SpeechHon MICHAEL WOOD (Minister for Workplace Relations and Safety): Responding to a couple of the questions that have been asked by members Mr Goldsmith asked a couple of questions which—generously I think—are linked to this part. He made the claim at the outset that this is something that has been forced on the sector which of course stood in contrast to the remarks of Mr Woodhouse who sort of said this is something that's been put up by a working group and that the Government should have taken more of a direct role in saying what's what with it.This has very much been a process that has been genuinely collaborative and I would really encourage the members if they have a genuine concern in that respect to go and talk to SPADA—go and talk to the Screen Production and Development Association—who have genuinely engaged in this process who genuinely went in with an open mind who will speak about that process who will speak about some of the concerns and anxieties they had at the outset and who will speak about the fact that through a good-faith engaged problem-solving process they came to a point where they strongly support what has been proposed by the working group and is now transferred into legislation by the Government. I say that quite genuinely because that is the process that has played out. It has generally been seen as a model by all of the parties who have been engaged in it. There was no obligation for them to do that but they did.In respect of who pays again not necessarily linked to the part but I can give the member some comfort there. The member as I know is a strong supporter of the fair pay agreements legislation that we are putting forward and the framework that surrounds that. One of the decisions that Cabinet did make in terms of the Budget funding—Hon Paul Goldsmith: Point of order. The Minister is clearly misrepresenting my position on a topic. I'd like him to correct that. I am certainly not a supporter of the fair pay agreements.Dr Duncan Webb: Speaking to the point of order Mr Goldsmith can take a call if he wishes to disagree with the Minister. It's clearly a debating point.CHAIRPERSON (Hon Jenny Salesa): Would the Minister like to complete his response?Hon MICHAEL WOOD: Yes I would thank you. As a part of Cabinet's decision to provide financial support for the bargaining process under fair pay agreements at the same time as we made those decisions we did also make the decision that parties who engage in collective negotiations under this piece of legislation would also be able to access that financial support of up to $50000 per bargaining. I note that in the general employment law scene parties as a matter of course do need to factor in and cover bargaining costs. That is a part of business as usual for most organisations whether it's individual negotiations or collective bargaining. So it's not unusual that organisations will need to consider and fund some costs in a bargaining process but we will actually provide a bit of additional support in this area in recognition of the fact that it is a new process particularly as it gets under way.In respect of the question that Mr O'Connor raised about clause 26 and the good-faith provisions I think the important point to note here is that we're talking about how good faith must apply during bargaining. In fact in clause 26(1A) it's very specifically set out what those provisions are. I just think these are basically things that are very difficult for a reasonable person to argue about as being conditions for reasonable conduct between parties in bargaining. Parties should use their best endeavours to agree a process for conducting the bargaining in an effective and efficient manner. They should agree to meet with each other. They should consider and respond to proposals from one another. They should continue to bargain about matters if they haven't quite got to a point of agreement and try to find a way of getting through that. They should recognise the role and the authority of another person not undermine one another.These are basic and well-tested good-faith provisions that have been embedded in our employment relations landscape for over 20 years now and we think it's just a reasonable thing to be clear that they should be processes which should guide fruitful bargaining processes and this piece of legislation as well.