HSC Option: Individuals and Work

Katie G

1. The nature of work

Work is an important component in our lives. All people work; for financial independence, a sense of purpose,
personal satisfaction, self-esteem, status, sense of belonging, socialisation, security, contributing to society or
other factors. Work can determine where we will live, who our friends are and how we spend our leisure time.
Work can also influence the state of our wellbeing, and that of our family members. The concept and culture of
work has undergone changes over the centuries. Work can be paid or unpaid or a combination of both.

- Definitions of work
Everyone has a different definition of what it means to ‘work’. Two people performing a similar task may have
different opinions about whether or not they are working. For example for an elite swimmer being exercising in
the pool sees it as work; another person might see swimming as relaxation that enables them to forget about work.
Many people would define work as involving being paid, or having a ‘job’. But this is not necessarily always the
case. A more general definition of work is ‘effort directed towards a goal,’ For example uni students want to
achieve good results. This is their goal and they must ‘work’ to achieve it.

Concise Oxford dictionary- ‘an expenditure of energy, striving, application, of effort or exertion to a purpose.

Australian Bureau of statistics- ‘person aged 15 and over who, during the reference week:
worked for one hour or more with or without payment (e.g family business or farm), employees who had a job but
were not at work (e.g on paid leave), were employers, self-employed persons ect but were not at work.”

- Historical
Work began in the home. Work was necessary to satisfy the basic needs of food, clothing, shelter. Most people
were involved with agriculture. Work was not separated into household and non-household tasks and these were
considered equally important. Although the tasks may have been divided according to gender and age, all work
was considered essential for the survival of all individuals. As communities developed people began to
barter/exchange their goods.

- Late 18th century: Industrial revolution (shift from farms to factories) started in UK. Introduced separation of
work from home.Farms couldn’t compete with factories therefore to support the family men had to seek
employment outside the home. Being a wife and mother was a fulltime occupation for women.
- 19th century: Factories became more prevalent. Workers specialised in one activity. Hours were long and
intensive, wages were low and conditions poor.
- 1860s: unions formed. Shorter working ours demanded.
- 1871: annual eight hour day (labour day) initiated in NSW
- 1892: ‘factories and shops Act’ first regulation of working conditions. Restricted the working hours of women
and children.
- 1907: basic wage established for males only based on status
- 1916: basic female wage established (54% of male wage). Eight Hours Act. (created standard 48-hr working
week for everyone)
- 1926: Eight hours act reduced to a 44 hour week.
- 1944: Annual holidays act 1944 (2 weeks, increased to 4 in 1974)
- 1947: 40 hour working week introduced.
- 1955: Long service leave act 1955 introduced. (13 weeks long-service after 20 years- extended to two months
leave after 10 years service in 1985)
- 1973: state equal pay decision
- 1977: Anti-discrimination Act
- 1983: OH & S Act
- 1991: Unfair dismissal laws reformed.
- 1991: Industrial relations Act.
- 2006: Work choices
- Contemporary
Trends occurred over the past decade and those of the future:
Increase in married women in fulltime and labour force, decrease in full time work for men and preference for
part time work, average working hours decrease from 39.9 in 1960 to 36.4 in 1995, an increase in casual
employment (doubling for men 1984-1995), increase in young people working part time, increased education,
increase in service industries, flexibility in employment, more legislations for workers/ parents, emphasis on
training in workforce, job switching, decrease union members.

Today work is a source of income, satisfies social and psychological needs, sense of purpose, identity, emotional
security, usefulness, contributing. Contemporary work issues- Increase in women in the workforce due to the
removal of compulsory resignation upon marriage, equal pay, maternity leave, cost of living, change in societal
expectations, flexible work patterns. Specific occupations less engendered. More men taking paternity leave.
Growth in demand for high skilled professional occupations and less unskilled blue collar jobs. Increase in people
owning/running their own business.
- Paid and unpaid work
- Compare and contrast the needs that are met through paid and unpaid work

Paid
Defined as: ‘the production of goods and services. As such it includes activity for which payment either in money
or kind is received’ Source: Women in Australia, Australian bureau of statistics. The person involved in paid
work receives money in the form of salary, wages or commission, or through indirect means such as company
cars, bonuses, shares in a company, payment of phone bills and so on. Paid work provides resources to satisfy
basic needs eg. Food shelter and clothing. As well, it provides security access to education, a form of self and
group identification and a place to interact with others and form social groups.

Unpaid
Unpaid work is also a valuable and important contributor to our society. It is defined as ‘ any activity involving
the production of goods or services for which someone could be paid but for which has been performed for no
money.’ source: Women in Australia, Australian Bureau of statistics. Unpaid usually consists of housework,
voluntary work, community work, and education and training. It satisfies psychological, intellectual and social
needs and allows people to be independent and learn new skills. Unpaid work is crucial to organisations like life
saving, bush fire brigades, hospitals, sporting clubs, museums, churches etc. Women contribute to 65% of unpaid
work.
- Explore the gendered nature of paid and unpaid work
Women’s participation in the paid workforce has increased due to general standards of education. However the
proportion of females in the workforce is not the same in all industries. Community services, finance, property,
business service, recreational and personal service and whole sale and retail trade ( 5 industries) accounted for
almost 75% of employed females. There is a clear distinction in paid work between the positions men and women
hold. Full-time work is dominated by males especially management positions however the number of women re-
entering full-time work after pregnancy is increasing. In business women mainly hold secretarial positions, the
men in the managerial positions. Part-time work is dominated by females usually due to their need to balance
family and work responsibilities.

While men do half the work involved in home maintenance, car care and gardening women contribute 65% of the
total of unpaid work. Most of this is spent on childcare, cooking, washing dishes, cleaning, ironing ect. It has been
shown that at all ages the amount of unpaid work completed by women exceeds that done by men. This is
particularly true from the ages of thirty to sixty. Overall women spend twice as long as men completing unpaid
work. It appears that women do more unpaid household work than men, regardless of income, education, social
background, employment or age. However as women’s participation in the workforce increases it has become
more common for males to take on duties in the house. There are situations where the father has taken
parental leave or a career break to care for children have been increased. There has been a slight increase in the
male contribution to unpaid work in the house (approx 30%)
-Value and status of work.
- Work contributes to improving the standards of living of our society as a whole. By working, earning an income
and paying taxes governments can provide services that contribute to our general well being and to our standard
of living. In Australia, for example every child from the age of five to fifteen has the right to an education. The
guarantee that these services will be available would not be possible if people in our society did not work and pay
taxes.

- Work is also of value to the employee. It provides an income to pay for physical items and may also be enough
for luxuries such as holidays. Work can also give a sense of satisfaction and usefulness, or even a sense of
identity. Some people gain great personal pride from their work; others simply work for the income. Whatever the
reason for work, if they gain something from it, it is of value.

- Work can also give value to other people. If the work is of high status, then the person doing that work will have
his or her self-esteem enhanced by it because it is highly valued.

- Status of work indicates a person’s social or professional ranking in relation to others. Often the more highly
paid or the more years of study, contribute status to an occupation. Within each industry, status can be applied to
the type of job you have and the amount of power and prestige you hold.

- Those who are not in paid employment or an acceptable alternative are made to feel and often experience
themselves as diminished and stigmatized, and become fringe members of society.

- Often the more highly paid or the more years of study required contribute status to an occupation. Intellectual
jobs are often valued more highly than physical labour.
- Explain the significant influences that have impacted upon how people perceive work

- Income
Is a significant influence that impacts upon how people perceive work. The greater the income usually the higher
status of the job. For example Doctors due to their high income level and work that they do are highly valued in
society. High income provides greater opportunity to meet needs and attain material possessions that are high
status indicators in our society.

-Gender
Gender influences how people perceive work. This is often seen through women holding part-time, casual and
unpaid working positions whereas men dominating full-time and managerial positions. Many men do not value
unpaid work as they believe it does not increase status.

- Education/ years spent studying/ Qualifications

Those of more years of study required contribute to status to an occupation. Intellectual jobs are often valued
more highly than physical labour

- Position held
The position held often influences how people perceive their work. Status can be applied to the type of job you
have and the amount of power and prestige you hold. For example it may not be perceived as a good occupation
to be working at discount store. However if you are the business owner you are perceived at a higher status.

- How much they contribute to society

Their contribution to society often also influences how people perceives that kind of work. For example some
may place greater value and status on a surgeon due to their position and importance.

- Quality of life/ working conditions/ hours worked/ balance between work and leisure
 - Individual and group needs met through work
An obvious reason to why people work is for money. However in 1980 almost a thousand Queensland Telecom
workers were asked whether they would give up their job if they had sufficient money. Over 70 percent said they
would continue to work.

Need How individual needs are met through work How group needs are met through work
Self-esteem - Self-esteem needs are higher order needs and can only be satisfied - the approval of colleagues and the support of
once basic needs are met. other people on a task or as part of a team can
enhance the self-esteem of the group and also
- The emotional needs met through work include the need to be the individual.
respected, admired and esteemed. This can happen by or through
the way they are treated by their workmates, their status, by gaining
self satisfaction through their job and mastering new skills, by
working as part of a team in a workplace.

- when paid or unpaid work is undertaken that contributes a feeling

of satisfaction, self esteem is enhanced

- individuals are able to be acknowledged for using their skills and

abilities to achieve success the need to belong and to be accepted
can be satisfied
Financial - Payment received from tasks completed provides for needs and - This can include a bonus for reaching a goal, or
wants. completing a task on time, a pay rise, a weekend
away for families or other benefits.
- It provides their basic physical needs. The needs vary throughout
the lifespan and so the amount of income required to satisfy basic -Increased productivity, reduced sick leave and
needs of food, shelter and clothing will differ. As the family an increase in the group’s feeling of self worth
expands so to does the amount of income required increase. As the and importance in the hierarchy of the
family life cycle moves into the contracting so to does the income workplace may result
required decrease. The most costly need to satisfy is shelter
regardless if it is a mortgage payment or rent.

- It contributes towards financial independence, a feeling of

security and of self – worth
Social - Individuals form new friendships through work and these friends - Support networks and friendship groups,
often transfer into their private lives. develop, which can improve moral, leading to
higher productivity and a reduction in sick leave
- Employment gives people a chance to mix with a wide variety of
people they otherwise may not have come in contact with.

- Support networks are often found through fellow workmates.

Individuals and families moving into a new area will often find
friends in the workplace as a source for the development of social
friendships.

- Young parents find employment full or part-time important for

the social stimulation as well as the money. Some retired people
who return to the workforce on a part-time basis do so for the
social contact, especially if they have lost a spouse. This helps the
person to recover from the loss and grief associated with losing a
spouse.
Educational - The workplace can offer intellectual stimulation that is missing in - Individuals who receive additional training
one’s personal or social life. Many women spend time at home can bring back the skills they have learnt to the
caring for children and running a home find by returning to work rest of the group, which will often encourage
their intellectual needs are satisfied. others to learn these new skills

- The workplace can provide an opportunity for an individual to - Individuals who train as a group share learning
update their knowledge and skills. experiences which can assist in cementing
- Employers as well as TAFE and university may provide courses. collegial groups

- Individual workers can feel more productive, skilled and up-to-

date, taking on additional responsibilities as a result of the training,
thus increasing their self- confidence.
Status - The type of job, power wielded and money earned can all
contribute to ‘status’ and self esteem.
- These can assist in a person’s feeling of self – worth and self-
esteem
Lifestyle - The money earned or the type of job and benefits provide a
lifestyle suited to or wanted by the individual
Career - A job may be one way of earning money to provide for needs, eg.
Work weekends to pay for tuition fees.
- A job may be part of a career path or be the ideal career
Social - By working, an individual us able to feel they are making a
conscience contribution to their local, regional and national community
- Individuals meet people with other ideas, beliefs etc. that can
provide them with a view, not jus of their local area, but of the
wider community
Cultural - Through work people can learn to accept other people’s ideas and
learn the importance of others needs.
- A workplace provides an environment where individuals from a
variety of cultural backgrounds can exchange and develop an
appreciation of the habits, beliefs and understandings of other
cultures
- The need for status within a group can be
provided by a work-space, car, privileges,
promotion and so on
- This type of work undertaken by a group can
suit their lifestyle eg. Self determined or flexible
hours, outdoors, high flyers, laid back and so on
- Networking, sharing knowledge, skills and
experiences can support the career development
of colleagues as well as provide personal
satisfaction to the individual
- Workplaces can volunteer time, skills or
finances to assist in those in need
- By committing to a policy, eg, recycling,
individuals in a workplace can feel they are
contributing to the betterment of their
community
- Provision for holidays or celebration, dress,
food storage and/or cooking and so on must be
made by the company to accommodates the
beliefs of employees and clients of different
cultures
 - Patterns of work
Pattern of Description Suitability for Analyse ABS statistics to determine
work different trends in Australian workforce.
individuals
Full-time Advantages - people in the - Most common work practice performed,
Worker receives monetary compensation beginning stage of with 60% of total employment involved.
Usually works for 35 hours/ week family life cycle, - Increase of participation of women in
Receives entitlements of 4 weeks paid leave, sick male members of full-time work from 26.5% in 1978 to
leave, long service, maternity/paternity leave, and family, people in 28.5% in 1995
superannuation. contracting stage of - The number of men in full-time work
family cycle. has decreased from 71% in 1978 to 60%
Disadvantages in 1995.
Time spent with family is limited, cost of - Between 1986-1994 the number of
childcare. managers and administrators in full-time
employment increased by 13%
Part-time Means reducing their working hours to less than - People who - Part-time work has increased in recent
35 hours per week. require less than years for both women and men however it
full time work, accounts for only 11.8% of total
Advantages parents caring for employment.
More family time while status and socialisation is children, students,
maintained. retired workers - The main growth in part-time work has
Can be used to “top up” family income and allow looking for extra been with females and in retail and
for holidays and luxuries, enable parents to have a income. service industry; such as cafes and
break from the constant demands of small accommodation.
children, have entitlements on a pro rata basis e.g
proportion of holiday or sick pay. - Young men and women more likely then
10 years ago.
-Permanent part-time workers have job security,
good for organisation due to set working hours. -Increase in wives part-time employed
They can return to their original full-time status. from 25% in the early 1980s to 35% in
2000.
- Maintain status not only as a worker but as a
carer.
Disadvantage
Reduced income
Casual Casual employment involves employees that work Students, people Used most frequently in retail and food
on an hourly or daily basis. They are paid an extra between jobs, industries (lower skilled). 23% in the 15-
loading on top of normal rate to compensate for mothers or fathers 19 age bracket and most were attending
lack of usual benefits, such as sick leave and with a breadwinner school or tertiary institution full time.
holiday entitlements. partner. Not
suitable for people Casual employment was a high growth
Advantages who are at the area with a 69% increase in casual
Paid a higher hourly rate than permanent stage of life which employment between1988-1998.
employees, flexibility in hours worked. Casual requires heavy Predominantly in the number of casually
work however allows workers to gain experience financial employed males.
in a number of occupations and can be used to gain commitment.
a variety of skills and income whilst completing Within this decade male casuals increased
further study. It also allows older people to gain by 115% whilst female casuals increased
social contact and opportunity to supplement their by 43%
retirement income without the long-term
commitment issues Industries with high proportion of casual
Disadvantages workers include: Agriculture, Forestry
Less income/week and Fishing, Accommodation, Cafes and
Person in this position may only know a week in Restaurants, Cultural and Recreational
advance exactly what hours they will be working, Services, Retail Trade.
and they may vary.
There is no guarantee of a full weeks work and it
is not deemed to have continuity of service with an
employee. This may prevent relationships and
friendships forming as little time can be spent in
company.
 Job satisfaction may not develop as tasks may not
be completed in the time the worker is employed.
Lastly, there is little opportunity for career
development and additional training.
Permanent A permanent worker is one who will still be in Can be full time,
that position next year, and for as long as they part time or casual.
continue to perform well. Best for parents as
it’s a secure full
Advantages time or part time
Gives security for a worker. It allows them to job. They may
develop a career pathway in a company and return to their
provide status amongst their colleagues. original status.
Contract A contractor is a type of owner-operator. They are People with skills
self-employed and hire out their services to who work for
companies for a period of time and/or to complete themselves
a particular job. They are only employed for a
certain period of time
Examples include trades people, IT specialists.

Advantages
Work for themselves, freedom to move on to
another job once one is completed and work with
new people. This type of work is advantageous as
it focuses or develops a person’s skills and allows
them to build their own company based on
individual skills and abilities. They have the
opportunity to change workplace regularly.

Disadvantages
Limited income, no job security, work and income
can be unstable. For example, some banks will not
give loans to people working on ‘contracts’
because their employment cannot be guaranteed.
Shiftwork A shift worker is a person who works at different Best for single In November 2004, 14% of employees
times of the day depending on when they are people or families had worked shiftwork in the previous four
needed. Common in mining, health and with older weeks. A higher proportion of part-time
community services, accommodation and cafes children. employees worked shiftwork compared to
and restaurants. full-time employees.

Advantages - Male employees are more likely to work

Allows parents one parent to always remain at shiftwork than are female employees.
home if the 2 parents stagger their shifts. Days off
during the week and penalty rates are advantages.

Disadvantages
It can be very tiring and disruptive, especially
developing sleep patterns. It could also have a
negative impact on parental relationships due to
lack of time together. The individual may also feel
isolated and worry about safety to and from work.
Services such as education, recreation and
transport may be difficult to access as services are
generally geared for normal work hours (8 am- 6
pm Mon – Fri)
Voluntary A volunteer worker is a person who donates their This is best for - People of all ages volunteer, however
time to an organisation. They do not expect any anyone who wants 57% of all volunteers are female.
form of payment in return. Our society relies to be rewarded in
heavily on volunteer workers to contribute their assisting people - 1994-1995 19% of Australians aged 15
time, skills, energy and expertise in areas such as and who have and over undertook some voluntary work
meals on wheels, hospitals, schools and sporting spare time. through a group or organisation.
clubs.
- Those aged 25-44 years represented
Advantages 28% of all volunteers.
They can give something back to their community,
enhances their social conscience, they gain -Over 45000 people donated their time
experience in that area that may otherwise have this way to the Sydney Olympic Games in
 been difficult to learn about. It can provide people 2000.
with skills needed to re-enter the paid workforce. - in 1992 both men and women
Allows people to socialise, develop new skills and contributed about 20 minutes per day to
build on existing ones. voluntary work.
Self- Self Employed people are those who operates People who wish to
employed their own business. be their own boss,
people with skills
Advantages and money to
Control their own work patterns invest
Flexible working hours
Have total responsibility for the business Usually best for
Freedom to work unrestricted hours people with older
High degree of control over their lives children or none.
Opportunity to earn more than their skills may As is known
earn in a traditional setting. sometimes their
Self-employment can lead to a sense of wellbeing can be no jobs and
with the challenge to be self-reliant and a feeling that means no
of satisfaction may be gained as their own ideas money.
are put into practice.

Disadvantages
Often work longer hours
No guaranteed income
No entitlements
Isolation from other people if business is small
therefore reduced social interaction
Job-share Involves two workers voluntarily sharing one full People with young
time job. children. Couples
in the same
Advantages occupation who
Greater flexibility in work both wish to spend
Allows people to continue with their careers while time with the
also taking care of family commitments, study family. Popular
leisure or community commitments among parents who
Allows work to be arranged around family want to work
provides opportunities for mutual support and around child care
encouragement arrangements.
Work load is divided Women returning
to work with young
Disadvantages children. Older
Less income per week. workers who want
to gradually phase
into retirement.
People with
disabilities.
Workers wishing to
undertake studies
while continuing in
employment.

Telecommu Telecommuting is an offsite work arrangement Parents with young

ting that permits employees to work in or near their children, semi-
homes for all or part of the working week. The retired people,
individual commutes by telephone, email etc people with family
rather than by car or other transport. commitments

Advantages
Work from home so saving time and costs of
travel, allows parent to be near children, flexible
hours

Disadvantages
Isolation from other workers unless a combination
of home and workplace is used. Work may intrude
on family life as the employee is available at all
 times via technology. An increased workload,
combination of work and family and the
elimination of socialisation may exacerbate stress
levels and cause lack of concentration
Seasonal Seasonal work involves people that are employed Students
for a specific period of time, dependant on when Backpackers
work is available. Examples include fruit picking Retirees
and ski instructors. Individuals are usually paid Holiday makers
piece rates based on quantity produced but it may Unemployed
also be on the hours worked. Disabled
Migrants
Advantages
Seasonal work does give a degree of independence
and provide opportunities to travel and meet
people from different places.

Disadvantages
Seasonal work can often be intensive and
physically demanding and there is little
opportunity for career development. workers must
provide own transport and accommodation and
due to itinerant nature – socialising occurs mainly
with people in same position.
Working Self employed people have worked from home for Ideal for people - The number of people working from
from home many years, and with the advent of who do not like home has increased by 11% between
telecommunications other workers are also using the regular routine 1992-1995
the home as an alternate office. Examples of of office hours, or
people who may work from home include Writers, who find it - Approx. 4% of all employees are home
journalists and photographers. preferable to work workers or telecommuters, and of these
on their own. Best 60% are women.
Advantages for people with a
The benefits to the employee are flexible work family or injury, - Not all home workers are employees-
practices, less time spent travelling, saving in sick and people over half (52%) are self-employed or
travelling costs, greater control over schedule, who like unpaid family workers.
work is often more productive and task completed independence.
quickly, domestic obligations can be balanced,
people who have disabilities are able to be more
independent.

Disadvantages
It can lead to lower security, as the business can
only benefit as much as the person is willing to
work. Eg professionals such as architects,
accountants and lawyers. It can have its downfalls
as it can intrude in the family time, it can mean
work is not sperate from home so the feeling of
relax isn’t distinct.
Others Flexitime- A flexible arrangement where workers can work more or fewer hours in any one day, as long as the total
hours worked in a scheduled period add up to the minimum requirement. Requires employees to be available for set
hours and then offer the option of when to complete the remaining required number of hours. Gives autonomy to the
individual, allowing them to balance work and family commitments.

Career Break- Career break schemes allow an employee to negotiate a fixed period of time away from the workplace
to undertake study or tend to private commitments, while returning to the job at the end of the period. Allows
employers to retain skilled staff who might otherwise have been forced to leave their place of employment.

Variable year employment- Requires an employee to take a reduced salary for four years. The money put aside by
the employer from the salary loss is then used to fund one year of leave. Used by employees wishing to study, it is
also popular with older workers who do not wish to sacrifice some of their long service leave.
- Social factors leading to changing work patterns

Social Their influence on work patterns Analyse the relationship

factors between patterns of work and
the various social factors and
hypothesise about possible
future trends
Education/ The choices people make at school have a direct impact on the - most students will have access
training activities they undertake immediately after school. Some university to work ready courses
courses require students to complete particular subjects before they - Employees will be expected to
can apply. The level of education people attain seems to directly continue their education through
affect their ability to find paid work. For instance the courses to combine work and
unemployment rate for people who completed a university degree in education.
1995 was 1.9% the unemployment rate for people who left school - Harder to get into university
before the age of 16 was 14.4%. - Fewer people in the primary
industry and a continuing decline
A person’s education directly affects the way in which they work. in people leaving school in year
For instance a changed patterns of work may be required to 10.
complete 12 yrs of schooling or university, most students involved - Due to increased education in
in casual or part time work. Australia increased difficulty in
finding people to do domestic
The decision to continue learning also affects work patterns For occupations such as cleaning.
example a manager who decides to return to university to earn a - Businesses and industries
degree may need to work flexible hours to fulfil the requirements of increase their level of entry
their contract. requirements as a result increase
in post-school education.
Over the last 20 years within schools, an increase in the number of - Increases in unemployment in
students studying vocational subjects and undertaking part time past 20 years has lead to a more
traineeships has led students to achieving industry-recognised competitive labour market.
qualifications as well as education.

Emphasis has been placed on students to remain in formal

education: Mandatory school certificate, increase in students staying
through to year 12 and further studies, women staying in school.
Technology Mankind’s desire to increase efficiency has led to the development Possible future trends include:
- Computers of machinery. Technology has affected the way in which people - Increase in telecommuting and
-Automation work, and therefore there are fewer positions available for untrained working from home.
/robotics and unskilled individuals. Many older people are being retrenched as - Increase in IT specialists.
- Research they are unskilled and have not completed any training since they - Requirements of computer skills
and left school. in more occupations.
development - Less jobs in the primary
Today, most workers are now responsible for their own data entry industry. -
and retrieval and employees are expected to get up-to-date with Creation of new jobs.
skills and knowledge that will help the company maintain its - More skills and jobs will be
position in the global market. made redundant.
- Employees will constantly need
Computers to retrain to gain information on
Computers are able to perform a lot of work previously performed latest technology.
by people. In some cases using a computer means that only one - Easier to perform tasks around
person is required where previously several are needed. This the house e.g dryer, dishwasher,
can be seen in the banking industry for example, which has resulted vacuum.
in a large increase in shift work for technicians to maintain computer - Workers may find de-skilling
systems 24 hours a day. due to technology difficult to see
value in and gain satisfaction
Computerization has affected nature of work in most industries as from work.
 most businesses now have a computer, fax, photocopier and access - Telecommuting has allowed
to internet. Other technology includes desktop video conferencing, people to work from hope and
desktop application sharing, workflow software, and nomadic gives disabled people more
computing & telecommunication. Also believed to reduce hours. opportunity.
- It is quite possible that before to
Automation/ robotics long a robot may be checking you
There is also an increasing use of robots. Many industries have out at the supermarket, driving
become highly automated for example modern vehicle assembly your taxi or doing your tax return.
lines and ATMs replacing many bank tellers. Machines do not take
breaks or get paid and did not take days off. The machines often
work much more quickly.

Research and development

Research and development into these areas will decide which of
these tasks are safe to perform by robots and as they become more
reliable they become more relied on.

Many companies have spent time and money in R&D on new

technologies, processes, products and materials which are expensive
to develop to remain competitive in a global market.
Employment In today’s society you need to be trained, skilled or educated in an To increase jobs, people have
/ area to be successfully employed. Generally, people already in reduced hours and have gone
unemployme employment will more likely receive an offer for a position over an from a full time job to a part time
nt unemployed person as: they have greater confidence in going to an or casual (which enables more
interview, knows techniques for succeeding in interview (done it people to work). There has been
before) and they already possesses workplace skills. Full-time an increase in casual jobs and a
employees are more likely to have post-school qualifications than decrease in full time workers.
those working part-time. This is due to industries with lower More people are using flexible
educational requirements such as service and retail offering more PT work patterns. Employers like
work. flexible workers as it is cheaper to
employ casuals.
Because of this the phrase ‘Long-term unemployment has entered - More people may be made
the language. In Australia a growing percentage of unemployed redundant
people have been in that situation for over twelve months. This can -More furthering their education
affect their confidence and therefore their ability to perform in job (leading to increased casual/part
interviews. time workers)
- An increase in self employment
Most unemployed have not completed secondary education or post- and telecommuting.
compulsory qualifications, service industries provide a large
proportion of part-time jobs, & many government initiative aims to
skill unemployed.
Perceptions The traditional views of the male as the breadwinner and the female - Changing perceptions of women
of gender as the homemaker have now become part of Australia’s history. will result in higher participation
However, in some industries the number of women employed is still in workforce, new legislations
well-below what would have been expected in the sample of the will assist women to combine
population. Some occupations are seen to be more suited to women work and family & women
(most nurses and teachers are female). continue to be seen as primary
carer in family.
Many female partners work outside home, women have high - Increase number of women in
participation in part-time employment, & government assistance has part-time and volunteer work.
encouraged more women to join the workforce. Increase is also due - More paternity leave being
to increase in independence and education. Women are moving into taken
technical jobs and men have moved into traditional female - Movement out of the
occupations. Women are taking on the role of management. stereotypical gender jobs.
However women are still expected to take time off for children. 65%
of people working from home are women.

The most obvious field with gender inequality is politics. Politicians

are elected by the people but they are not representative of the
population as a whole. In reality, only a very small proportion of
 politicians are females.

Family Circumstances within the family can cause changed practices. For - More flexible work practices
circumstanc instance if a mother decides to change work patterns to manage provide assistance, & some may
es including family responsibilities while maintaining work currency or by choose early retirement & work
structural leaving work till their child reaches school age. on part-time basis.
change - Children staying home longer
Or a sole parent may find they can only work-part time, because may mean they don’t retire as
young children require them to be at home. early.
- Reduced number of children in
Other changing circumstances, such as separation, divorce or death families leading to shorter
can have an enormous psychological impact on people that affects absence for women in the
their ability to work. workforce.
- Less people are having children
Also, today parents may have to stay in the workplace longer, as so more opportunity to work.
children stay at home for an extended period of time due to living - More single parents therefore
expenses being higher than they can afford on a casual/PT job basis. more people looking for part-time
Also, parents may have to take on financial burden of elderly work.
relatives care. - Casual and job-share become
more common
Government Legislation assists women in workplace incl. Enterprise bargaining, - Legislation to keep up with
policy Equal opportunity, Childcare cash rebate current trends
- More support for parents with
New legislation has been introduced to support workers especially children in care will continue to
females. This has Included equal pay for equal work, EEO and be an issue.
Maternity Leave. Paternity Leave and prohibiting discrimination
against workers on the basis of family responsibilities have
promoted the sharing of domestic responsibilities between men and
women

Changes to industrial practices such as flexible work practices e.g.

job sharing, PT work, flexitime and telecommuting has helped
families manage their work and family commitments.

Enterprise Agreements have allowed for negotiation of work roles

and responsibilities, hours, bonuses and work patterns.
Economics The state of the economy and the move towards globalization Australia has to compete with
(competition between Australia and overseas companies) have other products and services from
influence on employment relationships.Globalization of economy other countries & will cause
has led to more demands on employees to be multi skilled, flexible, government initiatives to be
& efficient. developed to support businesses.
-Decrease in small business with
Wanting a house, car, putting children through private education globalisation increasing
cannot be achieved by one income. Men as the breadwinners are a - flexible conditions being
thing of the past, it is impossible for men in the family to be the only available by the state of the
one working (unless the job pays really well). There is an increase in economy.
the unemployment rate with a downturn in the economy. An
increase in second jobs due to inflation. Many may be on temporary
or contract work in an unstable economy.
3. Managing workplace and family roles
Although the definition of the family has changed over time, the physical, social, cultural, spiritual and emotional
needs of the family members are still the same. To fulfil these needs money is usually requires, and in most cases
this means that at least one member of the family needs to be in paid work.

- Changing circumstances for parents

At any time the number of children in the family could change, either through childbirth, adoption or even
multiple births or through children leaving home.

- Number of children (age differences, multiple births, sex)

Age
- May be more difficult to manage roles if children are close together in age. The mother can feel overwhelmed
by the many roles she has to play e.g. mother, wife, entertainer and food-provider.
- Having children further apart can have different changes to families. For example, the first child may have
started school and thus the mother may have returned to work and her and her partner are enjoying more time
together. A new baby makes them adjust again which may cause resentment. This time mother may expect the
father to become the primary carer whilst she continues her career. The first child could be expected to take on
additional duties around the home.
- Parents role changes as child gets older – less primary care needed. However financial and emotional support
may increase.
- If an older child decides to continue their stay at home the parents may have to continue full-time work for
longer to provide for them.

Multiple births
- If there are already older children in the family, the father may be expected to take on extra responsibilities in
relation to their care, schooling and activities
- Both partner and children would be expected to take on additional house hold tasks.
- Resources are available for the support of parents with multiple births such as the Multiple Births Association
and financial assistance from the government.

Sex of the Child

- For example, if the arrival of a boy after a number of girl children can cause bedrooms, clothing etc to be
reconsidered. Also, the father may play a larger role in their upbringing and activities.

- Children starting school

- More freedom for both parents
- At home parent may wish to take on duties within the school e.g. Canteen, P&C, reading, clothing pool.
- Mother may decide to begin a TAFE course or do volunteer work
- If both parents begin work may need to hire outside assistance with household duties to help complete roles.
- This can also allow additional time for parents to spend together and with children improving the wellbeing of
the family as a whole.
- If a child decides to do schooling at university level the parents may have to continue their full-time work ect.
To financially support their child. If their child remains at home during this time this will extend the time they
have to support their child which may lead to extended retirement date.

- Parents changing employment

- Returning to work – family members will be expected to take on additional responsibilities – has to be
negotiated with family members involved.
- May affect working hours, wages or leave conditions – roles may have to be adjusted to accommodate different
hours. - Roles would have to be adjusted to accommodate the different hours for which the partner would be at
home and the duties the partner would be expected to perform.
- Additional childcare may be required, a second care or less financial resources may be available.
- Parents may switch between different work patterns and different roles in terms of the amount of money or time
that they supply to the family unit.

- Negotiating and sharing roles within families

- Traditionally men were the ‘breadwinners’ and females were the ‘homemakers’ who cared for the child and
completed most of the household duties, However today with an increasing number of females in employment –
there has been a need for negotiation and sharing of roles.
- Must be fair to all concerned and not based on gender or traditions. Instead of being based on gender it is now
more based on working hours. For example, the male partner may begin work early and finish earlier and
therefore could pick children up from school, and cook dinner. The female’s partners working times could allow
her to put the washing out, take the children to school and clean up after dinner. Neither may wish to clean the
house so this may be outsourced to a tradesperson.
- Roles must be based on age and ability – easier roles allocated to younger members. Builds up responsibilities
and independence, eg making own bed, bring out washing, clean up dinner
- Another change is that young people do not leave home until their mid to late twenties, and perform household
tasks and may even contribute to the budget.
- Another reality of the early
- Managing resources to meet multiple role expectations

The desire to fulfil all roles placed upon us as a result of the growing number of commitments that parents are
associated with: family, work, leisure, sport, church, community groups. Resources are an important component
of effectively managing change and multiple roles. They are used to satisfy needs and wants of individual family
members, and the family as a whole. They can be interchanged and substituted

- Time e.g delegation, division of labour

- The resource that people feel they don’t get enough of, the satisfying use of time can influence the wellbeing of
individuals and families, when time is not used effectively it can cause dissatisfaction
- Time can be substituted for money
- Tasks can be delegated to allow more time for other activities
- Time can be interchanged with money, e.g purchase of childcare in order to have dinner with friends.
- Tasks can be delegated to allow more time for other activities
- For example from a young age many Australian children are expected to help out with the simplier tasks around
the home.

- Technology e.g labour saving devices, fast food

- Families also make use of new technology with the computer storing information. Other household devices exist
around the house like the microwave, dishwasher, washing machine, as well as fast food outlets.
- Labour Saving Devices such as dishwasher, microwave have assisted in completing chores that a person would
have traditionally had to complete thereby providing more time for other activities.
- Advent of takeaway food, pre-prepared meals and frozen meals require little time needed for preparations and
clean up.
- Has allowed time and energy to be used more effectively
- For example a family may have a budget that is kept on the home computer. The same computer may bed used
to store information about upcoming holidays, insurance, policies or study timetables. These are all ways in which
people use technology to save time.

- Support networks (formal and informal)

- Support networks are an essential component of assisting individuals and families In managing their role
expectations.
- Formal support networks such as pre-schools, allow parents to go to work, knowing that their child is being
cared for in an accredited institution or alternatively that their child is receiving skills and abilities that make their
transition into school easier.
- Informal support networks such as neighbours and friends are a valuable resource because of the help and
support they can give to the family. For the parents neighbours may be available to baby-sit the children so they
can attend a function.
- Devise strategies to effectively manage multiple role expectations caused by changing circumstances.
- Establish Goals
- Planning finding different options e.g full-time work, negotiate flexible hours, type of childcare available
- Organising e.g discuss with employer possibility of working flexible hours, negotiate with family regarding
allocation of chores, review household budget
- Implementing e.g arrangements made through day care, household chores established, organise someone to pay
to do ironing and washing
- Evaluating- the partners would have to evaluate the process after three months and change some of the
strategies if necessary. Further evaluation would be needed after six months and then twelve months. Questions
such as was the goal achieved and to what extent? Are all members willing to take on new roles and
responsibilities? Were all resources used effectively? Is the child happy in care? Is the decision financially viable?
Etc.
 - Workplace supports for individuals and family members
- Workers with family responsibilities face a range of difficulties, such as:
- Problems finding child care
- Taking time of for sick children
- Constraints on working time
- As a result of the many pressures on people today, governments, unions and workplaces have put in various
supports in place to better enable individuals to manage their multiple roles and overcome these difficulties
- Flexibility in the workplace, changes to workplace culture and a range of regulations and entitlements assist
individuals in managing their roles as members of the workplace and of a family.

-Flexible work patterns and practice

These are patterns of work which assist individuals in effectively managing their work and family expectations.
Flexible work practices include:
- Flexible working hours
- Part time work
- Job share
- Work from home
- Career break schemes
- Part year employment
- Family leave.
- Telecommuting
- Seasonal work
- Casual work
- Contract work

- Both females and makes are entitled to flexible work practices, it is traditionally females who decide on the
work changes due to family circumstances eg caring for child or relative.
- Benefits of flexible work patterns and practices is reduced levels of absenteeism, lateness and stress. Increased
productivity, skill levels, motivation and commitment.
- Allows for more women to engage themselves in the workforce.
- Flexible work practices allow more time for people with families to meet their responsibilities within the home.
- The availability of flexible work practices allows the maintaining of a standard of living.
- When an employer allows workers to work as they choose it is called ‘flexi-time’. For example. A person may
choose to work nine hours a day for four days, and then have a three day weekend. If they prefer shorter days they
may choose to work six hour days and only have one day for the weekend
- These work options allow people the flexibility they need to more adequately balance their working lives with
their private lives.

- Workplace culture including provision of childcare

The differing attitudes and standards with a company based on what they value as a work environment.
Workplace culture can be influenced by many factors such as management styles, employee wellbeing,
personality traits and job demands. The very nature of the workplace can affect an individuals well being. A
supportive workplace culture can encourage a positive wellbeing amongst all workers, often resulting in a more
productive organisation. A workplace that does not have a supportive culture, however can cause dissatisfaction
amongst workers, an increased number of sick days taken by employees and a lack of productivity.

Changes in workplace culture have allowed for support and services beyond that expected in the past. Child care
is one service which many large employers now include for instance by sponsoring places in existing childcare
centres. This has allowed more women to enter the workforce. Employer supported childcare measures should
reflect the different stresses and needs associated with the various stages of employment. Half of the women who
go on maternity leave do not return, there needs to be more maternity leave provisions. A shortage of under two
care. With good provision of childcare women can stay in the workforce and manage their responsibilities better.
This is only one example of a large shift in workplace culture. The overall trend is towards allowing as many
people as possible to be in the workforce, including those who may previously have been excluded.

Most businesses are now open to the idea of employing people with disabilities. May not be able to perform some
tasks, they are still able to perform others and these skills can be utilised. Eg. May be housebound – work from
home or telecommute.

- Regulations and entitlements

Workers in Australia are able to secure leave in a number of situations.

Regulation and
entitlement
Carers Carers leave is to take care for a family member/relation who is sick. It is paid leave
This leave is available to all employees covered by NSW awards. There are few
exceptions and some awards have slightly different entitlements. Many enterprise
agreements also provide for these types of leave. An employer can require an employee
to establish that a family member is sick and needs care. A medical certificate can do
this.
Parental leave Full-time, part-time and casual employees who have worked continuously with one
Maternity employer for 12 months are able to take unpaid leave of 52 weeks. This must be
Paternity completed before the child’s 1st birthday or anniversary of adoption.
Adoption
NSW Industrial
Relations Act 1966
Long service Full-time, Part-time and casual workers in NSW are entitled to be paid long-service
NSW Long service leave after working for an unbroken period of ten years with an employer.
leave Act 1955 A minimum of two months paid leave after 10 years of service with one employer. Paid
at an ordinary rate. Can be paid out on termination. This payment during the break
helps manage family expectations.
Sick leave A minimum of five days sick leave each year which can be used when the employee is
Industrial relations too ill to work or when it is necessary to look after ill family members.
Act 1996 (Cth)
Annual leave All full time and part time employees get a minimum of 4 weeks paid leave. Leave falls
NSW Annual due on the anniversary of when employment originally commenced. Casuals are paid
Holidays Act 1944 an additional 1/12 of their rate in place of the annual leave entitlement. Allows parents
to take time off and still be getting paid- especially during school holidays.
Personal carer’s Entitlements are included in individual awards. Enables employees to take time off to
leave or family care for and support an immediate relative or household member who is sick. Can
leave access three types of leave: sick leave, leave without pay, annual leave entitlements.
Workplace relations
Act 1996 (Cth)
 - Equal Employment Opportunity and Affirmation Action
EEO- Everyone should have fair and equitable access to jobs, employment conditions, training and promotional
opportunities. The workplace must have rules, policies, practices and behaviours that are fair and do not
disadvantage people because they belong to particular groups. It does not assume that everyone has the same
abilities but they should have the same opportunity to demonstrate their abilities. Through EEO both parents have
the opportunity to support the family and to promotion.

Relevant laws include: NSW Anti-discrimination Act 1977, Commonwealth Racial discrimination Act 1975, Sex
Discrimination Act 1984, Disability Discrimination Act 1992, Human Rights and Equal Opportunity Commission
Act 1986.

AA- The positive steps taken by an employer to create a situation that promotes and assists elements of equal
opportunity. It is used as a means of redressing discrimination based on gender, sexual preference, disability etc.
An affirmative action program must be established in an organisation with 100+ employees. The equal
opportunity for women in the workplace Act 1999 provides provisions for women which allows them to manage
work and family better. Programs have been implemented in Australia to improve the position of women in the
workforce. They aim to ensure that, over a period of time, workplaces are restructured so that women and men
have equality.

- Enterprise Agreements and Bargaining (also known as workplace bargaining, collective bargaining,
over-award bargaining, company bargaining)
Prior to 1988, a central authority set pay and working conditions. Unions often fought for the rights of the
workers and negotiated between employer and employee. When enterprise bargaining was introduced, the
government saw it as the basis of its policy of restructuring the workplace. The Workplace Relations Act 1996
was introduced to assist employees to combine their work and family responsibilities effectively through the
development of enterprise agreements with employers.

Enterprise bargaining is a negotiation of a set of rules and conditions for their workplace which results in the
enterprise agreement. The Agreement is a negotiated deal about the conditions under which employees are
employed within a business. The Australian Industrial relations commission checks enterprise agreements to
ensure basic minimums are upheld. Enterprise bargaining is intended to achieve - genuine long-term productivity
of lasting benefit for workers, employers and the community.

The agreement is intended to create a situation where both parties are satisfied. Some of the matters being
covered in workplace agreements now being reached include: -
- Reorganising work practices – redesigning and broadening jobs eg. Moving workers btw areas using work
teams, multi-skilling, using quality assurance and best practice programs, use of consultative mechanisms.
- Flexible conditions of employment eg. Managers have staff available for tasks when demand is there and not
when it isn’t.
- Improving work environment
- Training and skills acquisition
- Better use of equipment and machinery
 - Examine extent to which workplace factors:

- Provide equal access to work entitlements for females and males

There are many workplace factors both legislative and non-legislative that provide equal access to work
entitlements for males and females.

Workplace culture is one factor which will determine if there is equal access to work entitlements for females
and males. The differing attitudes and standards with a company based on what they value as a work
environment. Workplace culture can be influenced by many factors such as management styles, employee
wellbeing, personality traits and job demands. The very nature of the workplace can affect an individuals well
being. A supportive workplace culture can encourage a positive wellbeing amongst all workers, often resulting in
a more productive organisation. Changes in workplace culture have allowed for support, services and equal access
beyond that expected in the past.

A positive workplace culture will provide equal access to work entitlements for males and females. To do this
many workplaces include the provision of childcare. This entitlement is one service many large employers now
include for instance by sponsoring places in existing childcare centres. This has provided more equal access to
work entitlements as it has allowed more women to enter and remain in the workforce. This is only one example
of a large shift in workplace culture. The overall trend is towards allowing as many people as possible to be in the
workforce, including those who may previously have been excluded.

Equal Employment Opportunity Action ensures equal access to entitlements such as employment conditions,
training and promotional opportunities. It ensures the workplace has rules, policies, practices and behaviours that
are fair and do not disadvantage people because they belong to particular groups. It does not assume that everyone
has the same abilities but they should have the same opportunity to demonstrate their abilities. Through Equal
Employment both parents have an equal opportunity to support the family and to a promotion. For example if a
woman applies for an occupation or promotion as a pregnant women Acts such as the Sex Discrimination Act
1984 prevent discrimination and lack of access to these entitlements

Affirmation Action also ensures equal opportunity to work entitlements for males and females. It is the positive
steps taken by an employer to create a situation that promotes and assists elements of equal opportunity. It is used
as a means of redressing discrimination based on gender, sexual preference, disability etc. An affirmative action
program must be established in an organisation with 100+ employees. The equal opportunity for women in the
workplace Act 1999 provides provisions for women which allows them to manage work and family better.
Programs have been implemented in Australia to improve the position of women in the workforce such as the
ability to advertise for women only if it is a male dominated workforce. They aim to ensure that, over a period of
time, workplaces are restructured so that women and men have equality.

Enterprise agreements and bargaining is a work entitlement available to both males and females. It enables
both males and females to better manage their multiple roles by allowing them to negotiate the working
conditions that suit them best. For example a mother may negotiate the right to 15 minute breaks every 2 hours to
feed her baby and inturn work an extra hour at the end of the day. The Workplace Relations Act 1996 was
introduced to assist employees to combine their work and family responsibilities effectively through the
development of enterprise agreements with employers.

Workplace factors previously discussed provided the access to entitlements such as Carers, maternity,
paternity, long service, sick and annual leave and flexible work patterns and practices.

Both females and males are entitled to flexible work practices. However it is traditionally females who decide on
the work changes due to family circumstances such as caring for a child or relative. Flexible work patterns and
practices allow more time for people with families to meet their responsibilities within the home. These patterns
of work assist individuals in effectively managing their work and family expectations. It may include
Flexible working hours, Part time work, Job share, Work from home, Career break schemes, Part year
employment, Telecommuting etc.

Workers in Australia are able to secure leave in a number of situations.

Carers Carers leave is to take care for a family member/relation who is sick. It is paid leave
This leave is available to all employees covered by NSW awards. There are few
exceptions and some awards have slightly different entitlements. Many enterprise
agreements also provide for these types of leave. An employer can require an employee
to establish that a family member is sick and needs care. A medical certificate can do
this.
Parental leave Full-time, part-time and casual employees who have worked continuously with one
Maternity employer for 12 months are able to take unpaid leave of 52 weeks. This must be
Paternity completed before the child’s 1st birthday or anniversary of adoption.
Adoption
NSW Industrial
Relations Act 1966
Long service Full-time, Part-time and casual workers in NSW are entitled to be paid long-service
NSW Long service leave after working for an unbroken period of ten years with an employer.
leave Act 1955 A minimum of two months paid leave after 10 years of service with one employer. Paid
at an ordinary rate. Can be paid out on termination. This payment during the break
helps manage family expectations.
Sick leave A minimum of five days sick leave each year which can be used when the employee is
Industrial relations too ill to work or when it is necessary to look after ill family members.
Act 1996 (Cth)
Annual leave All full time and part time employees get a minimum of 4 weeks paid leave. Leave falls
NSW Annual due on the anniversary of when employment originally commenced. Casuals are paid
Holidays Act 1944 an additional 1/12 of their rate in place of the annual leave entitlement. Allows parents
to take time off and still be getting paid- especially during school holidays.
Personal carer’s Entitlements are included in individual awards. Enables employees to take time off to
leave or family care for and support an immediate relative or household member who is sick. Can
leave access three types of leave: sick leave, leave without pay, annual leave entitlements.
Workplace relations
Act 1996 (Cth)

-Assist individuals in managing both their family and work expectations

 4. Recognising individuals in their workplace

- Rights and responsibilities in the workplace

Employers and employees have certain obligations or duties to each other under common law. These obligations
are regarded as legal standards of behaviour in the employment relationship. The employer- employee
relationship is a reciprocal one; it is a contractual agreement under which the employer agrees to pay the
employee a set wage in return for the employee to work. The wellbeing of the employee at work becomes in part
the responsibility of the employer. The employee and employer have certain rights and responsibilities towards
each other.

- Employees
Rights
Employees have certain rights in their workplaces and most of these are enshrined in government legislation.
These rights have been legislated to protect workers from exploitation and discrimination.
- Right to feel safe at work
- The rate of pay must be clear, fair and equal for all.
- To feel safe at work, knowing employers have met legislative requirements
- Access safety equipment
- The rate of pay must be clear, fair and equal for all
- Leave entitlements clear
- To training and in-services necessary to complete jobs properly
- Freedom of association- free to join a union if they choose
- If more than 20 employees, the right to access a workplace Safety Committee
- The right to appeal what they consider wrongful dismissal by applying to the state industrial tribunal
- the right to award wages and working conditions
- The right not to be sexually harassed

Responsibilities
- Duty to obey the employer’s lawful, reasonable and safe commands.
- Duty of work with skill and competence and care
- Duty of good faith and confidentiality
- Duty to disclose information relevant to take the employer
- Follow all health and safety instructions
- Report any breaches of regulations and complete set tasks to the best of their ability.
- To be punctual in their arrival at work
- To work the required number of hours
- To do their work with the required level of diligence and expertise
- To obey the instructions of superiors in the workplace
- To be loyal to the company they are working for.

- Employers

Rights
-Right to expect employees will follow all safety instructions, complete their set tasks and maintain working
integrity.
- Does not have right to terminate a worker’s employment without just cause or fair notice.
- Dismiss any worker on the spot in particular situation. These situation usually involve employee misconduct or
where the employee has failed to: Obey lawful instruction, Perform duties over a period of time, Perform duties
with necessary safety, Meet conditions of the employment contract.
- Negotiate terms and conditions with an employee under a AWA
- Receive information about money obtained in course of employment
- Be provided with any process or product invented by the employee during course of employment
- Have trade processes remain confidential

Responsibilities
- To ensure all the basic rights of the employees are met.
- They have a duty of care to:
- To provide for the health, safety and welfare of their employees and to visitors to their place of business
The obligation (duty) of the employer is to take reasonable care for the safety of their employees by:
- Providing safe equipment
- Providing a safe system of work (procedures)
- Ensuring all employees are trained to work safely
- Warning employees of usual or unexpected risks
- Providing safe access to the work place.
- To have a knowledge of:
- Awards relating to their industries
- EBA
- Minimum workplace conditions
- Part time work agreements
- Discrimination and harassment
- Pay slips and employment records
- Freedom of association
- Workplace safety
- Leave Conditions
- Managing performance of personnel
- Procedures for dismissing an employee.

Duty to pay the agreed remuneration

- Employers must pay the correct amount of income set down in the award agreement or contract
- Employers must reimburse the employee if they spend money on behalf of the employer or company
- Explain the evolution of rights and responsibilities in the workplace

There has been much evolution in rights and responsibilities in the workplace. Previously there was very little
legislative matter that detailed the duties, obligations and rights of employers and employees in the workplace. In
the past the employer took sole responsibility for looking after their well-being. However it is now in part a
responsibility of the employer and they are now more clearly stated. The employee and employer have certain
rights and responsibilities towards each other. Employees have certain rights in their workplaces and most of
these are enshrined in government legislation. These rights have been legislated to protect workers from
exploitation and discrimination.

Occupational Health and Safety Act 1983 is one government policy which has contributed to the evolution of
rights and responsibilities in the workplace. This act was put in place to develop safe work environments and has
changed the rights of employees, employers and their responsibilities. It ensures that the employer meets their
responsibilities towards the safety rights of the employee. Employers have a responsibility to put in place
information, instructions, training and supervision as may be necessary to ensure the employees’ health and safety
at work. However employees have a responsibility to follow these instructions as well as the instructions of
superiors in the workplace. They have the responsibility to obey the employer’s lawful, reasonable and safe
commands. And similarly the employer has the right to expect employees will follow all safety instructions,
complete their set tasks and maintain work integrity.

It is government policy to create and amend awards. These outline the minium conditions of employment which
clearly outline the rights and responsibilities of employees and employers. Employees have the right to award
wages and working conditions and employers have a responsibility to uphold these. The negotiation of these
conditions was initiated through the Workplace Relation Act 1996. The contract became more flexible to focus’
on the social, safety and esteem needs of the employee. Job security and fair conduct are ensured through the
Department of Industrial Relations (DIR) who follow up breaches of awards.

Anti-discrimination policies meet the rights of both employers and employees. They deem it unlawful to
discriminate on the basis of characteristics such as sex and disability. They meet social, esteem and safety rights
by ensuring equality, respect and a sense of belonging in the workplace. The Anti-discrimination Act 1977
prohibits intolerance, prejudice and discrimination. This has led to the evolution of rights and responsibilities of
many individuals in the workplace and has ensured their right not to be harassed. For example anti-discrimination
policies have led to a more active involvement of women in the workforce and more equality in rights and
responsibilities.

Etc about grievance procedures( gov. policy to have an arbitration court, right to appeal what they consider
wrongful dismissal, complain about discrimination), trade unions( prevent unlawful dismissal, unlawful striking,
right to associate with any union they choose) and employer organisations, workers compensation/ work cover.

- Discussed both positive and negative impacts of government policy on individuals. E.g OH&S legislation closed
many small businesses due to high costs included in educating, implementing ohs and training.
- Supportive workplace structures
It is important to have knowledge of Australian workplace structures. These ensure that needs are met and
individuals can deal with situations when rights have been infringed. Such structures include OH&S, awards,
antidiscrimination policies, grievance procedures, trade unions, employer organisations, workers compensation
and work cover,.

- Safe work environment

- Occupational health and safety
It is a responsibility of both employers and employees to maintain a safe work environment. To assist them the
Australian federal government put in place the Occupational Health and Safety Act 1983 (last amended 2001).
This Act focuses on prevention, rehabilitation and compensation. OH&S ensures that injured employees are not
deprived of financial support necessary for physical needs. Safe environments boost the employee and their
family’s esteem, sense of security and confidence.

This includes:
- Ensuring that any premises controlled by the employer where the employees work are safe without risks to
health.
- Ensuring that any plant or substance provided for use by the employees at work is safe and without risks to
health when properly used.
- Ensuring that systems of work and the working environment of the employees are safe and without risk to
health.
- Providing such information, instructions, training and supervision as may be necessary to ensure the employees’
health and safety at work.
- Providing adequate facilities for the welfare of the employees at work.

Supports the OH&S act as it sets out the requirements for workplaces and assists in implementing systems to
identify, assess, control and or eliminate health and safety risks.
Some of these systems include:
 Identification of all work hazards
 Assessment of risks arising from those hazards
 Measures to control risks
 Provision of training
 Requirements of certification of operators of equipment
 Notification to Work Cover
 - Work conditions
- Awards
In 1983 the Hawke Labor government promised to create awards to oversee working conditions. These awards
outlined minimum conditions of employment. The negotiation of these conditions was initiated through the
Workplace Relation Act 1996. The contract became more flexible to focus’ on the social, safety and esteem needs
of the employee. Job security and fair conduct are ensured through the Department of Industrial Relations (DIR)
who follow up breaches of awards.

- The terms and conditions in an award are enforceable by law and generally include:
 Your minimum wage or salary
 The number or spread of working hours you can work
 The amount of sick leave and annual leave you can have
 Your superannuation entitlements
 The public holidays you can take off work
 How much notice you must give if you wish to leave

- Anti-discrimination
Anti-discrimination policies deem it unlawful for workplaces to discriminate on the basis of characteristics such
as sex and disability. They meet social, esteem and safety needs by ensuring equality, respect and a sense of
belonging in the workplace. The Anti-discrimination Act 1977 prohibits intolerance, prejudice and
discrimination.

- Grievance procedures
Complaints of discrimination are first resolved within the workplace. When issues cannot be resolved grievance
procedures are followed. These procedures detail a step-by-step process for dealing with and resolving problems
or issues at the workplace. Employees and employers can approach government institutions such as the NSW
Anti-Discrimination Board. These procedures assist socially by resolving conflict and enhancing communication.
They foster team work and social interaction between staff to ensure a problem free environment.

- Trade unions and employer organisations

All employees and employers in Australia have the right to form and be a member of a union or employer
organisations. While unions are responsible for many achievements there has been a decrease in union
membership (a drop of around 40% in February 1999 ABS). This suggests that unions are not valued as highly in
meeting the needs of employees. Despite this Unions and employer organisations aim to meet the esteem, social
and safety needs of their members.

- Unions have been responsible for annual leave, paid sick leave, maternity leave, equal pay for women and
workers compensation
- There has been a 20% drop in membership to unions in the past 20 years.
- Protecting wages and working conditions of most Australian workers
- Trying to defend workers against redundancy and retrenchment
- Obtaining social justice (equality) through improved wages and conditions for workers and families
- Insuring that worker receive entitlements
- Ensuring a safe and healthy workplace and taking further action if needed.

- Workers compensation/ WorkCover

Workers’ compensation and WorkCover ensure protection for those suffering from workplace illness or injury.
The workers compensation laws of 2002 mean that help is almost immediate. Assistance may be through
payments, counselling, repositioning of the employee to a more appropriate role and adjustment of working
conditions. WorkCover can prosecute individuals or companies that fail to meet their workplace responsibilities
or defraud the system. Once again this meets worker security and psychological needs.