One of the most important rules of having staff in a work place is to look after them. Aside from the legal obligations that come about as a result of signing contracts, a well cared for staff will return the care shown to them by caring about the company that they work for. A well cared for staff is less likely to be disruptive, less likely to argue among themselves and more likely to support management during times of change.
When I worked at a supermarket job in the early 2000’s, I learnt a few lessons about the work place. The first nearly three years were pretty good as I had a proactive boss, rather than a reactive boss. But around the three year mark I noticed as did the rest of the staff that management were largely invisible. It was difficult to find a duty manager to report to in the mornings; no one interested in conflict resolution among staff, preferring to – in at least one case – boil over into an open argument that dragged in customers. The state of the store declined. Staff presentation declined; no one seemed to mind rubbish being left in trolleys that had been collected.
Then something happened. We got new management. New contracts with an immediate pay rise were issued, as were new uniforms. Staff were made to understand that it was okay to come to management offices if there were concerns. Presentation standards improved. Customer service improved. The staff room was no longer racked by arguments every lunch time and those that did not want to lift their game were quickly shown the door.
National and A.C.T. fundamentally do not understand this. Nor do they appear to want to.
National M.P.’s Chris Penk and Dan Bidois have in recent months both spoken out against workers rights and the responsibilities of employers to care for their workers. More recently National leader Judith Collins and Small Business spokesperson Andrew Bayly suggested that, rest and meal breaks would go, the ban on 90 day trials would be overturned and “costs cut”.
My supermarket job did not teach me much academically, but it taught me a fair bit about workplace politics. It taught me about workers rights, grievance processes and how to resolve disputes as well as health and safety. It taught me about the perils of weakening the very work place laws that Messrs Bidois, Bayly, Penk and Ms Collins seem determined to repeal.
But there are other reasons to be profoundly alarmed by what National and A.C.T. are proposing. New Zealand workers, whilst enjoying comparatively plentiful rights when compared with the United States where there is no federal law requiring a minimum standard of worker rights – sick leave; statutory holiday pay – or working conditions, do have some major disadvantages. Unions have been largely dismantled by neoliberal reforms, meaning organized protests are more difficult; rogue employers get away too easily as we can see with abuses going on in the liquor industry. Our occupational safety and health record is not flash and too many employees operate on a “she’ll be right” basis.
Even small and medium businesses are not keen on the proposals, with one survey suggesting S.M.E. owners might vote Labour in 2020.