1.44 A significant proportion of the labour force depends exclusively on rewards and informal agreements. Workers who work under premiums and forms of unregistered agreements account for a quarter of the labour force and are mainly lower-income workers. These include a high proportion of women, young people and casual workers. As the ACTU argued: 1.19 Finally, in 2004, the Labour Relations Amendment Act (simplification of the agreement) was intended to simplify the production of certified agreements in the workplace, reduce delays, formalities and costs associated with the certification of an agreement, and prevent third-party interference in the agreement. In addition, it is appropriate to extend the operation of certified agreements lasting up to five years. The bill expired at the end of the 40th Parliament. A modern bonus may extend to the employer and employees of a company other than that covered by an approved enterprise agreement. 2.67 Second, it should result in an increase in the number of registered individual agreements, with employers encouraged to download only one or two pages from the OAS website, with all other employment issues likely defined by the executive prerogative. [112] 1.37 The most comprehensive analysis of AWA`s salary was conducted by the Australian Centre for Industrial Relations Research and Training (ACIRRT) based on AWAs provided by the OAS between 2002 and 2003. The thematic themes frequently discussed in asSAs include wages and other remuneration, margins and flexibility of working time, leave provisions and so-called „family-friendly” provisions. The most frequently discussed topic is the range and flexibility of the hours to which 82 per cent of AWA respondents referred.

Only 15 per cent of AEAs set a limit on the number of overtime hours in one day, with 4 per cent of agreements allowing more than 12 hours per day. [19] 2.9 Professor Bradon Ellem held that while the principle of equal treatment between collective agreements and collective agreements was fair and reasonable, unscrupulous employers could easily thwart and circumvent workers` preference for collective representation: „In the absence of legal procedures that order employers to respect the wishes of the majority of their employees , there is little that workers can do without bargaining power to correct this. [40] 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] 1.9 From that date on, the Commission`s decisions and government legislation (including the Industrial Relations Reform Act 1993 and the Workplace Relations and Other Legislation Amendment Act 1996) facilitated this shift in the priorities of setting wages at national and industrial levels on stable jobs at the labour level.

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