Industrial Relation for Urban and Regional Research - myassignmenthelp

Question: Discuss about theIndustrial Relation for Urban and Regional Research. Answer: Introduction Australia is a hub of a huge number of retail outlets and departmental stores. One of the known brands in the retail industry is 7 Eleven Inc. It is located in the United States with more than 626 outlets in Australia itself. The first departmental store was opened in the year of 1977. By the current time a huge number of franchise ownership rise to 442 and the amount of transaction rose to approximately 185 million annually (Endo, 2014). This report involves the implications of the enquiry that 7 Eleven faced related to wage theft and double shift frauds, from the employees working in the outlets. The falsification of data and records was the primary reason for the misplacement of the designations of the employees (Briton, 2015). A detailed analysis has been done based on the implications against the 7 Eleven enquiry and how it can be implied on the non working form of employment representation and the bargaining structures in the Australian Employment Relation system. The purpose of this report is to understand and analyze the implications about how they can used to represent and alleviate the allegation against the non-forms of employment representation and the bargaining structures to prevent conflicts. Discussion About the enquiry 7 Eleven faced a major setback regarding allegations that rose against it. Allegations regarding the inconvenience related to the disputed waging system and falsification of the data as well as employment records against certain employees who supposed to be migrants. Discrimination on certain basis added fuel to the crisis (Robertson, 2013). In the year 2014 Fair Works Ombudsman took up an enquiry against 7 Eleven regarding the allegations and upon such several issues was illuminated that breached the rules of Fair Work Act and that the company has failed to act as per the regulations of Fair Works Act and Fair Works Regulations regarding the underpayment. With further enquiry, it was revealed that the young employees faced much trouble and more than 70% of the audits were dubious (Bray, 2013). It was further revealed that the company failed to comply with the allotted payment of the employees and the maintenance of the records was not consistent. The irresponsibility of the company to set up an enquiry inspection was a further blunder. Furthermore it was uncovered that more than 60% of the franchise owner were amateurs in the retail industry and had no experience of employment management with little or no knowledge about the Industry Relation System of Australia. Shocking facts came up with the fact that most of the employees deployed were from vernacular background an were supposedly migrants who were made to do overtime duties in the outlet. The CCTV footage of the stores were manipulated by the owners who maintained their own business pattern instead of the allotted time under the legal regulation. Critical analysis of the implications As discovered and alleged by the enquiry commission, the grounds of the proposition was valid and it was indeed proven. 7 Eleven was indeed guilty of violation of the laws related to the employment pattern and the working scheme. Falsification of data an employment identity in order to gather free service from the employees as well as nonpayment of the overtime working employees without commendable remuneration (Li et al., 2016). Breaching of the protocols of appointing under experience franchise owners to flourish business was one of the illegal involvement activities to harm ones social security and integrity (Grasso, 2015). Lack of necessary authorization and inspection to mitigate the data loss and appointment of vernacular employees as well as deploying them with under wages was unjustifiable. The implications against a respected company like 7 Eleven is likely to cause serious consequences to both the business, its reputation as well as the entire Retail industry (Abdu, 2013). Allegations of tampering with evidence to prevent intense consequences and to do such, adoption of violent methods to suppress the opposition (Webster, 2017). Instances such as beating up of the employee who tried to complain and protest against the under payment waging system of the organization as well as bribing of the employees after the allegations were made to restrict further liabilities was charged against 7 Eleven. The franchisee structure of Australia was immensely affected due to the frauds and the charges of 7 Eleven came up. The employee relationship system was also stirred and unstabilized due to such. The sudden incursion of the enquiry in the stores was instrumental in the revelation of the shocking truth that was striding under the shadow of the organization. The reasons for the implications are to establish and generate more business revenue by cheating the employees who are one of the integrated parts of an organization. Under payment of wages was a severe blow to the integrity of the employees who impart a crucial part of their lives in dedication to their work and the organization. The gaps in the non-union form of employment pattern are one of the advantages that were taken by the employer with the idea that the employer was the final authority in any instance. It was taken into assumption that the employer has full authority to assign and relieve any employer from duty on any ground. This was one of the unethical steps that was adopted by 7 Eleven. The immoral way of suppressing the complaints by the employees who dedicated their time to the organization was totally irrational and illegal. Alleviation of the issues raised against the 7 Eleven case regarding non union form of employment All the issues raised against 7 Eleven, one of the reputated retail brands of Australia have been totally valid and rational since all of the allegations have been justified by the enquiry commission. The actions that have been adopted by the organization in the suppression and the generation of revenue by malpractices. These issues could have been alleviated if proper and rational methods would have been taken up by the organization related to the wages and the payment framework of the employees. The organization could have revised a better solution so as to reduce the level of dissatisfaction or the inconvenience of the employees. Instead, the organization chose to act through violent methods. The proper filling up of the gaps in the employment relation system could have been helpful to identify and mitigate the rising escalations. The breaching of the legal provisions that was passed by the government regarding labor and employment as another blunder that could have been averted if the organization followed the protocols that ensure the social integrity of the workers or the employees (Sivaraman Turner, 2016). The origin of the employees is not one of the strong grounds of expulsion or non-payment of wages, that can be imposed on the employees. In simple words, as per the legal improvising, all the employees are subjected to payment of wages irrespective of the origin. Under Employment Relations every worker is deployed for a certain amount of remuneration, breaching of this principle is the primary reason for revolt an enquiry. Following the objective of maintaining a balanced Employment Relation System could ensure a better work culture and lesser conflicts. It was the sole responsibility of the employer to look after the benefits of the employees and not to discriminated over them regarding the fees and re muneration. The employers should be responsible to look after any benefits or facilities that the employees are entitled . Following of these methods and protocols could be beneficial for the mitigation of the issues and could have been helpful for the alleviation of these concerns. Improvising of bargaining structures in the retail industry to avert clashes and conflicts The 7 Eleven case is one of the crucial incidents that justifies the injustice that can be done by an organization, in the retails industry. To avert such incidents in the future regarding the wages and payment structure, certain methods and principles can be adopted by organizations that are discussed below (MORAN, 2014). Every organization should be flexible and should use the liberty to discuss its operations with the candidates while hiring them for the job. The organization should be clear and precise about the designation of the employees and the position that they would be working for. Most of concerns rise due to lack of proper information about the job role (Pekarek Gahan, 2016). The hiring and employment process should be done legally to reduced the liabilities and cut off all the loose ends to prevent any disruption and miscommunication in the future. Official appointment letter along with the promised remuneration should be clearly stated prevent future clash related to wages. Better management and human resources team can be managed to reduce friction in the workplace related to diversity and work culture, with lesser issues and concerns to rise o grounds of discrimination. Every organization should follow and formulate its wage structure as per the industry standards to reduce falsified claim from both ends (Wu Lin, 2014). Conclusion With the help of this report it can be concluded and justified that all the major allegations that rose against 7 Eleven was totally rational and valid as per the enquiry commission and the reports. 7 Eleven adopted several unethical methods to generate revenue and harm its employees on financial and social grounds. Their security has also been jeopardized under certain instances. Unethical methods have also been adopted to suppress the revolts that come up due to the non payment and the breach of norms. With reference to this case the implications have been analyzed and the respective methods that can be used to alleviate the concerns to reduce such clashes in the future as well as the methods to improve the bargaining structure in the retail industry have been provided. The methods to effectively reduce the crisis and escalations is to maintain an honest regard for the legal procedures and towards the employees who dedicate their time to the organization. References Abdu, G. (2013). Analysis of consumer behavior affecting consumer willingness to buy in 7-eleven convenience store.Universal Journal of Management,1(2), 69-75. Bray, J. R. (2013). Reflections on the Evolution of the Minimum Wage in Australia: Options for the Future. Briton, B. (2015). 7-Eleven scandal: The tip of a low-wage iceberg.Guardian (Sydney), (1705), 1. Endo, G. (2014). 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