Industrial Relations Management Plans
Red Letter Consulting specialises in providing comprehensive customised Industrial Relations Management Plans (IRMPs) to organisations across various industries.
An Industrial Relationship Management Plan (IRMP) document outlines the policies and procedures that an organisation will follow to manage relationships between management, employees, and unions.
It is critical to any organisation’s success, as it can help mitigate risks, maintain compliance with laws and regulations, and promote positive working relationships.
At Red Letter Consulting, we understand that each organisation has unique needs and circumstances to consider when creating an IRMP. That is why we take a personalised approach to develop a plan tailored to your needs. Our team works closely with you to identify potential issues and risks, review existing policies, and identify areas for improvement.
“Helping you to Win Government Tenders”
IRMP Mandatory Criteria for Victorian Tender Submissions
In Victoria, the Ministerial Directions for Public Construction Procurement implemented in December 2022 mandatory evaluation criteria for industrial relations management that must be used when assessing tender submissions for public construction.
The mandatory criteria must be used when submitting a tender:
- in the case of suppliers of work, the value of the Works (or Works component) exceeds $500,000 (inclusive of GST) and
- In the case of suppliers of Construction Services, the Fair Jobs Code applies.
To satisfy the mandatory requirements, tender participants must complete a Checklist and Declaration and have an Industrial Relations Policy Statement and Plan in place.
While completing the requirements can feel daunting, it can be a matter of collating and organising policies and procedures already in place to comply with the requirements.
Red Letter Consulting can work with you to create the plan and identify any areas requiring adjustments.
Checklist and Declaration to satisfy the Industrial Relations Management Criteria
A tender participant must demonstrate that it has in place: –
- an Industrial Relations Policy Statement.
- an Industrial Relations Plan developed for each project.
- a declaration stating compliance with the Industrial Relations Management Criteria, including obligations under Commonwealth and State legislation relating to wages and conditions of employment.
- Compliance under the Fair Jobs Code when the Fair Jobs Code applies.
Industrial Relations Policy Statement
The Industrial Relations Policy statement must detail the following:
- the organisational structure for each project identifying the senior personnel, their responsibilities, and the reporting lines;
- the contact details of the people responsible for managing workplace relations matters;
- the process for consulting and communicating with the workforce, including strategies to communicate with and manage the relationship with employees, subcontractors, construction unions, and representatives of building associations;
- the disputes resolution and grievance procedure;
- the process for managing subcontractor compliance with legal obligations.
Industrial Relations Plans are required for each project that:
- assesses the workplace relations risks specific to that project;
- outlines approaches tailored to manage those specific risks; and
- outline a contingency plan to respond to unforeseen risks.
The IRMP must:
- assess the workplace relations risks specific to that project;
- outline approaches tailored to manage those specific risks;
- outline a contingency plan to respond to unforeseen risks;
- outline the proposed approach to compliance with legal obligations under relevant Commonwealth and State legislation and industrial instruments;
- outline a proposed approach to managing employee’s entitlements;
- outline policies and procedures that detail the approach that will be taken to the selection, engagement, and management of subcontractors;
- outline strategies that will be put in place to ensure subcontractors comply with their legal obligations;
- outline the proposed approach to ensure that an employment relationship or a proposed employment arrangement is not knowingly or recklessly misrepresented as an independent contracting arrangement (see section 3.2.5 for further detail); and
- outlines the proposed approach to ensure that immigration laws are complied with and that legal obligations are met when engaging employees with a working visa.
The Plan must identify industrial relations issues that are relevant to the tender participant and actions that will be taken in the event of the following types of incidents:
- grievance disputes;
- inclement weather;
- site issues, including site allowances, amenities, clothing, and tools;
- potential or actual industrial action; and
- unforeseen risks.
How Red Letter Consulting can assist with your Industrial Relations Management Plan
The Tender process can be daunting, and with more requirements being made mandatory, having your Industrial Relations Management Plan and Business Management systems in place will provide confidence and efficiency to the process.
Red Letter Consulting is here to help, and we can provide guidance and support throughout the process.