When reviewing the evidence, Full Bench was satisfied that the employer had taken appropriate steps to ensure that the agreement was explained to the workers. The documents prepared by the union and the employers were complete and detailed. There are no employees who vote on a Greenfield deal. This type of agreement must be signed by any employer and any relevant workers` organisation that covers it. Many employers have been prevented from participating in company negotiations because of the rigid rules that apply to the approval of company agreements. However, an amendment to the Fair Work Act 2009 (Cth) at the end of 2018 lowered the bar for agreements that must be approved by the FWC, despite “minor procedural or technical errors” regarding the prior authorisation steps or the Communication on Workers` Representation Rights (NERR), provided that the FWC is still satisfied that the agreement has been “actually agreed” by staff. The amendment was followed by a number of serious cases in which agreements were not “actually concluded” due to NERR failures, such as Uniline Australia Limited  FWCFB 4969 (see our employment warning) and SDAEA v ALDI Foods Pty Ltd  FCAFC 161 (see our employment warning)). While there are no longer legal individual contracts under the Fair Work Act 2009, workers and employers can enter into an Individual Flexibility Agreement (IFA) that varies the terms of a company agreement to meet the real needs of workers and employers. As a result, an employer may have informed some or all workers after the start of the access period of the date, place and method of voting on a case-by-case basis, but on a case-by-case basis the Fair Work Commission may not be satisfied that the employer has taken all appropriate measures before the start of the access period.  Any company agreement must include a period of flexibility providing for individual flexibility agreements. A registered agreement establishes the working conditions between an employee or group of workers and one or more employers. Penrhos College has applied for approval of a sole proprietory agreement known as the Penrhos College Teaching Staff Enterprise Bargaining Agreement 2012.
The Independent Education Union of Australia WA Branch did not support the approval of the agreement on the grounds that it was not approved by a valid majority of staff who voted validly. A bargaining agent or a union can ask the Fair Work Commission for power at a low price. The Fair Work Commission may introduce a poorly paid authorisation if it considers that it is in the public interest. In the first decision, the Commission decided to reject the request for approval of the proposed company agreement because the employers had not provided workers (inter alia) with a copy of national labour standards or a copy of the long leave legislation mentioned in the agreement. The Commission found that this was a breach of section 180(2) of the Fair Work Act. If an employer plans to ask workers to vote on the proposed agreement on Wednesday, February 25, 2015, the access period will run from Tuesday, February 17, 2015, midnight to Tuesday, February 24, 2015. For more information on how to negotiate in good faith and conduct best practice corporate negotiations, see the Fair Work Ombudsman Best Practice Guide – Improving workplace productivity in bargaining. . . .
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