u3 aos2 part 2

Question 1

termination

Answer 1

the process whereby a business ends its employment contract with an employee

Question 2

retirement

Answer 2

involves an individual deciding to leave the workforce permanently as they no longer wish to work

Question 3

redundancy

Answer 3

involves an employee no longer working for a business because there is insufficient work or their job no longer exists

Question 4

dismissal

Answer 4

involves the involuntary termination of an employee who fails to meet required work standards or displays unacceptable or unlawful behaviour

Question 5

entitlement considerations

Answer 5

legal obligations an employer owes to its employees following the termination of their employment considerations eg notice of termination, annual or long service leave

Question 6

transition considerations

Answer 6

social and ethical practices that a manager can consider implementing when terminating an employee eg celebrating achievements of leaving employees, provide flexible working hours that allow employees to attend interviews at other businesses

Question 7

human resource managers

Answer 7

individuals who coordinate the relationship between employees and management within a business eg ensure minimum legal requirements are met, recruit, hire, train, and terminate employees

Question 8

employees

Answer 8

individuals who are hired by a business to complete work tasks and support the achievement of its objectives eg complete tasks with proper care and diligence, follow and understand workplace safety procedures

Question 9

employer associations

Answer 9

advisory bodies that assist employers in understanding and upholding their legal business obligations eg provide advice and support, represent employers during negotiations with employees

Question 10

unions

Answer 10

organisations composed of individuals who represent and speak on behalf of employees in a particular industry to protect and improve their wages and working conditions eg represent employees and negotiate new wages and conditions on behalf of their members, protect job security and integrity of employee contracts

Question 11

fair work commission

Answer 11

Australia’s independent workplace relations tribunal that has a range of responsibilities outlined by the fair work act eg set national minimum working standards, respond to serious workplace issues, establish awards, approve and monitor enterprise agreements

Question 12

awards

Answer 12

legal documents that outline the minimum wages and conditions of work for employees across an entire industry

Question 13

agreements

Answer 13

legal documents that outline the wages and conditions of employees and are applicable to a particular business or group of businesses

Question 14

dispute resolution process

Answer 14

a series of steps that disputing parties follow in order to resolve a disagreement and reach a resolution

Question 15

arbitration

Answer 15

involves an independent third party hearing arguments from both disputing parties and making a legally binding decision to resolve the conflict

Question 16

mediation

Answer 16

involves an impartial third party facilitating discussions between disputing parties to help each side of the conflict reach a resolution themselves

Question 17

award advantages

Answer 17

wage equality and transparency across the industry, saves time as awards are already created by FWC, assists employers who may not be skilled in the negotiation process

Question 18

awards disadvantages

Answer 18

less flexible to the needs of individual businesses, no incentive for local employee-employer relations, hard to build in individualised productivity incentives

Question 19

agreements advantages

Answer 19

more flexible to the needs of individual businesses, easier to build in individualised productivity incentives, there is a large incentive for good employee-employer relations

Question 20

agreements disadvantages

Answer 20

there is less wage equality and transparency across the industry, sometimes there is less collective employee strength in bargaining, can be time consuming to establish