https://hdl.handle.net/2123/12219 2026-06-04T00:34:44Z https://hdl.handle.net/2123/29420 Pandemic Pressures: Job Security and Customer Relations for Retail Workers Vromen, Ariadne; Lipton, Briony; Cooper, Rae; Foley, Meraiah; Rutledge-Prior, Serrin This report offers insights into the challenges faced by retail, fast-food, and distribution workers during the pandemic and recent lockdowns. In focus is the impact on job security and worker-customer relations during the pandemic. 2021-01-01T00:00:00Z https://hdl.handle.net/2123/13496 Productivity of mature and older workers: employers' attitudes and experiences Pickersgill, Richard; Briggs, Chris; Kitay, Jim; O'Keeffe, Shannon; Gillezeau, Alban 1996-01-01T00:00:00Z https://hdl.handle.net/2123/13489 Labour law, organisational restructuring and atypical work - the emerging issues: 7th Annual Labour Law Conference Proceedings ACIRRT; Australian Centre for Industrial Relations Research and Training 7th Annual Labour Law Conference Proceedings: TERMINATING WORKERS: ORGANISATIONAL CHANGE AND THE LAW OF TERMINATION OF EMPLOYMENT Paul Ronfeldt - EMPLOYEE'S ENTITLEMENTS: THE TRANSFER OF OBLIGATIONS UNDER AWARDS AND AGREEMENTS FOR RESTRUCTURED ORGANISATIONS Peteris Ginters, Barrister at Law. - OCCUPATIONAL HEALTH & SAFETY OBLIGATIONS OF ORGANISATIONS TO SUB-CONTRACTORS AND AGENCY WORKERS Wendy Thompson, Barrister at Law. - THE PROTECTION OF EMPLOYEE ENTITLEMENTS J W Shaw, QC, MLC 1999-09-01T00:00:00Z https://hdl.handle.net/2123/13491 Contented Casuals in Inferior Jobs? Reassessing Casual Employment in Australia Watson, Ian This paper argues that findings of contentment among casual employees are subject to both methodological and philosophical weaknesses. In place of subjective measures of job satisfaction, I argue that the quality of jobs should be directly assessed by objective criteria like remuneration. Following this, I fit earnings equations to the HILDA data and find that part-time casual employees earn only a modest premium over permanent full-time employees. When the loadings which casuals are paid are taken into account, I find that part-time casual employees are actually penalised by virtue of working as casuals. I conclude that casual jobs are inferior jobs, irrespective of the satisfaction levels of their incumbents. 2004-01-01T00:00:00Z https://hdl.handle.net/2123/13490 Simply the best Workplaces in Australia Hull, Daryll; Read, Vivienne This study was undertaken in 2001 with support from the Business Council of Australia to identify a number of excellent workplaces in Australia, to visit those workplaces and analyse the basis for their outstanding performance, and then to draw some general conclusions concerning the nature of excellence at work across Australia. 2003-12-01T00:00:00Z https://hdl.handle.net/2123/13405 The Occupational and skill structure of new apprenticeships: a commentary Toner, Phil This article examines the occupational structure of the recent intake of New Apprenticeships. This analysis reveals that traineeships are highly skewed towards lower skilled occupations such as labouring and elementary clerical occupations. The results are argued to suggest that a more coherent rationale is required for both the selection of occupations for inclusion in ‘apprentice’ type training and for the receipt of public training funds. The article also critically evaluates recent research from the National Centre for Vocational Education Research implying that the labour market outcomes for the recent flow of trainees onto the labour market will replicate that for the existing stock of holders of skilled vocational qualifications. 2002-01-01T00:00:00Z https://hdl.handle.net/2123/13409 Improving occupational health and safety information to immigrant workers in NSW Alcorso, Caroline The study examines how NSW immigrant workers with limited English receive information about occupational health and safety at work. Many of these workers are at high risk of work injury and disease, and it is important that WorkCover, employers and unions use effective strategies to inform and educate them. 2002-08-01T00:00:00Z https://hdl.handle.net/2123/13417 Workplace Agreements Survey 2001 Analysis of Results Bretherton, Tanya; Hall, Richard 2003-06-01T00:00:00Z https://hdl.handle.net/2123/13396 Do Individual and Collective Agreements make a difference? Grozier, Dick; accirt 2001-02-01T00:00:00Z https://hdl.handle.net/2123/13403 Killing Time: Alienation theories in an era of chronic under-employment and over work McQueen, Humphrey The ideological disorientation of the working class demands a restatement of the once obvious, but in ways that rework those insights for the current stage of globalisation. In ten years of research, ACIRRT has established an unrivalled empirical base about working life in Australia. Those reports have been done from an empiricist position which is part of the impasse confronting labour movements everywhere. This discussion paper reaches out for a counter to the grand project of capital expansion by renewing debate over the meaning of work itself. 2001-11-01T00:00:00Z https://hdl.handle.net/2123/13415 Learning experience of students from low-income families Considine, GIllian; Watson, Ian This paper examines, in a preliminary fashion, how the learning experiences of students from The Smith Family’s Learning for Life (LFL) program compare with those of other students from low socioeconomic backgrounds. The analysis reported here is based on data from a survey of 462 Year 11 LFL students conducted in 2001. The LFL program provides financial and educational support to disadvantaged families and their children. It aims to help students take part in mainstream school activities, such as excursions and school electives, so that their opportunities to participate more fully in the life of the school is enhanced (see Zappalà & Parker 2000). A key objective of LFL is to improve the ‘life opportunities and self-esteem’ of students from financially disadvantaged backgrounds so that ‘they will have a better chance of not falling into a cycle of disadvantage’ (Smyth, Zappalà & Considine 2002a:1). 2003-04-01T00:00:00Z https://hdl.handle.net/2123/13414 Australian employees’ attitudes towards Unions Bearfield, Sue - Between 1996 and 2002, Australian employees’ attitudes towards unions have become more positive - In 2002, only 17 per cent of employees thought that Australia would be better off without unions compared to 25 per cent in 1996 - There has been a significant decline in the proportion of employees who think that unions in Australia do not look after their members (29 per cent in 2002 down from 43 per cent in 1996) - The perception that management has more power than unions has remained the same - The percentage of employees who would rather be in a union has remained around the 50 per cent mark - Some of the attitudes towards unions of male employees, older workers aged 45 plus, younger employees aged 18 to 24 and those in larger organisations have improved relative to other employees - 78 per cent of employees believe that executive pay rises should be linked to workers’ pay rises - 58 per cent of employees think that organisations in Australia conduct their business in an ethical and proper way - About 40 per cent of employees who join unions do so for a ‘safety net’ - Non membership of a union appears to be related to inertia or indifference rather than to ideological opposition to unions 2003-03-01T00:00:00Z https://hdl.handle.net/2123/13404 The Quality of Work Life of Australian Employees – the development of an index Considine, Gillian; Callus, Ron Thirty years ago an international conference was held in Los Angeles on the Quality of Working Life, papers from that conference subsequently appeared in a book, with the same title, edited by Louis Davis and Albert Cherns. At the time the interest in developing a meaningful measure of the quality of work life was, in part, a reaction to the extent and rapidity of change, especially technological change, that workers were facing. There was also a strong view that the experience of work can also “encourage positive… attitudes of citizenship and build a more just and humane society”. The pace and scale of change in organisations over recent years has brought about a renewed interest in the issue of the quality of people’s work lives. (Kirby & Harter 2001, Bohl et al. 1996). Invariably, different interest groups concentrate on a range of indicators in assessing the quality of peoples work lives. While job insecurity and declining working conditions are of paramount importance to employee groups, perceived employee dissatisfaction and the concomitant effects on productivity and on-costs are of concern to employer groups. Needless to say the measures to include in a quality of worklife index are not without controversy. In addition, there remain significant methodological challenges to overcome in constructing robust measures that can effectively operationalise the indicators. 2002-01-01T00:00:00Z https://hdl.handle.net/2123/13416 Bullying and Harassment in the Workplace MacDermott, Therese; Cutler Hughes & Harris Harassment in the workplace, and in particular sexual harassment, has remained a significant issue, despite the application of legislation covering these issues for many years. In addition, there are now moves to regulate inappropriate conduct in the workplace more generally, though efforts to identify such conduct as a form of bullying. The intention of this briefing is to indicate what legal avenues apply to controlling inappropriate workplace conduct, and what are the emerging issues in this area. There are also significant issues regarding corporate and individual liability for such conduct, and there have been a number of important recent developments in this area. Particular attention will be paid to how liability arises in the context, and how employers should manage their response to these issues. 2001-01-01T00:00:00Z https://hdl.handle.net/2123/13401 Paid work & parenting: Charting a new course for Australian families Buchanan, John; Thornthwaite, Louise 2001-08-01T00:00:00Z https://hdl.handle.net/2123/13418 Creating markets or decent jobs? Group Training and the future of work. Eveesson, Justine; Buchanan, John Abridged version of a report prepared for NCVER 2004-04-01T00:00:00Z https://hdl.handle.net/2123/13411 Managing Individual Workplace Grievances and Disciplinary Procedures MacDermott, Therese; Cutler Hughes & Harris This paper examines ways of effectively managing individual workplace grievances and disciplinary procedures. There are three principle areas that will be the focus of this page: • dealing with conflict between co-workers; • managing workplace complaints and investigation procedures; and • implementing appropriate disciplinary procedures. These issues on the whole tend to be aired in the course of unfair dismissal proceedings, when the substantive and procedural fairness of a dismissal is considered. However, good HR practices should ensure that the issues are well managed from the outset through established procedures, long before the issue of unfair dismissal arises. 2002-11-01T00:00:00Z https://hdl.handle.net/2123/13399 Informed consent in agreement making under the Workplace Relations Act 1996 (Cth) Ross, Iain; Trew QC, John 2001-01-01T00:00:00Z https://hdl.handle.net/2123/13413 Quality of working life: comparing the perceptions of professionals and clerical sales and service workers Bearfield, Sue Results of Australian Quality of Working Life Survey. The Australian Quality of Working Life Survey is a nationwide household survey conducted in November 2002, which reflects the opinions of 1,032 Australian employees aged 15 and over. A random stratified sampling technique was used to select respondents, which ensured that the sample reflected the national workforce in terms of state of residence. The results were weighted to take account of differential response rates among sub-groups and bring them closer into line with the population proportions in the 1996 Census. 2003-09-01T00:00:00Z https://hdl.handle.net/2123/13407 Labour Hire in Australia: Motivation, Dynamics and Prospects Hall, Richard The growth in labour hire in Australia over the past decade has been one of the most dramatic aspects of the more general proliferation of non-standard employment. While considerable Australian and overseas research effort has been devoted to the explanation of the growth in non-standard employment relatively little is known about the reasons for the growth in the particular forms of labour hire that have come to prominence in Australia. Relying on anecdotal, case study and survey evidence this chapter attempts to explore some of the key stimulants of the labour hire industry in Australia by examining the range of employer motivations that appear to drive what is fundamentally a demand-side phenomenon. On the basis of this analysis and assessment, the chapter then considers the future prospects for the industry in terms of emerging policy responses. 2002-04-01T00:00:00Z https://hdl.handle.net/2123/13408 The Ambit of Private Arbitration: Limits on Determination under Agreed Dispute Settlement Procedures in Federal Awards and Agreements Munro, Justice Paul Robert Paper for 10th Labour Law Conference ACIRRT 2002-03-01T00:00:00Z https://hdl.handle.net/2123/13406 Awards, Certified Agreements and AWAs – Some Reflections Plowman, David H Since the introduction of the Workplace Relations Act (WRA) in 1996, the traditional forms of employment regulation in the federal jurisdiction have been augmented by Australian Workplace Agreements (AWAs). Unlike awards and certified agreements, both of which are collective forms of regulation, AWAs may provide for individual forms of regulation, and thus mark a significant change to the federal system of employment relations. The first part of this paper describes the system of awards and collective agreements that operate in the federal industrial relations system. The second part of the paper examines the incidence of AWAs and makes a number of observations based on a previous study (Plowman, Watson and Kelly 2001)2. This second part is more a pointer for further research than an authoritative evaluation of the current experience. 2002-01-01T00:00:00Z https://hdl.handle.net/2123/13410 Work-family balance: international research on employee preferences Thornthwaite, Louise When the Australian Prime Minister recently referred to the issue of work and family as a ‘barbecue stopper’, it was clear that the issue is both firmly on the policy agenda and highly controversial. (Editor, 2002) While there has been considerable political jockeying in regard to the desirable degree of state intervention to better enable employees to combine work and family, a perhaps more fundamental debate has emerged concerning the forms of intervention and benefits that employees want. What policies and practices do working men and women consider would make a positive difference, in terms of helping them to find a better balance between these two spheres? The object of this paper is to shed light on what employees want by pulling together research data on employee preferences in regard to work-family benefits throughout the western world. From the Working Time Today Conference, 16 August 2002 2002-09-01T00:00:00Z https://hdl.handle.net/2123/13402 Fitness for duty in the Australian Mining Industry: emerging legal and industrial issues Briggs, Chris; Nolan, Jim; Heiler, Kathryn 2001-01-01T00:00:00Z https://hdl.handle.net/2123/13397 The three logics of skills in French literature Mournier, Alan; accirt 2001-01-01T00:00:00Z https://hdl.handle.net/2123/13412 Drugs and alcohol management and testing standards in Australian workplaces: avoiding that “morning-after” feeling Heiler, Kathryn This paper is from the Breakfast Briefing, Thursday 5 December 2002, Masonic Centre Sydney 2003-01-01T00:00:00Z https://hdl.handle.net/2123/13398 AWAs: Changing the Structure of Wages? van Barneveld, Kristin; Arsovska, Betty This paper provides an overview of recent developments in remuneration practices in individual agreements (Australian Workplace Agreements or AWAs) and compares them to collective arrangements using data from ACIRRT’s Agreements Database and Monitor (ADAM). The data reveals two key differences in wages provisions between AWAs and collective agreements. First, wage increases in AWAs are often not guaranteed but are ‘at risk’, as they are typically linked to demonstrated productivity improvement through performance. Such performance is more likely to be measured at the individual rather than the group level. The second key difference is the use in AWAs of a loaded or allin rate of pay which is usually accompanied by open-ended hours of work provisions. The paper generally finds that there are substantial differences in the content and incidence of wages information contained in AWAs and collective agreements. The structure of wages is assessed in order to explain the discrepancy in wage outcomes and earnings for workers covered by AWAs. The key question raised by the data is whether the shortcomings of such wage increases granted in AWAs are compensated for by other aspects of the remuneration structure. 2001-05-01T00:00:00Z https://hdl.handle.net/2123/13400 Fitness For Duty – Recent Legal Developments Nolan, Jim; Nomchong, Kylie 2001-01-01T00:00:00Z https://hdl.handle.net/2123/13280 The Survival and Decline of the Apprenticeship System in the Australian and UK Construction Industries Toner, Phil 2015-05-05T00:00:00Z https://hdl.handle.net/2123/13218 ADAM Report #28 (March 2001) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 28, March 2001 1. Wage Trends • Wage Increases in December 2000 Quarter Certified Agreements • Quarterly Wage Movements in Enterprise Agreements • High Wage Outcomes in December Quarter Agreements • Wage Outcomes in Currently Operating Agreements • Wage Dispersion 2. Special Issue – Scope of Collective and Individual bargaining in Australia • Comparison of Wage Trends in AWAs and Certified Agreements 3. Innovative Clauses: skills based remuneration, incentive schemes, leave arrangements, flexible shift work arrangements, employee assistance schemes, communication mechanisms, other innovations 2001-03-01T00:00:00Z https://hdl.handle.net/2123/13225 ADAM Report #21 (June 1999) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 21, June 1999 1. Wage Trends • Wage Increases in March '99 Qtr CAs • Wage Trends in Enterprise Agreements • Wage Increases in Current Agreements • Wage Dispersion • High Wage agreements • Federal AWAs • Wage Trends in AWAs • Linking Performance & Wage Increases in AWAs 2. Innovative Clauses 1999-06-01T00:00:00Z https://hdl.handle.net/2123/13224 ADAM Report #22 (September 1999) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 22, September 1999 1. Wage Trends • Wage Increases in June '99 Quarter Certified Agreements • Wage Trends in Enterprise Agreements • Wage Increases in Current Agreements • Wage Dispersion • High Wage Agreements • Developments in Federal AWAs 2. Innovative Clauses 1999-09-01T00:00:00Z https://hdl.handle.net/2123/13235 ADAM Report #10 (October 1996) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 10, October 1996 1. Key Features of Enterprise Agreements 2. The Nature of Enterprise Agreements Three Years On: a Narrowing and Convergence of the Bargaining Agenda 3. Enterprise Bargaining and Workplace Change: The Current State of Play 1996-10-01T00:00:00Z https://hdl.handle.net/2123/13217 ADAM Report #29 (June 2001) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 29, June 2001 1. Wage Trends • Wage Increases in March 2001 Quarter Certified Agreements • High wage outcomes in March 2001 quarter agreements • Wage dispersion in current collective agreements • Comparison of wage trends in AWAs & CAs 2. Special Issue – beyond the statistics: the content of high and low wage increase AWAs • Weekly earnings 3. Innovative Clauses - remuneration, workplace flexibility, leave arrangements, family friendly provisions, cultural recognition, training and skills development, communication and consultation, other innovations 2001-06-01T00:00:00Z https://hdl.handle.net/2123/13223 ADAM Report #23 (December 1999) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 23, December 1999 1. Wage Trends • Wage Increases in Sept '99 Certified Agreements • Wage Trends in Enterprise Agreements • Wage Trends 1992-1999 • Scope of Enterprise Bargaining in Australia • Increases in Current Agreements • Wage Dispersion • High Wage Agreements • Federal AWAs Comparison of Trends 2. Innovative Clauses 1999-12-01T00:00:00Z https://hdl.handle.net/2123/13228 ADAM Report #18 (September 1998) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 18, September 1998 1. Wage Trends • Wage Increases to June '98 • Wage Increases • Wage Dispersions • Performance-linked Rises • Duration of Agreements • Federal AWAs 2. Innovative Clauses 1998-09-01T00:00:00Z https://hdl.handle.net/2123/13222 ADAM Report #24 (March 2000) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 24, March 2000 1. Wage Trends • Wage Increases in Dec '99 Qtr Certified Agreements • Quarterly Wage Movements in Enterprise Agreements • Yearly Wage Trends in Agreements • Enterprise Bargaining and Work Regulation • Wage Increases in all Current Enterprise Agreements • Wage Dispersion • High Wage Agreements • Developments in Federal AWAs • Comparison of Wage Trends in AWA and Certified Agreements 2. Innovative Clauses 2000-03-01T00:00:00Z https://hdl.handle.net/2123/13221 ADAM Report #25 (June 2000) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 25, June 2000 1. Wage Trends • Wage Increases in March 2000 Qtr Certified Agreements • Quarterly Wage Movements in Enterprise Agreements • GST and Inflation Related Provisions in Agreements • Wage Trends in Current Enterprise Agreements • Wage Dispersion • Recent High Wage Outcomes in Agreements • Developments in Federal AWAs • Comparison of Wage Trends in AWAs and Certified Agnts 2. Innovative Clauses 2000-06-01T00:00:00Z https://hdl.handle.net/2123/13227 ADAM Report #19 (December 1998) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 19, December 1998 1. Wage Trends • Wage Increases to Sept'98 • Quarterly Wage Trends • Wage Increases in Current Agreements • High Wage Agreements • Federal AWAs 2. Innovative Clauses 1998-12-01T00:00:00Z https://hdl.handle.net/2123/13233 ADAM Report #12 (March 1997) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 12, March 1997 1. Wages and Innovative Clauses 2. Trends in Construction and Wholesale/Retail Industry Agreements 3. What Does the Workplace Relations Act, 1996 Mean for Enterprise Bargaining 1997-03-01T00:00:00Z https://hdl.handle.net/2123/13219 ADAM Report #27 (December 2000) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 27, December 2000 1. Wage Trends • Wage Increases in September 2000 Quarter Certified Agreements • Quarterly Wage Movements in Enterprise Agreements • High Wage Outcomes in September Quarter Agreements • Wage Outcomes in Current Operating Agreements • Wage Dispersion • Duration of Agreements 2. Special Issue – Wage Movements Under Various Industrial Regulation in Australia • Developments in Federal AWAs • Comparison of Wage Trends in AWAs and CAs 3. Innovative Clauses: flexible work arrangements, family friendly provisions, incentive schemes, absenteeism, leave arrangements, other innovations 2000-12-01T00:00:00Z https://hdl.handle.net/2123/13220 ADAM Report #26 (September 2000) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 26, September 2000 1. Wage Trends • Wage Increases in June 2000 Quarter Certified Agreements • Quarterly Wage Movements in Enterprise Agreements • High Wage Outcomes in June Quarter Agreements • Wage Dispersion 2. Special Issue - Year 2000 Update on Wages 3. Innovative Clauses: family friendly provisions, leave arrangements, hours of work flexibility, remuneration, employee development, other innovations 2000-09-01T00:00:00Z https://hdl.handle.net/2123/13226 ADAM Report #20 (March1999) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 20, March 1999 1. Wage Trends • Wage Increases in December '98 Quarter Agreements • Wage Trends in Current Agreements • Wage Dispersions • High Wage Agreements • Federal AWAs • Wage Trends in AWAs 2. Innovative Clauses 1999-03-01T00:00:00Z https://hdl.handle.net/2123/13229 ADAM Report #17 (June 1998) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 17, June 1998 1. Wage Trends • Wage Increase to March '98 • Quarterly Wage Trends • Wage Increases • Duration of Agreements • Federal AWAs 2. Innovative Provisions 1998-06-01T00:00:00Z https://hdl.handle.net/2123/13214 ADAM Report #32 (March 2002) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 32, March 2002 1. Wage Trends • Wage Increases in December 2001 Quarter Certified Agreements • High wage Outcomes in December 2001 Quarter Agreements • Factors determining wage increases in agreements • Wage outcomes in currently collective agreements 2. Special Issue – enterprise agreements and paid maternity leave 3. Innovative Clauses: redundancy and retirement, overtime for shift workers, remuneration systems, productivity and performance pay systems, industrial matters, other innovations. 2002-03-01T00:00:00Z https://hdl.handle.net/2123/13236 ADAM Report #9 (July 1996) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 9, July 1996 1. Wage Increases and Innovation in Recently Registered Agreements 2. Leave Arrangements 3. Workplace Relations Bill 1996-07-01T00:00:00Z https://hdl.handle.net/2123/13215 ADAM Report #31 (December 2001) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 31, December 2001 1. Wage Trends • Wage Increases in June 2001 Quarter Certified Agreements • High wage outcomes in June 2001 quarter agreements • Wage dispersion in current collective agreements • Year 2001 update on wage trends • Wage trends in AWAs & certified agreements 2. Special Issue – Union rights provisions on the rise in agreements: but why? 3. Innovative Clauses: granting wage increases, sick leave, annual leave loading, OHS, casual employee entitlements, other innovations 2001-12-01T00:00:00Z https://hdl.handle.net/2123/13230 ADAM Report #16 (March 1998) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 16, March 1998 1. Wages and Innovative Clauses 2. Family Friendly Measures in Enterprise Agreements 3. Over Ten Years of (Formalised) Decentralised Bargaining in Australia 1998-03-01T00:00:00Z https://hdl.handle.net/2123/13231 ADAM Report #15 (December 1997) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 15, December 1997 1.Wages and Innovative Clauses 2. Non-Union Collective Agreements 3. Enterprise Agreements and Wage Rises: Trends in 1997 and Outlook for 1998 1997-12-01T00:00:00Z https://hdl.handle.net/2123/13216 ADAM Report #30 (September 2001) ACIRRT; Australian Centre for Industrial Relations Research and Training ADAM REPORT # 30, September 2001 1. Wage Trends • Wage Increases in June 2001 Quarter Certified Agreements • High wage outcomes in June 2001 quarter agreements • Wage dispersion in current collective agreements • Wage trends in AWAs 2. Special Issue – Union facilitative provisions in agreements 3. Innovative Clauses: remuneration, reinforcing equality of employment contracts, workplace flexibility, leave provisions, family friendly provisions, other innovations 2001-09-01T00:00:00Z