Fair Work Commission publishes enterprise agreements on this website. Enterprise agreements must correspond to 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. According to OAS statistics, as of 31 December 2004, 1,410,900 people were covered by EU-certified agreements, 168,500 by non-unionised agreements and 421,800 and more than 21% by A.A. respectively. As of December 31, 2005, there were 1,618,200 under the Union Certified Agreements, 185,300 under non-union agreements and 538,200 Australian enterprise agreements.  Figures published in March 2005 by the Australian Bureau of Statistics show that hourly wages for workers in AWAs were 2% lower than workers` hourly wages in registered collective agreements, which were mainly negotiated by trade unions.  For women, AEAs paid 11% less per hour than collective agreements.  Joint industrial councils are voluntary bargaining bodies for certain industries or parts of industries representative of employers and trade unions. If a board meets certain conditions, it may, under the Labour Relations Act, register with the labour tribunal as a joint industry council.
The rules of these councils must provide for the referral of disputes to the Council on the ground, before any trade union action. A registered JIC may ask the labour tribunal to appoint a president and a secretary to the Board. 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.  To avoid confusion and misunderstanding, it is important to ensure that the labour agreement contains all claims in the NES. Where a clause in an employment contract provides a less favourable right to a worker than the equivalent right in the NES, the law applies under the NES and can be enforced by the worker regardless of the terms of the contract. It is important to understand the difference between a common class agreement and an employment contract. While there is a common law contract when you mandate a worker, whether it is an oral or written contract, the term employment contract, as used in labour law, refers to a formal document containing certain clauses and formally submitted to a public authority. On March 19, 2008, the Senate passed a bill preventing the development of new AEAs and introducing provisions for the transfer of AWA workers into intermediate contracts.  The decision on whether or not to enter into an employment contract depends on the impact of the corresponding award on your company`s employment needs. Since formally filed employment contracts are instead of bonuses, employers are able to change certain premium conditions that do not meet the needs of their business, provided that workers are not financially worse off than the supplement. This can be particularly useful for dairy farmers, as this work is not part of the usual hours.