If resolved, details must be set out in writing and communicated to workers and Health and Safety Representatives HSR. If not resolved, any party to an issue may request the assistance of any other person, who can enter the workplace for the purpose of assisting in resolving the issue. If an issue still remains unresolved, either party may ask the regulator to appoint an inspector to attend the workplace to assist. If one of the following categories of disputes remains unresolved at least 24 hours after the regulator has been asked to appoint an inspector to assist in resolving the dispute, the matter can be referred to the Queensland Industrial Relations Commission QIRC for resolution: matters about work health and safety that is subject to the issue resolution process under Part 5, Division 5 of the WHS Act; cessation of work under Part 5, Division 6 of the WHS Act; requests by a health and safety representatives for an assistant to have access to a workplace under section 70 1 g of the WHS Act; and access to information by health and safety representatives under section 70 1 c of the WHS Act.
In dealing with a dispute, the QIRC may: consider the matter by means of mediation, conciliation or arbitration and make any order it considers appropriate for the prompt settlement of the dispute; review a decision made by an inspector to use their compliance powers to assist in resolving the dispute i.
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Download our podcast What does Consultation and Participation imply? Consultation implies two-way communication, so workers or their representatives when appropriate can provide feedback to be considered by the organisation before taking a decision.
What does the term worker mean? A higher degree of employee participation is an important condition for moving towards a higher, more sophisticated level of industrial relations and labour-management consultation. The latter is a continuous dialogue between labour and management representatives about improving business strategies, introducing new technology, company restructuring, introducing the best work practices, and improving working conditions and job security and the general quality of working life.
The main difference between labour-management consultation and collective bargaining is that, if the latter is built around sharing the results of production between labour and employers, the former is focused on creating greater wealth, income, profit and productivity. Their distribution is of secondary importance, and is agreed upon in advance according to specific formulas, which do not change often.
The most important issues and subjects relating to joint consultation and employee participation are normally work-related issues, employee-related problems and the identification of the characteristics of effective employee participation for developing a system that is suited to the specific organization.
Now please discuss this case with a colleague or a group. Case: Whose fault? Roberts joined the Empy Containers Company as personnel officer a year and a half ago. One day, the general manager called him to his office and told him that the works manager had complained that Mr.
Roberts was very slow in taking disciplinary action against workers, although the foreman had submitted written reports on their conduct. It seems that he deliberately did not follow the agreed procedure regarding changing the oil, in spite of being reminded by the supervisor.
I have not forgotten it. I was making some preliminary investigations. The union secretary told me about a month ago that the supervisor would settle the matter somehow. Kensington is a hardworking employee with years of service.
Apparently, some time ago there was a lot of talk about heavy oil consumption by the oiling department. Kensington was concerned about it; it appears that he had thought about the problem. He had then suggested a change in the oiling method, so that the oil wastage could be minimized. As well as if formal mechanisms need to be set up, such as safety committees and health partitions.
While consultation is about seeking the opinions of workers, and considering them fully before a decision is made. For small entities, it can be quite useful to include all of the employees in decision-making and communication. Whereas a larger entity might appoint several worker representatives.
The enterprise should encourage ISO compliance through the ensuring of processes that include interested parties and contractors, people carrying out work under enterprise control, or in parts of the enterprise not managed by the system. This can include but is not limited to, contractor consultation upon hazard issues that must be dealt with, especially those that are unfamiliar or new to them.
Now that you understand the importance and value of worker participation and consultation under ISO , you can finally move towards achieving sustainable certification. If you are unsure upon how you can do this, or if you would like experienced help upon this task, get in touch with us and we will happily accommodate you towards being compliant. Posted in: Blogs.
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