Type of organization and coverage: Health industry workers Union members pay effectively for all workers to be represented in negotiations with their employer, so that the more financial staff members, the more your union must negotiate resources on your behalf. No no. You can no longer enter into new individual agreements. The goal is to protect people from confrontation. If your workplace enters into an enterprise agreement, these agreements may offer higher fees, but no less than what is provided for by the NES. Enterprise agreements can include a wide range of topics, such as. B: Although bonuses cover minimum wages and conditions for a sector, enterprise agreements can cover specific agreements for a given company. To have a say in what is being negotiated on your behalf, you must become a member of your union. However, the wage rate in the enterprise agreement will generally not be lower than the rate of pay in the modern bonus. Yes, yes. When an enterprise agreement is in effect, the modern premium that covers that employment no longer applies. Do you need a consultation on the agreement you are covering? If you are a member of your union, Health Services Union S/NT, you can contact the union or the Fair Work Ombudsman at: www.fairwork.gov.au/ enterprise agreements [sometimes called ENTERPRISE or company bargaining contracts] are enterprise-level agreements between employers and workers and their union on terms of employment.

Wage rates are not covered by the NES – they are shown as bonuses. It is illegal to pay an employee less than the mark-up rate. Enterprise agreements are negotiated between your union and your employer. Your union defends your interests if you are a member. Workers (excluding casual workers) are entitled to 4 weeks of annual leave and most shift workers receive 5 weeks of (paid) leave. Annual leave continues to be taken while a worker is on paid leave. 10 days of paid personal/guardian leave. A worker is also entitled to additional unpaid leave per person and two days of paid compassionate leave per occasion. Casual workers are entitled to unpaid leave. This means that, in principle, both parties must play fairly. A worker (after 12 months) is entitled to 12 months of unpaid parental leave and a second period of 12 months of unpaid leave.

The second application can only be dismissed on reasonable commercial grounds. The decision to dismiss the application is not verifiable under the NES, although the agreements may provide for a right to review that decision.