The employment contract may be based on an employment agreement between an employer and a group of employees or on sectoral bonuses. Employment contracts should also be distinguished from agreements with independent contractors. Enterprise agreements must have an expiry date of no more than four years from the date the Fair Work Commission approves the agreement. However, the wage rate in the enterprise agreement should not be lower than the rate of pay in the modern bonus. An employment contract will come into effect on the day of the submission (s347 (1)). It ceases to enter into force if it is lifted in accordance with Part 8, Section 9 of the Act, if it is replaced by another AWA or if the Court of Justice has quashed it (S347(4)). No no. You can no longer enter into new individual agreements. The goal is to protect people from confrontation. On March 19, 2008, the Senate passed a bill preventing the development of new AEAs and introducing provisions for the transfer of AWA workers into intermediate contracts.  When an employer intends to have an employment contract approved, it must take all reasonable steps to give a copy of the agreement to all eligible workers or grant them access to the agreement at least 7 days before the agreement is approved (s337(1)). In addition, the employer must take all appropriate measures to provide a statement of information to eligible workers at least 7 days before the contract is approved (s337 (2)). The information instruction is attached.
Although an enterprise contract offers a degree of flexibility, it should not exclude the minimum ten conditions of national employment standards: the trade union movement saw in the AWAs an attempt to undermine the power of trade unions in negotiating the wages and conditions of their members. The unions argued that the ordinary worker himself had little or no bargaining power to effectively negotiate an agreement with an employer, so that there is, of course, unequal bargaining power for the contract. For exceptional individuals in the workplace or in labour-shortage sectors, the labour movement argues that common law contracts are sufficient. They also believe that, while commercial law and common law provide for fairness and equality in negotiations, the AAEs were designed to reinforce the inequality between employers and workers in terms of pay and conditions. The ACTU`s policy has been to eliminate AWAs and establish collective 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. McDonalds is an interesting example of what can be done. In the McDonald`s case (2010), McDonald`s held meetings with staff to explain the new agreement, using a large number of meeting places to encourage participation, including the rental of movie theaters. The union, in agreement with McDonald`s, prepared summaries of the agreement that outlined the differences between the terms of the contract and the current terms. Staff were allowed to do certification work or access electronic versions and copies on warning signs.
Other meetings were organized by the union, during which explanations were given and questions were asked. Staff were also able to contact each state`s human resources department for clarification. The FWC decided that these were appropriate measures to ensure that the declaration was given appropriately, taking into account the needs of workers, including young people. 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 are recorded two per cent below wages