This unit addresses the knowledge and skills required to represent the organisation/employer in dealing with industrial relations matters in the workplace.

The unit covers communicating and implementing industrial relations policies and procedures that meet statutory and legislative requirements; assisting in dealing with industrial relations conflicts and issues; and generally working towards a harmonious industrial relations climate within the workplace.

ELEMENT

PERFORMANCE CRITERIA

1. Communicate and implement organisation's industrial relations policies and procedures

1.1. Source and disseminate relevant legislation, agreements, policies and procedures to all relevant persons and groups

1.2. Implement agreements, policies and procedures in accordance with site, enterprise and statutory requirements

1.3. Develop strategies to effectively communicate with relevant persons and groups on industrial relations matters

1.4. Promote the organisation's industrial relations procedures to relevant persons and groups

1.5. Represent the organisation appropriately in discussions with key stakeholders

2. Assist in minimising industrial relations conflict

2.1. Monitor the implementation of industrial relations policies and procedures

2.2. Process and report to management on potential industrial relations conflicts

2.3. Prepare and forward documentation to management and other relevant parties about potential industrial relations conflicts

2.4. Work in conjunction with managers to contain industrial relations conflicts

2.5. Work with employees to resolve personal grievances and to prevent escalation of industrial relations conflicts

3. Enhance industrial relations

3.1. Trial and implement strategies to monitor the implementation of the organisation's industrial relations policies and procedures

3.2. Implement strategies to facilitate feedback on the industrial climate

3.3. Implement strategies to strengthen relationships with relevant persons and groups

3.4. Provide information and feedback to management on industrial relations

3.5. Provide information and advice to relevant persons and groups

Required skills

literacy and verbal communication skills to present information in clear and accessible ways to relevant persons

negotiation and conflict resolution skills to deal with sensitive information and resolve issues.

Required knowledge

grievance resolution policy and procedures

industrial relations policies and procedures, such as:

enterprise agreements

enterprise and workplace bargaining

role of employee representatives and employee organisations

legislation, codes of practice and national standards, for example:

equal employment opportunity (EEO), anti-discrimination

international industrial relations systems where work undertaken has an international focus or context

occupational health and safety (OHS)

relevant state/territory and federal industrial relations systems.

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

demonstrated experience in working with legislation, awards and agreements to provide written and verbal advice in industrial matters

knowledge of relevant legislation, codes of practice and national standards.

Context of and specific resources for assessment

Assessment must ensure:

access to a range of workplace documentation relating to current industrial matters.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

analysis of responses to case studies and scenarios

assessment of written reports/examples of industrial conflict that has been resolved

demonstration of techniques

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

observation of demonstrated techniques in providing advice about industrial matters

observation of performance in role plays

observation of presentations

oral or written questioning to assess knowledge of industrial relations legislations and current issues

review of documentation promoting the organisation's industrial relations procedures

review of documentation prepared about potential industrial relations conflicts.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

other units from the Certificate IV in Human Resources.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Relevant legislation, agreements, policies and procedures include:

EEO, diversity, parental leave policies

employment contracts

enterprise agreements and workplace agreements

industrial awards, orders and decisions

industrial relations legislation

OHS policies and procedures

reasonable adjustments for workers with a disability

Persons and groups include:

employee representatives

employer representatives

union representatives

Site, enterprise and statutory requirements refer to:

award and enterprise agreements, and relevant industrial instruments

dispute settlement procedures

grievance mechanisms

relevant industry codes of practice

relevant legislation from all levels of government that affects business operation, especially in regard to OHS and environmental issues, equal opportunity, industrial relations and anti-discrimination

reporting channels and procedures

Management may include:

chief executive officer, Board and other senior managers

industrial relations/human resources manager

line managers

Unit sector

Workforce Development - Workplace Relations

This unit contains employability skills.