Both agreements have been extended to non-parties and employers are obliged to make contributions under these agreements. This only reminds you of the current state of the agreements within the jurisdiction of the MEIBC. The dispute settlement agreement followed the administrative cost contract described above. However, in July 2017, NEASA became a party to a new dispute settlement agreement to allow members access to the MEIBC Dispute Resolution Centre. The new agreement required NEASA members to pay an increase in the dispute settlement tax. The extension of the old 2011 Administrative Costs Agreement replaced this new dispute settlement agreement and effectively reduced the dispute settlement tax to the 2011 rate. The current MEIBC “main agreement,” which governs terms of sale in this sector and has not been extended to non-parties, expires in July 2020. We expect negotiations on this agreement to begin in February 2020. NEASA will seek a mandate from members in early 2020 to prepare for these negotiations. As always, we will vigorously encourage the interests of employers in these negotiations. If these negotiations result in an anti-trade agreement between unions and other employers, we will again fight for such an agreement to be extended to our members. The last “new” administrative cost agreement, extended to non-parties, expired in 2015 and all attempts were either set aside or blocked.
As a result of recent amendments to the Labour Relations Act, which specifically served to limit NEASA`s ability to prevent the renewal of funding agreements, the Minister of Employment and Labour revived an old 2011 agreement and extended it to non-parties from 28 October 2019 for a period of 12 months. Therefore, according to our previous notification, members are again required to deduct and pay administrative taxes and litigation charges at 2011 rates. We asked the Department of Employment and Labour why this decision was being considered. When the agreement is published in the government scoreboard, it becomes legally binding for all employers working in the sector and for workers who fall within the scope of the main agreement. Hence the next important question. At present, there is no broad main agreement for NEASA members. The last extended agreement expired in 2011 and all subsequent extensions or attempts to extend were either cancelled during the review or prevented by NEASA from reaching even the Minister of Employment and Labour, the application itself having been cancelled. We believe that there is currently no chance of legitimately requesting the renewal of the main agreement that reaches the Minister of Employment and Labour without the support of NEASA.
The main contract is a collective agreement between employers` organisations and trade unions, which form the Council of Metallurgical and Mechanical Industries.