Stanford EricaERICA STANFORD (National—East Coast Bays): Thank you Mr Chair. Happy to start this new part. And here we are—I'm talking about clause 172—back to giving out information. We've gone through this in earlier parts of the bill but we're back to it again where if there is a new employee then the employer has to unless the employee disagrees hand over their information their personal information to the union or whoever is the person on the employee's side of the bargaining table.My question here is in terms of that information that's held by the bargaining party on the employee side especially when they are one of the unions. Now my question is around the length of time that they are permitted to hold that information because we are in the part that's talking about the variations and potential renewal of fair pay agreements (FPAs). So is there a time frame that the union or the bargaining party on the employee side is allowed to hold on to that information for if that person is not a member of that union especially? So if you've handed over your personal details because you are part of an FPA and you've agreed to that what is the length of time? Because it's not laid out anywhere here. So because it's personal information I'm keen to know from the Minister how long he expects that that union would be able to hold on to that information for. Given that there may be variations or renewals of FPAs into the future does that allow the union to hold on to that information for the purposes of contacting people who are part of the FPA for future variations and renewals or do they have to get that information anew every single time? The reason that I'm asking that question of course is because people are entitled to know for how long someone holds on to their personal information and then also for what purposes they are to use that information for. So I've already talked about the renewing of FPAs or variations of FPAs but in earlier sections we've also talked about the potential of the unions to sell benefits to potential union members in that their fees might be offset—if they are part of a union then they might get their fees back in the FPA which is a nice little sales pitch that the employer has to pay for. That's in an earlier part but it's relevant here because here we are again requiring the employer to pass over details of a new employee under this Part 172. So here in this part I'm keen to hear from the Minister around how long that personal information will be held by the bargaining party the lead bargaining party—potentially probably most likely a union—into the future. Are they allowed to hold on to it for a renewal? Are they allowed to hold on to it to get in touch for a variation or under renewal and variation will they have to get those details again anew every single time? Also what are the restrictions of use—under 172—for this particular information? Is it only for the purposes of the FPA or is there a line in which it's not able to be used especially in the instances where a union is trying to say to potential new union members who aren't yet signed up to that union—are they allowed to then use that? For example in this case under section 172 could they use that to say Hey if you actually join the union"—and you know—"you will be able to get your union fees back under the agreement that we will negotiate because we're going to negotiate those extra fees back for union members." therefore enticing them into the union. Is the information allowed to be used in that manner under this particular clause 172 in Part 8—the part that we're on? So three questions there: How long can they hold on to it for? Can they hold on to it for the renewal for the variation? And are they allowed to use it in instances where they are trying to sell union membership?"