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On 9 May 2013 the Coalition released its industrial relations policy (Policy). As the title suggests, in the Policy the Coalition has committed to improving the "Fair Work Laws" while largely retaining the existing industrial relations framework. The major areas for the proposed improvements relate to enterprise bargaining, regulation of unions, parental leave, workplace bullying and changes to individual flexibility agreements.
The Coalition proposes to establish a Paid Parental Leave Scheme under which mothers will be provided with 26 weeks of paid parental leave, at full replacement wage (capped at $150,000) or the national minimum wage (whichever is greater) plus superannuation. The paid parental leave will be paid directly to parents by the Government.
The Coalition proposes to reform the area of enterprise bargaining to curb unreasonable demands by unions and ensure that enterprise bargaining addresses productivity. Under the Policy, the Fair Work Commission (FWC) will only be able to approve protected industrial action applications where it is satisfied that:
The Coalition will also introduce changes to the regime governing negotiations for enterprise agreements for new projects, where there are no employees yet (Greenfields Agreements). The proposed changes will require "good faith bargaining" for such agreements and that the agreements be reached within 3 months of commencement of negotiations. If no agreement is reached by that time, the employer will be able to apply to the FWC for approval of the proposed Greenfield Agreement.
Individual Flexibility Arrangements (IFAs) are used to vary how the conditions specified in an employee award or enterprise agreement apply to a particular employee. IFAs apply in conjunction with the award or agreement.
The Coalition will lift the restrictions on the use of IFA's in enterprise agreements and extend the period of notice required to terminate an IFA from 28 days to 90 days. The "Better Off Overall Test" (BOOT Test) will continue to apply to ensure that employees are not disadvantaged by IFAs. The Coalition also proposes to amend the BOOT Test, in line with the Fair Work Review Panel recommendations, to account for non-monetary benefits.
In view of the recent HSU and AWU scandals, the Coalition proposes to tighten the regulation of unions by introducing financial disclosure and reporting rules and penalties for union officials modelled on the Corporations Act 2001 and ASX corporate governance rules. A new body - the Registered Organisations Commission - will also be established to regulate unions.
The Coalition supported the Government's recent amendments to the Fair Work Act 2009 (Act),which incorporated provisions dealing with workplace bullying and come into effect on 1 January 2014. However, the Coalition has indicated that it wants to amend these provisions to:
The Coalition has indicated that it will amend the union rights of entry provisions under the Act, which were recently expanded by the Government. These recent changes to the Act require employers to facilitate union transport and accommodation to remote areas and allow meetings in lunch and crib rooms, regardless of employees' wishes.
The Coalition proposes to restrict the current right of entry regime to allow unions to only have a right of entry if:
If a workplace is covered by a modern award or enterprise agreement that does not cover the union, the union will only have a right of entry if:
The Coalition's proposed changes will not impact union right of entry provisions to investigate breaches affecting their members, representing a member in a dispute or investigating health and safety breaches.
The FWC will have the power to resolve disputes regarding frequency of entry visits and enforcement of right of entry rules.
The Coalition will also:
The Coalition has also announced that it will be delaying the staged increase to compulsory superannuation from 9.5% to 12% by two years.
The Coalition has indicated in the Policy that it will ask the Productivity Commission to review the Act and make recommendations about how it may be improved before making any further significant changes.
The Coalition will not implement any recommendations of the Productivity Commission until after the next election. This is designed to attempt to neutralise industrial relations as an issue in the election.
If the Coalition wins the election this year, it proposes to introduce legislation giving effect to these amendments within the first 3 months of taking office.
Employers should be considering the changes to their industrial relations strategies for enterprise bargaining and dealing with unions, which may be required if the Coalition is successful in the upcoming election.
The ACCC has released its Compliance and Enforcement Priorities for 2020.
With significant regulatory change coming into effect the spotlight is staying firmly on
culture, ethics and regulatory compliance. An organisation’s social licence to operate
remains a priority...
Updated article: originally published as 'review of the regulatory and tax landscape for foreign investors.'