Our ability to manage industrial relations issues in the unique environment of these industries and our strategy for doing so.
Industrial Relations Record:
Diamond has enjoyed a positive industrial relations record since inception in 1995. We understand the sensitive nature and unique environment within a variety of industry segments and as such have developed alliances and strategic operational processes to prevent issues within our client family.
The company works closely with our employees and unions in a professional manner with the aim of minimizing IR disputes. The company has achieved this by adopting the following key strategies:
* By paying employees in accordance to relevant awards or EBA’s.
* All pay queries are dealt with promptly.
* Employees are inducted and instructed in relation to their duties and responsibilities. This prevents misunderstanding and potential conflicts.
* Any potential industrial conflict is dealt with by an experienced manager with the aim of diffusing the situation quickly.
* Employees are recruited, employed or retrenched in accordance to Fair Work Australia’s legislation.
* Diamond is communicating regularly with the relevant unions and has built good rapport with key union representatives.
*We are members of ASIAL, VECCI and other industry bodies throughout Australia. The company receives advice from these organisations in relation to any Industrial Relations situation.
* We work closely with our legal partner firms to provide us with relevant advice and assistance in relation to Human Resources and Industrial Relations matters or disputes.
Key IR Personnel – Duty Statements / Position Description
Position Title: IR Responsible Officer
Duty Statement (Job Description)
Key Functions & Duties
1. Formulate and administer the organisation’s Industrial Relations policy.
2. Represent management in Industrial Relation matters with employees, unions, employer bodies and industrial authorities.
3. Develop Industrial Relations strategies to ensure continued productivity.
4. Conduct negotiations with employees and unions to protect the organisation’s interest.
5. Act as the organisation’s representative in dealing with union officials and employees on matters relating to enterprise agreements and other business decisions including changes in pay, working conditions, disciplinary action, promotions, demotions, transfers, redundancies and terminations.
6. Provide regular advice and training to managers and supervisors on contemporary industrial practice to encourage a productive and harmonious workplace.
7. Maintain records and prepare reports compiling and analysing Industrial Relations issues for management review.
8. Interpret and recommend action on company policies and plans with Industrial Relations implications.
9. Prepare briefs for Industrial Relations Commission, State Industrial Tribunals and civil cases and conduct presentation at Court hearings as required.
10. Ensure statutory compliance pertaining to various labour legislations.
