In this week’s Workplace Bulletin:

• Find out which terms you can and cannot include in an enterprise agreement!
• Quick Tip of the Week: Which of your employees will be legally allowed to request flexible work arrangements?
• Workplace Helpdesk Q and A: Paid parental leave
• Workplace Wackies: An unusual interview experience

Dear Reader,

Last week, the Bulletin showed you a 5 step process for making an enterprise agreement under the new Fair Work Act.

However, there are also certain rules about which terms can and cannot be included in an enterprise agreement.

Today, you will find out exactly what they are…

Enterprise agreements must contain:

• a nominal expiry date (this date must not be more than 4 years after the day on which Fair Work Australia approves the agreement);
• a dispute resolution term;
• a flexibility term (that enables individual employees to enter into flexibility arrangements); and
• a consultation term ensuring employers will consult with employees about major workplace changes.

Enterprise agreements cannot contain any content that:

• is discriminatory;
• is objectionable;
• excludes or modifies the application of the unfair dismissal provisions in the Fair Work Act;
• sets out right of entry provisions that are inconsistent with the law; and
• authorises industrial action prior to the nominal expiry date of the agreement.

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