Negotiating A New Enterprise Agreement

Negotiating A New Enterprise Agreement

The communication must be a separate, independent document, without agency logos, contact details or additional text. The only information that can be inserted (in the place indicated) is the name of the employer, the proposed name of the new agreement and the proposed coverage, which in most cases refers to an existing agreement. The message must be attached to an e-mail or as a separate document, for example when it is sent by post. Agencies must ensure that there is no basis for concluding that additional information that may have been sent with their initial notification is part of the communication. Employers who enter into an agreement with Greenfield must notify in writing any workers` organization that is a negotiator of the proposed agreement. This communication must contain the start date of the six-month negotiation period for the Greenfields agreement. “Vulnerable workers”, such as employees with different cultural and linguistic backgrounds, young workers and/or workers who do not have a negotiator for the agreement, should also be explained. This includes taking appropriate steps to ensure that the terms of the agreement and the impact of these conditions are explained. The declaration must be made available to each group of persons at risk (e.g. B in several languages or in oral and written form). Departments and agencies are required to recognise all bargaining agents within the meaning of Article 176 of the FW Act, including employers, employers` organisations, trade unions, who are entitled to represent the industrial interests of a worker at the workplace covered by the agreement, as well as any other person designated as negotiator for a worker covered by the agreement. A registered agreement establishes the working conditions between an employee or group of workers and one or more employers. Finally, your company needs to identify its bargaining position – the “yes”, “no” and “maybe” of what will be in the company agreement – and commit to that position.

This involves implementing proper financial modeling to ensure that your company can afford, as it wants to commit to as part of the company agreement. Under the national labour relations system, there are two categories of agreements: agreement-based transition instruments include different individual and collective agreements that could be concluded before 1 July 2009 under the former Workplace Relations Act 1996. These include individual temporary employment agreements (ITEAs) concluded during the transition period (1 July 2009-31 December 2009). These agreements will continue to serve as transitional instruments based on agreements until they are denounced or replaced. If the parties are unable to agree on the terms of a proposed company agreement, a negotiator may apply to the Fair Work Commission and request assistance. For more information on how to negotiate in good faith and conduct best practice corporate negotiations, see the Fair Work Ombudsman Best Practice Guide – Improving workplace productivity in bargaining. The Fair Work Commission examines company agreements to determine illegal content. The Fair Work Commission cannot approve a company agreement containing illegal content. Once the negotiations have been concluded and a draft company agreement has been drawn up, it must be submitted to the vote of the employees covered by the agreement.

The Fair Work Act 2009 provides a simple, flexible and fair framework that helps employers and workers negotiate in good faith to conclude a company agreement. . . .