Judd Mahalo

The Work Health and Safety Act 2010 focuses on the protection and
safety of employees and outlines what employers must ensure
(Chapman & Malcolm, 2013). Judd when working at the Baxter Inn
noticed that the bar had poor fire safety measures and was missing
fire extinguishers and sprinkler systems (Safety Solutions, 2013).
This is a breach of the WHS Act (Australian Business Consulting and
solution, n.d.), and so Judd contacted Australian Business Consulting
and Solutions to report the issue and have it seen to. Judd
recognised a formal complaint with his manager and so went
through the grievance procedure (Chapman & Malcolm, 2013).
In 2015 Baxter Inn is having some financial issues and so needs to
let some employees go and so redundancy (when a particular job a
person is doing is no longer required to be performed) occurred.
Judd voluntarily became redundant because of this and wanted to
find a better Job to fund his university costs. Judd was offered a
redundancy package: a payout of a sum of money (Chapman &
Malcolm, 2013), because of this Judd is now unemployed but
however still part of the labour force (all those people who have jobs
that is, are employed; plus all those people who are actively
seeking work that is, are unemployed) and the participation rate
(the proportion of people aged 15 or over employed or actively
looking for work).
There are many implications when it comes to unemployment (when
people are trying to find work but have so far been unsuccessful)
that affect the individual, families and the government. Poverty can
become an issue when the redundancy package ends and Judd still
hasnt found a job. Social welfare payments are an option but they
arent enough to efficiently support Judd and manage good health.
With poverty and unemployment comes boredom this can lead to
vandalism, crime and anti-social behaviour. Also when unemployed
for a long period Judd will find it harder to get employed because
the skills you have learnt may have become forgotten or rusty and
this leads to an employer even unintentionally discriminating
against such a person and not even giving them an interview
(Chapman & Malcolm, 2013).