What Are Australian Workplace Agreements

For more information on the various employment contracts, see below. For certain conditions of employment in the state or territory, please contact the appropriate court. In April 2007, the Sydney Morning Herald reported that it had received unpublished government tables showing that 27.8% of the agreements had eliminated the conditions that were to be protected by law. [12] [13] The tables were based on a sample of AWA agreements. [14] AEAs give employers and workers flexibility in setting wages and conditions and allow them to enter into agreements that correspond to their workplace and individual preferences. AWAs offer employers and employees the opportunity to enter into an agreement that best meets the specific needs of each employee. An existing employee may not be required to sign an AWA. [11] Registered contracts are valid until termination or redemption. 2.17 A number of leading university researchers in the field of labour relations are highly critical of the AEAs and the government`s false rhetoric of “freedom” and “choice” aimed at promoting individual agreements and concealing the most important agenda that drives their labour relations policy – to make it easier for employers to increase short-term profits by reducing labour costs. The importance of AIF is not to authorize individual contracts, but to be able to take over distinctions and, in certain circumstances, enterprise agreements and to reduce the specific conditions provided by these forms of collective regulation. 2.61 The Committee considers that the provision of the Dispute Resolution Act gives employers a significant advantage over workers, particularly where the conditions under which workers have registered are left to the employer`s discretion.

For example, it is increasingly common for AWAs to include the right to four weeks of annual leave, but do not mention when the worker can take leave, whether the employer or worker is required to lay off and under what circumstances the leave may be denied. It was up to the employer to decide on these issues when they are clearly and simply defined according to the appropriate allocation system. In these circumstances, employers have the advantage because it would be acceptable for an AWA to define a dispute resolution procedure stipulating that the decision of the head of staff or the general crèche must be made as final. To the commission`s surprise, labour advocate Peter McIlwain confirmed at the commission`s hearing in Sydney that an AWA would be allowed if, under all other conditions of the law, it contained a dispute resolution procedure that states that workers` options for litigation are the employer`s grandmother. [106] On March 19, 2008, the Senate passed a bill preventing the introduction of new AEAs and introducing provisions for the transfer of AWA workers into intermediate contracts. [18] 2.20 The government`s proposed amendments to labour relations laws are the subject of 11 studies by 17 scientific researchers under study in the form of a “report card” on the impact on workers and the use of police work established by the coalition government since 1996. It is their collective view that government policy has undermined workers` rights; in particular, the shrinking of bonuses and collective agreements and the promotion of individual contracts have significantly strengthened the prerogatives of managers, reduced the independence and choice of workers and denied them access to collective agreements. [53] 2.64 Although the Committee did not have the benefit of reviewing the details of the proposals contained in the 2005 Labour Relations Amendment Bill (WorkChoices) before submitting its report, a number of expert opinions and comments expressed concern about the proposals announced by the Prime Minister.