless Workchoices is back and that's just not going to work. You only have to look at the rampant wage theft to get an idea what employers want. It's all one way.
Anyone who thinks this is going to be without prejudice should buy a lotto ticket.
Has labour changed in the last 2 months, doubt it, they have been playing the systematic obstruction as well, and labour does not represent working class snymore anyway.The government obviously thinks that it's a good tactical time to have such a debate.
Employees are on their knees and they will be easier to beat over the head (with sympathy of course).
But at least there will be discussions, we'll have to see how they go. The economy pre covid was staggering along and the fundamentals weren't good, with stagnant wages and higher living costs.
If ScoMo has been channelling FDR and wants to bring in his own "New Deal" , it's going to require widespread reform of taxation, immigration , IR, industry assistance , welfare , education and lots more.
I hope he's got the balls for it, but he's shown his political nature by sidelining the Labor Party from the discussions. No big deal, Hawke did the same to the Libs with his accord.
So what do the employers get out of it? Why not something like:Wage rises have been close to CPI anyway so can't give much more ground there.
Get rid of payroll tax for starters. On the employee side the current taxation system discourages productivity growth. I'm always seeing people refuse overtime because they say it's not worth it due to the extra tax for the week. Or because they get slugged with the medicare surcharge for not being in a health fund.
Other disadvantages are sick leave. People take it even when they're not sick simply because if they don't, it's forfeited when they leave the job. It therefore creates too much absenteeism so it's bad for both the employer and employee. It should be cashable beyond a certain number of accumulated hours.
People being stood down from work during COVID highlighted a flaw in the current system. qantas stopped paying sick leave to an employee who was on leave with a heart attack because they declared there was no work to be sick from so they terminated his sick pay even though he still had plenty of leave accumulated. I think that's BS. qantas is a shit company when it comes to treatment of employees and a classic case of how they would take this country to the dogs with IR laws.
ScoMo is right in one sense. The IR debate has been an unworkable "us and them" warfare.
But that's because employers always want to kill off the Better Off Overall Test, attack annual leave, sickies, redundancy pay, holiday pay, penalty rates.... in other words they won't be happy unless Workchoices is back and that's just not going to work. You only have to look at the rampant wage theft to get an idea what employers want. It's all one way.
Anyone who thinks this is going to be without prejudice should buy a lotto ticket.
Has labour changed in the last 2 months, doubt it, they have been playing the systematic obstruction as well, and labour does not represent working class snymore anyway.
Thanks God they are not involved, the problem in Australia is the lack of representation.
Is there a union or similar with proper decent behaviour/represetativity to discuss with?
You could do it that way or you could simply convert sick leave into normal holidays and add it to your annual leave. So an employee might think twice about taking a fake sickie because doing so is depleting their leave entitlements.So what do the employers get out of it? Why not something like:
Sick leave in a lot of instances has to be covered by overtime, so it is a double whamy for the employer, the person who takes it gets paid and the person who covers them gets double time. So maybe any sickies that aren't taken get cashed out on termination, everyone gets a % pay rise and the workers cover the sickies themselves.
Absolutely, but if it is converted to annual leave, it is another cost to the company, as they have to hold cash to cover that with sickies they don't.You could do it that way or you could simply convert sick leave into normal holidays and add it to your annual leave. So an employee might think twice about taking a fake sickie because doing so is depleting their leave entitlements.
That's news to me. Sick leave had to be covered the same way as any other entitlement.Absolutely, but if it is converted to annual leave, it is another cost to the company, as they have to hold cash to cover that with sickies they don't.
Annual leave is a fixed cost and workers entitlement, sickies aren't.That's news to me. Sick leave had to be covered the same way as any other entitlement.
That's how it was when I was an employer anyway.
The current system only rewards bad employees because they take too many fake sickies.
One thing I know that happened under COVID was all the DUD workers got the sack. I would think making it easier to fire employees would be on the list as most small companies won't excessively hire.
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