Greetings from the Fiji Commerce & Employers Federation!
This week the Fiji Commerce & Employers Federation continues its reflections on the history of this institution since its establishment as the Fiji Employers Consultative Association (FECA) back in 1960.
This week is Fiji Day week and as the nation takes pride in our independence, FCEF takes pride in promoting the field of co-operation with Government and trade unions.
Since FECA’s establishment in 1960, the association has provided a means for consultation and exchange of information on questions arising out of the relations between employers and their workpeople and promoting co-operation and working with stakeholders to influencing the business and industry environment.
FCEF is even more effective since COVID-19 has hit and there has been a significant trend in the ever-growing number of employers joining as members.
This is not only a welcome trend, but a tribute to the foresight of the early pioneers.
July 1976
Over the past decades, employers have had bad and good months. Unfortunately, July 1976 was considered a bad month by employers as there were four strikes. Employers continued to be faced with the biggest challenge of creating harmony in the industry apart from ensuring to promote co-operation good relations between employers and employees; prioritising economic development and attempting to beat inflation; battling with the unemployment situation and most importantly working on the institution’s commitment that industries and businesses have faith in the Fiji business environment. Social dialogue evolved and strengthened between the leaders in the industry and the union leaders including Government leaders. An announcement was made aware of Fiji’s economic position and warned the citizens that from July 1976 and the next 12-18 months was going to be a difficult period for all.
What are industrial relations?
One of FECA’s fundamental role was constant attention to human relations and the development of mutual respect and confidence between management and work people. On the technical aspect, the process of re-examining of present procedures for negotiation and settlement of disputes. To provide a deep insight on the subject of industrial relations and the important role of FECA as far as the settlement of disputes was concerned and the examination of the elements of what a model agreement must contain. Reference is made to the International Organisaiton of Employers (IOE) definition and states “Industrial Relations” refers to all types of relations between employers and workers, be they at national, regional or company level; and to all dealings with social and economic issues, such as wage setting, working time and working conditions. Each industrial relations system is grounded in the national historical, economic, and political context and therefore differs from country to country. As part of industrial relations, social dialogue is key for communication and information sharing; for conflict prevention and resolution; and for helping overcome work-related challenges. Social dialogue has demonstrated its potential as an instrument for democratic governance and participation; a driver for economic stability and growth; and a tool for maintaining or encouraging peaceful workplace relations.
Why are industrial relations relevant to business?
The impact of industrial relations on businesses and on the economy is significant on macro and micro levels. The dynamics and approach on the subject of industrial relations and human relations impacts the development of Fiji as the common outcome for the negotiators is achieving harmonious employee relations. Given the differences between systems, before getting established in a given country, businesses have to properly study and understand the way in which industrial relations work there. For instance, they may want to know if collective bargaining occurs in a multi-employer context,or if collective agreements are extended to cover all workers and employers (even if they are not members of a trade union or an employers’ organisation).
How does FCEF’s work in industrial relations advance the agenda for business?
FCEF provides the platform for discussing industrial relations topics and brings together its members through training and organised information sessions. In this setting, topics such as industrial action, collective bargaining systems, the collective rights of independent contractors, mediation, and dispute resolution mechanisms are discussed with a view to understanding and finding common ground and issues of concern for employers. These discussions lead to FCEF’s during the Employment Relations Advisory Board (ERAB) which is a tripartite grouping. FCEF also provides a network for members to interact with each other on specific points of industrial relations policies at scheduled monthly council meetings. One of FCEF’s nine councils is the Human Resources Council and at this council, the priorities is fundamentally on building trust with employees, enhancing productivity and ensuring a safe
space for both employers and employees. To conclude Over the six decades FCEF is humbled to be the lead voice of business in social and employment policy discussions at the national and global forums.
Our purpose is to ensure that these policies foster an enabling environment for business and play a key role in wealth and job creation. 2020 is an extraordinary year as FCEF celebrated its 60th anniversary and this achievement reaffirms the institution’s role at the industry, national and global level.
- VICTORIA YEE is the executive officer for the Fiji Commerce and Employers Federation. The views expressed in this article does not necessarily reflect the views of this newspaper
