There are a number of reasons why an employer might consider an enterprise agreement, namely: under the Fair Work Act 2009, the following new enterprise agreements can be concluded: under the national industrial relations system, there are two categories of agreements: enterprise agreements are enterprise-level agreements between employers and workers and their union on employment conditions. The FwK plays an important role at all stages of an enterprise agreement: information on the process, evaluation and approval of agreements reached and the resolution of potentially employment disputes. Among the transitional instruments based on the agreement are various collective agreements and collective agreements that could be concluded before July 1, 2009 under the former Labour Relations Act 1996. These include transitional individual contracts (ITEAs) concluded during the “transition period” (July 1, 2009-December 31, 2009). These agreements will continue to function as transitional instruments based on agreements until they are denounced or replaced. A Greenfields agreement can be made for a real new business that a single employer or several employers are trying to create or create. This type of enterprise agreement must be concluded at least with a union before employing all persons covered by the agreement. Any union that is a party to the agreement must be able to represent the majority of the workers it covers. Before approving an enterprise agreement, the Fair Work Commission must ensure that approval of the agreement would not jeopardize the negotiations of one or more negotiators on a proposed enterprise agreement. No no. You can no longer enter into new individual agreements. The goal is to protect people from confrontation.
An enterprise agreement must include the following conditions: an IFA may be terminated either by a written agreement between the employer and the worker, or by the employer or worker by written notification.