Qcc2, I can assure you, that 90 days after the expiration of any EBA that has been agreed to AFTER the new IR laws took effect last March, it can be unilaterally terminated, with your employer then only legally having to comply with the five minimum conditions stated above.
Be very wary of signing up to anything, pay rise or not. Be aware of what you are exposing yourself to.
The rates of pay and conditions of any EBA that was signed up to PRIOR to the laws changing last March remain perpetually effective after its expiry, provided no new EBA is agreed to.
Consider this scenario: sign up for new EBA for 3 years, company includes possible sweetener of, say, 1% pay rise annually. 3 years hence, EBA expires, 90 days notice is given that it is being terminated. QF then give 90 days to sign up to an AWA with a total salary package of, say, $35 000 per annum, with a caveat that if this is not agreed to in the 90 day time frame, the salary on offer will then be $26 700 (federally mandated minimum wage). Instant saving for the company of roughly $14 million per annum in wage bills for long haul cabin crew alone.
Think they haven't thought about this? Why so keen to discuss EBAs all of a sudden? Anything to do with interest by private equity, who ruthlessly use every legal means available to them to slash costs, then sell the husk of the company that remains for a profit typically in a 5 to 6 year time frame.
Last edited by jaded boiler; 7th Dec 2006 at 11:28.