Chris is a labour law researcher, specialising in China and the right to strike. He spent 27 years in the SA union movement. Chris now lives in Canberra. More →
Fatcat salaries
Tougher action is needed to rein in executive salaries and bonuses: unions What is not debated is the reality that our rulers…whether fat-cat corporate CEO’s or Cabinet Ministers and MPs and senior Bureaucrats and the judiciary… all operate in their own exclusive salary fixing system that they deny to their workforce. So those workers who [...]
Read more →New global warming
Met Office warns of catastrophic global warming in our lifetimes http://www.guardian.co.uk/environment/2009/sep/28/met-office-study-global-warming/print • Study says 4C rise in temperature could happen by 2060 • Increase could threaten water supply of half world population
Read more →7.Right to strike concluding
In this concluding section I deal with lines of argument from those opposed to the right to strike. See below for references. Is the right to strike an historical anachronism or has it contemporary relevance? 1 ‘Firewalling the right to strike is too much’ employer line Skilled industrial relations advocates settle collective bargaining and workplace [...]
Read more →Right to strike as human right 6.
I contend this ‘doublethink’ applies again with the Fair Work Act (2009) – albeit in a different form.
A new ‘1984 doublethink political spin’ that ‘WorkChoices is dead’ and the Fair Work Act (2009) establishes ‘the right to strike’ and ‘fair rights for workers’ and a ‘fair balance for all’.
Read more →Firewalling the right to strike? -1
The ACTU in lobbying the new Labor government achieved advances in collective bargaining, provisions to ensure this happens if a majority of employees want it, with new good faith bargaining obligations and employment rights for individual workers, but not for the right to strike.
the Fair Work Act (2009) is a sell-out of the YRAW movement.
Right to strike specifics. 5
it would be ‘odd in the extreme’ if one clause later found technically not to be ‘pertaining to the employment relationship’ and to be unlawful, would withdraw the protection. A technical legal matter that may take years, as in this case, to resolve through the courts should not remove the immunity for industrial action. The threat of the common law of torts means a ‘grave, even crippling, civil liability for industrial action, determined years later to have been unprotected, is to introduce a serious chilling effect into the negotiations that such organisations can undertake on behalf of their members. It would be a chilling effect inimical to the process of collective bargaining.’ (43-68).
Read more →Right to strike restrictions 4.
Worker and union collective bargaining industrial action for collective agreements is fully protected. Workers and unions are free at law to collectively bargain with the right to strike not only on wages and conditions but also over management prerogative decisions, industry development decisions etc. There are no sanctions for collective bargaining strikes that protect and advance the occupational, social and economic interests of workers.
Peaceful picketing is protected industrial action and is not subject to common law injunctions.
• An employer cannot employ ‘replacement’ labour to break a strike, but is required to negotiate. The ILO policy is that the hiring of workers to break a legitimate strike is a serious violation of freedom of association.
Read more →Right to strike? 3.
The Fair Work Act 2009 still denies this ILO collective bargaining right at the industry level or in pattern bargaining. DPM Gillard has sternly maintained her stance against pattern bargaining and industry industrial action.
In any debate for a ‘firewall’ protection, the principle is ‘no penalties for withdrawing labour power’.
Read more →2.State authoritarianism against strikes
…banning strikes would effectively end collective bargaining. Similarly, Jacobs agues that in the absence of a right to strike ‘collective bargaining would amount to collective begging.
… strike action has been recognised as playing such an indispensable role in resolving deadlocks in collective bargaining relationships as to be regarded as an essential ingredient of free collective bargaining
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