AWA gives employers and employees flexibility in setting wages and conditions and allows them to enter into agreements that are appropriate for their workplace and individual preferences. AWA provides the employer and employee with the opportunity to reach an agreement that best meets the specific needs of each employee. An existing employee cannot be forced to sign an AWA.  No. You can no longer enter into new individual agreements. This is meant to protect people from others. 1.58 Perhaps the answer to this question was given by one of the key witnesses to this inquiry, who reminded the Committee that the employment changes proposed by the government today and in the past are less results-oriented than process-oriented.  As the Committee has already noted during the discussion of numerous amendments to the Occupational Health and Safety Act, micro-regulation of labour law ensures that the process has become an end in itself; That tires must be skipped in a certain order so that employers are not tempted to look pragmatically at the responsibility they have to follow the line with the government in everything it is trying to achieve. 1.26 The average total weekly income of full-time adult non-executives whose salary was determined only by bonuses was $625.00. This compares to an average total weekly income of $904.00 for full-time adult non-executives whose salary was determined by collective agreements and a median total weekly income of $814.00 for full-time adult non-executives whose salary was determined by registered and non-registered individual agreements.  The Panel notes that the ABS figures do not distinguish between collective or other agreements, which are in part supported by procurement rules. Company agreements must have an expiry date of not more than four years from the date of approval of the agreement by the Fair Labour Board. 1.24 The Australian Bureau of Statistics collects and publishes data on the scope and scope of various agreements and on revenues.
Registered agreements are legal instruments and unregistered agreements are common law agreements. The ABS covers the most common methods of setting wages for all employees in May 2004 in the form of registered collective agreements (38.3 per cent), unregistered individual agreements (31.2 per cent) and only in the form of compensation (20.0 per cent). Unregistered collective agreements (2.6%) and registered individual contracts (2.4%) were the least common methods of wage setting. The remaining 5.4% of employees were cooperative owners of limited stories. A contract of employment differs in many respects from a common law contract of employment. According to OAS statistics, as at 31 December 2004, 1 410 900 persons were covered by agreements certified by the Union, 168 500 by non-unionised agreements and 421 800 or more than 21% by AWA. Until the 31st. In December 2005, this level increased to 1 618 200 under EU-certified agreements, 185 300 under certified non-unionised agreements and 538 200 Australian company agreements.  Figures published in March 2005 by the Australian Bureau of Statistics showed that hourly wages for workers in AWA were two per cent lower than hourly wages for workers with registered collective agreements, mainly negotiated by trade unions.
 For women, AWA paid 11% less per hour than collective agreements.  1.3 Since then, a declining proportion of the workforce has relied directly on industry-wide scholarships that provide a comprehensive set of wages and conditions by industry and provide the current safety net for the lowest-paid workforce. These are usually unskilled workers, but also part-time and casual workers, as well as skilled immigrant workers with poor English. A large number of employees depend indirectly on benefits and use them as a starting point for collective and individual agreements or, in the case of specific provisions, as default arrangements. .