Embed Size (px)
Citation preview
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 1
主讲人 Greg J. BamberDepartment of Management/International Consortium for Research in Employment & Work (iCREW)
Centre for Global Business, Monash Business School, Monash University, Melbourne, AustraliaPresident, Australian Labour & Employment Relations Association
Email: [email protected] Profile: research.monash.edu/en/persons/greg-bamberWeChat: H1603454; LinkedIn: gregjbamber, Twitter: @GregBamber
China University of Labor Relations: International Webinar SeriesThe COVID-19 Pandemic: Implications for Labour Policies & Labour Markets in Australia
Perspectives on Governmental, Employer & Union Policies & Practices
谢谢 Thanks to China University of Labor Relations. This talk builds on the book 常凯，李应芳，Bamber, G. J., Lansbury, R. D., Wailes, N. & Wright, C. (主编), 雇佣关系国际比较研究：国家规制与全球变革（第六版）中国劳动社会保障出版社www.class.com.cnInternational & Comparative Employment Relations; to get the e-book, click Routledge; for paper book click SAGE. For shortvideos, including on the UK, click here.A 7th edition of the book will be published in 2021 with SAGE for all countries. It will also be published in Chinese. Ask 收件⼈[email protected] for details. Thanks to the book’s co-editors, contributors & advisors & 谢谢 to You for participating!
Copyright © Greg J. Bamber 22 August 2020
1
主讲人 Greg J. Bamber澳大利亚莫纳什大学 教授；英国纽卡斯尔大学 客座教授
澳大利亚劳动与就业关系协会 主席电子邮箱: [email protected] 个人资料: research.monash.edu/en/persons/greg-bamber
微信：H1603454，领英: gregjbamber, 推特: @GregBamber
中国劳动关系学院COVID-19 疫情对澳大利亚劳动政策和劳动市场的影响
政府，雇主和工会的政策与实践
谢谢中国劳动关系学院邀请。我今天的演讲基于常凯，李应芳，Bamber, G. J., Lansbury, R. D., Wailes, N. 和Wright, C. 主编的《雇佣关系国际比较研究：国家规制与全球变革（第六版）》（中国劳动社会保障出版社）www.class.com.cn《雇佣关系国际比较研究》；如需获取电子书，请点击 Routledge; 如需纸质书，请点击 SAGE. 如需包括英国在内的短视频，请点此此处.本书第七版将在 2021年由 SAGE在全球出版。也将会在中国出版。需要具体信息，请咨询[email protected] 感谢本书的各位编者、贡献者和顾问。感谢各位参与到今天的会议中来！
你好 Nǐ hǎo
2
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 2
谢谢 Xièxiè Thank you for inviting me & for
your great work. It’s an excellent idea to lead
these international webinars. Thanks to Qiao Jian, Director, International Exchange & Cooperation Division & to others including: International Office of Cooperation & Exchange; School of Economics & Management, CULR.Thanks also to: Professor Wang Jing, School of Labor Economics, Capital University of Economics & Business/Secretary-General, China Labor Relations Research Association; Professor Shi Meixia, School of Economics & Management, Beijing Traffic University; Han Ruolin, the talented Translator & others! We are here to enjoy mutual learning!Picture: Qiao Jian (right) & Greg Bamber at the International Labour & Employment Relations Association (ILERA) World Congress, South Korea, 2018
5
In Australia we start by acknowledging the traditional owners of the
Australian land.
Traditional owners are the indigenous Australians -- people with links to
groups that lived in Australia before colonisation, including
the Aboriginal & Torres Strait Islander peoples. They were already in
Australia 120,000 years ago!
Picture (right) from ‘Australia: the first hundred years’, by A. Garran,
1886, it is in the public domain.
Acknowledgement of Country
6
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 3
Liberal market economies (LMEs) – employers rely upon market forms of coordination,
e.g. enterprise-level determination to set pay & develop skills etc.
Australia, New Zealand, UK, USA, Canada (Ireland?)
Coordinated market economies (CMEs) – employers coordinate their activities through
non-market coordination, e.g. multi-employer collective bargaining
Germany, Austria, Denmark, Sweden, Norway, Finland (Japan? South Korea ?)
Varieties of Capitalism Theory: 2 ‘ideal types’ of capitalism
7
Where is Australia?Note: this webinar has time only for a summary of the situation in Australia. It is a great country. I am proud of it. Although I make criticisms of it, these are intended to be constructive; in a spirit of fostering learning!
8
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 4
● Brisbane
● Sydney
Adapted from: www.polgeonow.com
● Melbourne
New Zealand
Australia
Australia: A federation of former UK colonies that became quasi-autonomous StatesAustralia’s 3 biggest cities are named. 主讲⼈ Greg Bamber is at Monash University, Melbourne; this city currently has the largest cluster of COVID cases & deaths in Australia L
9
Australia (Oz): The lucky country?European settlement began by the United Kingdom (UK) in 1788.
A continent, the world's largest island, nearly as big as China (but much smaller population, only about 26 million people)
Federation of states since 1901 (similar federal structure to Germany, Canada & USA)
States have own governments that jealously guard their ‘rights’ & autonomy
Federal government has less power than the national government has in China
Unions began in 19th century; some reflected their UK counterpart unions
Campaign for 8-hour working days began in Australia (then spread around the world)
10
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 5
Eight Hour Day Memorial: MelbourneIn memory of the 8-hour day movement initiated in Melbourne 1856. Round globe: ‘Labor, Recreation, Peace’
11
Australia relatively lucky so far in this crisis: fewer COVID-19 deaths per 100k population than many other countries, but more than China!
Belgium 87UK 70
Spain 61Italy 58USA 51
Brazil 50France 45
Germany 11India 3.6
Australia 1.5South Korea 0.6
China 0.3
Source: Johns Hopkins University; United Nations; national public health agencies, which may use different definitions & rates of testing; such data should be interpreted with care! Data often updated but may not reflect the latest totals. 16 August 2020: https://coronavirus.jhu.edu/data/mortality Other sources cite different numbers!
12
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 6
Employment Relations (ER)• Union density was > 50% (1970s), but < 15% (2020): higher in public sector, transport, health,
education, construction, mining, manufacturing, post, telecoms
• A mantra of ‘fair work’: ER regulatory institutions: Fair Work Commission (FWC) & Fair Work Ombudsman
• Relatively high national minimum pay level (unlike USA), regulated by FWC
• Protection against unfair discrimination & unfair dismissal (unlike the USA’s ‘employment at will’)
• Universal healthcare (like most other OECD* countries, but not USA)
• States regulate hospitals, schools, law enforcement & lockdown arrangements
• Federal Government regulates quarantine, international borders & inter-state travel & trade, aged-care homes & primary healthcare
* OECD = The Organisation for Economic Co-operation and Development: www.oecd.org
13
Australia lucky & unique among OECD* countries in having had no economic recession for nearly 3 decades. But COVID has caused a recession in 2020 LEconomics & labour market data: examples
late 2019 mid-2020Gross domestic product (GDP) ‘growth’ rate +0.5% -0.3% (January-March)Business ‘confidence’ +1 -14 Building permits +4.6% -4.9%Wages growth** +0.5% +0.1%
* OECD = The Organisation for Economic Co-operation and Development: www.oecd.org** wages growth has been weak for 7+ years. It's not just COVID
14
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 7
Labour Force Participation Rate
15
Australian Prime Minister Mr. Scott Morrison, 2019- political cartoon (left) implying that even during the pandemic, he sees a recovery of the economy as more important than defeating COVID!
Right-of-centre Conservative Prime Minister Mr Morrison
16
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 8
Right-of-centre Conservative UK
former Prime Minister 1979-1990; a
role model for Mr. Morrison & other
right-wing politicians in Australia &
other countries who preferred
Chicago-style, neo-classical
economics & opposed Keynesian
economic policies!
Margaret Thatcher (the ‘iron lady’)
17
Australia unlucky: Huge bushfires: late 2019-early 2020Morrison mural (below) in a Hawaiian shirt, orange lei & Christmas hat holding a drink; fires in the background;also real fires (right)
18
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 9
COVID-19: National action Mr. Morrison usually identified with ideologies of President Trump & Prime Minister Thatcher (neo-classical economics/small-government).Morrison’s early response to COVID-19 was complacent. He did not encourage mask wearing, partly because there had been only 1 case in Oz of severe acute respiratory syndrome (SARS), after the epidemic that was more serious in China & some other countries in 2002-03.But mistakes in the then recent bush fire crisis & forecasts of impending COVID & economic crises spurred Morrison to change to implement government stimulus to the economy & other Keynesian policies (despite past opposition to Keynesian policies)!Travel bans (enforced quarantine for those arriving, by plane, but, by mistake not on certain cruise ships!)
Established a ‘wartime’-style national cabinet, including Federal & State Leaders (to manage the crises).
Lockdown, stay at home/work from home where possible.
Childcare was free for a short period and for certain workers (despite Conservatives having resisted it for years)
19
Mr. Morrison’s Conservative federal government policiesAustralia lucky in having had no recession for 3 decades; COVID tipped it into an economic ‘recession’
Varied some ‘collective awards’ to provide pandemic leave & flexibility for holiday leave for employees (possibilities to take leave at reduced pay)
After demands, including from unions, ‘JobKeeper’ wage-subsidy assistance payments for those laid off,viaemployers & tax system
Good, but unfortunate gaps (e.g. university, casual & migrant workers)
‘JobKeeper’ eligibility based on employer’s financial turnover.
The payments will be reduced and paid at 2 rates.
‘JobSeeker’ unemployment benefits: doubled amount after COVID, but will be reduced.
‘JobMaker’ to create jobs.
Starting to ease ‘lockdowns’ to return to a ‘new normal’, but speed of return varies between States.
20
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 10
21
22
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 11
‘Official’ unemployment rate at its highest
level this century: 7.5%‘Real’ rate is higher: 10% +
But disguised by JobKeeper.
‘Official’ unemployment rate will probably increase before &
especially after JobKeeper due to end in March 2021 L
Long queues for unemployment benefit: JobSeeker
23
Flexible or casual employment Why do employers use casuals (contingent workers)?
They do not have to employ ‘casuals’ regularly, if there is no demand for the work (e.g. at airports if no
flights arriving/departing, or hotels/restaurants if few visitors have booked)
It is easier to lay-off casuals than continuing workers (legally protected from unfair dismissal).
Casuals do not have entitlements (e.g. paid holiday & sick leave), but are paid extra, usually 20-25%
above usual hourly wage, to compensate for no entitlements.
Some labour law protections do not apply to casuals
There are some casuals in many industries (e.g. retail, social assistance, construction, health,
universities, transport, hospitality, accommodation).
In Australia 25%+ employees are casuals.
24
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 12
Flexible or casual employment is controversialCasual employment? Is it always a good thing for everyone?
Many young people are short-term casuals. It may suit some e.g. if they are also students/tourists.
What are disadvantages for casuals?May get exploited (e.g. ‘wage theft’). No job or income security, so, difficult to borrow $ LLess benefits & training; usually no ‘JobKeeper’ -- may feel like ‘second-class’ citizens LFirst to lose jobs when COVID reduced demand L
Workers & unions seek fairness: more job & income security for casuals.Are ride-share drivers casual employees or self-employed?A moot point!
25
Melbourne, post-July 2020: in second lockdown: belatedly, people had to wear face masks!State government, Victoria, led by centre-left Labor Party
(the only Australian State that endorsed the Belt & Road Initiative) Tensions, demarcation disputes between Federal & State governments
26
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 13
What are implications of COVID-19 for labour policies and labour markets in terms of federal
governmental, employer and union policies & practices? Implications, policies & practices differ
between different industries. We will consider a few examples, then draw some conclusions.
27
Hotel quarantine for people returning from overseas:Mistakes caused Melbourne’s (& New Zealand’s)
second lockdowns L
• Mis-communications between State government agencies, hotel operators &
private contractors.
• Security guards mainly untrained & badly managed casuals spreading COVID.
• Casuals & labour market issues relevant in COVID crisis (e.g. security people
& health carers, with little training, working in multiple places–quarantine
hotels, aged care homes, ride-share drivers).
• Most do not get paid if they were ill, so, do not work. To keep getting paid, they
are tempted still to go to work, even if they may be ill with COVID L
28
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 14
Aged care homes• Many old people not cared for by their families, but in aged care homes• Demand outstrips supply for places• Largely ‘casual’ workforce: relatively low pay• Aged care seen as a job, rather than a career; little training• Negative perception of the industry• Casuals moving between aged care homes, spreading COVID-19• if workers were employed to work only at one home, outbreaks & deaths at
such homes would be reduced• 3 types of homes: private (for-profit); charitable; governmental –
Especially in private aged care homes profits too often a higher priority than people L
More deaths in private aged care homes that may have fewer staff, less training L
Independent inquiries about hotel quarantine & aged care home mistakes to examine & publish what went wrong & can be learned
29
All airlines devastated -- 2 biggest: Qantas & Virgin Australia*Aviation
Because governments closed international & State borders.95%+ reduction in flights. No scheduled international flights. Most planes ‘parked’.Government funded a few flights, but provided little support for workers. Most workers of airlines & their suppliers lost their jobs, either permanently or temporarily.Job-specific unions: protested, but unable to stop job losses.Some pilots, baggage handlers, cabin crew found other jobs; most unemployed L----------*It was 40% owned by 2 Chinese companies: HNA & Nanshan. But as an early
casualty of COVID fell into ‘voluntary administration’ on 21 April 2020 before being
sold to a US private equity fund in September 2020.
Also see: Bamber, G.J., Gittell, J.H., Kochan, T.A. & von Nordenflytch, A.V. 2009, Up in the Air: How Airlines Can Improve Performance by Engaging their Employees
30
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 15
Building industries
• Much government support, including JobKeeper
• HomeBuilder AUD$25k grants to owner-occupiers (including 1st home buyers)
to build a new house or renovate existing house
• Building continued, with social distancing (less short-term job losses than
aviation)
• Medium-term impact: supply chain disruptions, e.g. from China; new projects
stalled; work slowing as economy slows, so medium-term job losses likely
• Long-term impact: adoption of new technologies & work organization
Most building workers are men. Feminist critiques say industries in which most
workers are women (e.g. hospitality & the arts) receive less government support.
They call for gendered analyses of the implications of COVID.
31
Education: Schools (for ages 5-16+)
• Education a shared responsibility between Federal & State governments• Should schools close in the COVID pandemic?
Conflicting interests not easy to reconcile• Federal government & businesses want kids to go to schools, so, parents
can still work (‘Kids do not catch COVID’!)• State-based health agencies cautious: if in doubt, schools should close, to
prevent spreading COVID to kids’ families at schools & travelling to schools• Teachers & their unions prefer schools to close, to reduce chances of
teachers catching COVID• School teachers have relatively strong unions• Most schools closed in the height of the COVID pandemic
32
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 16
UniversitiesMost universities regulated & partly funded by Federal government (but State governments also have some jurisdiction)Usually recruit many students from other countries, especially China. Most such students not arriving in 2020; borders are closed Big loss in Universities’ income: an economic crisis for universitiesDownsizing: many job losses, particularly for casualsResearchers & early-career academics may experience more negative impacts than others? Universities excluded from JobKeeper support Some universities agreed with union(s) to cut pay or defer earlier-agreed pay increases, in exchange for fewer mandatory lay-offsUnions weaker than in schools & healthcare, but universities generally closed for most of 2020: students & staff working from home ‘on-line’Some international students studying ‘on-line’ or in overseas campuses
33
Can we make any predictions about implications of COVID for employment relations & labour
markets in terms of governmental, employer & union policies & practices in Australia & other
countries?
Before COVID-19 pandemic at a macro level
A ‘right-of-centre’ Australian federal government was promoting anti-union laws & ‘inquiries’
attacking unions & States, especially those led by ‘left-of-centre’ Labor governments. The federal
government was adopting adversarial, conflictual, neo-classical/LME-style economic policies.
Conclusions: what are post-COVID trends?
34
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 17
Towards an ‘Integrative’ approach at a macro level during the pandemic?
Australian government tried to initiate employment relations (ER) & labour law reform: perhaps a form of ‘social compact’ to be agreed with unions & employers? The government appeared to be adopting some Keynesian/CME-style policies.
But such reform may not be easy to agree as there are conflicting objectives:
Federal government & employers seek more jobs & more ‘flexible’ workplaces (making it easy to dismiss workers).
Workers & unions seek more fairness & jobs with more job & income security, reducing the % of casuals.
Will Australian governments continue to move towards such cooperative Keynesian, CME-style policies & less inequality after the pandemic? COVID is an opportunity to initiate & sustain such positive new-deal-type changes.
Alternatively, business interests & governments may seek to revert to earlier adversarial, neo-classical LME-style policies & more inequality?
35
COVID crisis induces either theory X or theory Y managerial styles!At a micro level, we see 2 alternative management styles. Such different approaches may co-exist in different departments/levels of the same enterprise!
Theory Y: Other managers are adopting cooperative, integrative,* high-trust**/quasi-democratic, consultative, participatory approaches to possible cuts in pay & conditions, especially when pushed to do so by unions that represent their workers. Such managers using the crisis as an opportunity to share information, decision-making & trusting people to work from home, granting them a high degree of discretion. If job cuts were necessary, exploring alternatives to compulsorily lay-offs: voluntary redundancies, periods of leave, job-sharing, redeployment.
Theory X: Certain managers are adopting distributive,* low-trust**/autocratic approaches to cuts in pay, conditions, jobs. Such mangers do not share information & decision-making; they do not fully trustpeople to work from home, granting them little discretion; imposing dictatorial, top-down, adversarial, micro-management approaches; using the crisis as an opportunity to compulsorily lay-off people who they dislike or who they see as ‘poor performers’.
36
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 18
What should be our future research agendas & questions after COVID-19 crisis?Let’s continue to collaborate internationally & comparatively to investigate:1. alternative management styles & restructuring of the way work is organized. 2. use of new technologies in industries & jobs not already impacted by digitalization. 3. emergence of new jobs reflecting increased demand for certain services or new approaches to work
organization.4. How did employers restructure employment practices in the crisis; which practices may remain post-crisis?5. How have unions & worker representatives responded to changing employment practices? 6. What has been their involvement in co-designing policies to counter negative impacts on workers? 7. How do responses differ between countries with different employment-relations systems?8. What are the similarities & differences e.g. between China, LMEs, CMEs or countries severely/mildly impacted
by COVID-19?9. What novel theoretical and/or empirical contributions can help us understand the COVID-19 crisis?10. What insights could help us to manage future crises & the future of work & employment, post-crisis?With thanks to Industrial Relations: A Journal of Economy and Society
37
www.jantoo.com/cartoons/keywords/nhs-management
A few references
* On the ‘integrative’ & ‘distributive’ conceptualisation, see: R. E. Walton, J. E. Cutcher-Gershenfeld, R.
B. McKersie, Strategic Negotiations: A Theory of Change in Labor-Management Relations, Cornell UP,
2000.
** On the high-trust/low-trust conceptualisation, see: A. Fox Beyond Contract: Work, Power and Trust
Relations, Faber & Faber, 1974.
On the distinction between Theory X & Y,
see: D. McGregor The Human Side of Enterprise
McGraw-Hill, 1966.
Also see: T. A. Kochan, Worker Voice, Representation, & Implications for
Public Policies, Research Brief, MIT Institute for Work &
Employment Research, 2020.
38
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 19
国际比较雇佣关系：国家规制与全球变革（第六版）
精彩内容本书对国际雇佣关系进行了全面而系统的概述，同时也堪称是该研究领域学生、学者，以及国际机构、政府、企业、工会从业者的标准参考。专家们从经济、历史、法律、社会及政治等方面对每个国家（英国、美国、加拿大、澳大利亚、意大利、法国、德国、丹麦、日本、韩国、中国、印度）的雇佣关系背景进行了细致入微的调查；认真思考了雇主、工会、政府在雇佣关系中做扮演的角色与重要意义；概述了雇佣关系的进程：集体谈判与仲裁、磋商与员工参与。如下议题也在书中被提及与探讨：未入工会的工作场所、人力资源管理新形式、劳工法改革、跨国企业、网络组织、亚洲与西方企业的区别、中小型企业、外来打工者、技术变革、劳动力市场的灵活性、薪酬厘定。本书多次再版，第六版强调全球化背景与比较理论，包括雇佣关系趋同这一关键概念。编者们对资本主义多样化提出了新的理论架构，同时对当今世界经济环境下构建雇佣关系进行了深入的思考。
-----
Available from good bookshops & as follows:Paper books, free videos & PPT slides, click SAGETo contact SAGE China: Email: [email protected]; Tel: 010-8531 5157; Fax: 010-6590 0201. To get the e-book in English, click Routledge
39
International & Comparative Employment Relations: Globalisation, Regulation & Change, 6 edition
Greg J Bamber, Russell D. Lansbury, Nick Wailes & Chris F. Wright, eds.
常凯，李应芳，Bamber, G. J., Lansbury, R. D., Wailes, N. & Wright, C. (主编) (2016), 雇佣关系国际比较研究：国家规制与全球变革（第六版）中国劳动社会保障出版社www.class.com.cn
A 7th edition of the book, is edited by Bamber, G.J., Cooke, F.L., Doellgast, V. & Wright, C.F. (eds). It will be published in early 2021 by SAGE for all countries.
It will also be published in Chinese. Ask 收件⼈[email protected] for details.
40
Any comments welcome via Email as below or WeChat: H1603454
22 Aug. 2020
Email: [email protected] 20
Any questions or comments would be welcomeThank You! 谢谢 Xièxiè
Greg Bamber
WeChat: H1603454
Email: [email protected]
LinkedIn: gregjbamber, Twitter: @GregBamber
41
欢迎大家提问及发表观点
Thank You! 谢谢 Xièxiè
个人资料 Greg Bamber
微信: H1603454
电子邮箱: [email protected]
领英: gregjbamber, 推特: @GregBamber
42
