Developing Policy
Part 2 (b) of your major assignment requires you to write a policy document that sets the terms for ALL parties to engage in the interest based approaches to workplace issues. A key part of writing such documents is to establish: who, what where, when, how. To complement and more importantly inform your policy document, create a flow chart that captures the interest based approach. To make it easier imagine that an issue has arisen that must be addressed. Use the following as a guide to get you started and complete the rest.
Issue - Identify parties that must be notified/included
Workshop paper Overview
The purpose of the assignment is to encourage you to think through the micro aspects of workplace processes as it is the finer details and the way they are handled that provides fair transparent outcomes and will hold you in good stead as an employer if a case goes to the commission.
The purpose of the flowchart in workshop paper 3 is for you to consider the elements that will provide users (not necessarily experienced managers) a visual guide that will lead them through a policy/procedure. Put yourself in the position of the user. What needs to be in place to assist you to follow the policy in one easy to read diagram? How would the diagram help inform you of who should be invited to the discussions, in what time frame, what contingencies may arise etc?
While many HR policies could be depicted in a process flowchart, the one selected for WP3 is a contemporary approach that many people (including managers) will have little knowledge of. Try to consider it from the perspective of a potential issue arising that will need intervention. An example could be where one of the unions believe that management have sidestepped the EA condition that requires staff consultation for organisational changes that affect the work space. That is:
Management have initiated a change to the way people work and promoted this change as starting on a particular date. The union believe that the change is somewhat major and therefore management were required to undergo a period of consultation before proceeding with the change. Management did not do this and do not believe they should be required to. On the other hand the Union see this as a breach of the EA requirement and are planning on lodging a dispute. Your process document should overview the steps that will follow.
Overall remember you must apply principles of fairness from beginning through to outcome. At all points consider what, who, why, when and how. If done correctly your flowchart should be able to be used by supervisors across the organisation at least as a starting point for future claims of this nature by clearly informing them of the steps that must be taken and guide their actions.
It is expected that you haven't had to think through these type of issues before. Therefore, get some ideas via
Employment law websites, FWC, and Union websites
Enjoy the learning that this assignment brings.
Attachment:- Example part 2.rar