In the federal public service, the Department of Employment and Labour Relations reported that as of December 31, 2004, out of 124,500 permanent public and parliamentary employees, 11,085 AWAs (for 1928 Senior Executive Service (SES), for which AWAs are mandatory, and 9,157 other employees.  The remaining permanent staff were covered by 101 certified agreements as of 30 March 2005, including 70 trade union enterprise agreements and 31 non-union enterprise agreements.  The employment contract laws in Australia (AWAs) have changed. AWAs were work agreements between an employer and a single employee. Under the new laws that came into force in March 2008, only employers who already had AWA workers could enter into individual employment contracts with other workers. These agreements are now called individual transitional employment contracts (ITEAs) and could not be concluded until the end of 2009. When the original AEAs expire, the employer will no longer be able to use AWAs or ITEAs in the future. For more information, please see the enterprise agreements that must complete the “best overall test” (BOOT) compared to the corresponding premium. In reality, this means that the worker must turn better financially if he is at the end of the contract than he would have been under the premium. Yes, yes. The process is overseen by Fair Work Australia. One of the most important rules is what is called “good faith bargaining.” If a job has a registered contract, the premium does not apply.
But: 1.13 The role of the Commission and its rewards has developed to take into account the increasing emphasis on setting wages and conditions by the agreement in the workplace. It was inevitable that the Commission would limit the scope for arbitration, in accordance with these amendments, and the Commission itself had already acknowledged this earlier.  The way the Australian Bureau of Statistics counts these figures is not the most useful way to do so. When they do their rehearsals, each employee is divided into a single category, while… many or most workers have actually determined their wages and conditions through a combination of instruments. For example, if your wages and conditions are determined by a federal bonus and some kind of individual agreement, part of that agreement changes… [the ABS] would only be part of such a person in the category of individual contracting. [So] we don`t really know how to regulate the Australian labour market in a sophisticated way right now.  1.40 The most common condition of employment covered by AWAs is leave in 74% of agreements, followed by “family-friendly” provisions, such as parental leave or additional flexibility, where necessary for family-related contingencies. 1.26 The total weekly average earnings of full-time non-executive workers, whose earnings were set only by bonuses, was $625.00.