Where modern awards offer basic employment standards for entire industries or trades, company agreements are tailor-made agreements that meet the needs of a given company. These collective agreements are concluded between employers and workers and generally concern working and employment conditions for all. Company agreements may be concluded between one or more employers and two or more workers with the representatives they have elected. They generally deal with a wide range of issues, including terms and conditions of employment, rates of pay and dispute resolution procedures. These agreements must not contain illegal content, such as discriminatory or indiscriminate conditions. The amendment proposed by CVSG Electrical had been approved by a majority of the 65 employees covered by the company agreement. The transition instruments based on the agreement include various individual and collective collective agreements that may have been concluded before 1 July 2009 under the former Workplace Relations Act 1996. These include individual temporary employment agreements (ITEAs) concluded during the transition period (1 July 2009-31 December 2009). These agreements will continue to serve as transitional instruments based on agreements until they are denounced or replaced. If an IFA does not comply with these conditions, it will nevertheless have an effect. It may, however, be contrary to the Fair Work Act 2009.
There are also strong safeguards that prevent a staff member from being overly influenced or pressured to contract an AFI. Penalties of up to US$13,320 for an individual and US$66,600 for a business may apply. The rate of pay of a worker under an undertaking agreement may not be lower than the corresponding rate of pay under the modern bonus which would apply to the worker or under a national provision of the minimum wage. Only one company agreement may apply at any time to an employee with respect to a particular job. However, if an employee has 2 jobs with 2 different employers, there may be different agreements that apply to the worker with respect to the different jobs. In this case, each job is treated separately when determining the employee`s claims, and each job can be covered by a separate agreement. . .
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