17.65 In addition to changes to the NES or where NES is not amended to provide for flexible work arrangements and family violent leave, ALRC believes that domestic violence clauses can play an important role in enterprise agreements and enhance the safety of workers who are victims of domestic violence. The inclusion of violence clauses in businesses would recognize and address the effects of domestic violence on workers and employment, create a foundation on which employers and workers can work together, and enforceable rights. The ACTU has always expressed concerns about the IFA about the inherently unequal bargaining power between an employee and his employer. We fear that workers in precarious situations, such as domestic violence. B, should only be placed in an even more unequal and unfair bargaining position if the IFA is the only mechanism for leave or flexible work arrangements in situations of domestic or domestic violence.  17.69 The ALRC recognizes that no domestic violence clause will be suitable for all jobs. These requirements must be clear and applicable, but the clauses must be flexible enough to allow businesses to meet their specific needs. This is why ALRC proposes the development of a series of standard family violence clauses. Understand your workplace rights and obligations under the Fair Work Act to this day! An enterprise agreement must contain the following conditions: 17.7 The Fair Work Act lists several categories of business that can, must or should be included in enterprise agreements: the Fair Work Act 2009 contains strict rules and guidelines that all parties must follow to ensure that the process is fair. These include negotiating guidelines, binding conditions to be introduced and requirements to meet Fair Labour Commission (FWC) authorisation standards.
Modern rewards cover an entire sector or profession and provide a safety net between minimum wage rates and employment conditions. Business agreements can be tailored to the needs of some companies. 17.23 Few stakeholders supported the use of the IFA as the most appropriate mechanism to combat domestic violence. However, some stakeholders have spoken out in favour of access to THE IFA in workplaces that are not covered by an enterprise agreement with a domestic violence clause.  For example, the stroke proposed:  Australian Services Union Victorian Authorities and Service Branch, CFV submission 10, April 4, 2011; Women`s Health Victoria, CFV submission 11, April 5, 2011; WEAVE, CFV filing 14, 5 April 2011; Redfern Legal Centre, CFV Depot 15, April 5, 2011; National Network of Women`s Centres for Work, CFV Model 20, April 6, 2011; Joint submission of domestic Violence Victoria e.a., CFV model 22, April 6, 2011; STROKE, CFV model 26, April 11, 2011; Australian Council of Trade Unions, CFV model 39, 13 April 2011; Australian Human Rights Commission, model CFV 48, 21 April 2011. 17.26 As a result, the ACCI has proposed amendments to the Fair Work Act to require at least „that the conditions in an AFI be no less favourable than the modern allocation clause/regulation.“ AccI stressed that „this does not create a new right, but puts in place an existing law that does not work as the government or Parliament had intended.“  If domestic violence is allowed to be allowed to be negotiated, this issue may be slow to negotiate, and where it is, only a better-paid labour force, with more bargaining power, will be able to negotiate this provision.  An enterprise agreement will enter into force seven days after the Approval of the Fair Work Commission or at a later date pursuant to the agreement.