Topic: Some commentators argue that young workers are more vulnerable than older workers to exploitation regarding pay, working conditions and other workplace issues. Critically analyze this view, and in doing so evaluate the major responses by the state, employers and unions to the ‘problem’ of young workers.

By tracing changes in the philosophies underpinning youth work, it is clear that the circumstances of young people have changed considerably in recent years. (Furlong et al, 1997 p.5). So what is young

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worker? Young worker are uncommitted to their jobs and their employers and have unreasonably high expectation from their jobs. Young worker are individualistic and reject the collective underpinning of trade unionism. (Oliver 2006, p.1). In this case, young people can be at particular risk because they lack experience, training and awareness. (European Agency for Safety and Health at Work 2006, p.2). And the employers will give them less salary than the old workers. Due to the special characteristic of young workers, they are more easily treated as the vulnerable workers with the low level of pay and conditions. Thus, vulnerable young worker’s problem is still increasing in the workplace, for example: young workers were regarded as the informal staffs in the workplace. They can not have the same treatment as the formal workers. What’s more, the safety at work can not be promised even though the all the employers have responsibilities for ensuring the health, safety and welfare for the employees in the workplace. The young workers feel that their health and safety have risk because their job. As can be seen from the report, the number of workers who aged 18-24 years old was more easily to occurred non- fatal accidents than the old staffs in the workplace. (European Agency for Safety and Health at Work of young workers 2007, p. 4). In this essay, I will argue that young workers are more easily to explicate than the old people in the workplace. What’s more, it will also analyze how to protect the rights of the young worker.#p#分頁標題#e#

In fact, the group of vulnerable young worker is the people who have low level of payment and condition, low level of skills and experience and the high level of exploitation. (McDonald, P et al, 2007, pp.63-64). In many respects, youth work is characterized by confusion and uncertainty, it is aims are ambiguous and potentially conflicting and workers are frequently unable to adopt long-term strategies due to the lack of a statutory base and the consequent financial uncertainty in a time of economic restrictions. (Furlong et al, 1997, p.29). The young workers can not determine their own value and can not choose the suitable work conditions which include pay, work hours and .Some of them can just find a job with fewer wages, for example some service industries welcome to hire young workers to do the

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sales, delivery the newspaper or kitchen hand. And the employers can pay less money to them than the informal workers and these jobs are easily for the youth to do even they need training. The training aims to help the new staffs recognize the business. As can be seen the statistics, there are more than 25 million money spent on training people in 2003. (European Agency for Safety and Health at Work 2007, p. 28). Many of young workers want to build the experiences, skills and knowledge from these primary jobs. They do not care the money when they got their first job. By describing the main types of youth work include regular, casual and one-off work. It is easier to get the part-time job than the full-time job, especially for the person with less experience, less knowledge and less timing. From the data, the 60 percentage of young worker chose the day- off job and informal job. (NSW Commission For Children and Young people 2005, p.52). However, the part-time job is not as stable as full-time job. What’s more, the youth people may earn more salary and get more treatment from the regular job. In addition, the hour worked can not be ignoring in the workplace. Many vulnerable youth worker were exploited by the working hour. They work too long, even more than the regulation from the Labor Law. And all the benefits belong to the employers.#p#分頁標題#e#

To be an employer, you have a responsibility to ensure the employees work safety and have a good health in the workplace. (European Agency for safety and Health at Work 2006, p. 1). Many youth people are facing to the problem of injury in the work place. From the statistics, it is clear to see that there are more than 40 percentages of young workers who had injuries in the workplace and about 7.4 percentages of people were serious accidence. (NSW Commission For Children and Young people 2005, p. 103). It has many types of injuries, for example burns, sprains and open wounds. The workers injure different types of accident from the different industry, for instance, the food industry, the young workers are dangerous to use the hot temperature equipment or prepare for the food with cutting. Moreover, youth employers were required to carry or move the heavy things in the delivery work. This is easily to sprain in the work. Why the youth employment have more injury than the old ones. The common reasons are the young workers have less experience, lack of training and awareness. When they work for the new knowledge, they does not as proficient as the old worker. In addition, the work hours are sometimes affecting the risk of injury, for example, when the employee worked too long time, they will feel tired at that time and then increase the risk of injury.

The young workers are still a vulnerable group in the workplace, with low organization, poor working conditions and unsatisfied pay. (McDonald & Dear 2005, p.15). However, the labour market should remove these exploitations from the young workers. In order to provide a safety and health workplace to the youth employees, they need to change the situation from some parts of the society which include states, unions and employers. Firstly, the states should publish kinds of legislation to protect the right of the young workers. For example some government do not limit the age of the people who work in the labour. (McDonald & Dear 2005, p.11). Many young workers do not go to school and do the part-time or full-time job. Due to these children have less social experience, they were exploited by the employees. What’s more, the law can protect youth workers when they are unequal, for instance the poor work condition, low pay and some unfair phenomenon in the workplace. From the Work Choices law can ensure the agreements in the workplace, it supplies a workplace agreement which can not allow the employers decrease the fair earnings and conditions standard. (McCallum 2007, p. 439). Secondly, the unions also have duty to defend the right of young workers because the law can not guarantee comprehensively. Unions have collectively supported for improved work conditions and protect the rights of the employees who are their members. (Mcdonald & dear 2005, p.12). In order to improve work environment to the youth employees, the unions should increase the membership among the youth workers. If the young workers have some troubles in the workplace, the unions can deal with that case to them. Moreover, some unions are providing the websites resource to the workers who were exploited in the work. And the resources separate many different parts from the program in order to make them more convenience. Thirdly, employers can not get young workers to work in any risky environment, for example expose to toxic substances or harmful radiation. The employers should also restrict on the hours that young worker can work. Even though the measure can not be completely, it also have some ways to decrease the risk of the youth employment by the employers, for instance the manager can offer training to the new staffs because it can help them to familiar with the new skills. What’s more, the supervisor must be strictly enforced the rules and pay the suitable money to the youth. Thus, the employers have responsibilities to protect the youth workers at least the same health and safety protection as themselves. (European Agency for safety and Health at Work 2006, p.2).#p#分頁標題#e#

In short, although the young workers lack of experiences and knowledge, they will be existed in the workplace all the time. Many employees do not follow the law to protect the youth workers.

List of reference

European Agency for Safety and Health at Work 2006, ‘OSH in figures: Young workers- Facts and figures’, viewed 3 May 2008,
< http://osha.europa.eu/publications/reports/7606507/view?searchterm=None>.

European Agency for Safety and Health at Work 2007, ‘Young worker safety - advice for employers’, viewed 3 May 2008,
<http://osha.europa.eu/publications/factsheets/61/view?searchterm=youngworker>.

Furlong, A, Cartmel, F, Powney, J & Hall, S 1997, ‘Evaluating Youth Work with Vulnerable Young People’, The Scottish Council for Research in Education, UK.

McCallum, R 2007, ‘Australian labour law after the Work Choices avalanche: developing an employment law for our children’, Journal of Industrial Relations, vol. 49, no. 3, pp. 436-454,
<https://learning.griffith.edu.au/webapps/portal/frameset.jsp?tab=courses&url=/bin/common/course.pl?course_id=_55148_1&frame=top>.

McDonald, P, Bailey, J, Oliver, D & Pini, B 2007, ‘Compounding vulnerability? Young workers’ employment concerns and the anticipated impact of the WorkChoices Act’, Australian Bulletin of Labour, vol.33, no.1, pp. 60-88
<https://learning.griffith.edu.au/webapps/portal/frameset.jsp?tab=courses&url=/bin/common/course.pl?course_id=_55148_1&frame=top>.

Mcdonald, P & Dear, KA 2005, ‘Who is upholding the rights of young worker: a profile of advocacy groups in Australia’, Youth Studies Australia, vol. 24, no.3, pp. 10-16, <https://learning.griffith.edu.au/webapps/portal/frameset.jsp?tab=courses&url=/bin/common/course.pl?course_id=_55148_1&frame=top>.

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NSW Commission For Children and Young people 2005, Children at work, NSW Commission for Children and young People, viewed 8 April 2008,
<http://www.kids.nsw.gov.au/director/resources/publications/specialreports.cfm?itemID=78FB286FE1FC4D521F46B908A2374156>.

Oliver, D 2006, ‘An expectation of continued success: the work attitudes of Generation Y’, Labour and Industry, vol. 17, no. 1, pp. 61-84