Employers and workers and/or negotiators work together to develop an agreement that is good for business productivity and efficiency and that also benefits workers by improving/varying their working conditions. This may include several meetings and discussions. Enterprise agreements can be beneficial for employers because they can negotiate more flexible working conditions. Similarly, employees can negotiate for higher wages and additional benefits that a Standard Modern price does not offer. A collective agreement can streamline this process by including overtime, penalty interest, allowances and other premium rights in a base rate to be paid to workers based on their premium classification level. It also means that you will simply provide them with a copy of the agreement for all new employees, and there is no need for an individual employment contract. Negotiating an EBA offers the opportunity to tailor the agreement to the specific needs of the company. This process also ensures transparency and results in agreement between the parties on what to expect from each other. There is also protection against trade union actions during the nominal life of the EBA. By negotiating in good faith and maintaining open communication, the parties are much more willing to reach an agreement without resorting to trade union action. It is also clear that most negotiation processes are completed without the need for such measures.
Once an enterprise agreement is in effect, trade union actions can only be taken after the expiry of the contract date. An agreement can be a way to create productive and harmonious employment. FREE Fair Work Act Download GuideFor tips for negotiating a business agreement and other useful information, fill out the online form below to request a free consultation with an Employeesure labour relations specialist. A negotiating settlement defines what the parties must do to ensure that the negotiation process is conducted fairly. In the event of a serious breach of the bargaining by-law and in the absence of agreement between the parties, the Fair Work Commission may adopt an employment provision based on negotiations, which sets out the terms of employment applicable to the parties. The Fair Labour Commission cannot make such a decision if the parties respect the principles of good practice and commit to negotiating in good faith.