On a very serious note:
Submissions close on the employment relations amendment bill at the end of the month. this could be the single worst move by this government for their whole term IMOP. my key concerns are (aside from increased power for the unions in general):
- Obligation to continue to pay employee’s during partial strikes (for the time they spend striking)
- Obligation to conclude bargaining coupled with the employer’s right to opt-out being removed, therefore, the unions name the price, tell you you have a legal obligation to conclude bargaining, so like it or lump it.
- Obligation for an employee to provide information about a union to new employees - essentially encourage them to join.
- Option for an employee of a contractor to elect to transfer to employment under a new contractor at their discretion if the contract ends or is terminated for the original contractor if the work performed is similar. the example in the act is:
An airport operator enters into an agreement with an independent contractor to
provide food catering services at the airport.
Some time later, the agreement under which the independent contractor provides
those services expires or is terminated.
The airport operator then enters into an agreement with a second independent
contractor to provide food catering services at the airport.
Employees of the first independent contractor to whom section 69F applies may
elect to transfer to the second independent contractor.
Essentially as an employer, if you win a new contract, you could be lumped with a random bunch of employees who elect to transfer and remain in the same 'job'. I don't know that there are any opt-outs for the new employer. So if the employee is lazy, slovenly, unreliable, ineffective or for whatever reason not the ideal candidate for the job, you are still obligated to take them on.