Industrial Relations: A Just Model

In the light of the ongoing debate about industrial relations, especially in view of last year's CRA dispute, some of the Catholic Church's statements on industrial relations deserve revisiting. Those that bear on the rights and responsibilities of employers and employees - including the role of unions as advocates of workers - highlight the relationship between industrial relations and other aspects of economic and social policy. To create a society based upon social justice demands dignity and fairness in the workplace.

Over a century ago, the dignity of human labour was affirmed by Pope Leo XIII in Rerum Novarum, a statement prompted by a long period of worker exploitation arising from the Industrial Revolution. During the Great Depression of the 1930s, Pope Pius XI emphasised the central place of work in society and the need for a new spirit of justice and charity to rebuild the social order. In the 1960s the Second Vatican Council developed these earlier views, commenting on individual and collective rights and responsibilities, and the need to respect human dignity. In 1991 Pope John Paul II reiterated the Church's commitment to social justice, emphasising the need to change unjust actions, structures and systems. The Church has generally recognised that unions do have a role in the workplace - contributing to a sense of community and addressing workers' problems. These roles are now more vital than ever, given the pervasive rhetoric of 'devolution' in industrial relations, and a strong focus on workplace flexibility and individual contracts.

Major concerns should be raised about any industrial relations system that sees workers as individual production units in isolation from their roles as parents, carers ... and community members.

The recent CRA dispute was about the notion that individual workers can negotiate with the employer their own working conditions and pay structures. While seemingly giving each employee considerable autonomy, this system gives a false impression of the individual worker's actual bargaining power, limited as it is by his/her time, knowledge and skills, over against those of the employer.

How much bargaining power do workers of non-English speaking background possess? What of Aboriginal workers, many women workers, those just entering the workforce, and those with few skills or skills not currently in demand? The worker's capacity to negotiate is further diminished if he or she is isolated from the resources and expertise of a union.

Initially, individual contracts can appear attractive, but there is no certainty the conditions offered will be maintained in the longer term. Unions can play a crucial role in ensuring that wages and conditions are negotiated fairly and are maintained. Unions can help in negotiating 'family friendly' work practices. These in turn produce increased commitment to the organisation and enhance overall effectiveness.

To create a society based upon social justice demands dignity and fairness in the workplace.

In the area of training, too, effective partnerships can develop between unions and employers. In the National Professional Development Program, partnerships among employers, teacher unions and parent groups have resulted in significant educational programs. Industrial relations in Australia faces a choice. Individual workers can be made to compete against fellow workers, with individual contracts offering perhaps only short term gains. Or we may adopt a more collaborative model, one that recognises the vital role of democratic and effective unions.

Appropriate legislation, together with other structures and strategies, can ensure that disputes are handled with dignity and fairness, and that a workplace culture of consultation and collaboration develops. This model seems more consistent with Church teachings in promoting individual dignity and worker solidarity to achieve a more just society.

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