Hello Redstone,
As I understand it, the DMM classification and associated conditions are covered by the ALAEA agreements/award. Is that correct?
If so:
Union membership is not compulsory, however, those DMMs that are not members are still covered and bound by the the abovementioned industrial instruments.
Therefore, regardless of whether a DMM is a member of the ALAEA, or if they regard themselves as 'management' , or even if they are, in fact, an extension of Big Ms(?) iron fist, they are obliged to work in accordance with the agreements in place.
If they are found to be doing otherwise, it would not be unreasonable to expect that the Australian Industrial Relations Commission should order them to work in accordance with the agreements in place.
Does the commission have any authority to fine individuals that continue to work contrary to their agreements or in defiance of AIRC orders?
Perhaps the DMM classification should be reviewed. Maybe it should no longer be covered by the ALAEA agreements. If some DMMs consider themselves to be management, perhaps they would be happier by severing all ties with the ALAEA and moving on to individual contracts?
What do you think?