However, the newly named Workplace Relations Act 1996 (Cth) (WR Act) left the protected industrial action model largely intact.
What does WRA stand for?
WRA stands for Workplace Relations Act (Australia)
This definition appears very rarely and is found in the following Acronym Finder categories:
- Military and Government
- Business, finance, etc.
See other definitions of WRA
We have 128 other meanings of WRA in our Acronym Attic
- Wildlife Recovery Association
- Wildlife Rescue Association (Canada)
- Winchester Repeating Arms (ammunition headstamp)
- Wireless Remote Access
- Wisconsin Realtors Association (Madison, WI)
- Wisconsin Restaurant Association (Madison, WI)
- Women's Rights Activism (advocacy)
- Wool Research Association (India)
- Workers' Rights Association
- Workforce Research and Analysis (Department of Labor and Employment, State of Colorado)
- World Refining Association (est. 1997; UK)
- World Reiki Association
- Wyoming Rodeo Association
- Writing Research Associates Netherlands
- Water Rocket Achievement World Record Association
- Wichita Regional Airsoft Association
- Wisconsin Regional Artists Association
- Worcester Radio Amateurs Association (Worcester, England, UK)
- Western Reserve Area Agency on Aging (Cleveland, OH)
- White River Area Agency on Aging (Arkansas)
Samples in periodicals archive:
INTRODUCTION TO THE FAIR WORK OMBUDSMAN The Fair Work Act replaced the Workplace Relations Act on 1 July 2009.
The deregulation of the Australian Industrial Relations system was further cemented by the Howard Liberal Government's Workplace Relations Act 1996, which replaced the Industrial Relations Act 1988 (ComLaw, 2010b).
The last fundamental change to the law of employment in Australia occurred of course on 27 March 2006 when amendments made by the Workplace Relations Amendment (Work Choices) Act 2005 (Cth) ('Work Choices') to the Workplace Relations Act 1996 (Cth) ('WR Act') commenced.
Sydney-based company Healthcare Recruiting Australia (HRA) and its director Michelle Lloyd were fined in the Federal Magistrates Court for four breaches of the Workplace Relations Act.
This culminated in the Workplace Relations Act in 1996, where rule-making agreements (equivalent to Awards) could now be negotiated directly between individuals and their employers.
Another Federal law, the Workplace Relations Act, prohibits termination of employment on the basis of religion.
A similar point could be made about the regime of individual bargaining promoted by the federal government's Workplace Relations Act since 1996: it is neither particularly individualised, nor does it involve much bargaining.