Source: http://www.austlii.edu.au/au/legis/cth/num_act/wratfwfa2008679/sch1.html
Timestamp: 2017-07-25 09:19:55
Document Index: 174777167

Matched Legal Cases: ['art 1', 'art 8', 'art 7', 'art 7', 'art 7', 'art 14', 'art 14', 'art 8', 'art 2']

WORKPLACE RELATIONS AMENDMENT (TRANSITION TO FORWARD WITH FAIRNESS) ACT 2008 (NO. 8, 2008) - SCHEDULE 1
Workplace agreements and the no-disadvantage test
Part 1 -- Main amendments Workplace Relations Act 1996 1 Section 326 Repeal the section, substitute: 326 Individual transitional employment agreements (1) An employer may make an agreement (an individual transitional
employment agreement or ITEA ) in writing with a person whose employment will
be subject to the agreement. (2) The agreement is not an ITEA unless: (a) as at 1 December 2007 the employer employed at least one person
whose employment with that employer was regulated by an agreement of a kind
specified in subsection (3); and (b) the person whose employment is to be subject to the ITEA: (i) did not commence that employment more than 14 days before the day on
which the ITEA was made, and had not previously been employed by the employer;
or (ia) did not commence that employment more than 14 days before the day
on which the ITEA was made, and had previously been employed by the employer
(not being employment that had ceased for the reason that, or for reasons that
included the reason that, the employer would re‑employ the person under
an ITEA); or (ii) is in an employment relationship with the employer and that
employment relationship is regulated by an ITEA or an agreement of a kind
specified in subsection (3). Note: Subsection 583(1A)
affects the operation of paragraph (2)(b) in the case of a transmission
of business. (3) The kinds of agreements for the purposes of paragraph (2)(a)
and subparagraph (2)(b)(ii) are the following: (a) an AWA within the meaning of Schedule 7A; (b) a pre‑reform AWA; (c) a preserved individual State agreement within the meaning of
Schedule 8; (d) an employment agreement within the meaning of section 887. (4) The fact that a period of work performed by a casual employee has
ended does not of itself bring an end to the employee's employment
relationship with the employer for the purposes of
subparagraph (2)(b)(ii). (5) An ITEA may be made before the commencement of the employment. 2 Division 5A of Part 8 Repeal the Division, substitute: Division 5A -- The no‑disadvantage test Subdivision A -- Preliminary 346B Definitions (1) In this Division: "designated award" , for an employee or employees whose employment is or may
be subject to a workplace agreement, means an award determined by the
Workplace Authority Director under section 346H, and includes an award
taken to be so designated in relation to the employee or employees under
section 346G (unless a different award has been designated in relation to
the employee or employees under section 346H). "industrial instrument"
means any of the following: (a) a pre‑reform AWA; (b) a pre‑reform certified agreement (within the meaning of
Schedule 7); (c) a workplace determination; (d) a section 170MX award (within the meaning of Schedule 7); (e) an old IR agreement (within the meaning of Schedule 7); (f) a preserved State agreement. "reference instrument" has the meaning given by subsection 346E(1). "relevant collective instrument" has the meaning given by subsection 346E(2). "relevant general instrument" has the meaning given by subsection 346E(4). (2) Unless the contrary intention appears, this Division (other than
sections 346K and 346L and Subdivision D) applies to a workplace
agreement as varied under Division 8 in a corresponding way to the way in
which it applies to a workplace agreement. 346C Application of Division to workplace agreements (1) The obligations imposed on the Workplace Authority Director by this
Division in relation to a workplace agreement apply irrespective of whether
the workplace agreement is yet to operate, is in operation or has ceased to
operate. (2) For the purposes of applying this Division to a workplace agreement
that has ceased to operate: (a) a reference to an employee whose employment is subject to the
workplace agreement is taken to include a reference to an employee whose
employment was at any time subject to the workplace agreement; and (b) a reference to a person or organisation who is bound by the
workplace agreement is taken to include a reference to a person or
organisation who was at any time bound by the workplace agreement. (3) For the purposes of applying this Division to a workplace agreement,
a reference to an employee whose employment is subject to the workplace
agreement is, so far as the context permits, taken to include a reference to a
person whose employment may at a future time be subject to the workplace
agreement. Subdivision B -- The no‑disadvantage test 346D When does an agreement pass the no‑disadvantage test? (1) An ITEA passes the no‑disadvantage test if the Workplace
Authority Director is satisfied that the ITEA does not result, or would not
result, on balance, in a reduction in the overall terms and conditions of
employment of the employee whose employment is subject to the agreement under
any reference instrument relating to the employee. (2) A collective agreement passes the no‑disadvantage test if the
Workplace Authority Director is satisfied that the agreement does not result,
or would not result, on balance, in a reduction in the overall terms and
conditions of employment of the employees whose employment is subject to the
agreement under any reference instrument relating to one or more of the
employees. (2A) For the
purposes of subsection (1) or (2): (a) a law of a State or Territory that: (i) relates to long service leave; and (ii) immediately before the agreement was lodged, applied to an employee
referred to in that subsection, or would have applied to such an employee if
he or she had been employed by the employer at that time; is taken, to the extent that it provides for long service leave, to be a
reference instrument relating to the employee; and (b) if, apart from this subsection, the only reference instrument
relating to the employee is a designated award for the employee--the
designated award is to be disregarded to the extent (if any) that it provides
for long service leave. (3) An employee collective agreement or a union collective agreement is
taken to pass the no‑disadvantage test if: (a) it does not meet the requirements of subsection (2); but (b) the Workplace Authority Director is satisfied that, because of
exceptional circumstances, approval of the agreement would not be contrary to
the public interest. (4) An example of a case where the Workplace Authority Director may be
satisfied that the requirements in paragraph (3)(b) are met is where
making the agreement is part of a reasonable strategy to deal with a
short‑term crisis in, and to assist in the revival of, the employer's
business. (5) If the Workplace Authority Director decides under
subsection (3) that an agreement is taken to pass the
no‑disadvantage test, the Workplace Authority Director must publish his
or her reasons for the decision on the Workplace Authority's website. (6) An ITEA is taken to pass the no‑disadvantage test if there is
no reference instrument in relation to the employee whose employment is
subject to the agreement. (7) A collective agreement is taken to pass the no‑disadvantage
test if there is no reference instrument in relation to any of the employees
whose employment is subject to the agreement. (8) To avoid doubt, if there is a reference instrument in relation to
one or more, but not all, of the employees whose employment is subject to a
collective agreement: (a) in a case where the agreement passes the no‑disadvantage test
under subsection (2)--it passes the test in relation to all employees
whose employment is subject to the agreement; or (b) in a case where the agreement does not pass the
no‑disadvantage test under subsection (2)--it does not pass the
test in relation to any employees whose employment is subject to the
agreement. Note 1: In addition to the
no‑disadvantage test, the Australian Fair Pay and Conditions Standard
prevails over a workplace agreement to the extent to which the Australian Fair
Pay and Conditions Standard provides a more favourable outcome for the
employee or employees--see section 172. Note 2: This section applies to a
workplace agreement as varied under Division 8 in a corresponding way to
the way in which it applies to a workplace agreement--see subsection 346B(2). Note 3: See subsection 346J(1) for how the
Workplace Authority Director makes decisions under this section. 346E Reference instruments etc. (1) A reference instrument is: (a) in relation to an employee whose employment is subject to an ITEA: (i) any relevant collective instrument; or (ii) any relevant collective instrument and any relevant general
instrument, to the extent that the instruments operate concurrently; or (iii) if there is no relevant collective instrument--any relevant
general instrument; or (iv) if there is no relevant collective instrument or relevant general
instrument--any designated award; for the employee; or (b) in relation to employees whose employment is subject to a collective
agreement: (i) any relevant general instrument; or (ii) if there is no relevant general instrument--any designated award; for one or more of the employees. (2) A relevant collective instrument , for an employee whose employment
is subject to a workplace agreement, is an instrument of a kind specified in
subsection (3): (a) that regulates, or would but for an ITEA, pre‑reform AWA or
AWA (within the meaning of Schedule 7A) having come into operation
regulate, any term or condition of employment of persons engaged in the same
kind of work as that performed or to be performed by the employee under the
workplace agreement; and (b) that was binding, or would but for an ITEA, pre‑reform AWA or
AWA (within the meaning of Schedule 7A) having come into operation have
been binding, on the employee's employer immediately before the day on which
the workplace agreement was lodged. (3) The kinds of instruments for the purposes of subsection (2) are
any of the following: (a) a collective agreement; (b) a pre‑reform certified agreement (within the meaning of
Schedule 7); (c) an old IR agreement (within the meaning of Schedule 7); (d) a preserved collective State agreement (within the meaning of
Schedule 8); (e) a workplace determination; (f) a section 170MX award (within the meaning of Schedule 7). (4) A relevant general instrument , for an employee whose employment is
subject to a workplace agreement, is an instrument of a kind specified in
subsection (5): (a) that regulates, or would but for a workplace agreement or another
industrial instrument having come into operation regulate, any term or
condition of employment of persons engaged in the same kind of work as that
performed or to be performed by the employee under the workplace agreement;
and (b) that was binding, or would but for a workplace agreement or another
industrial instrument having come into operation have been binding, on the
employee's employer immediately before the day on which the workplace
agreement was lodged. (5) The kinds of instruments for the purposes of subsection (4) are
any of the following: (a) an award; (b) a common rule in operation under Schedule 6; (c) a transitional Victorian reference award (within the meaning of
Part 7 of Schedule 6); (d) a transitional award (within the meaning of Schedule 6), other
than a Victorian reference award (within the meaning of that Schedule), to the
extent that the award regulates excluded employers in respect of the
employment of employees in Victoria; (e) a notional agreement preserving State awards (within the meaning of
Schedule 8). 346F Agreements to be tested as at lodgment date (1) In deciding whether a workplace agreement passes, or does not pass,
the no‑disadvantage test, the Workplace Authority Director must consider
it as in existence or operation (as the case may be) immediately after
lodgment. (2) In deciding whether a workplace agreement as varied passes, or does
not pass, the no‑disadvantage test, the Workplace Authority Director
must consider it as in existence or operation (as the case may be) immediately
after the variation was lodged. (3) If a variation to a workplace agreement is lodged before the
Workplace Authority Director has decided whether the agreement passes the
no‑disadvantage test under section 346D: (a) the Workplace Authority Director must consider the workplace
agreement and the workplace agreement as varied as part of the same process;
and (b) to avoid doubt, the Workplace Authority Director must consider, and
make a separate decision in respect of, both the workplace agreement and the
workplace agreement as varied. (4) For the purposes of applying subsection 346D(1) or (2), assume that
the employment relationship of the employee or employees referred to in either
of those subsections was in existence immediately before the day on which the
ITEA or collective agreement was lodged. 346G Designated awards--before a workplace agreement or variation is
lodged (1) The Workplace Authority Director may, on application by an employer,
determine that an award is a designated award for an employee or class of
employees of the employer. (2) The Workplace Authority Director may make a determination under this
section only if the Workplace Authority Director is satisfied that: (a) the employee or employees are or may be employed in an industry or
occupation in which the terms and conditions of the kind of work performed or
to be performed by the employee or employees: (i) are usually regulated by an award; or (ii) would, but for a workplace agreement or another industrial
instrument having come into operation, usually be regulated by an award; and (b) unless there is a designated award for the employee or employees,
there would be no reference instrument relating to the employee or employees;
and (c) there is an award that satisfies the requirements specified in
subsection (4). (4) An award or awards determined by the Workplace Authority Director
under this section: (a) must be an award or awards regulating, or that would, but for a
workplace agreement or another industrial instrument having come into
operation, regulate, terms or conditions of employment of employees engaged in
the same kind of work as the work performed or to be performed by the employee
or employees; and (b) must, in the opinion of the Workplace Authority Director, be an
award or awards that would be appropriate for the purpose referred to in
paragraph 346H(3)(b) if a workplace agreement or a variation of a workplace
agreement were lodged; and (c) must not be an award that regulates the terms and conditions of
employment in a single business only (being the single business specified in
the award). (5) An award determined under this section in relation to an employee or
employees is taken to be the designated award determined by the Workplace
Authority Director under section 346H in relation to the employee or
employees if the employer later lodges a workplace agreement, or a variation
of a workplace agreement, in relation to the employee or the employees. (6) Despite subsection (5), the Workplace Authority Director may
determine under section 346H that another award is a designated award in
relation to the employee, or in relation to some or all of the employees, if: (a) the Workplace Authority Director becomes aware of information that
was not available to the Workplace Authority Director at the time of the
determination under subsection (1); and (b) the Workplace Authority Director is satisfied that, had that
information been available to the Workplace Authority Director at that time,
the Workplace Authority Director would have determined under
subsection (1) the other award to be the designated award. (7) The Workplace Authority Director may determine different awards
under subsection (1) in relation to different employees. (8) In this section, a reference to an employee or employees of an
employer includes a reference to a person or persons who may become an
employee or employees of the employer. (9) A determination made under this section is not a legislative
instrument. 346H Designated awards--after a workplace agreement or variation is
lodged (1) This section applies to a workplace agreement if: (a) in the case of an ITEA--there is no relevant collective instrument
or no relevant general instrument in relation to the employee whose employment
is subject to the ITEA; or (b) in the case of a collective agreement--there is no relevant general
instrument in relation to an employee or class of employees whose employment
is subject to the collective agreement; or (c) a variation of the workplace agreement is lodged and: (i) if the workplace agreement is an ITEA--there is no relevant
collective instrument or no relevant general instrument in relation to the
employee whose employment is subject to the ITEA as varied; or (ii) if the workplace agreement is a collective agreement--there is no
relevant general instrument in relation to an employee or class of employees
whose employment is subject to the collective agreement as varied. (2) The Workplace Authority Director must determine that an award is a
designated award for the employee or employees referred to in
subsection (1), if the Workplace Authority Director is satisfied that: (a) on the date of lodgment of the agreement or variation (as the case
requires), the employee or employees are or would be employed in an industry
or occupation in which the terms and conditions of the kind of work performed
or to be performed by the employee or employees: (i) are usually regulated by an award; or (ii) would, but for a workplace agreement or another industrial
instrument having come into operation, usually be regulated by an award; and (b) there is an award that satisfies the requirements specified in
subsection (3). (3) An award or awards determined by the Workplace Authority Director
the same kind of work as the work performed by the employee or employees under
the workplace agreement concerned; and (b) must, in the opinion of the Workplace Authority Director, be
appropriate for the purpose of deciding whether a workplace agreement, or a
workplace agreement as varied, passes the no‑disadvantage test; and (c) must not be an award that regulates the terms and conditions of
the award). (4) The Workplace Authority Director may determine different awards
under subsection (2) in relation to different employees. (5) A determination made under this section is not a legislative
instrument. 346HA Effect of State awards etc. For the purposes of paragraphs 346G(2)(a) and 346H(2)(a), an industry or
to be performed by an employee are usually regulated by an award is taken to
include an industry or occupation in which the terms and conditions of the
kind of work performed or to be performed by the employee: (a) were, immediately before the reform commencement, usually regulated
by a State award, or would, but for an industrial instrument or a State
employment agreement having come into operation, usually have been so
regulated immediately before the reform commencement; or (b) are usually regulated by any of the following instruments: (i) a transitional Victorian reference award (within the meaning of
Part 7 of Schedule 6); (ii) a common rule in operation under Schedule 6; (iii) a transitional award (within the meaning of Schedule 6) other
employment of employees in Victoria; or would, but for a workplace agreement or an industrial instrument having
come into operation, usually be so regulated. 346J Matters taken into account when testing agreement etc. (1) In deciding under section 346D, 346Q or 346Z whether a
workplace agreement, or a workplace agreement as varied, passes, or does not
pass, the no‑disadvantage test, the Workplace Authority Director: (a) must have regard to the work obligations of the employee or
employees under the workplace agreement; and (b) may inform himself or herself in any way he or she considers
appropriate including (but not limited to) contacting any of the following: (i) the employer; (ii) the employee, or some or all of the employees, whose employment is
subject to the workplace agreement; (iii) a bargaining agent in relation to the agreement; (iv) in the case of a union collective agreement or a union greenfields
agreement--the organisation or organisations bound by the agreement. (2) In deciding whether to determine that an award is a designated award
in relation to an employee or employees of an employer, the Workplace
Authority Director may inform himself or herself in any way he or she
considers appropriate including (but not limited to) contacting any of the
following: (a) the employer; (b) the employee or employees; (c) if the determination would be made under section 346H--a
bargaining agent in relation to the agreement; (d) if the determination would be made under section 346H in
relation to a union collective agreement or a union greenfields agreement--the
organisation or organisations bound by the agreement. Subdivision C -- Agreements that operate from approval,
and variations of agreements 346K Application of this Subdivision (1) This Subdivision applies to a workplace agreement that is: (a) an ITEA to which subparagraph 326(2)(b)(ii) applies; or (b) an employee collective agreement; or (c) a union collective agreement; or (d) a multiple‑business agreement that would be an employee
collective agreement or a union collective agreement but for subsection
331(1). (2) This Subdivision also applies to any variation of a workplace
agreement under Division 8. 346L Applying the no‑disadvantage test (1) If a workplace agreement to which this Subdivision applies is lodged
with the Workplace Authority Director under Division 5, the Workplace
Authority Director must decide under section 346D whether the agreement
passes the no‑disadvantage test. (2) If a variation of a workplace agreement under Division 8 is
lodged with the Workplace Authority Director under that Division, the
Workplace Authority Director must decide under section 346D whether the
agreement as varied passes the no‑disadvantage test. 346M Workplace Authority Director must notify of decision (1) If the Workplace Authority Director decides under section 346D
that the agreement passes the no‑disadvantage test, then: (a) the Workplace Authority Director must notify the following of the
decision: (i) the employer in relation to the agreement; (ii) if the agreement is an ITEA--the employee whose employment is
subject to the ITEA; (iii) if the agreement is a union collective agreement or a
multiple‑business agreement that would be a union collective agreement
but for subsection 331(1)--the organisation or organisations bound by the
agreement; and (b) the notice must also state that the agreement comes into operation
on the seventh day after the date of issue specified in the notice. (2) If the Workplace Authority Director decides under section 346D
that the agreement does not pass the no‑disadvantage test, then: (a) the Workplace Authority Director must notify the following of the
agreement; and (b) the notice must also: (i) state that the agreement has not come into operation because it does
not pass the no‑disadvantage test; and (ii) contain advice as to how the agreement could be varied to pass the
no‑disadvantage test. (3) If subsection 346F(3) requires the Workplace Authority Director to
consider, and make a separate decision in respect of, both a workplace
agreement and the workplace agreement as varied, the notice under this section
must deal with both agreements. (4) A notice under this section: (a) must be in writing; and (b) must specify the date of issue of the notice. Note: Section 346ZH
requires the employer to inform the employees concerned of the contents of the
notice in relation to a collective agreement. 346N Agreement does not pass no‑disadvantage test (1) If the Workplace Authority Director decides under section 346D
that the agreement does not pass the no‑disadvantage test, the employer
who is bound by the agreement may lodge a variation of the agreement with the
Workplace Authority Director. (2) For the purposes of subsection (1), Division 8 does not
apply to the variation of an agreement, except for sections 367, 368,
368A, 372, 373 and 374, paragraph 377(1)(b) and section 380A. 346P Lodging of variation documents with the Workplace Authority
Director (1) An employer lodges a variation with the Workplace Authority Director
under section 346N if: (a) the employer lodges a declaration under subsection (2); and (b) a copy of the variation is annexed to the declaration. (2) An employer lodges a declaration with the Workplace Authority
Director if: (a) the employer gives it to the Workplace Authority Director; and (b) it meets the form requirements mentioned in subsection (3). Note: Sections 137.1 and 137.2 of the Criminal Code create offences for
providing false or misleading information or documents. (3) The Workplace Authority Director may, by notice published in the
Gazette , set out requirements for the form of a declaration for the purposes
of paragraph (2)(b). (4) A declaration is given to the Workplace Authority Director for the
purposes of subsection (2) only if the declaration is actually received
by the Workplace Authority Director. Note: This means that
section 29 of the Acts Interpretation Act 1901 (to the extent that it
deals with the time of service of documents) and section 160 of the
Evidence Act 1995 do not apply to lodgment of a declaration. 346Q Workplace Authority Director must test varied agreement (1) If an employer lodges a variation of a workplace agreement under
section 346N, the Workplace Authority Director must decide under this
section whether the workplace agreement as varied passes the
no‑disadvantage test set out in section 346D. (2) If the Workplace Authority Director decides under
subsection (1) that a workplace agreement as varied passes the
no‑disadvantage test, or that it does not pass the no‑disadvantage
test, the Workplace Authority Director must notify the following of the
decision: (a) the employer in relation to the workplace agreement; (b) if the workplace agreement is an ITEA--the employee whose employment
is subject to the ITEA; (c) if the agreement is a union collective agreement, or a
agreement. (3) The notice must be in writing and must specify: (a) the date of issue of the notice; and (b) if the workplace agreement as varied passes the
no‑disadvantage test--that the agreement as varied will come into
operation on the seventh day after the date of issue specified in the notice;
and (c) if the workplace agreement as varied does not pass the
no‑disadvantage test--that the agreement has not come into operation
because it does not pass the no‑disadvantage test. Note 1: Section 346ZH requires the
employer to inform the employees concerned of the contents of the notice under
this section in relation to a collective agreement. Note 2: See subsection 346J(1) for how the
Workplace Authority Director makes decisions under this section. 346R Operation of section 346N variations If: (a) an employer lodges a variation of a workplace agreement under
section 346N; and (b) the Workplace Authority Director decides under subsection 346Q(1)
that the agreement as varied passes the no‑disadvantage test set out in
section 346D; the agreement as varied comes into operation on the seventh day after the date
of issue specified in the notice under section 346Q that advises the
agreement as varied passes the no‑disadvantage test. Subdivision D -- Agreements that operate from lodgment 346S Application of this Subdivision This Subdivision applies to a workplace agreement that is: (a) an ITEA to which subparagraph 326(2)(b)(i) or (ia) applies; or (b) a union greenfields agreement; or (c) an employer greenfields agreement; or (d) a multiple‑business agreement that would be a union
greenfields agreement or an employer greenfields agreement but for subsection
331(1). Note: Subdivision C, and
not this Subdivision, will apply to a variation of any of these workplace
agreements under Division 8. 346T Applying the no‑disadvantage test If a workplace agreement to which this Subdivision applies is lodged with the
Workplace Authority Director under Division 5, the Workplace Authority
Director must decide under section 346D whether the agreement passes the
no‑disadvantage test. 346U Workplace Authority Director must notify of decision (1) If the Workplace Authority Director decides under section 346D
that the agreement passes the no‑disadvantage test the Workplace
Authority Director must notify the following of the decision: (a) the employer in relation to the agreement; (b) if the agreement is an ITEA--the employee whose employment is
subject to the ITEA; (c) if the agreement is a union greenfields agreement or a
multiple‑business agreement that would be a union greenfields agreement
agreement. (2) If the Workplace Authority Director decides under section 346D
subject to the ITEA; (iii) if the agreement is a union greenfields agreement or a
agreement; and (b) the notice must also contain advice as to how the agreement could be
varied to pass the no‑disadvantage test. (3) If subsection 346F(3) requires the Workplace Authority Director to
notice in relation to a collective agreement. 346V Agreement does not pass no‑disadvantage test--agreement not
in operation If: (a) the Workplace Authority Director decides under section 346D
that the agreement does not pass the no‑disadvantage test; and (b) the agreement is not in operation in relation to any employee
immediately before the date of the decision; the employee or employees whose employment was at any time subject to the
agreement are, on and from the seventh day after the date of issue specified
in the notice under section 346U in relation to the agreement, entitled
to any compensation payable to the employee or employees under
section 346ZG. 346W Agreement does not pass no‑disadvantage test--agreement in
operation (1) This section applies if: (a) the Workplace Authority Director decides under section 346D
that the agreement does not pass the no‑disadvantage test; and (b) the agreement is in operation immediately before the date of the
decision. (2) The employer who is bound by the agreement may: (a) lodge a variation of the agreement with the Workplace Authority
Director; or (b) in the case of an employer greenfields agreement--lodge a variation
of the agreement by giving to the Workplace Authority Director a written
undertaking in relation to the agreement. (3) If the employer does not take the action referred to in
subsection (2) within the relevant period in relation to the agreement,
then at the end of that period: (a) the workplace agreement ceases to operate; and (b) the employee or employees whose employment was at any time subject
to the agreement are, after the end of the relevant period in relation to the
agreement, entitled to any compensation payable to the employee or employees
under section 346ZG. (4) Despite subsection (3), if: (a) because of subsection 346F(3), the Workplace Authority Director
considered, and made a separate decision in respect of, both the workplace
agreement and the workplace agreement as varied; and (b) the agreement did not pass the no‑disadvantage test, but the
agreement as varied passed the no‑disadvantage test; the agreement as varied continues in operation, and the employee or employees
whose employment was at any time subject to the agreement, whether before or
after the variation was lodged, are, after the end of the relevant period in
relation to the agreement, entitled to any compensation payable to the
employee or employees under section 346ZG. (5) For the purposes of paragraph (2)(a), Division 8 does not
368A, 372, 373 and 374, paragraph 377(1)(b) and section 380A. (6) For the purposes of paragraph 2(b), Division 8 does not apply
to an undertaking given to the Workplace Authority Director in relation to an
employer greenfields agreement. (7) In this section: "relevant period" , in relation to a workplace agreement, means: (a) the period of 30 days beginning on the seventh day after the date of
issue specified in the notice under section 346U in relation to the
workplace agreement; or (b) if a longer period is prescribed by the regulations for the purposes
of this paragraph--that period; or (c) if the period referred to in paragraph (a) or (b) is extended
under subsection (8) in relation to the workplace agreement--the period
as extended. (8) The Workplace Authority Director may extend the period referred to
in paragraph (7)(a) or (b), as the case requires, in relation to a
particular workplace agreement in circumstances prescribed by the regulations.
346X Lodging of variation documents with the Workplace Authority
Director (1) An employer lodges a variation with, or gives an undertaking to, the
Workplace Authority Director under section 346W if: (a) the employer lodges a declaration under subsection (2); and (b) a copy of the variation or undertaking is annexed to the
declaration. (2) An employer lodges a declaration with the Workplace Authority
of paragraph (2)(b). The requirements may be different for variations and
undertakings. (4) A declaration is given to the Workplace Authority Director for the
Evidence Act 1995 do not apply to lodgment of a declaration. 346Y Operation of section 346W variations (1) A variation of an agreement under paragraph 346W(2)(a) comes into
operation when the variation is lodged with the Workplace Authority Director
under that subsection in accordance with section 346X. (2) A variation of an employer greenfields agreement by way of an
undertaking under paragraph 346W(2)(b) comes into operation when the
undertaking is given to the Workplace Authority Director under that paragraph
in accordance with section 346X. (3) For the purposes of this Act, an undertaking given by an employer to
the Workplace Authority Director under paragraph 346W(2)(b) in relation to an
employer greenfields agreement is taken to be a variation of the agreement
lodged by the employer under section 346W. 346Z Workplace Authority Director must test varied agreement (1) If an employer lodges a variation of a workplace agreement under
section 346W, the Workplace Authority Director must decide under this
no‑disadvantage test set out in section 346D. Note: See subsection
346J(1) for how the Workplace Authority Director makes decisions under this
section. (2) If the Workplace Authority Director decides under
is subject to the ITEA; (c) if the agreement is a union greenfields agreement, or a
no‑disadvantage test: (i) that the workplace agreement continues in operation; and (ii) that the workplace agreement was varied by way of a variation or a
written undertaking, as the case may be; and (iii) that the employee or employees whose employment is, or was at any
time, subject to the workplace agreement are, on and from the seventh day
after the date of issue specified in the notice, entitled to any compensation
payable to the employee or employees under section 346ZG; and (c) if the workplace agreement as varied does not pass the
no‑disadvantage test: (i) that, if the workplace agreement was in operation immediately before
the seventh day after the date of issue specified in the notice--the agreement
ceases to operate on that day; and (ii) that the employee or employees whose employment was at any time
subject to the workplace agreement are, on and from that day, entitled to any
compensation payable to the employee or employees under section 346ZG. Note: Section 346ZH
notice under this section in relation to a collective agreement. 346ZA Effect of decision on no‑disadvantage test (1) If the Workplace Authority Director decides under subsection 346Z(1)
that a workplace agreement as varied passes, or does not pass, the
no‑disadvantage test: (a) if the workplace agreement passes the no‑disadvantage test--it
continues in operation; and (b) if the workplace agreement does not pass the no‑disadvantage
test--it ceases to operate on and from the seventh day after the date of issue
specified in the notice under section 346Z in respect of the workplace
agreement; and (c) the employee or employees whose employment is, or was at any time,
subject to the agreement are, on and from that day, entitled to any
compensation payable to the employee or employees under section 346ZG. Note: Even though the
workplace agreement has been varied so that it passes the
no‑disadvantage test, compensation may be payable in respect of the
period when the agreement did not pass the no‑disadvantage test. (2) Paragraphs (1)(a) and (b) do not apply if the workplace
agreement is not in operation in relation to any employee immediately before
the date of the decision. 346ZB Employment arrangements that apply if a workplace agreement
ceases to operate because it does not pass no‑disadvantage test (1) This section applies if, on a particular day (the cessation day ), a
workplace agreement (the original agreement ) ceases to operate under
section 346W or 346ZA because the original agreement does not pass the
no‑disadvantage test. (2) The employer and the employee or employees who were bound by the
original agreement immediately before the cessation day are taken, on and from
the cessation day, to be bound by: (a) the instrument or instruments that, but for the original agreement
having come into operation, would have bound the employer and the employee or
employees on and from the cessation day; or (b) if there is no instrument of a kind referred to in
paragraph (a) in relation to the employer and one or more of the
employees--the designated award in relation to that employee or those
employees. Note 1: A workplace agreement binds all
persons whose employment is, at any time when the agreement is in operation,
subject to the agreement (see paragraph 351(b)). A collective agreement may
therefore bind an employer in relation to existing and future employees. Note 2: See section 601D for the
employment arrangements that would apply in a transmission of business
context. (3) If the original agreement is a workplace agreement as varied under
Division 8, the workplace agreement as in force before the variation was
lodged is, despite section 346ZE, capable of being an instrument
described in paragraph (2)(a). (4) An instrument that has ceased to operate in relation to an employee
or employees is capable of being an instrument described in
paragraph (2)(a) only if the reason it ceased to operate was because the
original agreement came into operation in relation to the employee or
employees. (5) In this section: "instrument" means any of the following: (a) a workplace agreement; (b) an award; (c) a workplace determination; (d) an employment agreement within the meaning of section 887; (e) a pre‑reform certified agreement (within the meaning of
Schedule 7); (f) a common rule continued in operation under Schedule 6; (g) a transitional Victorian reference award (within the meaning of
Part 7 of Schedule 6); (h) a transitional award (within the meaning of Schedule 6) other
than a Victorian reference award (within the meaning of that Schedule) to the
employment of employees in Victoria; (i) a section 170MX award (within the meaning of Schedule 7); (j) an old IR agreement (within the meaning of Schedule 7); (k) a preserved State agreement (within the meaning of Schedule 8);
(l) a notional agreement preserving State awards (within the meaning of
Schedule 8). 346ZC Effect of section 346ZB in relation to instruments If, because of the operation of section 346ZB, an employer and an
employee or employees, as the case requires, are taken to be bound by an
instrument, the instrument is taken, despite any other provision of this Act,
to operate again, or to have effect again, as the case requires, in relation
to the employer and the employee or employees, on and from the cessation day. Note 1: The following provisions operate
in a similar way for other instruments: (a) subclause
3(5A) of Schedule 7 (pre‑reform certified agreements); (b) subclause
25(4) of Schedule 7 (section 170MX awards); (c) subclause
28(5) of Schedule 7 (old IR agreements). Note 2: An award has no effect in relation
to an employee while a workplace agreement operates in relation to the
employee (see section 349), but once the workplace agreement has ceased
to operate, the award is capable of operating again. 346ZD Redundancy provisions and section 394 undertakings (1) This section applies if, on a particular day (the cessation day ), a
no‑disadvantage test. (2) If, immediately before the day on which the original agreement was
lodged, the employer was bound, under a designated provision relating to the
agreement, by a redundancy provision in relation to an employee whose
employment was subject to the original agreement, the employer is taken: (a) to be bound, under the designated provision, by the redundancy
provision in relation to the employee on and from the cessation day; and (b) to continue to be so bound until the earliest of the following: (i) the end of the period of 24 months beginning on the first day on
which the employer became bound, under the designated provision, by the
redundancy provision; (ii) the time when the employee ceases to be employed by the employer; (iii) the time when another workplace agreement comes into operation in
relation to the employee and the employer. (3) If, immediately before the day on which the original agreement was
lodged, the employer was bound by an undertaking under subsection 394(1) in
relation to an employee whose employment was subject to the original
agreement, the employer is taken: (a) to be bound under section 394 by the undertaking in relation to
the employee on and from the cessation day; and (b) to continue to be so bound until the earlier of the following: (i) the time when the employee ceases to be employed by the employer; (ii) the time when another workplace agreement comes into operation in
relation to the employee and the employer. (4) In this section: "designated provision" , in relation to a workplace agreement, means any of
the following: (a) section 399A; (b) clause 6A of Schedule 7; (c) clause 20A of Schedule 7; (d) clause 21A of Schedule 8; (e) clause 21D of Schedule 8; that, after the agreement is terminated, continues the effect of a redundancy
provision that was included in the agreement. "redundancy provision" means a redundancy provision within the meaning of any
of the following: (a) section 399A; (b) clause 6A of Schedule 7; (c) clause 20A of Schedule 7; (d) clause 21A of Schedule 8; (e) clause 21D of Schedule 8. 346ZE Operation of workplace agreements A workplace agreement that has ceased to operate because it does not pass the
no‑disadvantage test can never operate again. Note: This rule is
subject to subsection 346ZB(3), which deals with the situation where a
workplace agreement as varied under Division 8 does not pass the
no‑disadvantage test. 346ZF Regulations may make provision for operation of provisions of
revived instruments The regulations may make provision for and in relation to the operation of
instruments that are taken to bind an employer and employees because of the
operation of section 346ZB. Subdivision E -- Entitlement to compensation 346ZG Employee is entitled to compensation in respect of
no‑disadvantage test period (1) This section applies to an employee who is entitled to compensation
under this section on and from a particular day because a workplace agreement
to which Subdivision D applies that was binding on the employee's employer did
not pass the no‑disadvantage test. Note 1: Sections 346V, 346W and 346ZA
specify the day on which an employee's entitlement to compensation takes
effect. Note 2: An employee may be able to recover
compensation even where a workplace agreement that initially does not pass the
no‑disadvantage test is varied so that it subsequently passes the
no‑disadvantage test--see section 346ZA. (2) If the amount worked out under paragraph (a) is less than the
amount worked out under paragraph (b), the employer must pay to the
employee the amount of the shortfall: (a) the total value of the entitlements to which the employee was
entitled, under the workplace agreement, and under any other applicable law,
agreement or arrangement that operated in conjunction with the workplace
agreement, in respect of one or more periods of employment during the
no‑disadvantage test period for the workplace agreement; (b) the total value of the entitlements to which the employee would have
been entitled, in respect of one or more periods of employment of the employee
during the no‑disadvantage test period, worked out in accordance with
the assumptions set out in subsection (3). (3) For the purposes of working out the total value of the entitlements
to which the employee would have been entitled, in respect of one or more
periods of employment of the employee during the no‑disadvantage test
period, it is to be assumed that, during that period or those periods of
employment: (a) the employee's employment was subject to: (i) the instrument or instruments that, but for the workplace agreement,
would have bound the employer in relation to that period or those periods of
employment of the employee; or (ii) if there is no such instrument--the designated award in relation to
the employee; and (b) the employer was bound, under a designated provision relating to the
agreement, by a redundancy provision that, but for the workplace agreement
having come into operation, would have bound the employer in relation to the
employee; and (c) the employer was bound under section 394 by any undertaking
that, but for the workplace agreement having come into operation, would have
bound the employer in relation to the employee; and (d) the employee's employment was subject to any other applicable law,
agreement or arrangement that would have operated in conjunction with the
instrument or instruments referred to in subparagraph (a)(i), or the
designated award referred to in subparagraph (a)(ii), as the case
requires. (4) An employer breaches this section if the employer does not pay to
the employee the amount of the shortfall calculated under subsection (2)
within whichever of the following periods is applicable: (a) if the employee is entitled to compensation because of the operation
of section 346V in respect of the workplace agreement--the period of 14
days beginning on the seventh day after the date of issue specified in the
notice under section 346U in relation to the workplace agreement; (b) if the employee is entitled to compensation because of the operation
of section 346W in respect of the workplace agreement--the period of 14
days beginning at the end of the relevant period (within the meaning of
section 346W) in relation to the workplace agreement; (c) if the employee is entitled to compensation because of the operation
of section 346ZA in respect of the workplace agreement--the period of 14
notice under section 346Z in relation to the workplace agreement. Note: Compliance with
this section is dealt with in Part 14--this section is an applicable
provision within the meaning of section 717. (5) In this section: "designated provision" has the same meaning as in section 346ZD. "instrument" has the same meaning as in section 346ZB. "no-disadvantage
test period" , in relation to a workplace agreement, means: (a) the period: (i) beginning on the day on which the workplace agreement was lodged;
and (ii) ending on the day on which the workplace agreement ceased to
operate (whether because of the operation of this Division or otherwise); or (b) if the workplace agreement is continued in operation because of the
operation of subsection 346W(4) or section 346ZA--the period: (i) beginning on the day on which the workplace agreement was lodged;
and (ii) ending on the day on which the variation of the workplace agreement
was lodged under section 346W or, if the workplace agreement had been
varied before that day in such a way as to pass the no‑disadvantage
test, on that earlier day. "redundancy provision" has the same meaning as in section 346ZD. Subdivision F -- Civil remedy provisions 346ZH Employer must notify employees (1) An employer that has received a notice under section 346M,
346Q, 346U or 346Z in relation to a collective agreement must take reasonable
steps to ensure that all persons whose employment is subject to the agreement
when the employer receives the notice are given a copy of the notice as soon
as practicable. (2) Subsection (1) is a civil remedy provision. Note: See
Division 11 for provisions on enforcement. 346ZJ Employer not to dismiss etc. employee because agreement does not
pass the no‑disadvantage test (1) An employer must not: (a) dismiss an employee; or (b) threaten to dismiss an employee; if the sole or dominant reason for the employer dismissing, or threatening to
dismiss, the employee is that a workplace agreement does not, or may not, pass
the no‑disadvantage test. (2) Subsection (1) is a civil remedy provision. Note 1: An employee may still be entitled
to compensation under section 346ZG if his or her workplace agreement
does not pass the no‑disadvantage test. Note 2: A contravention of
subsection (1) is enforceable by a workplace inspector--see
Division 11 for provisions on enforcement. (3) In proceedings alleging a contravention of subsection (1) it is
presumed that the employer's sole or dominant reason was that the workplace
agreement did not, or may not, pass the no‑disadvantage test, unless the
employer proves otherwise. Note: Division 3 of
Part 14 contains other provisions relevant to civil remedies. 346ZK Other remedies for the contravention of section 346ZJ (1) The Court, on application by an eligible person, may make one or
more of the following orders in relation to an employer who has contravened
subsection 346ZJ(1): (a) an order requiring the employer to pay a specified amount to the
employee as compensation for damage suffered by the employee as a result of
the contravention; (b) any other order that the Court considers appropriate. Note: The employee may
still be entitled to compensation under section 346ZG if his or her
workplace agreement does not pass the no‑disadvantage test. (2) The orders that may be made under paragraph (1)(b) include: (a) injunctions; and (b) any other orders that the Court considers necessary to stop the
conduct or remedy its effects. (3) In this section: "eligible person" means any of the following: (a) a workplace inspector; (b) an employee affected by the contravention; (c) an organisation of employees that: (i) has been requested in writing, by the employee concerned, to apply
on the employee's behalf; and (ii) is entitled, under its eligibility rules, to represent the
industrial interests of the employee in relation to work carried on by the
employee for the employer; (d) a person prescribed by the regulations for the purposes of this
paragraph. (4) A regulation prescribing persons for the purposes of
paragraph (d) of the definition of eligible person in
subsection (3) may provide that a person is prescribed only in relation
to circumstances specified in the regulation. 3 Subsection 347(1) Repeal the subsection, substitute: (1) A workplace agreement comes into operation at whichever of the
following times is applicable: (a) for an ITEA to which subparagraph 326(2)(b)(i) or (ia) applies, a
union greenfields agreement, an employer greenfields agreement or a
multiple‑business agreement that would be such an agreement but for
subsection 331(1)--the day the agreement is lodged; (b) for an ITEA to which subparagraph 326(2)(b)(ii) applies, an employee
collective agreement, a union collective agreement or a
subsection 331(1)--the seventh day after the date of issue specified in the
notice under subsection 346M(1) or 346Q(2) in relation to the agreement. 4 After section 347 Insert: 347A Whether certain non‑compliance affects the operation of a
workplace agreement (1) Despite section 347, a workplace agreement does not come into
operation unless the requirements in Division 2 and section 340 have
been met in relation to the agreement. (2) However, failure to comply with any or all of the following in
relation to a workplace agreement: (a) the requirements in Division 3; (b) the requirements in Division 4 (apart from section 340); (c) the requirements in section 342; does not prevent the agreement coming into operation. Note: Under
Division 11, penalties apply to a person who contravenes a civil remedy
provision in Division 3 or 4 or section 342. 4A Section 349 Before "An award", insert "(1)". 4B At the end of section 349 Add: (2) Despite subsection (1), if: (a) a person's employment is subject to a workplace agreement; and (b) but for the workplace agreement, an award would have effect in
relation to the person's employment; the terms of the award have effect to the extent that they are about outworker
conditions, despite any terms of the workplace agreement that provide, in a
particular respect, a less favourable outcome for that person. (3) In this section: "outworker" means an employee who, for the purposes of the business of the
employer, performs work at private residential premises or at other premises
that are not business or commercial premises of the employer. "outworker
conditions" means conditions (other than pay) for outworkers, but only to the
extent necessary to ensure that their overall conditions of employment are
fair and reasonable in comparison with the conditions of employment specified
in a relevant award or awards for employees who perform the same kind of work
at an employer's business or commercial premises. 5 Before paragraph
352(1)(a) Insert: (aa) in the case of an ITEA: (i) if a date is specified in the agreement as its nominal expiry date,
and that date is no later than 31 December 2009--that specified date; or (ii) otherwise--31 December 2009; or (ab) in the case of an employee collective agreement or a union
collective agreement that is taken to pass the no‑disadvantage test
under subsection 346D(3): (i) if a date is specified in the agreement as its nominal expiry date,
and that date is no later than the second anniversary of the seventh day after
the date of issue specified in the notice under subsection 346M(1)--that
specified date; or (ii) otherwise--the second anniversary of the seventh day after the date
of issue specified in the notice under subsection 346M(1); or 6 At the end of subsection 352(1) Add: Note: Subsection 346D(3)
is about workplace agreements that are taken to pass the no‑disadvantage
test because of exceptional circumstances. 7 Before paragraph 352(2)(a) Insert: (aa) in the case of an ITEA--the earlier of the following dates: (i) the date specified in the agreement as varied as its nominal expiry
date; (ii) 31 December 2009; or (ab) in the case of an employee collective agreement or a union
under subsection 346D(3)--the earlier of the following dates: (i) the date specified in the agreement as varied as its nominal expiry
date; (ii) the second anniversary of the seventh day after the date of issue
specified in the notice under subsection 346M(1); or 8 Sections 354 and 355 Repeal the sections. 9 Subsections 380(1) and (2) Repeal the subsections, substitute: (1) A variation to a workplace agreement under this Division comes into
operation on the seventh day after the date of issue specified in the notice
under subsection 346M(1) in relation to the agreement as varied. 10 At the end of Subdivision D of Division 8 Add: 380A Whether certain non‑compliance affects the operation of a
variation (1) A variation to a workplace agreement does not come into operation
unless the requirements in Subdivision A and section 373 have been met in
relation to the variation. (2) However, failure to comply with any or all of the following in
relation to a variation to a workplace agreement: (a) the requirements in Division 3; (b) the requirements in Subdivision B of this Division (apart from
section 373); (c) the requirements in section 375; does not prevent the variation coming into operation. Note: Under
provision in Division 3, Subdivision B of this Division or
section 375. 11 Section 393 Repeal the section, substitute: 393 Unilateral termination of ITEA with 90 days written notice (1) This section applies whether or not an ITEA provides for a manner of
terminating the agreement after its nominal expiry date. (2) Any of the following persons may terminate the ITEA by lodging a
declaration in accordance with section 395: (a) the employer in relation to the ITEA; (b) the employee whose employment is subject to the ITEA; (c) a bargaining agent at the request of the employer or the employee. Note: Sections 137.1 and 137.2 of the Criminal Code create offences for
providing false or misleading information or documents. (3) However, this may be done only if the nominal expiry date of the
ITEA has passed. (4) At least 90 days before the lodgment, and after the nominal expiry
date of the ITEA has passed, the person intending to lodge the declaration
must take reasonable steps to ensure that: (a) written notice of the termination is given to: (i) if the employer, or a bargaining agent at the employer's request, is
intending to lodge the declaration--the employee; or (ii) if the employee, or a bargaining agent at the employee's request,
is intending to lodge the declaration--the employer; and (b) if the person giving the notice is the employer in relation to the
ITEA, or is a bargaining agent doing so at the request of the employer--a
written copy of the undertakings (if any) made by the employer under
section 394 is given to the employee. (5) The notice must: (a) state that the ITEA is to be terminated; and (b) specify the day on which the person proposes to lodge the notice;
and (c) be in the form (if any) that the Workplace Authority Director
requires by notice published in the Gazette ; and (d) contain the information (if any) that the Workplace Authority
Director requires by notice published in the Gazette ; and (e) if the person giving the notice is the employer in relation to the
ITEA, or is a bargaining agent doing so at the request of the employer--state
whether the parties to the ITEA will, under section 399A, continue to be
bound by one or more redundancy provisions included in the ITEA; and (f) if the parties to the ITEA will continue to be so bound--include an
annexed copy of the provision or the provisions. (6) A person contravenes this subsection if: (a) the person lodges a declaration to terminate an ITEA under
subsection (2); and (b) the person failed to comply with subsection (4) or (5). Note: See
Division 11 for provisions on enforcement. (7) Subsection (6) is a civil remedy provision. 12 After Subdivision D of Division 9 of Part 8 Insert: Subdivision DA -- Termination by the Commission 397A Termination by the Commission (1) The Commission may, by order, terminate a collective agreement that
has passed its nominal expiry date on application under subsection (2) if
it is satisfied that it would not be contrary to the public interest to
terminate the agreement. (2) Any of the following persons may apply for an order under
subsection (1): (a) the employer; (b) a majority of the employees whose employment is subject to the
agreement; (c) an organisation of employees that is bound by the agreement. (3) In deciding whether it would be contrary to the public interest to
terminate the agreement, the Commission must have regard to all circumstances
of the case, including: (a) the views of each party bound by the agreement (including the
employees) about whether it should be terminated; and (b) the circumstances of each such party, including the likely effect on
each such party of the termination of the agreement. 13 Section 398 Repeal the section, substitute: 398 Whether a termination takes effect if certain non‑compliance
occurs (1) Failure to comply with the requirements in Division 3 in
relation to a termination does not prevent the termination taking effect. (2) Failure to comply with any or all of the following: (a) the requirements in Subdivision B (apart from sections 382 and
386); (b) the requirements in section 388; does not prevent a termination of a kind mentioned in paragraph 381(1)(a)
taking effect. (3) However, a termination of that kind does not take effect unless the
requirements in sections 382 and 386 have been met in relation to the
termination. (4) Failure to comply with any or all of the requirements in subsections
392(4) and (5) and 393(4) and (5) does not prevent a termination of a kind
mentioned in paragraph 381(1)(b) taking effect. 14 Section 399 Repeal the section. Part 2 -- Transitional matters Workplace Relations Act 1996 15 After Schedule 7 Insert: AustLII: Copyright Policy