Stanford Erica; Wood MichaelERICA STANFORD (National—East Coast Bays): Thank you Madam Chair. I am to the delight of the Minister really keen to go back to the personal information. So under Part 11 there are clauses around what can and can't be done with personal information that is given by the employer to the bargaining—the other side the employee side—and it sets out here around what can and can't be done with that information. My question to the Minister is there's nothing in here that says what the bargaining side for the employee most likely the union needs to do with that information once the fair pay agreement (FPA) is concluded. So it talks about in clause 234A under Employee contact details" using the information by the initiating union for initiating the FPA. It talks about a proposed variation but it doesn't talk about a renewal. So my question is: what are the Minister's expectations around the data once the FPA is concluded? What happens to that information for those employees who have elected not to become a member of the union? Is that information that's held by the union then required to be destroyed? Or are they able in fact to hold on to it and use it three to five years down the track for the purposes of a renewal? It's not clear here whether or not it's allowed under this proposed Act.The reason that I've got some concerns is that's a long time to hold on to someone's details. I understand and here it is very clear that it says at the time it's only able to be used for those—for initiating bargaining the variation or talking about an FPA as it's under way. My question to the Minister is what happens once an FPA is concluded and that information is—what happens to that information; does it have to be destroyed? Or is it able to be used in three to five years' time to initiate a renewal of that agreement? Or will the union be required to get new contact details at that time of the people who are covered? Or are they in fact able to use the information that they already have from three to five years ago assuming maybe that many of those people are still in the industries that they're in? I guess that the point is that because we have a workforce that moves between jobs quite a lot you will probably be in a position where three to five years down the track in fact many of those employees who were covered by the initial FPA have moved on don't work in that sector any more and potentially won't be included in any renewal. So the question is: can the union use that detail to say to all of the prospective people who were part of that FPA five years ago "Hey we're doing this again it's going to be renewed. Would you like to take part?" or in fact is it a requirement that they get new information at that time?Secondly what happens to that information once an FPA is concluded if it's not required for a renewal? There's nothing in here that I can find and the Minister can point me to it if I've missed it around destroying those details once the process is finished and the variations have been concluded in a reasonable period of time. I guess the question there is: how long can those variations go on for? Can they happen over the whole five-year period before we get into a renewal phase? So can that information be used on an ongoing basis for variations up to how long and at what point would that information be required to if in fact it is required to be destroyed? If it's not required to be destroyed I guess the point is why not? I'll leave it at that. But I've got further questions around privacy to carry on with. Thank you.Hon MICHAEL WOOD (Minister for Workplace Relations and Safety): For the purpose of these provisions and all of the other provisions that relate to the use of employee information in the bill it's important to note that the provisions of the Privacy Act apply across all of the information that is collected and the primary thing for members to be aware of there is that the information that is collected needs to primarily be used for the purposes for which it was collected. So in this case the purposes for which it is collected relate to the fair pay agreement that is being negotiated. That means that the information can be retained for the duration of that fair pay agreement including variations that might occur during the term of a fair pay agreement but it cannot be kept beyond that period. When it gets to the point of renewal the process of collecting information will have to effectively start again and go forward on that basis so it can't be kept beyond the expiry date of the fair pay agreement. At the point at which the information can no longer be validly used under the Privacy Act my understanding is that the party would have to dispose of it."