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5 results

Monopsony in Labor Markets
  • Theory, Evidence, and Public Policy
  • Brianna L. Alderman, Roger D. Blair
  • Published online:
    08 February 2024
    Print publication:
    15 February 2024
  • The economics of monopsony power results in lower wages and other forms of compensation, as well as reduced employment. Wealth is transferred from workers to their employers. In addition, the employer's output is reduced, which leads to increased prices for consumers. Monopsony in Labor Markets demonstrates that elements of monopsony are pervasive and explores the available antitrust policy options. It presents the economic and empirical foundations for antitrust concerns and sets out the relevant antitrust policy. Building on this foundation, it examines collusion on compensation, collusive no-poaching agreements, and the inclusion of non-compete agreements in employment contracts. It also addresses the influence of labor unions, labor's antitrust exemption, which permits the exercise of countervailing power, and the consequences of mergers to monopsony. Offering a thorough explanation of antitrust policy, this book identifies the basic economic problems with monopsony in labor markets and explains the remedies currently available.

  • 8 - Employment law

  • Mark Giancaspro, University of Adelaide, Gabrielle Golding, University of Adelaide, Beth Nosworthy, University of Adelaide, David Brown, University of Adelaide, Jessica Viven-Wilksch, University of Adelaide, Alexandra Wawryk, University of Adelaide, Sylvia Villios, University of Adelaide, Paula Zito, University of South Australia
  • Book:
    Contemporary Australian Business Law
    Published online:
    14 February 2023
    Print publication:
    14 February 2023, pp 180-196

  • Summary

    Work is a universal human experience, making it highly applicable and interesting to study in a legal context. This chapter considers Australia’s workplace relations system, providing an overview of the complex framework of regulation, which differs between occupations and industries and, in some instances, between the federal and state/territory levels. It begins by considering the main sources of Australia’s employment law; operation of the Fair Work Act 2009 (Cth); the Fair Work Commission; the Fair Work Ombudsman; the National Employment Standards; Modern Awards and enterprise agreements; employment contracts; and the distinction between employees and independent contractors. Finally, it assesses how the various duties imposed by Australia’s workplace relations system can be enforced through an application for unfair dismissal.

  • Negotiating labour standards in the gig economy: Airtasker and Unions New South Wales

  • Kate Minter
  • Journal:
    The Economic and Labour Relations Review / Volume 28 / Issue 3 / September 2017
    Published online by Cambridge University Press:
    01 January 2023, pp. 438-454
    • Article
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  • The ‘gig economy’ uses digital platforms to bypass many of the regular responsibilities and costs of employment. Ambiguity as to whether gig-economy workers are independent contractors, dependent contractors or employees allows the undermining of traditional labour standards governing minimum wages and other legislated employment conditions. Labour law and institutions need to catch up to the new reality of this form of work and develop new tools to protect and enhance minimum standards for workers in digital platform businesses. Unions, business and government all have a role to play in the long term. Meanwhile, direct engagement between these new firms and workers’ advocates can also help to mitigate the risks posed to labour standards by digital business models, by addressing regulatory gaps. This article is a case study of innovative negotiations between one platform business (Airtasker) and Unions New South Wales, a peak trade unions body in New South Wales, Australia, in order to establish agreed minimum standards for engagements negotiated through this platform.

  • 25 - Implications of the Changing Nature of Work for the Employee–Organization Relationship

  • from Part III - Implications for Talent Management and Impact on Employees
  • Edited by Brian J. Hoffman, University of Georgia, Mindy K. Shoss, University of Central Florida, Lauren A. Wegman, University of Georgia
  • Book:
    The Cambridge Handbook of the Changing Nature of Work
    Published online:
    02 April 2020
    Print publication:
    23 April 2020, pp 532-554

  • Summary

    Many writings on the changing nature of work portray the employee–organization relationship as a casualty of the modern workplace. This chapter reviews social exchange models of the employee–organization relationship as captured in organizational support and psychological contract theories. We explore the evidence of the extent to which the employee–organization relationship has changed as a result of changes in employment practices over the past several decades. Our analysis considers both overall trends in the employee–organization relationship as well as specific issues tied to temporary and part-time work, independent contractors, tripartite employment relationships, job insecurity, job hopping, and income inequality. The evidence suggests that while certain employment practices threaten the quality of the employee–organization relationship, social exchange models provide useful and relevant frameworks through which to understand the nature of these changes and employees’ reactions to them.

  • A consilience framework: Revealing hidden features of the independent contractor

  • Tui McKeown
  • Journal:
    Journal of Management & Organization / Volume 22 / Issue 6 / November 2016
    Published online by Cambridge University Press:
    19 December 2016, pp. 779-796

  • This paper presents the results of a consilience framework developed and tested to reconcile the varying definitions, methodologies and purposes of the data collected on independent contracting within Australia. The result is a multilayered profile of the self-employed contractor which draws together official labour market statistics, taxation office liabilities and marketing-based consumer data sources. The framework sees independent contractors emerge as a dynamic, entrepreneurial and complex group who defy many of the age, gender and industry stereotypes that law and policy makers confine them to. While these initial results are limited to Australia, the challenge independent contractors present to established systems of legal, social and government regulation are embedded within the wider contexts of self-employment and small business. These contexts are universal and the sooner these challenges are answered, the sooner the opportunities they also present can be realised.