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A Fact Sheet on Awards and Agreements â€“ Version
Awards &amp; Agreements
Version 5.0 27 July 2009
IMPORTANT NOTICE: The information outlined below applies to employees and employers who are under State industrial relations jurisdiction. Since the commencement of the federal government‟s workplace relations laws on 27 March 2006, employers who are constitutional corporations (including a financial or trading corporation - generally Pty Ltds or Limiteds) and their employees are now covered under federal industrial relations jurisdiction. These employees and employers should contact the Queensland Workplace Rights hotline on 1300 737 841 or visit www.workplacerights.qld.gov.au for further information and assistance on the laws. Industrial relations is about the relationship between employees, unions, employers and employer industrial organisations and the regulation of that relationship by government through legislation and industrial tribunals. This regulation is most often seen in the introduction of legislation (e.g. Queensland‟s Industrial Relations Act 1999) or in the making of awards and formally approved agreements (i.e. „industrial instruments‟). In addition to providing for a system of awards, the Industrial Relations Act 1999 provides options to negotiate agreements to regulate employment relationships in an individual workplace or for groups of associated employers. This process of bargaining and negotiating an agreement is about employers and employees establishing employment arrangements that achieve mutual benefits and contribute to greater efficiency and effectiveness of their workplace or industry. To be successful, agreements should be based on cooperation – on employers and employees working together to achieve positive change. Agreement options available under the Industrial Relations Act 1999 include:
employees to make agreements that will benefit them both in their workplace or industry. To improve work arrangements and make a successful agreement, employers and employees need an understanding of how the system of industrial relations operates, the different types of agreements and how to make an agreement that will give them the flexibility they need to operate more efficiently and effectively. This publication contains information on:
types of agreements available under the State system; negotiation and bargaining processes to make agreements; development of agreements; key features of agreements; and procedures for getting the agreement approved.
application forms for a certified agreement and other relevant documents; and information on procedures and practices of the Queensland Industrial Relations Commission (the Commission) in relation to certified agreements.
NB: Relevant forms and publications relating to Queensland workplace agreements can be obtained from the Commission or their website at www.qirc.qld.gov.au or from any office of the Industrial Inspectorate – Industrial Relations Services Department of Justice and Attorney-General. More detailed information and advice about options available in making an agreement and the prescribed legislative processes to negotiate an agreement is available from a range of sources. These include unions and employee organisations or industrial inspectors of the Department of Justice and AttorneyGeneral (JAG). Contact details for departmental services are provided at the back of this publication.
formally approved collective agreements (certified agreements) covering a group of employees; formally approved agreements between an employer and an individual employee (Queensland workplace agreements).
This publication focuses on the opportunities within the industrial relations system for employers and
AWARDS What is an award?
An award is a legally binding order made by an industrial tribunal which prescribes the terms and conditions of employment. Employers are also parties to the award and are bound by its provisions.
What can an award contain?
Historically, many awards were limited to traditional issues such as terms and conditions of employment, pay and benefits, hours of work and leave entitlements. More recently awards have increasingly dealt with matters such as skills-based classification structures, commitments to training, consultation and dispute resolution and flexibility in the operation of the award. This has been part of the changing role of industrial relations legislation and industrial instruments which now are generally accepted as playing an integral and important role in the efficiency and effectiveness of enterprises, industries and the economy as a whole. While both federal and Queensland state awards have dealt with the broad scope of employment issues in the past, federal awards are now limited to a set of „allowable‟ award matters which deal only with 20 minimum basic entitlements. Queensland‟s system of state awards continue to provide for a range of flexible and facilitative clauses designed to allow employers and employees to agree on the most effective and efficient arrangements for their workplace or industry.
How is an award made?
Generally, an award is made as a result of negotiations between unions and employer organisations on behalf of their members. The terms and conditions of the award do not become law until after they are approved by the Queensland Industrial Relations Commission (for Queensland state awards) or the Australian Industrial Relations Commission (for federal awards).
Are there different types of awards?
Both federal awards and Queensland state awards operate in Queensland. A Queensland state award may apply to:
a specific class of worker regardless of the industry they work in (e.g. Clerical Employees Award – State 2002); or several classes of employees in a particular industry (e.g. Engineering Award –State 2002); or a particular employer (e.g. Mount Isa Mines Limited Award 2004); or either to the whole of the state or to a specified area only (e.g. Hospitality Industry, Restaurant, Catering and Allied Establishments Award – South-Eastern Division 2002).
What is the role of Queensland state awards?
Many Queensland employers and employees, especially those in small business, continue to rely on awards as the sole instrument to determine wages and other employment conditions. The importance of awards in this context is their role in setting fair and reasonable wages and employment conditions for a significant sector of the economy and the community. An equally important role for awards is their support for the making of agreements between employers and employees. This may be done through the use of various facilitative and flexibility clauses contained in the award (e.g. provisions allowing employees and employers to agree on a wider spread of hours of work or shift rosters). Awards also act as a benchmark against which certified agreements or Queensland workplace agreements will be tested (see page 12 for information on the no-disadvantage test). The Act therefore provides for a system of state awards that are to be kept relevant, up-to-date and reflective of community standards. So that these roles are fulfilled the Commission must ensure that awards:
Federal awards apply only to specific „respondent‟ employers (and their employees) engaged in work covered by the award in a particular industry. In general there are three ways by which an employer is respondent to a federal award:
if the employer is named in the award as a respondent; if all members of an industrial organisation are respondent to the federal award and the employer is a member of that organisation (e.g. all members of the Australian Industry Group are respondent to the federal Metal Engineering and Associated Industries Award 1998); or by successorship (e.g. the employer has purchased an existing business that is already respondent to a federal award).
Wageline Fact Sheet – Awards &amp; Agreements
Version 5.0 – 27 July 2009
are not discriminatory; are in plain English and easy to understand; do not contain obsolete provisions; provide secure, relevant and consistent wages and conditions and fair living standards; are suited to efficient performance of work in particular industries and workplaces; take account of the efficiency and effectiveness of the economy including productivity, inflation and employment levels; contain provisions that facilitate agreements at the workplace or enterprise level; provide support for training arrangements; contain dispute resolution procedures; and are reviewed at least once every three years.
time off in lieu of paid overtime; combining two 10 minute rest pauses into one 20 minute rest pause thus dividing the work day into three approximately equal work periods; re-arrangement of shifts by agreement with employees and their union; and substitution of public holidays with another agreed workday. This provision is now a condition available to all employees under the Industrial Relations Act 1999.
Not all of the above provisions will be available in all awards and where they are available they are usually only able to be implemented by majority agreement with employees. Each award is different and it is in the best interests of both employers and employees to read the relevant award thoroughly. The Industrial Relations Act 1999 requires employers to display a copy of the relevant award in a conspicuous place in the workplace where it is easily read by employees.
How flexible are awards?
With many competing priorities in operating a business, employers and employees are often unaware that many award provisions can be flexible, and made to suit the individual needs of workplaces. Awards set out the employer‟s obligations to provide employees with pay and conditions but they also provide opportunities for employers and employees to agree on certain conditions that will better cater for both business and employee needs. A common option in awards is the ability to spread ordinary hours of work over a four week cycle, thereby providing the opportunity for an employer to operate their business by employing greater numbers of staff during the hours when customer demand is highest. This means that employees could work to an agreed roster of 42 ordinary hours one week but only 34 hours the following week, so long as the total number of ordinary hours worked does not exceed 152 hours per four week cycle (i.e. 4 x 38hrs = 152hrs). These types of arrangements also give employees access to regular rostered days or half days off providing more options for their leisure time. Flexible hours clauses such as these also commonly include the following provisions:
AGREEMENTS Why make an agreement?
Making an agreement involves negotiation and bargaining between employers and employees to determine the best ways to customise work arrangements to suit their needs. Of course, either party may involve a union or employer organisation in the process. The ultimate aim should be to increase efficiency and effectiveness of the business to the advantage of both employee and employer. One of the major benefits of making agreements is that it gives those involved greater control over their working lives. Employers and employees are able to negotiate an agreement that will operate in their workplace or industry and have a shared interest in meeting its terms and conditions - and in gaining the benefits. Many employers have already received the benefits of making agreements within their workplace such as:
by agreement with the majority of employees 10 hours per day may be worked within the spread of 6.00 am to 6.00 pm without the payment of overtime rates; and staggered starting and finishing times for all or part of the workforce by agreement with the majority of employees.
Other flexible provisions to be found in awards include:
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more flexible and appropriate work arrangements; lower staff turnover through greater employee satisfaction; increases in employees‟ skill levels; increased productivity, profits and competitiveness; elimination of duplication in work processes; greater employee commitment to productivity targets; reduced rates of staff absenteeism; improved occupational health and safety; better communication flows through all levels of the business; cost savings (e.g. through streamlined pay processing arrangements and reductions in waste and rework); and less disruption and greater harmony in the workplace.
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Many employees who have entered into agreements with their employer have achieved:
pay rises linked to productivity gains; more flexible working conditions (e.g. permanent part-time work, flexible hours of work); increased capacity to balance work and lifestyle; opportunity to implement family friendly arrangements; a better working environment; greater job security; greater job satisfaction; better consultation with management; more opportunities for training and learning new skills; and more career-path options.
flexibility in hours of work (e.g. altering starting and finishing times, varying meal breaks, „banking‟ time); flexibility in personal leave arrangements (e.g. sick leave, carer‟s leave, bereavement leave); incentive programs (e.g. performance pay, bonus schemes, profit sharing); multi-hiring (e.g. allowing part-time employers to work in a number of areas to make a full-time position); job sharing; annualised salaries (e.g. factoring penalty rates and/or overtime into the annual salary); multi-skilling and job redesign; establishment of a workplace consultative committee; establishment of performance indicators to measure productivity levels; continuous improvement strategies; training and development programs to increase employees‟ skills; training and apprenticeship programs; team-based work organisation; flexibility in pay-period arrangements; and improved dispute-settling procedures.
An agreement can:
Examples of work practices and arrangements which could be included in an agreement within an enterprise include:
strengthen the link between pay rises and the achievement of improved work practices; place the primary responsibility for achieving effective results directly on employers and employees; require employers and employees to abide by mutually agreed outcomes; and allow both employers and employees to monitor the effectiveness of their agreement and plan changes if they are not working.
The following are a few brief examples of businesses where employers and employees have both benefited from agreements. A lighting company found that it was not making enough profit. Its immediate reaction was to reduce staff numbers and to curtail some allowances payable under the award. However, when management and staff worked together to analyse its whole operation, it was found that there were some projects on which the company was in fact making a loss and others where the profit margin was substantial. The process of consultation between employers and employees also indicated that the factory layout was a problem causing employees to waste large
Wageline Fact Sheet – Awards &amp; Agreements Version 5.0 – 27 July 2009
amounts of time each day moving fixed equipment. After the plant was reorganised and certain products eliminated, productivity increased and profits soared. The company rewarded its staff with a profit sharing arrangement through an agreement. Another example is a mushroom farm where the employer was faced with a large overtime bill because on many occasions mushrooms needed to be harvested the day after teams had worked the maximum number of hours permitted for casuals in the relevant award. Most staff were casual and were found to be working up to 45 hours per week. The agreement that was eventually approved made all employees permanent part-time, retaining the higher casual rate of pay but with the advantage of receiving annual leave and sick leave etc. The hours, however, were spread over a four week cycle instead of one week, thereby giving the employer the opportunity of varying the weekly hours so long as the total ordinary hours of work per 4 week cycle did not exceed 160. A restaurant was receiving many requests to open on Sundays. The employer considered it was not worthwhile because of the need to pay double time to employees working on Sundays. However, the employer was able to negotiate a much higher flat rate of pay with employees inclusive of penalty rates and overtime. In other words, employees would be receiving the same higher rate of pay no matter when they worked. The employees benefited by receiving a higher rate during ordinary hours and by having a permanent parttime position rather than short-term casual employment; the employer benefited by being able to open the hours that customers had requested.
Negotiating a successful agreement
Making an agreement is not about finding ways to cut overall entitlements. In fact, the Industrial Relations Act 1999 clearly states that employees must not be worse off under a certified agreement or Queensland workplace agreement in comparison to their award or the conditions prescribed in the Act (this is known as the no-disadvantage test – see page 12). Making an agreement allows employers and employees to work together to agree on a set of pay and conditions which suits the needs of both and the requirements of the business. It is an opportunity to integrate wages and conditions into wider business considerations (e.g. linking wage increases to productivity). Successful and effective agreements feature consultation early in the process of the agreements formulation. Negotiations should not begin with the employer or employee presenting the other party with a draft agreement containing re-determined wages and conditions. It is much better for the process of negotiation and bargaining to commence with consultation long before any provisions are finally decided. If both parties feel they have a say in determining the agreement‟s provisions they are more likely to be committed to making the agreement work effectively. Effective and fair negotiations in good faith also involve employees and employers having free access to representation and advice about the negotiation and content of the agreement. Employees may wish to consult with and be represented by their union about a proposed certified agreement or by a bargaining agent in respect of proposed Queensland workplace agreements. These rights are specifically provided for in the Industrial Relations Act 1999. The successful making of an agreement is based on cooperation and trust, with employers and employees working together to achieve positive change in the way they perform and organise their work. It involves consultation, negotiation and agreement about what needs to be done to lift the performance of the business or the industry and to create a work environment where everyone benefits. The process of preparing an agreement can also be an excellent way of looking past award conditions and collectively thinking about how the business could operate better. In analysing the total needs of the business, not just looking at award provisions, the focus will be much broader than wages and conditions.
Establishing the need for an agreement
Experience has shown that the most successful and effective agreements are those that address business improvement issues as well as employees wages and conditions of employment. Certified agreements and Queensland workplace agreements contain details of wages and conditions of employment of employees, but they can also contain commitments from both employers and employees about how an organisation will operate in the future to achieve mutual benefits. If agreements should be about business improvement and better wages and conditions of employment, how do employers and employees establish what needs to be done in an agreement?
Negotiating an agreement using the flexible provisions contained in an award or making an agreement which is formally approved by the Commission, is a way of:
updating and changing work practices and arrangements so that they cater for the needs of individual businesses and the people who work in them; increasing flexibility, productivity and efficiency in the workplace; linking wage increases to productivity improvements; generating a sense of commitment, at all levels, to business targets and goals; planning for the future; and fostering a culture of change that encourages a process of continuous improvement in the workplace to benefit all.
a common understanding of, and agreement on the important issues the business needs to face; and a shared understanding and commitment from both employers and employees as to where the business needs to be heading.
Why might these ingredients be missing? 1. It may be difficult in small business to find time to look critically at where the organisation is and where it is going in the future. In many instances employers do not include their employees in any analysis of (1). In many respects, employees may have a very good understanding of the business, especially where customers are concerned.
The Industrial Relations Act 1999 makes provision for 2 categories of formally approved agreement.
Certified agreements – formally approved collective agreements covering a group of employees. Certified agreements may be made to cover a single employer or a group of associated employers in an industry or involved in a project or a new venture. Queensland workplace agreements – formally approved agreements between an employer and an individual employee.
People are often the best asset of any business and smart employers recognise their employees can make a difference through ideas to improve the business, reducing waste and rework, increasing productivity and providing better customer service. If on the other hand, employees are not valued then absenteeism, staff turnover and training costs may rise and waste and rework costs escalate. If a company is struggling to make ends meet, then cutting wages is generally not the answer. At this point, a long critical look at its operations and market is essential. It is better to endeavour to reduce business costs overall through critically analysing product markets, and reworking problems and profit margins etc than just labour costs. In the final analysis, labour costs may in fact increase but this in turn may achieve a reduction in business costs and an increase in profits.
Most people would probably agree that continued business success depends on providing better service to your customers than your competitors provide – in quality, delivery and value for money. Given that this should be the focus of every business, if you are not the best, the question should be asked – what fundamental changes are needed to improve your position? Every business has both human (people) and physical (equipment) resources, and the contribution of these resources to business performance provides the impetus for its operation now and in the future. However, within many organisations these contributions may be misdirected and under-utilised, so the business does not reap the full potential from its resources. Often this is because of two missing ingredients:
How do you start to make an agreement that addresses improvement in your business? The steps you should follow include:
analysing the business to find out the current reality. Undertake a SWOT analysis (e.g. what are the strengths, weaknesses, opportunities and threats of the business?). This means looking at:  the products/services of the organisation (e.g. what is making money and what is not; how will new technology effect demand now and in the future?);  customers (e.g. are they satisfied; what more can you do (ask them); will they be customers in the future?);  competitors (e.g. what do they offer; is it better; why?);  human resources (e.g. are your employees adequately trained; are you using all their skills; are you involving them in the running of the business; is there a team spirit, are there problems such as staff turnover or absenteeism?);  physical resources (e.g. is your equipment out of date and will it cater for future changes; is it being used effectively?);  financial arrangements (e.g. are the profit margins sufficient to cater for costs involved; what are future issues which may cause financial problems?);  marketing (e.g. are you advertising your products/services adequately; are there opportunities to reach a larger market?); and  operations (e.g. what about quality, rework, waste; do you need to reconsider the layout of factory/office to increase productivity?). focusing on putting together a general business plan to address the opportunities and threats that face your business. Both steps need honest discussion within the organisation about where it is starting from, before it can move on to where it wants to go.
Such a process may indicate certain changes are necessary in the business. The process of making a formally approved agreement can serve as the vehicle to gain a shared commitment from employers and employees to make those changes work. Successful agreements combine improvements in the way the business will operate as well as the resultant improved entitlements for employees.
CERTIFIED AGREEMENTS What is a Certified Agreement?
A certified agreement is a written collective employment agreement which sets out the wages and working arrangements for a particular group of employees. The group of employees may be the whole of a workforce or a specific group that is somehow separate and distinct. Certified agreements may cover a single workplace or be made to cover a group of associated employers. A certified agreement can „stand alone‟ by setting out all conditions and provisions of employment thereby effectively replacing the relevant award, or it can operate in conjunction with the relevant award. For example, a certified agreement may only provide for a wage increase or change the hours, overtime and shift work conditions and the remainder of the relevant award would continue to apply to the work. Where there is any inconsistency between the provisions of an award, an industrial agreement or an apprenticeship/traineeship order and those stated in the certified agreement, then the certified agreement prevails. Certified agreements prevail in a similar manner over a Queensland workplace agreement – unless the certified agreement provides for the Queensland workplace agreement to override its terms.
After this has been done, the next steps are to:
devise an action plan to answer the questions what, why, when, where, how, and who; and look at the rewards for both the employer and employee.
Are there different types of certified agreements?
As outlined above, a certified agreement can cover the whole of the workforce at a particular workplace or be made to apply only to a specified group of employees. Certified agreements can be negotiated either directly with employees or with the unions entitled to represent employees to be covered by the agreement. Certified agreements may also be made to cover government employees. In addition to agreements which apply only to a single workplace or business, the Act provides for other types of certified agreements:
By embarking on a project where employers and employees get together to examine the demands and direction of the business they can then address the changes that need to happen. An action plan which sets out such steps should also examine what can be done to reward employees for their efforts and contribution, as the outcome should be a more profitable business in which all should share. There should be „something in it‟ for both employers and employees to embark on any process that involves change.
„Multi-employer‟ agreements covering two or more employers that are related corporations; are engaged in a joint venture or common enterprise or are undertaking similar work. Multi-employer agreements can not be made for new businesses. An agreement of this type may be attractive to a group of employers on a common franchise arrangement. „Project‟ agreements (e.g. covering construction work). A project agreement can be made before the commencement of the project and may cover either a single employer or a group of employers involved in the project. Project agreements operate for the life of the project and override any other agreement that would otherwise apply. Such agreements have the advantage of ensuring that there is no need to renegotiate conditions mid-term and also establish a common set of conditions for all employers and their employees involved in the project. „New business‟ agreements cover a new business being established at or relocated to a new workplace. New business agreements may only be made to cover a single employer and may not be made to cover the actual construction of a new workplace. New business agreements have the advantage of allowing a business to plan ahead with some certainty by negotiating an agreement before any employees commence work. As there are no employees employed at that time, a new business agreement must be made with union/s entitled to represent the types of employees to be employed.
interests of the employees to be covered by the agreement. As soon as practicable after the application is made the Commission notifies all relevant unions that they are entitled to be heard in relation to the proposed agreement. Once approved, certified agreements are binding on all the parties, i.e. the employer, existing employees, employees hired after the agreement is approved and the unions with which the agreement has been made. Where a business which is covered by a certified agreement is sold, and employees transfer to the purchaser/new employer, then the new employer is bound by the existing agreement. To be approved the certified agreement must also satisfy particular legal requirements. For example, it must:
How does a certified agreement become legally binding?
To be legally binding, certified agreements must be approved by the Commission. The Commission considers the application to approve the certified agreement, supporting documentation and any submissions by parties at a formal hearing (i.e. the employer and employee or their respective representatives must attend). Appendices 1 and 2 set out important information in relation to filing documentation and the procedures and practices of the Commission in dealing with applications to approve certified agreements. All relevant unions are entitled to make submissions relating to an application to approve a certified agreement. This includes:
have been negotiated and/or made in accordance with the requirements of the Act; have the genuine approval of a „valid majority‟ of the employees to be covered by the agreement (see the checklist on page 9); pass the no disadvantage test (i.e. a comparison of the entitlements and protections for employees under the certified agreement with those under the relevant award – see page 12); include or exclude all required provisions (see the section „What can be included in a certified agreement‟); and be accompanied by all required information (see Appendix 1).
What can be included in a Certified Agreement?
The actual content and scope of a certified agreement is up to the negotiating parties to decide. However, it should focus on work arrangements which cater for the needs of both the business and the employees. In this regard, certified agreements need not be limited to traditional industrial relations arrangements. In developing a certified agreement, the parties are responsible for ensuring the content of the agreement meets all the legal requirements. The Act requires that all certified agreements must include:
any union that is bound by an award or industrial agreement that binds the employer, or where there is no award or agreement that binds the employer – any union entitled to represent the
a dispute-resolution procedure (refer to page 13 for guidelines) and; a nominal expiry date for the agreement. (A maximum of three years after the date from which the agreement commences to operate. For project agreements, the expiry date may be the date on which the project ends).
If not, which agreement making option is most appropriate for your business? Have you consulted with your employees/their representatives (e.g. their union)? You must either: give your employees a copy of the proposed agreement, or  ensure all employees could easily access a copy of the proposed agreement.
5. In addition to this, the Act requires that a certified agreement must not include:
discriminatory provisions; or provisions inconsistent with Act provisions, orders or injunctions relating to equal remuneration for work of equal or comparable value, dismissals or freedom of association.
You must explain the terms and effect of the proposed agreement, including the dispute resolution procedure to all employees to be covered by the proposed agreement. In your explanation, you must take into account the special needs and circumstances of employees, particularly women, young people, people with limited literacy and numeracy skills and people from non-English speaking backgrounds. In the case of non-union agreements, you must advise your employees of their right to request their union to negotiate on their behalf. Your employees must have 14 days to consider the proposed agreement before you ask them to vote for or against the proposed agreement. You must give all employees to be covered by the agreement an opportunity to vote for or against the proposed agreement. Was this a democratic process (i.e. employees were not coerced into voting a certain way)? A „valid majority‟ of existing employees (i.e. over 50 per cent of those who voted) must vote in favour of the agreement. Your proposed agreement must: specify a nominal expiry date contain a dispute resolution procedure contain anti-discriminatory provisions pass the no-disadvantage test (refer page 12).
How must a certified agreement be negotiated?
The Act sets down provisions that emphasise the importance of negotiation and genuine bargaining in good faith in the making of certified agreements. To assist negotiations during the making of a certified agreement, the Act provides for a 21-day peace obligation period. This period commences from the time the proposer of the agreement gives advice of their intention to begin negotiations to all other parties. Parties cannot take industrial action or ask for the assistance of the Commission in negotiation of the agreement during the peace obligation period. The Act also requires that parties are to negotiate a certified agreement in good faith. Examples of this include:
agreeing to meet at reasonable times proposed by another party; attending meetings that the party has agreed to attend; complying with negotiation procedures agreed to by the parties; not capriciously adding or withdrawing items for negotiation; disclosing relevant information as appropriate for the negotiations; and negotiating with all of the parties.
Making a certified agreement: a checklist for employers
1. What workplace issues do you want to address? Can you make the required changes within the parameters of your award?
If your agreement covers a specific group of employees, you must ensure that no groups or categories of employees have been unfairly excluded. Your proposed agreement must be in writing. The employees/employee representatives (e.g. their union) must sign your agreement. Have you completed the necessary lodgement forms to accompany the proposed agreement? (refer Appendix 3) You must lodge your proposed agreement and completed lodgement forms with the Commission within 21 days of the agreement being signed.
A Queensland workplace agreement can be made with an employee already working in the business or with an employee who has not yet started working (i.e. a new employee). A Queensland workplace agreement is a stand-alone agreement that completely overrides an award. It replaces the award under which an employee is currently working unless the Queensland workplace agreement specifies otherwise. A Queensland workplace agreement overrides a certified agreement only if the certified agreement contains specific provisions that allow this to happen. Depending on its wording:
This basic checklist is not an all-inclusive list but does include the most common requirements for certified agreements negotiated with employees or their representatives. Specific provisions exist in relation to project and new business agreements as well as negotiation procedures with unions. For further information on these requirements, contact the Department of Justice and Attorney-General (see page 28)
the provisions of a certified agreement that are not changed in a Queensland workplace agreement may still continue to apply; or the Queensland workplace agreement will completely override the certified agreement (i.e. the Queensland workplace agreement replaces the certified agreement).
A Queensland workplace agreement can only be made with an employee who is 18 years of age or older. A Queensland workplace agreement may not be made to cover the employment of an employee of a public sector organisation (e.g. State government departments or agencies; or local government).
QUEENSLAND WORKPLACE AGREEMENTS What is a Queensland workplace agreement?
A Queensland workplace agreement is a written individual employment agreement setting out the wages, conditions and working arrangements between an employer and an individual employee. An employer can negotiate a Queensland workplace agreement with each employee individually, or with a group of employees. If it is negotiated on a group basis, it must be signed individually by each of the employees covered. An employee has the right to appoint a bargaining agent to represent them in negotiations.
How does a Queensland workplace agreement become legally binding?
To be legally binding, a Queensland workplace agreement must be approved by the Commission, though there is usually no need for a public hearing in the approval process. There are particular legal requirements in the Act that must be satisfied if the agreement is to be approved. Broadly, these are about the method of making and negotiating the agreement and the passing of the nodisadvantage test. The Commission also must be satisfied that the employee genuinely consented to making the agreement. Once approved the Queensland workplace agreement is binding on the employer and the employee to whom it applies. If the employment of an employee covered by a Queensland workplace agreement terminates, that agreement comes to an end. If the employer hires another employee in that same position, a new
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Queensland workplace agreement must be negotiated and made with the new employee, otherwise coverage by the award or other collective agreement covering the employment will apply. However, should a business operating under a Queensland workplace agreement be sold and the employee transfers to the purchaser/new employer, then the new employer is bound by the existing agreement.
Can you make the required changes within the scope of your award? If not, which agreement option (individual or collective) is most appropriate for your business? You cannot make a Queensland workplace agreement with a person who is under 18 years of age. Have you consulted and negotiated with your employee. At least the required number of days before the agreement was signed, you must give the employee:
What can be included in a Queensland workplace agreement?
The content and scope of a Queensland workplace agreement is up to the negotiating parties to decide. However, it should focus on work arrangements which cater for the needs of both the business and the employee. In this regard, Queensland workplace agreements need not be limited to traditional industrial relations arrangements. A Queensland workplace agreement must include a procedure for settling any disputes that might arise while the agreement is operating. This disputeresolution procedure will set down the steps to be followed by the employer and employee to resolve problems or issues in the workplace. The model dispute resolution clause provided in the Act is set out on page 13. A Queensland workplace agreement must not include any provision that discriminates against the employee. The Act requires that a standard clause about discrimination is to be included in each Queensland workplace agreement. The text of that standard clause is set out on page 13.
a copy of the proposed agreement, and a copy of Queensland Workplace Agreements – Information Statement for Employees (this is a booklet that sets out the important information for employees about Queensland workplace agreements).
NB The required number of days for existing employees is 14 days. The required number of days for new employees is 5 days. 7. You must outline the terms and conditions of the agreement to the employee and explain how it will affect their wages and working conditions. NB Many Queensland workplace agreements are not approved because they do not make provision for wage increases that are equal to or greater than the wage increases likely to be granted in the relevant award during the life of the agreement. 8. In your explanation, you must take into account the special needs and circumstances of employees, particularly women, young persons, people with limited literacy and numeracy skills and people from non-English speaking backgrounds. If the employee has appointed any person as a bargaining agent to represent them in negotiating the agreement you must deal with that bargaining agent.
A Queensland workplace agreement must not include any provision that prevents or restricts either the employer or employee from disclosing details of their agreement. A Queensland workplace agreement must specify a nominal expiry date which may be no longer than three years after the date it is signed by both the employer and the employee. 9.
Making a Queensland workplace agreement: a checklist for employers
1. What workplace issues do you want to change or improve?
10. The employee must give genuine consent to making the agreement. There must be no coercion. 11. Your proposed agreement must:
specify a nominal expiry date; contain a dispute resolution procedure; contain anti-discriminatory provisions; not contain any provision that restricts the employer or employee from disclosing details of the agreement; and pass the no-disadvantage test (refer page 12).
To apply the no-disadvantage test, the Commission compares the provisions of the proposed agreement to the provisions of the relevant industrial instrument (i.e. the award or agreement which already applies to the employees to be covered by the proposed agreement) and to particular provisions of the Act. The comparison may be made with:
12. If other employees are doing the same work as the employee to be covered by the agreement, you must be able to show that you have not acted unfairly by offering an agreement with the same terms to those other employees. 13. Your proposed agreement must be in writing. 14. The agreement must be signed and dated by the employee and the employer. Their signatures must be witnessed by a third party. 15. Have you completed the necessary application forms and supplied all necessary information to accompany the proposed agreement? (Application forms may be obtained from the industrial registrar or any industrial inspector‟s office). 16. You must lodge your proposed agreement and completed application forms with the industrial registrar or an industrial inspector within 14 days of the agreement being signed. This basic checklist is not an all-inclusive list but does include the most common requirements for Queensland workplace agreements negotiated with employees. For further information on these requirements, contact the Department of Justice and Attorney-General (see page 28)
for a certified agreement - Queensland workplace agreements only; a relevant award; a designated award (where employees are not covered by an award, one is designated by the Commission for the purposes of the nodisadvantage test); an industrial agreement; an order setting wages and conditions for apprentices or trainees; or the General Employment Conditions provided for in the Act. (These are minimum entitlements applying to all employees whether or not they are covered by an industrial instrument. They include conditions relating to the minimum wage, working time, sick leave, annual leave, public holidays, family leave, long service leave and equal remuneration for work of equal or comparable value).
Employees are not considered disadvantaged under a certified agreement if the Commission believes that any reduction, considered as a whole, is not against the public interest. For example, an agreement that reduces entitlements or protections may not be against the public interest if it is part of a reasonable strategy to deal with a short-term crisis in, and to help in the revival of, a business. If the Commission is not satisfied that a Queensland workplace agreement passes the no-disadvantage test but is satisfied that it would not be contrary to the public interest, then the agreement is taken to pass the test. In considering the public interest the Commission may consider:
WHAT IS THE ‘NODISADVANTAGE’ TEST?
A certified agreement or Queensland workplace agreement which aims only to cut wages and working conditions will not be approved by the Commission. One of the important principles in making agreements is that employees should suffer no disadvantage in their employment conditions as the result of the approval of the agreement. The Act states that a certified agreement or Queensland workplace agreement would disadvantage employees if the Commission considers it would result in a reduction in the employees‟ entitlements and protections.
the relative bargaining power of the parties; the particular circumstances/needs of employees the low-paid, women, people from a non-English speaking background, young persons, apprentices, trainees, outworkers; likely changes in award wages during the period of the agreement; or anything else considered relevant to the agreement.
When employees enter into a certified agreement or Queensland workplace agreement, their legal entitlements under the Industrial Relations Act 1999 and other employment legislation do not change. These include:
contravene the Anti-Discrimination Act 1991; or discriminate on the basis of family responsibilities.”
contributions to a superannuation fund by the employer; protection against discrimination; protection against unlawful dismissal; entitlements to sick leave, annual leave, public holidays, parental leave, carers‟ leave, bereavement leave and long service leave; the right to belong, or not to belong, to a union;` the right to be issued with a pay slip giving details of wages and any deductions (e.g. taxation payments, superannuation contributions) and the employer‟s obligation to keep time and wages records.
The Act states that certified agreements must not include a discriminatory provision. While not mandatory, inserting the quoted provision indicates a firm commitment by both employers and employees to non-discriminatory practices in employment.
A guide to developing a dispute-resolution procedure
The prompt handling and resolving of disputes or problems as they arise in the workplace is a good management practice. Establishment of a dispute prevention and resolution process provides the parties with a method of quickly and consistently dealing with problems or disputes. Resolving problems in the workplace early ensures a more harmonious and effective work environment. The dispute-resolution process is in line with the spirit of the Act and aims to encourage employers and employees to take greater responsibility for their own industrial relations. The Act requires that certified agreements and Queensland workplace agreements include a dispute resolution procedure. The following is a procedure outlined in regulations to the Act for mandatory inclusion in a Queensland workplace agreement. A similar procedure could serve equally well, with minor amendment, as the dispute resolution procedure required in all certified agreements.
Under Queensland‟s workplace health and safety laws, an employer is responsible for ensuring health and safety at work. Employees also have a role in helping to maintain a healthy and safe work environment. All agreements must comply with the requirements of Queensland‟s workplace health and safety legislation. If you have any questions about this legislation, contact Workplace Health and Safety Services in the Department of Justice and Attorney-General telephone 1800 177 717. If you are an apprentice or trainee, your agreement may include special provisions on flexible training arrangements. These arrangements must be approved by the Training and Employment Board. Flexible training arrangements allow for apprentices and trainees to be paid a proportion of the award rate, based on the amount of time spent at work and the amount of time spent in training. For more information on this matter, contact the Department of Education and Training. To be eligible for assistance under the supported wage system, the wage rate in your agreement must not be less than the rate set for you under that system. For more information on this matter, contact the Supported Wage Management Unit on 1800 065 123.
MODEL DISPUTE RESOLUTION PROCEDURE
“In relation to any matter that may be in dispute between the parties to this Queensland workplace agreement, the parties: A. will attempt to resolve the matter at the workplace level including, for example: (i) the employee and his or her supervisor meeting and conferring on the matter; and (ii) if the matter is not resolved at the meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and acknowledge the right of either party to appoint, in writing another person to act for the party in relation to resolving the matter at the workplace level; and
Provisions about discrimination
The following provisions about discrimination must be included in a Queensland workplace agreement. “The parties agree that the effect of this agreement is not to allow any conduct or treatment, either director or indirect, that would: B.
agree to allow either party to refer the matter to mediation if the matter can not be resolved at the workplace level; and agree that if either party refers the matter to mediation, both parties will participate in the mediation process in good faith; and acknowledge the right of either party to appoint, in writing another person to act for the party in relation to the mediation process; and
agree not to commence an action: (i) to obtain a penalty under section 218 of the Act; or to obtain damages for breach of the Queensland workplace agreement; or to enforce a provision of the Queensland workplace agreement or part 2 of chapter 6 of the Act (other than an action to enforce section 217 of the Act); unless – the party initiating the action has genuinely attempted to resolve the dispute at the workplace level; and either – a. a period of 7 days has expired from the date when the party initiating the action gave notice that mediation is not requested; or b. mediation was requested by either party and either party considers mediation has not resolved the dispute.”
(iv) F. agree that while the parties attempt to resolve the matter: (v) (i) the parties continue to work in accordance with normal work practices unless the employee has a reasonable concern about an imminent risk to his or her health or safety; and (ii) even if the employee has a reasonable concern about an imminent risk to his or her health or safety, the employee must not unreasonably fail to comply with a direction by his or her employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the employee to perform; and (iii) the parties must cooperate to ensure the dispute resolution procedure is carried out as quickly as is reasonably possible; and
Contact  Wageline 4th Floor, Centro Lutwyche 543 Lutwyche Road, Lutwyche Q. 4030 (or) PO Box 820, Lutwyche Q. 4030 Wageline Information Centre: Ph: 1300 369 945* Fax: (07) 3872 0519 Web site: www.wageline.qld.gov.au Telephone Interpreter Service: Ph: 131 450
* Local call cost (mobiles &amp; payphones may be extra)
The information in this fact sheet is provided on the basis that readers will be responsible for making their own assessment of the matters discussed and are advised to verify all relevant representations, statements and information. Any information or advice given to you by Industrial Relations Services or its inspectors and advisors is given only to assist you to discharge your obligation under relevant state Acts where Industrial Relations Services has an information or compliance role. e.g. Industrial Relations Act 1999. Compliance with this information or advice does not relieve you of your obligation under the Act. Any information or advice is given based on circumstances that you have outlined and/or is given on the basis that you will make your own independent assessment of what action is necessary to ensure your compliance with the Act. Whilst all care will be taken in providing information or advice to you, the Department of Justice and Attorney-General and its inspectors and advisors will not be liable for any errors or omissions or for any loss or damage suffered by you or any person which arises (directly or indirectly) from your reliance on this information or for any breach by you of your obligations under the Act. Additionally, this advice does not purport to be in place of legal professional advice. If you wish to obtain such advice you should contact an independent professional consultant. The Department of Justice and Attorney-General disclaims all responsibility and all liability (including, without limitation, liability in negligence) for all expenses, losses, damages and costs you might incur as a result of the information being inaccurate or incomplete in any way, and for any reason [Document uncontrolled when printed.] &#169; The State of Queensland
Queensland Industrial Registrar’s Office 18th Floor Central Plaza 2 66 Eagle street Cnr Creek and Elizabeth Streets) Brisbane Qld 4000 (or) GPO Box 373, Brisbane Q. 4001 Website: www.qirc.qld.gov.au Telephone: (07) 3221 8060 Australian Workplace Agreements (AWAs) Office of the Federal Employment Advocate Level 8, 214 Adelaide Street, Brisbane (or) GPO Box 9842, Brisbane Q. 4001
APPENDIX 1 – Filing Documentation for Certified Agreements
Three copies of the following documents are required to be filed with the QIRC. Step 1 Action Prepare the draft certified agreement Notes Copies of actual certified agreements can be obtained from the QIRC web site QIRC.qld.gov.au. The Industrial Relations (Tribunals) Rules provide the model for the application. A draft application is attached. Rules 139 &amp; 140 of the Industrial Relations (Tribunals) Rules prescribes that the Registrar may accept a document for filing only if the document: Rule 139 – (a) is in the approved form; and (b) is signed by or for the applicant; and (c) is accompanied by the original and 2 copies of the proposed certified agreement; and (d) if there is or was a certified agreement or agreements covering some or all of the employees to be covered by the agreement – (i) the name and agreement number of the certified agreement or agreements; and (ii) a statement as to whether the new certified agreement replaces the existing agreement or agreements. NOTE: If the applicant wants a copy of the filed agreement returned, the applicant must give an extra (i.e. 3 rd) copy to the Registrar. Rule 140 – (a) is on A4 (210 mm x 297 mm) paper; and (b) is on 1 side of the page only; and (c) is in Times New Roman font; and (d) is in 10 point font size; and (e) has only fully justified text; and (f) has a 2 cm margin on each side; and (g) has a 1.25 cm wide header, containing only the page number, in the centre of the page; and (h) does not contain a logo or other embellishment; and (i) is accompanied by an identical copy of the agreement on computer disk. including: the name of the matter  a short description of the nature of the document; and  the name, address, telephone number and fax number of the party filing the document;  if the person filing the document is a party‟s agent, - a statement to that effect and the party‟s address for service (form attached); and  the address of the Registrar‟s office
Complete an Application Form 40 (This form comprises part of your Agreement)
An electronic draft template of an Agreement in the improved form can be obtained via the Website at
Notes “www.qirc.qld.gov.au” or by phoning 3221 8060 to receive a copy by email or disk. Practice note 6 Certified Agreements. This practice note provides guidance about certain filing and hearing requirements and can be located at www.qirc.qld.gov.au\practicenotes/index.htm.
Practice notes are a recent innovation by the QIRC to further assist persons or practices in their administrative dealing with the Commission.
Prepare and attach an affidavit
All applications for certified agreements must be accompanied by an affidavit containing the information outlined at Note 2 at the bottom of these guidelines. The affidavit forms part of the Application form 40 and is attached to the agreement. Note: also the Commission requires you to lodge copies of policies as well as documentation relevant to the ballot process.
Prepare a letter to the Registry (optional) and attach the original and 2 copies of each document together with an electronic copy. Post or deliver the documentation to the Queensland Industrial Registrar together with the filing fee. Current filing fees can be obtained by contacting the Registry on 3221 8060 or via the website “www.qirc.qld.gov.au”
Note: Non-compliance with Rules 139 &amp; 140 may result in your agreement not being accepted or a delay in hearing the matter.
The Queensland Industrial Registrar‟s Office is located on: 18th Floor, Central Plaza 2 66 Eagle Street (Cnr Creek and Elizabeth Streets) Brisbane Qld 4000.
The postal address is: GPO Box 373, Brisbane Qld 4001 The case number denotes the category of application eg. a “CA” number is for a certified agreement.
The Industrial Registrar will stamp the documents and allocate a case number.
Action The Industrial Registrar will set a hearing date and advise parties of the details.
Notes Applicants can usually expect to receive notification of the hearing date and other relevant details within a 2 week period subject to all requirements being met.
Prepare submission(s) for QIRC hearing
Parties to the agreement or their agents are usually required to present a short statement in support of their application. The presiding member may also have questions concerning aspects of the negotiations, conditions etc.
On certification of an Agreement.
1. Any amendments of a formal or clerical nature that are minor will be notated on the Agreement by the Commission Member.
2. Once an agreement has been certified the Commission will issue a certificate specifying: i. ii. iii. the date of hearing(s) of the application to certify the Agreement; the parties to the Agreement; the name of any industrial organization of employees that becomes bound by the Agreement pursuant to s. 166(2) of the Act; the date of operation of the Agreement (that is, the date the agreement is certified); the nominal date of expiry of the Agreement; the date of certification of the Agreement; whether the Agreement was amended; any undertakings that were given in order to make the Agreement certifiable; and the number and title of any agreement cancelled as a result of the Agreement being certified.
3. A copy of the abovementioned certificate shall be :    published on the QIRC website; sent to all of the parties to the Agreement, including those industrial organizations of employees that have become bound by the Agreement; and placed on the Registry file.
Note 1 The Acts Interpretation Act 1954, Section 49 (Forms) states that strict compliance with a form is not necessary and substantial compliance is sufficient. Note 2 The certified agreement must also be accompanied by an affidavit containing the following information:
a break-up of the number of: male and female employees; and apprentices and trainees to be covered by the agreement; the site or geographical location of the employees to be covered by the agreement; whether or not the agreement was made with a union; the type of industry or principal activity of the business; the name of the relevant or designated award (for the purposes of the no-disadvantage test); the average percentage increase or decrease in wages for employees resulting from the certified agreement; the nominal expiry date of the agreement; the steps taken to: explain the terms and conditions of the agreement to all relevant employees; ensure compliance with the „valid majority‟ approval provisions; and  ensure employees had the discretion to seek union representation or to withdraw their request for union representation. (This applies in the case of agreements negotiated between the employer and the employee); where the procedures for preventing and settling disputes can be found in the agreement; where the agreement applies to part of a single business, an explanation as to how that part of the business is:  a geographically distinct part of the single business; or  a distinct operational or organisational unit within the single business; and the names of the persons who negotiated the agreement and the persons for whom they acted.
The form of the affidavit can be found as Attachment B of Form 40 Application for certification of agreement.
APPENDIX 2 – The Role of the Commission in Approving Certified Agreements
The Queensland Industrial Relations Commission (QIRC) is an independent umpire in industrial relations matters. The QIRC, among other duties, has the responsibility of:
establishing and maintaining an effective award system resolving disputes over the making of agreements by conciliation, by recommendation and by supervision of bargaining periods; and if necessary by making orders, or by arbitration approving agreements.
Queensland Industrial Relations Commission procedures and practices General information
the QIRC is a court of record the onus is on the parties to make and substantiate their case. This may entail the provision of evidence. (e.g.: submissions, documentation and exhibits, inspections and/or calling of witnesses) the form of the proceedings are at the discretion of the Commission, with decisions being determined on equity, good conscience and the merits of each case.
Commission etiquette, procedures and practices
be punctual and neatly dressed. If appearing, the normal standard for men includes wearing a jacket and tie, women should dress to a similar standard ensure you have all your documentation with you and it is in order if you are calling witnesses, ensure they have arrived and have been briefed about procedures and etiquette a transcript of all hearings is produced by State Reporting Bureau. In order to assist the court reporter, the Associate will ask for the correct spelling of the names of those appearing and the organisations/parties they represent. If desired, a copy of the transcript can be ordered from the court reporter. This is on a fee for service basis only those actually presenting submissions sit at the bar table. The parties involved in the proceedings can be represented by an agent (e.g. employer organisation, union, consultant) who has been appointed in writing using the approved form 22. Legal representation at the QIRC is only permitted with the consent of all parties to the proceeding or by leave of the Member where special circumstances permit (see s. 319) when the Member‟s associate enters and announces the arrival of the Member, all present stand up after the Member is seated, everyone else sits down the associate will formally announce the case and the Member will call for appearances starting with the applicants and then the respondents, each party appearing will stand and announce their appearance. For example: “If it pleases the Commission, my name is ………………. (surname and initial). I represent …………….. Appearing with me is ………………… (the names of anyone appearing with them).
in some cases, an outside party may consider that the outcome of the proceedings may impact on them and may request the Commission‟s permission to be heard as an intervene. In such cases, they will be required to explain and argue their right to be heard on the matter before submissions are presented. The actual parties to the case will have an opportunity to support or rebut any application for intervention. The Member will then determine whether or not to grant the request for leave to intervene in the case the Member will ask the parties to present submissions. Each party will have the opportunity to respond to other submissions at the conclusion of the hearing, the Member will hand down a decision from the bench (i.e. indicate if the agreement has been approved) or reserve the decision. In this latter case, the parties who appeared will be formally notified of the outcome.
Preparation and Presentation of Submissions
start by outlining the background to the case. Advise whether it is the first agreement or if it is to replace an existing agreement. Advise whether the agreement has been made with unions or whether it has been made directly between the employer and the employees. Advise if it is for a project or new business or an existing business give an overview of the history of the negotiations and consultation that occurred between the parties and demonstrate the “valid majority” requirements were met discuss benefits, including pay increases and establish that the “no disadvantage” test is satisfied (s. 16) cover other information as is required under s. 156 and the relevant regulations (i.e. outline the clause number for grievance procedures)to substantiate your case finally, request the Commission to certify the agreement.
APPENDIX 3 – Forms for Certified Agreements
Form 20 Version 2 Application for certification of agreement Industrial Relations Act 1999, section 156 (Form to apply for certification of an agreement) QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act 1999,s 156. (name of employer party, and ACN ) AND R.139(1)
(name of employee party or parties) (No.CA of 20…) APPLICATION FOR CERTIFICATION OF THE (TITLE OF AGREEMENT) - CERTIFIED AGREEMENT TO: The Industrial Registrar, Industrial Registry, Level 18, Central Plaza 2, 66 Eagle Street, (Corner Creek and Elizabeth Streets), Brisbane 4000, GPO Box 373, Brisbane Q 4001 Phone: (07) 3227 8060, Fax: (07) 3221 6074
THE AGREEMENT, attachment A, having been made under the Industrial Relations Act 1999 on , BETWEEN (day, month and year the last party signed it) (name of employer party) ACN AND
(other party or parties) All the parties to the agreement now seek certification of the agreement under chapter 6, part 1 of the Act. The information required under the Industrial Relations Regulations 2000, section 9 and any other information in support of the application is set out in the affidavit of (name of person swearing affidavit) which is the attachment marked B. (If there is or was a certified agreement or agreements covering all or some of the employees to be covered by the attached agreement the following information must also be given, regulation, section 9 (3) &amp; R.139(1)(d)) [Particulars of current or previous certified agreement(s) (a) (agreement name) (agreement number CA (b) (agreement name) (agreement number CA ) )
This agreement [replaces] [does not replace] the agreement(s) in (a), (b) etc above] Signed [by] [an behalf of] the applicant (print name) Dated: (day, month and year)
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Attachment A (See Chapter 6, part 1, of the Act, regulation, part 4 &amp; rules, part 10, in particular r.140)
End note: This agreement must be accompanied by an identical copy of the agreement on computer disk, r.140(i). If you want a copy of the filed agreement returned you must give an original and 3 copies to the industrial registry.
Attachment B I, (full name of person making affidavit) of (address) [make oath] [solemnly and sincerely affirm and title, office etc) declare] as follows – 1. I am [a] [the] [an] (position, , the deponent,
of (position, title, office etc) (organisation, corporation, association, business etc) and I am authorised under the Act and rules to make this affidavit.
2. The agreement, attachment A [is] [is not] [for a new business] [a project agreement] [or] [a multi-employer agreement]. 3. The agreement [is] [is not] made with [an (or: insert number of employee organisations that are parties)] employee organisation[s]. 4. [The full name[s] and addresses of the employee organisation[s] [is] [are] – ] 5. The employer, (full name of employer) of (address of employer) is in the (name of industry) 6. The name of the [relevant] [designated award] is the (name of award) 7. The [address] [addresses] at which the employees to be covered by the agreement [are] [are to be] employed [is] [are] below: (this information need not be given for State government employees) 8. The number of female employees to be covered by the agreement is (no. of female employees) 9. The number of male employees to be covered by the agreement is (no. of male employees) 10. The number of apprentices to be covered by the agreement is (no. of apprentices) 11. The number of trainees to be covered by the agreement is (no. of trainees) 12. The name and address of each employer to be bound by the agreement is (set out all names and addresses) 13. (This information must be given if the agreement is a project agreement and the project or proposed project has a principal contractor) [The principal contractor‟s name and address is (name and address of principal contractor)] 14. (If the agreement was negotiated for another person) [The person who negotiated the agreement was (full name and title, position, office etc of person who negotiated the agreement) of (organisation, corporation, association, business, department etc) and the person for whom it was negotiated was ] (full name and title, position, office etc of the person for whom the agreement was negotiated) of (organisation, corporation, association, business, department etc). industry. ACN (ACN number)
15. [The average percentage by which the wages of the employees to be covered by the agreement will increase under the agreement compared with wages before the agreement is (% increase) 16. [The average percentage by which the wages of the employees to be covered by the agreement will decrease under the agreement compared with wages before the agreement is (% decrease) 17. The nominal expiry date of the agreement is (for nominal expiry date see s 156(1)(e) of the Act). 18. The steps taken to ensure compliance with section 143 of the Act were: ] ]
19. (If applicable) [The steps taken to ensure compliance with section 144 were: ] 20. (For a project agreement under s 145 of the Act) [The person nominated by the „single bargaining unit‟ to represent the employee organisations in negotiations was (name of representative) and the steps taken to negotiate with the representative were ] 21. (For an agreement between the employer and the employees) [The employer did not coerce, or attempt to coerce, any relevant employee not to make a request to a relevant employee organisation to be represented by the employee organisation in negotiating with the employer about the agreement]. 22. (For an agreement between the employer and the employees) [The employer did not coerce, or attempt to coerce, any relevant employee into withdrawing a request made by the employee to a relevant employee organisation for the relevant employee organisation to represent the employee in negotiating the agreement]. 23. The procedures for preventing and settling disputes are set out in clause[s] (insert number of clause[s] or as the case may be) 24. The requirements for equal remuneration of employees under section [156(1)(l)] [or ] [156(1)(m)] have been met. 25. The agreement attached passes the no-disadvantage test under chapter 6, part 1, division 3 of the Industrial Relations Act 1999. 26. The further information in support of this application is (set out any other information supporting the application) I [swear] [affirm] that the facts set out above are true. (Signature) Deponent [SWORN] [AFFIRMED] by the deponent at (place) before me (Signature) [Justice of the peace] [commissioner for declarations] [lawyer] (other) (Last page) PARTICULARS OF THE EMPLOYER Name: Business address: Address for service: Phone number or contact phone number: Fax number (if any): E-mail address (if any):
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on (day, month and year)
[IF EMPLOYER HAS AN AGENT (An appointment of agent form must accompany this application, R 12(1)(l) Employer‟s agent‟s name: and corporation or business name: Agent‟s business address: Address for service: Phone: Fax: E-mail address (if any):]
PARTICULARS OF OTHER [PARTY] [PARTIES] (The following information must be provided. If there is more than 1 other party this information must be given for each other party except if the agreement is between an employer and the employees then - only particulars of the employees‟ representative should be given). Name: Position, title, office etc: (if applicable) Organisation, corporation, association, department business etc: (if applicable) Residential or business address: Address for service: Phone or contact phone number: Fax number: (if any) E-mail address (if any):]
Form 44 Version 2
Notice terminating a certified agreement under section 172(1) or Notice of intention to terminate a certified agreement under section 173(2) Industrial Relations Act 1999, sections 172(1) &amp; 173(2) (Form of notice under ss 172(1) &amp; 173(2))
R.144, R.144A
QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act 1999, ss 172(1) &amp; 173(2) (name of employer party) [AND] [(name[s] of employee organisation[s])] (No.CA of 20…) NOTICE [TO TERMINATE] [OF INTENTION TO TERMINATE] THE (TITLE OF AGREEMENT) - CERTIFIED AGREEMENT TAKE NOTICE that [I] [we] [the employer] [the parties] [to the agreement of] (or) [I, a representative of a valid majority of the employees bound by the agreement of] (day, month and year) Register No CA , [expiring on] [that expired on] , (agreement number and year) (day, month and year) give notice of [the termination] [intention to terminate] the agreement. Dated: Signatures [ (employer) (print name (or) [Signed for the employer by: – (signature) (print name) (position, title, office etc)] [AND] [Signed for the organisation by (signature of employee) (print name) (position, title, office etc) (or) [Signed for a valid majority of the relevant employees by (signature of employee representative) (print name) (position, title etc)
Witnesses In the presence of: (witness to sign) (print name)]
In the presence of: (witness to sign) (print name)
Form 32 Version 2
Application for decision about designated award for certified agreement or QWA Industrial Relations Act 1999, sections 163(2) &amp; 212(2) (Form for deciding the designated award for a certified agreement or QWA)
R.138 &amp; R.145
QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act 1999, ss 163(2), 212(2) (No. of 20…)
APPLICATION FOR DECISION ABOUT DESIGNATED AWARD FOR A [CERTIFIED AGREEMENT] [QUEENSLAND WORKPLACE AGREEMENT] TO: The Industrial Registrar, Industrial Registry, Level 18, Central Plaza 2, 66 Eagle Street, (Corner Creek and Elizabeth Streets), Brisbane 4000, GPO Box 373, Brisbane Q 4001 IN THE MATTER OF: a proposed [certified agreement] [Queensland Workplace Agreement (QWA)] between – ACN: (full name of employer) of (address) AND , [employee organisation(s)] (name(s) of employee organisation(s), or employee(s)) Application is made by [the employer] [employee organisation(s)] under section [163(2)] [(or) 212(2)] of the Act to the commission for a decision about the award that is appropriate for the purposes of deciding if a [certified agreement] [(or) QWA] passes the no-disadvantage test. The kind of work that the person [s] who [is] [are] under the proposed agreement [is] [are] engaged in is – (name of occupation or calling, or brief outline of the work performed) I nominate the, (name of award) as the award which regulates employment conditions of employees engaged in a similar kind of work as the person (s) under the [certified agreement] [QWA] and is the award that is appropriate for deciding if the [certified agreement] [QWA] passes the no-disadvantage test. Signed: (Signature of applicant) (Print name) (Position or title, office held etc) Dated: (day, month and year) , the employer
(Last page) PARTICULARS OF THE EMPLOYER Name: Business address: Applicant’s address for service: Employer‟s phone number or contact phone number: Employer‟s fax number (if any): Employer‟s e-mail address (if any): [IF APPLICANT HAS AN AGENT (An appointment of agent form must accompany this application, R 12(1)(l)) Applicant‟s agent‟s name: and corporation or business name: Agent‟s business address: Address for service: Phone: Fax: E-mail address (if any):] PARTICULARS OF OTHER PARTY[S] (The following information must be provided for an application concerning a certified agreement only. If there is more than 1 other party this information must be given for each other party except if the agreement is for a certified agreement between an employer and the employees then only particulars of the employees’ representative should be given). Name: Position, title, office etc: (if applicable) Organisation, corporation, association, department business etc: (if applicable) Residential or business address: Address for service: Phone or contact phone number: Fax number: (if any) E-mail address (if any):] [IF OTHER PARTY HAS AN AGENT Agent‟s name: and corporation or business name: Agent‟s business address: Address for service: Phone: E-mail address (if any):]
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