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The AWU and your working conditions
Before there were rules there was the law of the jungle
At the heart of every workplace lies the legal relationship between the employer and employee.
For workers, the terms and rules governing this relationship is one of the most important legal agreements they'll ever make- it determines the basic building blocks of our lives. This affects how much we get paid, how long we work and when, our standard of living and quality of life.
For nearly a century this legal relationship has been shaped by Australia's unique industrial relations system. But before this system emerged it was the law of the jungle.
The legal relationship between employer and employee was that of master & servant. Workers had no rights - bosses could make up the rules or change them as they went along- and they usually did.
Without legal or bargaining muscle workers had no power, and no choice but to take what was on offer. It was a recipe for exploitation, oppression and worse.
To get fairness workers took their fight into the parliament
The struggle to replace "master & servant" with a fair system wasn't easy and it didn't happen overnight.
Workers started by forming unions like the Queensland AWU's forebear, the Amalgamated Workers Association (AWA). But when workers tried to collectively bargain (negotiate together) with employers they were at best ignored, sacked or worse. And when they went on strike they were rounded up by troopers and jailed for treason.
Realising that without political change the law of the jungle would always win, workers and their unions formed the Australian Labor Party.
By 1910 Labor governments were passing legislation to make Australia a better place. And with the passage of new world leading laws the face of industrial relations changed forever.
Even bosses see the advantages of being in a union
Even bosses see the advantages of being in a union. In fact employers like unions so much they've formed their own industry associations and peak bodies such as the AIG (Australian Industry Group) to represent their own interests.
Not many employers want to waste time and money reinventing the wheel - so to make the job of bargaining more effective employers use their unions to represent them in the commission, lobby government and give advice at a workplace and industry level.
Knowing how powerful unions can be is the real reason why some bosses don't want you to have a union on your side. Keeping the deck stacked in their favour makes your chances of getting a fair go just about nil.
Negotiating is at the core of industrial relations
Industrial relations laws passed by state and federal governments talk about broad rights but don't directly say a lot about your working conditions. Rather, they provide a legal framework by which workers and employers negotiate over pay and conditions.
With the exception of situations where bosses are out to slash workers' conditions, the union usually initiates the process of agreement making. This happens after members have put together a log of claims.
Negotiating with employers at an enterprise or industry level about awards or agreements is not easy - there are lots of things to consider.
That's why AWU workplace reps, organisers and advocates sit down, sometimes for months at a time with the employers and their representatives (often expensive, high powered lawyers) to thrash out nuts and bolts issues. These may include pay rates, hours, work roles, duties etc - before finalising an agreement that's fair and reasonable.
Sometimes it takes more than just talking to make the boss sit up and listen
For the most part deals are struck between workers and management by agreement when some common ground is reached. But that's not always the case.
When agreement cannot be reached or the boss acts unilaterally, workers have to resort to direct action to make their employer sit up and listen.
For workers, taking industrial action means withdrawing their labour. It can take many forms (from strikes to work bans), but the objective is the same - to force management to either fix the issue they're ignoring or bargain in good faith.
In any dispute management is in the box seat but when workers stick together they can achieve anything.
When all else fails the umpire gets involved
The Australian Industrial Relations Commission (AIRC) and its state equivalent the Queensland Industrial Relations Commission (QIRC) have always played a vital role in resolving disputes between workers and employers. In their own jurisdiction both Commission's take on the role of umpire and have wide-ranging powers to resolve disputes between workers and employers. This is via conciliation (mediation) or arbitration (binding decisions).
But that is not their only role - both Commissions have the job of administering the award system, scrutinising enterprise bargaining agreements and making decisions on cases with state of national significance.
Since day one the AWU has led the fight for better, fairer, safer workplace
The AWU has a track record that's second to none when it comes to industrial representation and advancing the welfare of our Queensland members. Working day-in, day-out towards making the workplace better, fairer and safer is our focus.
We have been involved in the big cases, industrial disputes and campaigns that have led to real and lasting advances in the pay and working conditions of Queenslanders.
Howard is not attempting to turn back the clock; he is trying to smash it!
Since the election of Howard's Government Queensland workers, their families and local communities have been under attack.
Howard's former Workplace Relations Minister, Peter Reith launched a first, second and a third wave of changes to industrial relations laws.
Despite being dressed up as a vehicle to protect workers rights the Howard-Reith agenda was all about undermining workers ability to collectively bargain and reducing your labour to a commodity that can be 'bought' and 'sold' without the interference of your pesky union. As was seen in the MUA waterfront dispute.
In his first wave of legislative changes Reith introduced secret individual contracts designed so bosses could force workers onto substandard pay and conditions.
Reith's successor Tony Abbott continued that trend with his systematic attack on Australia's IR system throughout his term. New Workplace Relations Minister Kevin Andrews is even more intent on stripping away the rights of workers. This includes making it easier for bosses to sack people for no reason and removing workers rights and bargaining power over their pay and conditions.