Compare the labor-management relations between the United States, Canada, and Australia. Identify three major differences between each and provide your opinion on the effectiveness of each.
The similarities between the United States and Australia have several agencies in certain parts of their jurisdictions, which allow 14,254 for law enforcement organizations all over in the United States and more so thousands of police officers to perform their professionalism. As Australia has only 8 agencies, and scattered throughout six of their states such as; Queensland, New South Wales, Victoria, Tasmania, South Australia, and Western Australia, as well as two other territories, the Australian Capital Territory (ACT), and the Northern Territory (COPS, 2006). Australian officers amount to 47,000; therefore, it balances out. The difference is how the United States has more police agencies in large cities compared to Australia as this country has less, but provides more officers in each state or territory.
Australia’s police force enjoys working independently, thus, each has a commissioner of police and a police or justice minister appointed by, and responsible to, the respective government. In Australia, the government is the political party in power at the time. There is a distinct separation of powers between the role of the commissioner and the minister, although in more recent times the independence of police commissioners has come into question. The police associations believe they have to be the defenders of the police profession, a role once clearly seen as that of the commissioner of police (COPS, 2006).
Each union is branched out into a bargaining unit and enrolled in their specific states and territory’s legislation, as well as consulting wages in addition to discussing further situations and concerns of working status’ while pertaining to their associates. The importance relies on necessary communication issues with police management and administration, while overseeing the usual requirements needed to incorporate lawful defense and the specifications of other benefits involved. Canada on the other hand is similar to Australia’s agreement that there is only one national representative body.
Unlike police associations in the United States and the United Kingdom, Australia has not yet experienced splinter groups within their memberships. Having watched these experiences unfold in both those countries, Australian police associations are very conscious of ensuring broad representation; hence, the development of groups such as the PFA’s Women’s Advisory Group. Such representation is not always easy to achieve, and one area where all associations have a common concern is the insufficient numbers of young members wanting to take active roles in their associations (COPS, 2006).
In Canada, the most significant change in organization and structure during the last 30 years is the amalgamation of small police services into larger regionalized services and small municipalities disbanding their services and contracting with their provincial police provider. The number of police services decreased by more than 50 percent in that time (COPS, 2006). The balance of labor relations in Canada is subject to provincial jurisdiction under their respective labor codes, trade union, or labor relations acts. The Canadian Professional Police Association is an organization that serves as the national repository for police labor relations information. It endeavors to provide its members with timely, accurate information and analysis on wages, benefits, working conditions, equipment, health and safety, police governance, police discipline, negotiations, grievance and interest arbitration, and other matters determined by the board and membership. Finally, a unity is spread with information and tactics as experiences are cooperated by police unions sharing the concept of negotiations.
COPS. (2011). U. S. Department of Justice Office of Community-Oriented Policing Services. Police Labor – Management Relations (Vol. 1): Perspective and Practical Solutions for Implementing Change, Making Reforms, and Handling Crises for Managers and Union Leaders. Retrieved from http://vizedhtmlcontent.next.ecollege.com/pub/content/21307f46-9a9e-4e90-a31d-715383733af8/LEA439.Readings.pdf
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