Protection from costly claims for back pay and possible prosecution

Workplace Agreements can be utilised to mitigate the adverse effect of Industry based Awards and to enable flexibility in employment arrangements required to meet the demands of your business. Common law contracts have a very limited capacity to offset certain award provisions. Collective Agreements can unify standardise employment conditions throughout your business and remove the risk of having a common law contract proviso ruled unenforceable by a court or tribunal. The new labour Government has committed to the retention of non-union collective agreements. Employees have up to 6 years to lodge a claim for unpaid entitlements and the Office of Workplace Services (OWS) have been very active pursuing employers through the courts who do not comply with the legislative standards or the relevant award provisions. Protection from costly claims for back pay and possible prosecution