Public sector industrial relations are often subject to relatively higher levels of public scrutiny, regulation, and unionisation than non-government workplaces. It is important that properly functioning industrial relations arrangements are in place at sector and agency level.
As a senior executive you are likely to interact with the industrial relations framework on:
- determining the approach for consulting with employees and relevant representatives as part of the planning process for an agency or program change
- ensuring your agency has policies and systems and procedures in place for handling grievances, work health and safety and performance management
- ensuring your agency has effective arrangements with relevant employee representatives to meet consultation requirements
- making decisions on individual employee grievances, misconduct or unsatisfactory performance.
How you interact with the industrial relations framework will depend on your role and workplace environment. Industrial relations considerations tend to be more prominent in front-line areas which are generally more unionised.
The industrial relations framework determines salaries and conditions of employment. It also provides a means to resolve disputes between unions and employers about conditions of employment and individual claims, such as unfair dismissal.
Your agency’s human resources team can assist you with any specific requirements you have when dealing with industrial matters.