If an existing employee refuses to sign an AWA an employer is well within their rights to offer no further wage increases until the employees wage is equal to the minimum wage or Australian Pay and Classification Scale for their role.
Not quite correct if the employee is already on an AWA with that employer. Depending on the wording of the "current" AWA (pre-workchoices), it remains in force "until it is replaced". End of story. Employers MUST continue to pay as per the AWA, even though it may be after it's nominal expiry date. I believe that's what the OWS is on to in this case.
This is different from the more draconian Workchoices AWAs, where the words are "until replaced or terminated". "terminated" can be by unilateral action by the employer (or employee for that matter) with 90 days notice and no recourse.
I haven't seen any instances where the implementation of an AWA has meant an improvement of standards for the employee concerned.
Agree wholeheartedly with that, at least in the aviation industry.
