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Australian Workplace Agreements - Information Seminars for Gippsland Employers

The federal Office of the Employment Advocate (OEA) is conducting a series of seminars across Victoria, in August and September, to tell employers about Australian workplace agreements (AWAs) and how they can help business.

By news@gippsland - 12th August 2003 - Back to News

Why should employers attend these seminars?

The Victorian Government recently passed legislation which is intended to extend federal award coverage to all Victorian businesses. This is called ‘common rule’.

Many businesses which have been award-free for the last ten years will be affected by this change. An AWA is a simpler alternative for employers and their employees, which, subject to approval by the OEA, completely replaces the award.

Why will a new Victorian law result in businesses being covered by federal awards?

In 1997 the Victorian Government referred its workplace relations powers to the Commonwealth. Since then, workplace relations in Victoria have been regulated by the federal Workplace Relations Act. Under this law, employees in businesses which have not made Certified Agreements or AWAs, and which are not already covered by a federal award, have had their employment conditions determined by a set of five minimum entitlements (annual leave, sick leave, a minimum rate of pay, maternity/paternity/adoption leave, and notice of termination).

The Victorian Government’s new law – the Federal Awards (Uniform System) Act – provides for federal awards to be applied as common rule awards in Victoria.

Why might an AWA be a good alternative?

An AWA does not have to be the same as the award which cover the employee in a particular business. An AWA can change award conditions, as long as, overall the employee is not disadvantaged. This means that the employer and the employee can agree on conditions that suit both the business and the employee.

An AWA can include flexible work arrangements to cater for business needs and also to help the employee balance their work and family responsibilities. The agreement can be written in plain English, rather than technical terms. And, it can be much shorter and simpler than the award.

An AWA is an individual agreement between the employer and an employee, so one must be lodged – with the OEA - for each employee.

About the ‘Office of the Employment Advocate’

The Office of the Employment Advocate helps employers and employees make AWAs. All AWAs must be lodged with the OEA for approval. The OEA checks that the employee is not disadvantaged. The OEA also promotes Freedom of Association – the right to belong, or not to belong, to a union or employer association - and encourages businesses to adopt better work and management practices.

The OEA’s mission is to help employers and employees achieve better workplaces.

Source: http://gippsland.com/

Published by: news@gippsland.com

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