How can your company manage its risk and improve its brand through enterprise trading? There are many ways for an employer to manage brand risks through enterprise bargaining and to ensure that the process is as effective from a brand and industry perspective. It is essential that these measures ensure that employees actually accept the terms of the enterprise agreement. It is likely that employers will complete the EA process every three or four years. Organizations need to ensure that they have the best negotiators, as even incremental concessions add up significantly over the duration of an agreement. In addition, it is very difficult to conclude a new provision agreed in an EA and integrated into an EA. The Victorian Chamber can provide the technical knowledge and strategic insight necessary to achieve a positive outcome. When negotiating enterprise agreements, employers generally focus on the terms of the agreement, the negotiation process and ensuring that workers vote in favour of the agreement. Once the negotiations are over and a draft enterprise agreement is completed, it must be voted on by the workers covered by the agreement. An enterprise agreement is an agreement on the authorized issues: under the Fair Work Act 2009, agreements are maintained after their nominal expiry date until they are replaced or terminated by application to the Commission. The provisions of the Fair Labour Act 2009 (transitional provisions and subsequent amendments) continue to serve as transitional instruments based on agreements. If an employer has asked workers to vote on the proposed agreement, if the majority of workers who vote (not the majority of workers covered by the enterprise agreement) have voted in favour of approving the agreement, the vote is conclusive! Individual enterprise agreements are considered “made” from this stage and actions of damaging strikes (such as strikes or work bans) are no longer possible. Employers, workers and their representatives are involved in the process of negotiating a proposed enterprise agreement. The employer must notify its employees of the right to be represented by a negotiator when negotiating an enterprise agreement (with the exception of an agreement on green grasslands) and no later than 14 days after the deadline for notification of the agreement (usually the start of negotiations).
Disclosure should be notified to any current worker who is covered by the enterprise agreement. In the case of a “Green Fields” agreement that does not employ employees, the employer negotiates with one or more workers` organizations (unions) involved. On July 1, 2009, the Fair Work Act 2009 (Cth) (“FW Act”) began to work and radically changed the way enterprise bargaining contracts (“EBAs”) are created. Before approving an enterprise agreement, the Fair Work Commission must ensure that approval of the agreement would not jeopardize the negotiations of one or more negotiators on a proposed enterprise agreement.