Unit of competency Outline
Date retreived
23/07/2026 11:02 PM AWST
23/07/2026 11:02 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Support employee and industrial relations procedures
Support employee and industrial relations procedures
Unit of competency
National Code
BSBWRK411A
BSBWRK411A
State Code
WG109
WG109
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
21/03/2014
Field of Education
080309 - Industrial Relations
Original Release Date
21/03/2014
Nominal Hours
40
Description
This unit describes the performance outcomes, skills and knowledge required to work with employee and industrial relations policies and procedures. The unit covers communicating and implementing employee relations policies and procedures that meet statutory and legislative requirements, assisting in dealing with employee relations conflicts and issues, and generally working towards a harmonious industrial relations climate in the workplace.
Notes
Elements and Performance Criteria
1. Communicate and implement organisation’s employee relations policies and procedures
- 1.1 Source and disseminate relevant legislation, agreements, policies and procedures to relevant persons and groups
- 1.2 Implement agreements, policies and procedures according to site, enterprise and statutory requirements
- 1.3 Support workplace strategies to effectively communicate with relevant persons and groups on employee relations
- 1.4 Promote the organisation’s employee relations procedures to relevant persons and groups
- 1.5 Represent the organisation appropriately in discussions with key stakeholders
2. Assist in minimising industrial relations conflict
- 2.1 Monitor the implementation of industrial relations policies and procedures
- 2.2 Process documentation and report to management and other relevant parties about potential industrial relations conflicts
- 2.3 Support managers to contain industrial relations conflicts and deal with grievances and disputes, within limits of own authority
- 2.4 Work with employees to resolve personal grievances and prevent escalation of industrial relations conflicts
- 2.5 Work under supervision to source specialist industrial relations expertise
3. Enhance employee relations
- 3.1 Trial and implement strategies to monitor the implementation of the organisation’s employee relations policies and procedures
- 3.2 Implement strategies to facilitate feedback on the industrial climate
- 3.3 Implement strategies to strengthen relationships with relevant persons and groups
- 3.4 Provide information and feedback to management on employee relations
- 3.5 Provide information and advice to relevant persons and groups
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Relevant legislation, agreements, policies and procedures include:
EEO, diversity, parental leave policies
employment contracts
enterprise agreements and workplace agreements
industrial awards, orders and decisions
industrial relations legislation
reasonable adjustments for workers with a disability
WHS policies and procedures.
Persons and groups include:
employee representatives
employer representatives
union representatives.
Site, enterprise and statutory requirements refer to:
award and enterprise agreements, and relevant industrial instruments
dispute settlement procedures
grievance mechanisms
relevant industry codes of practice
relevant legislation from all levels of government that affects business operation, especially in regard to WHS and environmental issues, EEO, industrial relations and antidiscrimination
reporting channels and procedures.
Management may include:
chief executive officer, Board and other senior managers
industrial relations/human resources manager
line managers.
Industrial relations expertise may include:
industrial relations consultants
industrial relations and employment lawyers
industry peak bodies or chambers of commerce
HR officers and managers
unions
workplace relations telephone advisory services.
Relevant legislation, agreements, policies and procedures include:
EEO, diversity, parental leave policies
employment contracts
enterprise agreements and workplace agreements
industrial awards, orders and decisions
industrial relations legislation
reasonable adjustments for workers with a disability
WHS policies and procedures.
Persons and groups include:
employee representatives
employer representatives
union representatives.
Site, enterprise and statutory requirements refer to:
award and enterprise agreements, and relevant industrial instruments
dispute settlement procedures
grievance mechanisms
relevant industry codes of practice
relevant legislation from all levels of government that affects business operation, especially in regard to WHS and environmental issues, EEO, industrial relations and antidiscrimination
reporting channels and procedures.
Management may include:
chief executive officer, Board and other senior managers
industrial relations/human resources manager
line managers.
Industrial relations expertise may include:
industrial relations consultants
industrial relations and employment lawyers
industry peak bodies or chambers of commerce
HR officers and managers
unions
workplace relations telephone advisory services.
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:
work with legislation, awards and agreements to provide written and verbal advice on employee relations or industrial matters
support the resolution of workplace grievances and conflicts.
Context of and specific resources for assessment
Assessment must ensure:
access to a range of workplace documentation relating to current industrial matters.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
analysis of responses to case studies and scenarios
assessment of reports and examples of industrial conflict that has been resolved
demonstration of techniques in dealing with conflict
direct questioning combined with review of portfolios of evidence and third-party workplace reports of onthejob performance by the candidate
observation of demonstrated techniques in providing advice about industrial matters
observation of performance in role plays
observation of presentations
oral or written questioning to assess knowledge of industrial relations legislation and current issues
review of documentation promoting the organisation’s industrial relations procedures
review of documentation prepared about potential industrial relations conflicts.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Certificate IV in Human Resources.
Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:
work with legislation, awards and agreements to provide written and verbal advice on employee relations or industrial matters
support the resolution of workplace grievances and conflicts.
Context of and specific resources for assessment
Assessment must ensure:
access to a range of workplace documentation relating to current industrial matters.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
analysis of responses to case studies and scenarios
assessment of reports and examples of industrial conflict that has been resolved
demonstration of techniques in dealing with conflict
direct questioning combined with review of portfolios of evidence and third-party workplace reports of onthejob performance by the candidate
observation of demonstrated techniques in providing advice about industrial matters
observation of performance in role plays
observation of presentations
oral or written questioning to assess knowledge of industrial relations legislation and current issues
review of documentation promoting the organisation’s industrial relations procedures
review of documentation prepared about potential industrial relations conflicts.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
other units from the Certificate IV in Human Resources.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| D1045 | BSBWRK410A | Implement industrial relations procedures | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| AUJ32 | BSBWRK411 | Support employee and industrial relations procedures | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| J808 | TLI50713 | Diploma of Bus and Coach Operations | Qualification |
| J518 | BSB41013 | Certificate IV in Human Resources | Qualification |