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How employer associations deploy their power resources to frame and pursue members' interests in the making of public policy is of marked importance in many economies. This is strikingly so in Australia where employer associations have, over a 30-year period, shaped a critically important industrial relations policy space – climate change. In exploring this issue, in this article the authors combine studies from industrial relations and political science to show that, despite suggestions of employer association decline, these organisations exert influence over policymaking in both 'noisy' and 'quiet' ways. These forms of influence can be understood as linked to specific sources of power – structural, associational, institutional, societal – as employer associations define and pursue members' interests. [ABSTRACT FROM AUTHOR]

This study examines the determinants of underemployment among part-time employed Australian females, accounting for the interaction of their age, educational qualifications and offspring presence. Females who are young, tertiary educated and without offspring are likeliest to be underemployed, and in general the presence of children lowers the probability of underemployment for those aged below 35, but this impact ameliorates significantly for those aged 35 and above. Policies to address female underemployment need to account for the fact that there is no representative 'average female worker', so as to ensure requisite policies better target those most at risk of underemployment. This finding holds for those working either minimum or maximum hours within the part-time spectrum, where greater uniformity of underemployment is found. Age of offspring affects the likelihood of underemployment with younger offspring reducing the incidence of a mismatch between preferred and actual hours, while the opposite holds for older offspring. [ABSTRACT FROM AUTHOR]

This article advances research on why international students, who comprise a growing segment of the workforce in many countries, are underpaid. By revisiting Piore's dual frames of reference theory, the article builds an important knowledge base around migrant workers' tolerance of low pay. The research uses mixed methods incorporating a survey of 1433 international students, and interviews with 40 of them. Drawing on segmented labour market theory and examining workers' 'multiple frames of reference', the article seeks to explain migrant workers', in this case international students', tolerance of extensive and persistent underpayment. While migrants' reference to lower pay in their home country has long been accepted as explanation for their acceptance of low pay, it is not found to be a significant factor. The new concept of 'peer frame of reference' is developed to explain their tolerance of underpayment. [ABSTRACT FROM AUTHOR]

Representative arrangements are widely employed in the governance of occupational pension funds, particularly in Australia where a sector of jointly employer/employee-sponsored 'industry funds' was established during the 1980s. The jointly governed industry funds are privately owned wealth-management businesses and have routinely outperformed the retirement-savings schemes run by the large listed for-profit providers. Seeking to understand why these examples of labourist 'alternative organisations' have outperformed more traditionally governed Australian wealth-management firms is the main purpose of this article. [ABSTRACT FROM AUTHOR]

This article explores the operation of regulatory provisions for worker occupational health and safety (OHS) representation in coalmining in Australia. Using data on inspections, combined with qualitative interviews, it looks at what occurs in a generally hostile labour relations climate and what supports or constrains representation in this scenario. It finds evidence of the engagement of worker representatives with serious risks in coalmining. By using the various means with which they are provided by regulatory measures, they make a significant contribution to the operation of the regulatory strategy of enforced self-regulation of OHS management. They are successful in doing so despite the unsupportive climate of labour relations in which they are frequently situated. However, the study poses questions concerning the fit of this approach with increasingly dominant versions of OHS management pursued by large and globally active corporations and discusses some implications of this for policy and further study. [ABSTRACT FROM AUTHOR]

In the past two decades, trade unions have sought to counter membership decline, initially through a focus on organizing. More recently the union renewal project has prompted a re-examination of whether unions can use different types of inter-union collaboration to build power for workers and the movement. This article examines two examples of such inter-union collaboration, the Transport Unions Federation and the Australian Workers’ Union–Maritime Union of Australia Offshore Alliance. The development of these organizational relationships is important to the trade union movement in Australia and internationally as examples of new forms of external solidarity. [ABSTRACT FROM AUTHOR]

In 2010, under pressure from newly unionised rail workers, the multinational mining company Rio Tinto agreed to bargain collectively with a union for the first time in its Australian iron ore operations since 1993. This re-unionisation of part of Rio Tinto was, for unionists, an impressive feat but, in itself, the campaign was familiar enough. What makes this empirically significant is the ‘titanic’ nature of the struggle in this vital sector. Its wider significance lies in a contribution to debate about ‘successful’ campaigns and in highlighting the importance of both national regulation and local context to these outcomes. More broadly still, this successful campaign poses questions about how we relate such episodes to ongoing failures elsewhere. [ABSTRACT FROM PUBLISHER]

Labour law changes in Australia in 2006 significantly reconfigured industrial relations institutions and the balance of power in the employment relationship – in favour of employers and against the low-paid in particular. This article analyses the changes as they affected low-waged women workers, using a moral economy framework. While acknowledging the importance of material rewards, a moral economy perspective focuses on aspects of work that are not reducible to the terms of the market. The article analyses how women articulated the effects of the legislation, and how work institutions embody moral conceptions, demonstrating how labour law change can markedly disrupt the underlying, taken-for-granted moral economy. [ABSTRACT FROM AUTHOR]

The Australian industrial relations landscape has changed significantly. An increasingly hostile political environment and the emergence of human resource management (HRM) have seen the role of union voice decline significantly. Drawing on responses from the 2004 Australian Worker Representation and Participation Survey (AWRPS), this article examines the incidence and predictors of joint consultation, and employees' perceptions of the effectiveness of joint consultation. The study finds that joint consultation is a popular feature of the workplace. Joint consultation was highest in unionized workplaces, and the presence of a union and favourable management attitudes to unions are statistically significant predictors of joint consultative committees (JCC). Employees also report JCCs to be highly effective. The article concludes that joint consultation, as an alternative mechanism in Australian workplaces, is viewed as an effective form of voice. [ABSTRACT FROM AUTHOR]

This article examines organizational characteristics of Japanese community unions and analyses similarities and differences in the organizational forms and activities of community unionism between Japan and other industrialized countries. The article first outlines the conceptual framework of community unionism based on the literature review of studies on cases in the US, Canada, Australia and the UK, and then examines to what extent the framework is applicable to the Japanese case. Although there are some common features, one of the important differences of community unionism between Japan and other industrialized countries is the weakness of coalition-building between community unions and community-based organizations in Japan compared to other countries. The article argues that the forms of community unionism are mediated by civil societal and institutional contexts of labour movements, and that the relative underdevelopment of civil society and industrial relations institutions (liberal union recognition procedures) in Japan explains the difference in the forms. [ABSTRACT FROM AUTHOR]

Worker participation in occupational health and safety (OHS) generally achieves better outcomes than unilateral management initiatives. But in a 'cold' industrial relations climate, meaningful participation is increasingly difficult. This article focuses on the Australian mining industry. It explores how the strength and reach of the unions have been undermined and why OHS law has only limited capacity to mitigate the resulting imbalance of power. It then draws on interview data to provide a profile of the consequences of worker vulnerability. Finally, it examines to what extent other mechanisms can redress the balance or whether, in a changing world of work, increasingly precarious employment and emasculated unions, the prospects for effective worker participation in OHS are bleak. [ABSTRACT FROM AUTHOR]

Free-riding has long been a contentious issue in Australian industrial relations. This article gauges the nature and location of free-riding in Australian workplaces, drawing on the 2004 Australian Worker Representation and Participation Survey. Of the 39.2 percent of employees who could join a union in their workplace and who do not, 51.7 percent may be characterized as deliberately free-riding. A similar proportion of employees may be described as 'passive beneficiaries', for whom the costs of membership are greater than the benefits, or for whom the net benefit is not perceived to be positive. Although free-riding is found to reduce as age and tenure increase, and to increase with higher income, supervisory responsibilities and full-time employment status, when free-riding is regressed against a range of personal and workplace characteristics only tenure and supervisory responsibilities retain significance. In general, instrumental motivations prevail over the ideological, personal, organizational and worker characteristics included in this analysis. The implications of these findings for union renewal in the current context are discussed. [ABSTRACT FROM AUTHOR]

A central aspect of labour process theory is the recognition that management must institute controls over the workforce to maximize levels of labour output. Yet, these controls are never complete and employees maintain some ability to actively determine the level of engagement in their work. This article examines the manner in which control is manifest within teams in two different organizations. The article demonstrates that within these two case study organizations, teams develop differently, primarily due to the processes in which the atypical team is engaged. The different processes result in the atypical team having a greater level of control over its members' primary processes and, in addition, greater control over what they do when not engaged in their primary task. [ABSTRACT FROM AUTHOR]

Declining union density in Australia and Britain has focused attention on the need for union reorganization. This article examines how the development of closed shops in the two countries influenced member exit rates and the internal union relations now affecting union renewal. Findings show that legislative support for the Australian closed shop tended to foster more union dependency on state and employers, union bureaucratization, less active stewards and more dissatisfied members than in Britain. The subsequent outlawing of the Australian closed shop and increasing employer hostility resulted in higher levels of density decline than in Britain. While the greater resilience of British density supports the case for developing strong workplace unionism, the relative bureaucratization of Australian unions within an increasingly antagonistic context, against the British situation of relatively indifferent employers and steward independence, limits the transferability of strategies designed to achieve union renewal. [ABSTRACT FROM AUTHOR]

The article examines how a regional peak union council is structured in its response to regional restructuring. It focuses on an Australian regional peak union council, the South Coast Labour Council (SCLC), which pursued a goal of local employment generation from 1983 to 1996. The SCLC is based in the Illawarra region on the east coast, south of Sydney in the state of New South Wales. Its operations are centred on the city of wollongong and Port Kembla, where the region's economic activity is focused. The region had experienced unemployment greater than the state and national averages through the 1980s and 1990s. The article demonstrates how the SCLC's structure allows it to perform its role as an agent of exchange with governments and employers, and thereby attempts to shape the political and industrial environment in which it resides. At the same time, the environment, in terms of government and employer policy and regional need, shapes the SCLC with it becoming involved with local employment generation. [ABSTRACT FROM AUTHOR]

This article explores disparities emerging under localized collective ('enterprise') bargaining in Australia, and relates these to regional economic prospects. The purpose is to highlight how, driven by a rhetoric of globalization and international competitiveness, the 'rescaling' of wage regulation is recasting workers' well-being and shifting the politics of regional development. This is situated in the context of growing cross-disciplinary dialogue concerning the spatiality of labour (industrial) relations. With the effects of the first decade of enterprise bargaining becoming discernible, the article considers the longer-term influence of increasing wage disparity produced by spatially disaggregated wage setting. The article backgrounds regional economic development in Australia, noting the heritage of a near-century of centralized wage institutions as a possible contributor to the very pronounced metropolitan primacy that has been established in this country. It questions whether increasing geographical wage disparity in Australia will act as a catalyst to rural and regional viability. The challenge for labour is to anticipate, find and create appropriate scales of action that can counter these outcomes. [ABSTRACT FROM AUTHOR]