According to OAS statistics, as of 31 December 2004, 1,410,900 people were covered by EU-certified agreements, 168,500 by non-unionised agreements and 421,800 and more than 21% by A.A. respectively. As of December 31, 2005, there were 1,618,200 under the Union Certified Agreements, 185,300 under non-union agreements and 538,200 Australian enterprise agreements.  Figures published in March 2005 by the Australian Bureau of Statistics show that hourly wages for workers in AWAs were 2% lower than workers` hourly wages in registered collective agreements, which were mainly negotiated by trade unions.  For women, AEAs paid 11% less per hour than collective agreements.  In the federal public service, the Department of Employment and Labour Relations reported that as of December 31, 2004, out of 124,500 permanent employees in the public and parliamentary service, 11,085 AWAs (for 1928 the Main Executive Service (SES), for which AWAs are mandatory and 9,157 other employees.  The remaining permanent staff were covered by 101 certified agreements as of 30 March 2005, including 70 trade union enterprise agreements and 31 non-union enterprise agreements.  For more information on the various employment contracts, see below. For certain conditions of employment in the state or territory, please contact the appropriate court. Understand your workplace rights and obligations under the Fair Work Act to this day! Although bonuses cover the minimum wage and the terms of a sector, enterprise agreements can cover specific agreements for a given company. Minimum conditions in the workplace may come from registered agreements, bonuses or legislation. Business agreements can be tailored to the needs of some companies. An agreement should be overall better for an employee when compared to the corresponding bonuses or rewards.
Enterprise agreements are enterprise-level agreements between employers and workers and their union on terms of employment. Learn more about registered agreements, including where to find one and how to find one. Test your knowledge of rewards and chords in our Workplace Basics Quiz. In April 2007, the Sydney Morning Herald reported that it had received unpublished government tables showing that 27.8% of the agreements had eliminated the conditions that were to be protected by law.   The tables were based on a sample of AWA agreements.  An Australian Labour Agreement (AWA) was a kind of formal agreement negotiated between an employer and a worker in Australia that existed from 1996 to 2009. Employers could propose an AWA as a condition of employment. They were registered by labour counsel and did not require a dispute resolution procedure. These agreements only worked at the federal level.
The AWAs were individual written agreements on the conditions of employment between the employer and the worker in Australia, in accordance with the 1996 Labour Relations Act. An AWA could repeal conditions of employment in national or territorial laws, with the exception of those relating to occupational health protection, workers` compensation or training agreements. An AWA only had to meet Australia`s highest standard of fair payment and minimum conditions. The agreements were not obligated to introduce effective dispute resolution procedures and could not contain prohibited content. The agreements were no more than five years old; approved, encouraged and registered by the Employment Agency; Excluding a premium and prohibited trade union actions with regard to the details of the agreement for the duration of the agreement. The introduction of AWA has been a highly controversial topic of labour relations in Australia. If a job has a registered contract, the premium does not apply. However: Fair Work Commission publishes enterprise agreements on this site.
These agreements allow employers to set employment conditions that are appropriate for their business.