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By May 2004, AEAs had achieved coverage of about 2.4% of the workforce. [1] Mining companies have advanced the agreements with some success and have offered substantial wage increases to workers who have opted for an AWA. According to OAS statistics, as of 31 December 2004, 1,410,900 people were covered by EU-certified agreements, 168,500 by non-unionised agreements and 421,800 and more than 21% by A.A. respectively. As of December 31, 2005, there were 1,618,200 under the Union Certified Agreements, 185,300 under non-union agreements and 538,200 Australian enterprise agreements. [2] Figures published in March 2005 by the Australian Bureau of Statistics show that hourly wages for workers in AWAs were 2% lower than workers` hourly wages in registered collective agreements, which were mainly negotiated by trade unions. [3] For women, AEAs paid 11% less per hour than collective agreements. [4] Prohibited content contained in an employment contract is prohibited if it contains prohibited content (s358). Division 8 defines the procedure for amending an employment contract and, in Division 9, the procedure for terminating an employment contract. Fair Labour Laws, which came into force in 2008, created individual transitional employment contracts or ITEAs (special agreements that could only be concluded until the end of 2009) and amended collective agreements in July 2009 in enterprise agreements.

A dispute settlement clause, a consultation clause and a flexibility clause are also mandatory. There are model clauses that can be included in your agreement. Where a labour agreement contains terms of an industrial instrument in accordance with s355 (use by reference to terms from an industrial instrument), the worker does not have access to the agreement unless he has access to the industrial instrument (s337 (6)). A written agreement is reached with one or more workers` organizations that link the agreement with a new company before the employment of people subject to the agreement and necessary for the normal operation of the company. The organization must have the right to represent the industrial interests of one or more persons whose employment is likely to be affected by the agreement (s329). There are three types of labour agreements in the federal system: although an enterprise agreement offers a degree of flexibility, it should not exclude the minimum ten conditions of national employment standards: the most common type of employment contract in agriculture will be the agreement of a single company, which is an agreement between a single employer and its workers or a group of workers.