Stanford EricaERICA STANFORD (National—East Coast Bays): Thank you Madam Chair. I want to move on to clause 121A differing minimum wage rates the starting-out rate and the training rate. My questions here are around the ability of the bargaining side on the employee bargaining side to effectively get rid of the training rate or the starting-out wage. Now obviously these are set out in the Minimum Wage Act section 4A(1)(c)(i) and (ii) and are set out under regulations. So my question to the Minister is around the ability of the union—because in most cases the lead bargaining side on the employee side will be the union and their views as far as I've heard on those starting-out rates and the training wage have not always been favourable.So my question to the Minister is: in the fair pay agreement negotiations is it potentially possible that the—because the first thing I'd note in clause 121A it says A fair pay agreement may specify a starting-out rate" and it says "may" a couple of times when talking about the training rate and the starting-out wage so it's not required to be negotiated. So my question firstly is: if it's not negotiated I presume and can I get the Minister to confirm then is the fall-back what's set out in regulations under the Minimum Wage Act? But if the union on the employee side is particularly aggrieved by a starting-out rate or a training wage—and we have to remember that those are set out to give young people and people who are just entering a sector a go and give them a step up into that job. Is it possible for the union to negotiate so that those rates do not exist anymore? Could they go into a negotiation saying "We don't want these rates. That's our bottom line. We insist if there has to be one that they are the same as the base rate of pay that we're negotiating for every employee." thereby effectively getting rid of the training rate and the starting-out wage?Further to that in clause 121A(2)(a)(i) it states "the date on which the employee … completed 6 months' continuous employment". Is there the possibility for the negotiating side the union side to negotiate that down so from six months down to two months or three months if they don't think that a starting-out wage should carry on for six months? Is that possible in these negotiations?In the last part staying there though in clause 121A(2)(a) the very first words in that line are "may pay the employee in accordance with that rate only until the earlier of". Is it an oversight there that the word should be "must" rather than "may"? It would make sense in this context that the word should be "must" rather than "may". So I presume unless the Minister can correct me that that may be an oversight and should in fact say "must".So going back to my question: firstly is the employee side able to basically negotiate out of a starting-out and training wage rate by setting it at the same price as the floor that they're negotiating for everyone? Can they also negotiate out of the six-month minimum to make it less; for example one or two months? And then also that final part of that question the third part is: should that word be "must" rather than "may" in clause 121A(2)(a)?"