Ban On New Australian Workplace Agreements
March 20 2008 - Unions have welcomed the ban on new AWAs following the passage of
The ACTU said that banning new AWAs was an important first step towards the restoration of
Australian workers' rights taken away by the former Howard Government's Work Choices IR laws.
The ACTU is now calling on employers to respect the will of the Australian people and allow their
employees to get off lower paid or substandard Work Choices AWA and go onto union collective agreements.
ACTU Secretary Jeff Lawrence commented:
"For more than ten years the Liberals and Nationals promoted AWAs as a means to attack workers'
rights and drive down their pay and conditions.
"The Senate Report that was tabled this week confirmed that thousands of Australian workers lost
pay and conditions under Work Choices AWAs through the loss of public holiday pay, annual leave loading, shift
allowances, overtime pay, penalty rates, redundancy pay & other conditions. Official figures show:
- Nine in ten workers (89%) lost at least one formerly protected award condition under Work Choices AWAs.
- Three quarters of AWAs (75%) did not provide workers a guaranteed wage increase over the life of the agreement, some for up to five years.
- Almost one in three workers (31%) that were put onto AWAs lost their rest break entitlements.
- AWAs led to a wider pay gap between male and female workers.
- AWAs were inherently inefficient for businesses and provided no flexibility for employees.
"The Australian people voted overwhelmingly to get rid of Work Choices and to get rid of Australian Workplace Agreements (AWAs) at the last election.
"The passage of the Rudd Labor Govt's legislation today is an historic first step towards burying WorkChoices but the job is not over yet.
"Unions will continue to campaign for the complete dismantling of WorkChoices and for the establishment of a fair and balanced IR system that fully protects workers' rights.
"Unions are determined to achieve laws that provide workers with protection from unfair dismissal, the right to union membership and representation, collective bargaining rights, a strong safety net and access to a genuinely independent workplace umpire," said Mr Lawrence.