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Good Faith in Collective Bargaining Communications in Australia and New Zealand.

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dc.contributor.author Templer, Leeanne
dc.date.accessioned 2011-05-24T02:26:48Z
dc.date.accessioned 2022-10-26T05:54:27Z
dc.date.available 2011-05-24T02:26:48Z
dc.date.available 2022-10-26T05:54:27Z
dc.date.copyright 2010
dc.date.issued 2010
dc.identifier.uri https://ir.wgtn.ac.nz/handle/123456789/24486
dc.description.abstract Communications during collective bargaining are of central importance to the conduct of employment relations in Australia and New Zealand, as they may substantially impact collective bargaining outcomes. In both jurisdictions communications during collective bargaining are required by law to be in good faith. However the curial approach in each jurisdiction to communication material that seeks to “negotiate” with or persuade employees of employer viewpoints has been quite different. This paper discusses the Court decisions that have resulted in New Zealand, which now has legislation with more pluralist objects, and Australia, which has legislation with objects that are more individualist. In Australia the more individualist legislation has led to greater latitude for employers to communicate their points of view during collective bargaining, and in turn led to results which may be seen as undermining the collective bargaining process. en_NZ
dc.format pdf en_NZ
dc.language en_NZ
dc.language.iso en_NZ
dc.publisher Te Herenga Waka—Victoria University of Wellington en_NZ
dc.subject Collective bargaining en_NZ
dc.title Good Faith in Collective Bargaining Communications in Australia and New Zealand. en_NZ
dc.type Text en_NZ
vuwschema.contributor.unit School of Law en_NZ
vuwschema.subject.marsden 390116 Labour Law en_NZ
vuwschema.type.vuw Masters Research Paper or Project en_NZ
thesis.degree.discipline Law en_NZ
thesis.degree.grantor Te Herenga Waka—Victoria University of Wellington en_NZ
thesis.degree.level Masters en_NZ
thesis.degree.name Master of Law en_NZ

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