The enterprise bargaining agreement, or EBA, is a critical document that outlines the terms and conditions of employment for employees covered by collective bargaining. In 2017, the Australian government made significant changes to the EBA framework which affected businesses and workers alike.
An enterprise bargaining agreement is a negotiated agreement between employees and their employer that sets out terms and conditions of employment. These agreements are negotiated between workers and their employers, or their respective representatives, such as unions.
In 2017, the Australian government made significant changes to the EBA framework. The changes required that EBAs meet a tough `Better Off Overall Test` (BOOT) to ensure that they were fair and provided real benefits to workers. This new test increased the standards that EBAs had to meet, ensuring that employees were not being exploited by their employers.
Additionally, there were changes made to the way disputes over EBAs were resolved. Previously, the Fair Work Commission had the power to make a ruling on an EBA dispute, but the 2017 changes required that disputes be resolved through a voting process, with a majority of employees required to agree to a settlement.
However, despite the intent to provide employees with better working conditions, critics of the new EBA framework have argued that the changes have made negotiations more difficult and slowed down the bargaining process. Some employers have also struggled to meet the higher standards set by the BOOT.
Despite challenges, the EBA remains an important tool for workers to negotiate their employment conditions. It’s crucial that both employers and employees understand their obligations and responsibilities under the new EBA framework to ensure fair negotiations take place.
Overall, the 2017 changes to the enterprise bargaining agreement framework aimed to ensure that employees are not exploited and are provided with fair and equitable working conditions. While the changes have been met with criticism and challenges, they remain an essential part of the workplace relations system and require careful consideration by both employers and employees.