Employment Relations in New Zealand, the extensively revised and updated edition of Employment Relations in New Zealand by Deeks and Rasmussen (2002), provides a detailed examination of the current state of employment relations. This includes discussion of recent developments, such as a new chapter on process and outcomes under the Employment Relations Act 2000 and changes in occupational health and safety, vocational training and equal employment opportunities. There is also a new chapter on negotiation and conflict resolution.

The most recent theoretical and empirical research in the discipline forms the basis for discussion of issues and trends in the text. Coverage of the subject is comprehensive: the three main parts of the text cover historical and legal frameworks (including the key legislative frameworks and their impacts), the major players in employment relations and analytical perspectives.

The text is designed for undergraduate programmes in employment relations and provides a bridge to advanced and specialist study. it is suitable for degree courses at universities and polytechnics, and for certificate, diploma and MBA programmes.

The text is supported by a dedicated website - www.employment.org.nz

Introduction
  1 The study of employment relations
  2 Employment relations: disciplinary and theoretical perspectives

Historical and legal frameworks
  3 Employment relations in New Zealand, 1840–1990
  4 The 1990s: the decade of the Employment Contracts Act
  5 The Employment Relations Act
  6 Employment relations in the new millennium (by Erling Rasmussen and Bernard Walker)
  7 Occupational health and safety (by Felicity Lamm)
  8 Equal employment opportunities
  9 Employment and vocational training

The major players in employment relations
10 The role of the state in employment relations
11 Employers and managers: ideology, strategy and organisation
12 Workers and their unions: ideology, strategy and organisation

Theoretical frameworks and issues
13 The contract of employment
14 Bargaining, negotiation and the resolution of conflict (by Felicity Lamm, Gaye Greenwood, Ryan Lamare and Barry Foster)
15 Labour market models, fl exibility and productivity
16 Work organisation and group behaviour
17 Employee participation and industrial democracy

Erling Rasmussen is professor of Work and Employment at the Department of Management, AUT Business School and has had several decades of involvement
in employment relations research. He is co-editor of the New Zealand Journal of Employment Relations, a past president of the Association of industrial Relations Academics in Australia and New Zealand (AIRAANZ), and has undertaken research for governments, businesses and unions.

www.employment.org.nz