Enterprise Bargaining Agreement

Australia with a unified system of industrial law. Work Choices act re-asserted managerial prerogative and enabled both employer and employees to choose the most appropriate industrial agreement that best suites their needs. This proved ineffective due to the imbalance of power in favour of employers and bargaining was on a take it or leave it basis (Nankervis et.al. 2014). The Fair Work act implemented a number of changes that once more shifted the balance of power, giving employees more rights

economic and social long-lasting changes in the country. Following the reunification, there has been an increase in unemployment rate and severe economic crisis. Since the 1990s, the issue of the fall in the number of union members and collective bargaining in Germany’s employment relationship is not a new matter (Addison et.al). This has been evidently observed, after the reunification of Western

non-union/collective bargaining system in the form of Enterprise Flexibility Agreements. The intention of the 1993 Industrial Relations Reform Act, for example, was to make enterprise bargaining the main process for determining wages and other conditions of employment. Awards continued to provide effective regulation for employees who were not enjoying the benefits of enterprise bargaining, even if award wages rose slowly and fell well behind wage increases in enterprise agreements (Bray etc al, 2006)

Greenfields Agreements: 1. Implementation of good faith bargaining principles 2. Three-month negotiation timeframe 3. Optional notification of unions 4. Additional approval criteria After considering insights from several conflicting viewpoints, it is recommended that the first two changes are approved, that the third is altered and that the fourth is rejected. Introduction The Fair Work Amendment Bill 2014 (Cth) addresses 10 key issues that will lead to improvement of the

disadvantages and/or drawbacks of the centralized system of collective bargaining in comparison to the advantages or positive aspects of the decentralized approach of collective bargaining, employers have favored departure from the centralized wage-fixing. Against this backdrop, it behooves us to explore

(Brigden, 2012) Representing unions attempted to ensure job security and secure bettered working conditions. The bargaining process was criticised for taking too long, as “AIPA and ALAE negotiations began in August 2010, and then in 2011 TWU had began bargaining”. (Brigden, 2012). As a result of no progress in the negotiations, applications to FWA were made to commence protected industrial action. Subsequently various forms of action

The consequences of this Act favoured a formal system of agreement making, with awards becoming the minimum for conditions and the Australian Industrial Relations Commission (AIRC) becoming an independent tribunal to regulate these conditions. While individual agreements were limited because of the restraints of awards on common law contracts, enterprise bargaining gave businesses more opportunity to expand rules and decisions in workplaces were unions were weak

Historically New Zealand has had an industrial relations system based on principles of collective bargaining, with union and employer representatives negotiating minimum employment terms and conditions. The Industrial Conciliation and Arbitration Act of 1894 established principles of; wage fixing through conciliation and arbitration; multi-employer awards; blanket coverage of conditions; compulsory union membership; and compulsory arbitration. This system served New Zealand for almost a century with

ESSAY – GOOD FAITH BARGAINING The objective underlying the Fair Work Act 2009 was to “get the balance right” (Smart Company, 2010 ; Forsyth, 2005) between fairness and flexibility in Australian workplaces while getting rid of the harsher aspects of Work Choices which preceded it. The Fair Work Act sought to restore collective bargaining in the Australian workplace relations system, including enhanced rights for union involvement and, most importantly, the good faith bargaining requirements. Good

AN ESSAY ON THE CONTRACT BETWEEN FAIR WORK AUSTRALIA LEGISLATION AND WORKCHOICE, 2010 Prepared for: Dr. Shalene Werth Submitted:12 November 2010 Prepared by Li Chenyi Differentiation between Fair Work Australia and WorkChoice Fair Work Australia Fair Work Australia (FWA) is the new government industrial relations institution established by the Rudd Government 's Fair Work Act 2009. It replaced WorkChoice act on 1 July 2009. This essay will compare and contrast FWA and WorkChoice from