You are on page 1of 2

Industrial Democracy

Industrial democracy is the involvement of staff in making decisions (through structures and processes) which involve the sharing of authority and responsibility in the workplace. Benefits of Industrial Democracy • Less industrial disputes resulting from better communication between management and staff. • Improved decision making processes resulting in higher quality decisions. • Increased creativity, enthusiasm and commitment to Corporate objectives. • Lowered stress and increased wellbeing. • Better use of time and resources. • Improved productivity including service delivery. • Increased job satisfaction resulting in reduced absenteeism. • Improved personal fulfilment and self esteem. There are Two Forms of Industrial Democracy Representative and participative Some examples of participative activities: 1. Regular meetings with: • An agenda collected from staff • A rotating chairperson, and • Discussion about sectional work allocation, maintenance and administration. 2. Group discussion before decisions are made. 3. Active promotion of an involved team environment. 4. Participative redesign of jobs or work systems. Some examples of representative activities: 1. The formation of committees and consultative forums consisting of staff and/or union representatives. 2. The formation of working groups of staff and/or union representatives to analyse and make recommendations about specific issues. These can be 'occasional' Agency bargaining groups or 'standing' such as the OH&S committee. 3. Setting up channels for continuous communication between management, unions and staff. In relation to point 3, the Library’s peak representative body is the Consultative Council. Following ratification of the Library’s certified agreement on 16 October 1998, revised consultative arrangements will be introduced. Specifically, the arrangement provides for employee representatives (as well as union and management) to be included in Consultative Council proceedings. Clause 121 of

with the proviso that nominations must be supported by the majority of Division staff.the certified agreement provides that the (new) consultative committee will comprise: a) 5 management representatives b) 3 union representatives c) 1 employee elected representative for each Divisions of the Library (initially 4 elected representatives) The terms of reference for the new arrangements are: d) to provide a forum for consultation and open discussion between management. Three Division representatives will be selected to enable a standing deputy arrangement and to provide coverage in circumstances where the principal representative is unavailable. A central feature of the revised arrangements is the inclusion of employee representatives. The title of the consultative forum will also change from Consultative Council to Consultative Committee. employees and unions. and ton aim to resolve any differences on those matters in a mutually acceptable manner. The role for the Division representatives will be to: • bring Division specific perspectives to issues tabled/discussed • address issues with a view to mutually agreeable solutions • maintain a corporate perspective in terms of strategic and operational outputs/outcomes • provide feedback to their Division regarding Consultative Committee decisions . e) to promote effective industrial relations in the Library. Unions will be similarly asked to nominate a total of 3 representatives. The method for selection will be left to Divisions to determine. Divisions will nominate representatives by way of a selection exercise. f) to facilitate mutual exchange of information.