The case for industrial relations reform

Recently, here in Australia, there has been an enormous amount of controversy surrounding the government’s proposed reforms of the industrial relations system. While details of the proposed changes are still scarce (or at least I’m not particularly up-to-date with them), I will present a broad case for the need for industrial relations reform and labour market deregulation, and attempt to dispel some of the myths perpetuated by its opponents. I will speak generally, without specific reference to the changes being proposed. However, much of what I say is directly applicable to the proposed reforms.

The motivation for labour market deregulation

  • Improved competitiveness
    In today’s world it is not possible to consider Australia, or any other country for that matter, in isolation from all others. When determining any sort of economic policies one needs to consider them in the context of the world economy, not just in terms of any single country. This said, there is no denying that many other countries, particularly developing ones, are becoming increasingly competitive. For this reason, if Australia is to remain competitive internationally, the artifical inflation of labour costs (i.e. labour market regulation) needs to be systematically eliminated.
  • Create jobs
    Whether we like it or not, it’s a simple fact of life that employers, whether they be governmental or in the private sector, have finite financial resources at their disposal with which to employ people. It is clear that if labour costs are higher then employers will be able to employ fewer people. In my opinion, so long as there are people in society who are unable to find work, the priority of labour market policy ought to be to create full employment, not to artificially boost the incomes and entitlements of those who have jobs at the expense of those who do not. Moving towards a deregulated labour market model is more conducive to this goal than the regulated and protectionist model advocated by social democrats and the union movement, which prices people out of jobs.
  • Improved productivity
    Government imposed regulations and, in particular, collective bargaining decouple employee income and benefits from productivity, thereby undermining incentive. Both have the effect of placing all working class citizens in the one basket, labelled ‘workers’. In practice, some workers work harder than others, some are more productive than others, some are willing to work longer than others and so on. For this reason, adopting a system which encourages individually negotiated workplace contracts over regulated collectively bargained contracts is desireable.
  • Respect for personal liberty
    In addition to the economic motives, labour market deregulation is desireable simply from the point of view that it advances personal freedom. In a free society every individual should be entrusted to make all personal decisions for themselves. Nobody other than the individual is better qualified to decide what terms of employment are favourable. Labour market regulations, on the other hand, shift this decision making responsibility from the individual to the government, undermining individual discretion.

Myths about industrial relations and labour market policy:

  • Mandatory entitlements create prosperity
    There seems to be a widespread misconception in society that by legislating employee entitlements and benefits the living standards and working conditions of the working class will be improved. This couldn’t be further from the truth. In practise, mandatory entitlements serve only one goal, to artificially inflate the cost of labour. By inflating the cost of labour people are priced out of jobs, resulting in increased unemployment. Prosperity cannot be legislated or regulated into existence. Rather, it is economic growth which creates prosperity for the working class. There is only one way to advance living standards, and that is to embrace pro-economic growth policies.
  • Legislated job security creates job security
    Job security is a benefit like any other, and, like any benefit, it carries a cost to the employer. For this reason job security is best left open for negotiation. There are plenty of people in society who would be more than happy to accept a job without guaranteed security, if the alternative is no job whatsoever. What about people who presently have jobs with guaranteed security? Would these people stand to loose such security under a deregulated system? The answer is no. If peoples’ jobs are economically viable with guaranteed security now, so they will be tomorrow, and there is no reason why an employer would be unwilling to negotiate the same terms into an employment contract tomorrow. So what’s the difference then? The difference is that some jobs which presently don’t exist because they are economically unviable to employers, would become viable. Legislated job security, like other mandatory entitlements, prices people out of jobs, inhibits peoples’ ability to freely negotiate, and creates unemployement.
  • Unfair dismissal laws prevent unfair dismissmal
    As I see it, there are two types of dismissal: dismissals which are made in the interest of the employer (e.g. for financial reasons); and, dismissals which are not in the interests of the employer, but which are made anyway for personal reasons (e.g. racial, sexual or religious discrimination, or personal disagreements). Allow me to address both of these types of dismissal individually.

    The former type of dismissal is not, in my opinion, unfair dismissal. Instead, while certainly unfortunate, it is a perfectly legitimate act. It is of fundamental importance that employers be able to act in their own financial interests. If their ability to do this is limited, so too is growth, which, in the long term, costs more jobs. Alternately, the employers might just take their business somewhere else, which, again, costs more jobs.

    In the case of the later type of dismissal, which I refer to as unfair dismissal, it is highly dubious that any sort of government regulation or legislation can be effective. If an employer is genuinely discriminatory, rather than hire and fire someone, they simply wouldn’t hire them in the first place. In the case of an employer firing an employee on personal grounds, even if such acts are prohibited there is simply no way of stopping a determined employer from finding some other pretext by which to fire the employee, or make their life so miserable that they’ll leave on their own accord. Truly unfair dismissal is something which is near impossible to legislate against, serves to discourage legitimate dismissal and exposes employers to spurious unfair dismissal claims.

  • Minimum award wages protect the battlers in society
    Minimum award wages are simply another form of legislated benefit and achieve the same result, to price people out of jobs. While it is clear that there is a subsistence level below which people cannot survive financially, it needs to be kept in mind that whenever the minimum award wage is increased, there will necessarily be people who loose their jobs as a result. For this reason, award wages ought to be kept as close to the subsistence level as possible.

Having stated my views on these issues, I will suggest policy goals which, in my opinion, will reduce unemployment and boost productivity.

Peter’s policy recommendations:

  • Eliminate all minimum award wages and unemployment support, replacing it with negative income tax for people with incomes below the subsistence level
    By completely eliminating all minimum award wages, nobody who is willing and able to work will be unable to find work. Why, if I could employ someone for one cent per hour, I would single handedly take a big bite out of the country’s unemployment level (my house could use a paint). To counteract the problem of there being many workers left below the subsistence level, and as an alternative to unemployment support, negative income tax could be employed to boost the effective income of such people back up to the equivalent of the minimum award wage. This would cost the state no more than having these people sitting on the dole and claiming the same benefits. However, productivity would be massively boosted.
  • Eliminate all forms of mandatory workers’ entitlements, including job security
    All terms of employment contracts ought to be left open for negotiation. This will encourage a more competitive and productive labour market and not price people out of jobs.
  • Enshrine in law the right of employees to negotiate individual employment contracts
    Freedom of association is a fundamental human right. For this reason closed-shops should be outlated. Under such a system individual workplace contracts would become more common, resulting in an increase in performance based pay, which is more conducive to high productivity.
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