More awa information 10/7/97

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More awa information 10/7/97

As at 30 June, 545 AWAs covering 23 employers have been approved.

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As at 30 June, 545 AWAs covering 23 employers have been approved.

Approved AWAs cover 12 enterprises covering 100 or more employees, 5 enterprises employing between 20 and 99 employees, and 6 enterprises with less than 20 employees.

A further 1233 AWAs, covering 82 employers, are presently being assessed.

Examples of provisions in approved AWAs include:

  • employees entitled to accrue and take annual leave on a pro rata basis;
  • appointment and promotion provisions based on merit;
  • partially incapacitated employees undertaking rehabilitation, but who are fit for duty, to be provided with suitable alternative employment;
  • hours of work set as 8 or 12 hour shifts in order to allow 24 hour operations;
  • employees provided with opportunity to propose suggestions or inventions for the improvement of the business;
  • provision for workplace consultation on issues such as outsourcing, operational matters, career advancement/opportunities and information technology.

The Employment Advocate has also accepted undertakings from 9 employers in order to be sure that the relevant AWAs meet the no-disadvantage test. The following are examples of accepted undertakings:

  • for AWAs which provided that overtime remuneration would be based on agreement between the employer and the employees, an undertaking that the remuneration paid would be no less favourable than the relevant award;
  • in order to clarify an AWA which provided for working time arrangements different to the award, an undertaking was given that the employees’ ordinary hours of work would be 38 hours per work cycle, exclusive of meal breaks;
  • for AWAs which provided that employee entitlements could be varied at any time by agreement of the parties, an undertaking was given that any agreed changes would not result in a reduction in comparison with the entitlements under the relevant award;
  • for AWAs which introduced annualised salaries and removed penalty rates for weekend work while increasing the ordinary time rate of pay, an undertaking was given that employees would work only one Saturday or Sunday per fortnight and that overtime would be either non-existent or minimal.
 
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