Once the bargaining is over and the document is signed there is still work to be done to ensure that the ends are tied up. This begins the phase we call “living with the agreement”.
If this is the first agreement for your workplace then it is important to remember that union fees must be deducted from union members’ salary or wages and paid to the union concerned, if this requirement has not been bargained away in the collective agreement.
An employer may commit a breach of good faith if that employer passes on to non-union individual employees terms and conditions agreed to with a union if it is both done with the intent to undermine and has the effect of undermining the collective agreement.
A copy of the agreement must be delivered to the Chief Executive of the Department of Labour as soon as practicable.
|Does payroll know about any adjustments to wages/salaries?||y/n|
|Has everyone received information verbally or in writing about the changes?||y/n|
|Is training required for effective implementation?||y/n|
|Have you checked induction programmes are consistent with the changes?||y/n|
|Have you set down time for a mid-year review to monitor the progress of the new agreement?||y/n|
On the panel on the right side of the screen you can access information and resources to assist you to bring a considered close to the process of bargaining. This includes a sample template for a discussion about the type of workplace culture you want to establish into the future. You will also see contact details for lodging the copy of your completed collective employment agreement.