An enterprise agreement sets out the conditions of employment of workers covered by the agreement. It is negotiated through a premium security network to help employers and workers define working conditions that will support their needs. If you are a party to a signed enterprise agreement, you must apply for SAET authorization within 21 days for SAET to approve it. After approval, the agreement will enter into force. The information and tools available on the Commission`s website will be useful in reaching an agreement. SAET`s role is to approve the agreement if it meets the specific requirements of the Fair Work Act 1994. SAET may also reconcile or give instructions when parties are working to negotiate an agreement. A party to an enterprise agreement may apply for authorization, registration or employment with SAET. If your agreement has been reached and you have completed the corresponding forms, click here to find out how to apply. Some enterprise agreements offer an alternative to the salaries and conditions set by the award. Others refer to certain attribution conditions and set other conditions. To view the official copy of an enterprise agreement, please contact SAET Registry. – 5,529 applications for approval of enterprise agreements have been submitted to the FWC.

– the number of applications for enterprise agreements was lower than in previous years. Electronic copies of the following enterprise agreements are provided by the parties and should not be classified as official versions. The official version of the agreement is a signed and sealed copy of the Commission`s Act, which is generally available for public consultation. The employer has taken action on harassment complaints based on the content of the report. – For the first time, the FWC has published data on the results of general protection claims with dismissal: the Federal Court of Australia (FCA) has ordered Hail Creek Coal Pty Ltd (Hail Creek), a subsidiary of Rio Tinto, to pay $1,300,000 in compensation (plus interest) for adverse measures against an injured worker. Although the infringements have been authorized, this decision shows that the FWO and the courts are interested in closing the gap between franchisors and franchisees in the event of a violation of the FW Act, particularly with respect to workers` rights. – Most wrongful dismissal claims have been settled by both monetary and non-monetary methods. – About 36 applications (0.0024%) led to the applicant`s reinstatement. This is an interesting statistic that considers reintegration as a primary means of combating unjustified dismissals.- Where a payment of money was part of a transaction as part of the conciliation procedure: as an operator of drilling equipment, the employee had the competence to work on a large number of devices (dozer, wired tractors, Grader and Benne).

Share This