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View the PDF document Employment relations and dispute resolving mechanisms in Telecom Fiji Limited : prior to and after the introduction of the essential National Industries Decree (2011)
Author:Reddy, Yasumala
Institution: University of the South Pacific.
Award: M.Com
Subject: Telecom Fiji Limited, Industrial relations -- Fiji, Conflict management -- Fiji
Date: 2016
Call No.: pac HD 8936 .R43 2016
BRN: 1206762
Copyright:Under 10% of this thesis may be copied without the authors written permission

Abstract: This Supervised Research Project examines the impact of employment legislation on the terms and working conditions of workers in Telecom Fiji Limited in Fiji. This study looked at the views of workers, management, union, and the Bargaining Unit at Telecom Fiji Limited on how employment terms and conditions in Telecom Fiji Limited have changed due to the two pieces of legislation, namely Employment Relations Promulgation (ERP) 2007 and Essential National Industries (Employment) Decree (ENI) (2011). Their views provided a good insight of the current employment relations in Telecom Fiji Limited. This study examines and compares the employment relations and dispute resolving mechanisms in Telecom Fiji Limited during the Employment Relations Promulgation (ERP) (2007) and after the introduction of the Essential National Industries Decree (2011). This study has analysed the various steps of dispute resolution mechanisms at Telecom Fiji Limited under the ERP (2007) and ENI Decree (2011). The research findings show that under ERP (2007), various steps were in use such as in-house procedures, mediation services, the Employment Relations Tribunal, the Employment Relations Court, the Court of Appeal and the Supreme Court. Whereas under the ENI Decree (2011) all disputes are to be solved internally, except any for over $5 million in value in one year which is referred to the Prime Minister for a final decision. There is no room for appeals under the ENI Decree (2011). This study also reveals that Telecom Fiji Limited’s current employment relations is based on unitary theory which does not recognise unions as legitimate representatives of the workers.
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