Law Reform Role

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Assess the role of law reform in recognising rights and enforcing responsibilities in the workplace.
Whilst issues of discrimination still arise within the workplace, extensive law reform has been applied to international and domestic industrial relations legislation relating to discrimination of the employees and the employer which have proven to be effective in improving justice, recognising rights and enforcing the responsibilities of the employer and the employee. Legal and non-legal Mechanisms are effective when the law aims to be accessible, encourages co-operation and resolves conflict through alternative dispute resolutions. Discrimination within the workplace has evolved throughout history as the law has changed constantly in order
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The role of the AIRC was to act as a tribunal in order to settle industrial relation matters with the powers stated within The Workplace Relations Act 1996 (CTH). The Disability discrimination act 1992 (CTH) was enacted so that an employer discriminating against someone else on the grounds of his or her disability is illegal. The Industrial relations reform act (CTH) 1993 amended the Industrial relations act (CTH) 1988 to enforce matters relating to unfair dismissal and to emphasise conciliation and arbitration as well as allowing employees and employers to negotiate enterprise bargaining without the interference of trade unions. In the case of Bolton gems Pty Ltd v Gregoire (1995) SCNSW the employee failed to fulfil the responsibilities of their job role to look after the gems and therefore the employer was able to start a class action against the employee on the grounds that the employee failed to fulfil the responsibilities of their job role. Further reforms to industrial relations legislation came in 1996 when the Industrial relations act 1996 (NSW) was enacted to introduce the New south wales industrial relations commission (NSWIRC). The NSWIRC is a court that resolves industrial disputes and hears and makes decisions about matters relating to unfair dismissal and fair remuneration for the …show more content…
In 2012 the Equal opportunities for women in the workplace Act 1999 (CTH) was amended by the Workplace Gender and equality Act 2012 which aims to promote and improve gender equality and outcomes for both women and men in the workplace, as well as recognising the rights of both genders in the