Unit of competency Outline
Date retreived
22/07/2026 8:33 PM AWST
22/07/2026 8:33 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.
Provide advice on complex workplace relations issues
Provide advice on complex workplace relations issues
Unit of competency
National Code
PSPWPR501A
PSPWPR501A
State Code
D3723
D3723
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
07/07/2014
Field of Education
120505 - Work Practices Programmes
Original Release Date
07/07/2014
Nominal Hours
65
Description
This unit covers the ability to provide advice on complex workplace relations issues, which may be received directly from clients or referred from internal colleagues. It includes defining, clarifying and analysing the issue; identifying the nature and extent of advice required; researching, analysing and applying relevant historical records and legal information; consulting with experts; and preparing appropriate advisory reports and information. No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Analyse and clarify complex workplace relations issues
- 1.1. Complex workplace relations issues are reviewed to identify relevant stakeholders and potential conflict of interest, and where conflict exists the issue is referred according to workplace procedures.
- 1.2. Recorded details of complex workplace relations issues are identified, and advice given and action taken to date are reviewed.
- 1.3. Internally escalated issues are clarified with relevant personnel.
- 1.4. Client and relevant stakeholders are contacted according to workplace procedures to clarify and expand on details of complex issues.
- 1.5. Clear definition of the issue, and the nature and extent of information required to assist with its resolution, are discussed and agreed with relevant stakeholders.
2. Research information applicable to complex issues
- 2.1. Historical organisational records of similar or related issues are researched and information applicable to current issue is analysed and recorded.
- 2.2. Relevant legal documentation is researched and application to current issue is analysed and recorded.
- 2.3. Expert legal advice on aspects of complex issues is sought according to workplace procedures.
- 2.4. Information is evaluated, integrated and recorded to form the factual and impartial basis of advice to be given.
- 2.5. Nature and extent of advice are checked against agreed scope.
- 2.6. Validation of advice is sought from colleagues, relevant manager or expert according to workplace procedures.
3. Provide advice and information
- 3.1. Validated advice is incorporated into records and reports according to client requirements and workplace procedures.
- 3.2. Queries relating to advice are responded to promptly and effectively.
- 3.3. Researched information is documented and shared with colleagues according to workplace requirements.
- 3.4. System records and reports are completed and processed according to workplace requirements.
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.
Complex workplace relations issues may relate to:
making, varying or terminating a workplace agreement
operational and notification requirements
award coverage
wage rates
conditions and entitlements of employment
incorrect record keeping
unfair or unlawful termination
discrimination
OHS
working conditions
redundancy
training
superannuation
Stakeholders may include:
employees
employers
trainees and apprentices
employee representatives
employer representatives
union representatives
employer associations
Nature and extent of information may include:
proof of identity
business name
employer association
constitutional corporation
industry
duties and occupations
business pre and post-reform
parties involved
Relevant legal documentation may include:
case law and historical information
legislation, codes and standards relevant to the workplace, such as:
Workplace Relations Act 1996
workplace relations regulations
Fair Work Act 2009
Independent Contractors Act 2006
other relevant federal, state or territory, and local legislation relating to:
OHS
human rights and equal employment opportunity
industrial relations
superannuation
workers compensation
long service leave
relevant industry codes of practice
note: legislation, codes and standards are subject to change and current relevant versions should be researched
relevant awards, employment contracts or industrial instruments, such as:
employee collective agreement (ECA)
union collective agreement (UCA)
employee greenfield agreement (EGA)
union greenfield agreement (UGA)
Australian workplace agreement(AWA)
individual transitional employment agreement (ITEA)
enterprise bargaining agreement (EBAs)
multiple business agreement (MBA)
common law contract (CLC)
notional agreement preserving state award (NAPSA)
preserved state agreement (PSA)
enterprise agreement
multi enterprise agreement
single enterprise agreement
greenfields agreement
federal award
state award
contract for award-free employees
Complex workplace relations issues may relate to:
making, varying or terminating a workplace agreement
operational and notification requirements
award coverage
wage rates
conditions and entitlements of employment
incorrect record keeping
unfair or unlawful termination
discrimination
OHS
working conditions
redundancy
training
superannuation
Stakeholders may include:
employees
employers
trainees and apprentices
employee representatives
employer representatives
union representatives
employer associations
Nature and extent of information may include:
proof of identity
business name
employer association
constitutional corporation
industry
duties and occupations
business pre and post-reform
parties involved
Relevant legal documentation may include:
case law and historical information
legislation, codes and standards relevant to the workplace, such as:
Workplace Relations Act 1996
workplace relations regulations
Fair Work Act 2009
Independent Contractors Act 2006
other relevant federal, state or territory, and local legislation relating to:
OHS
human rights and equal employment opportunity
industrial relations
superannuation
workers compensation
long service leave
relevant industry codes of practice
note: legislation, codes and standards are subject to change and current relevant versions should be researched
relevant awards, employment contracts or industrial instruments, such as:
employee collective agreement (ECA)
union collective agreement (UCA)
employee greenfield agreement (EGA)
union greenfield agreement (UGA)
Australian workplace agreement(AWA)
individual transitional employment agreement (ITEA)
enterprise bargaining agreement (EBAs)
multiple business agreement (MBA)
common law contract (CLC)
notional agreement preserving state award (NAPSA)
preserved state agreement (PSA)
enterprise agreement
multi enterprise agreement
single enterprise agreement
greenfields agreement
federal award
state award
contract for award-free employees
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.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
analyse complex workplace relations issues
research legislation, including common and case law, to identify appropriate and accurate responses
seek expert legal advice as required
communicate complex workplace relations information in plain English to diverse stakeholders
Consistency in performance
Competency should be demonstrated by providing advice on a range of complex workplace relations enquiries involving:
a variety of types of industrial instruments
a range of issues regarding conditions and entitlements
diverse enquirers
Context of and specific resources for assessment
Assessment must comply with:
organisational client management and health and safety procedures
applicable regulations and codes
Access may be required to:
a simulated work environment
organisational policies and procedures
workplace relations information
Guidance information for assessment
The following assessment methods are suggested:
oral questioning about:
workplace relations information sources
case law applicable to complex workplace relations enquiries
range of expert advice available
examples of complex workplace relations issues
observation of the candidate providing advice on a range of complex workplace relations issues to diverse enquirers
feedback from peers and/or supervisor that the candidate consistently applies relevant workplace procedures
review of records completed by candidate or reports of performance
In all cases, practical assessment should be supported by questions to assess underpinning knowledge and those aspects of competency that are difficult to assess directly. Questioning techniques should suit the language and literacy levels of the candidate.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
analyse complex workplace relations issues
research legislation, including common and case law, to identify appropriate and accurate responses
seek expert legal advice as required
communicate complex workplace relations information in plain English to diverse stakeholders
Consistency in performance
Competency should be demonstrated by providing advice on a range of complex workplace relations enquiries involving:
a variety of types of industrial instruments
a range of issues regarding conditions and entitlements
diverse enquirers
Context of and specific resources for assessment
Assessment must comply with:
organisational client management and health and safety procedures
applicable regulations and codes
Access may be required to:
a simulated work environment
organisational policies and procedures
workplace relations information
Guidance information for assessment
The following assessment methods are suggested:
oral questioning about:
workplace relations information sources
case law applicable to complex workplace relations enquiries
range of expert advice available
examples of complex workplace relations issues
observation of the candidate providing advice on a range of complex workplace relations issues to diverse enquirers
feedback from peers and/or supervisor that the candidate consistently applies relevant workplace procedures
review of records completed by candidate or reports of performance
In all cases, practical assessment should be supported by questions to assess underpinning knowledge and those aspects of competency that are difficult to assess directly. Questioning techniques should suit the language and literacy levels of the candidate.
No information
| State Code | National Code | Title | Type |
|---|---|---|---|
| D371 | PSP52110 | Diploma of Government (Workplace Relations) | Qualification |
| J316 | PSP52112 | Diploma of Government (Workplace Relations) | Qualification |