An enterprise agreement sets out the minimum conditions of employment between one or more employers and their employees or a group of employees. The agreement may either be isolated from another arbitration decision or may include certain conditions of the parents` price. Pro`s collective agreement guarantees a level playing field of contractual relationship and fair compensation. It is important to understand the difference between a common class agreement and an employment contract. While there is a common law contract when you mandate a worker, whether it is an oral or written contract, the term employment contract, as used in labour law, refers to a formal document containing certain clauses and formally submitted to a public authority. A contract is a verbal or written agreement between two or more people to take or refrain from taking action. A legally enforceable contract is a contract in which the parties (or all) parties to the agreement offer value to the other party or party. For example, if you take your car to a repair shop to repair it, you usually enter into a legally enforceable contract with the shop. The repairman is committed to repairing your car, which is a value for you. They agree to pay for the work they do, which is a value for the company. Fair Labour Laws, which came into force in 2008, created individual transitional employment contracts or ITEAs (special agreements that could only be concluded until the end of 2009) and amended collective agreements in July 2009 in enterprise agreements. Enterprise agreements must have an expiry date of no more than four years from the date the Fair Work Commission approves the agreement.
If you have had a written agreement that has been broken by your employer, you have the right to sue your employer for any economic damages you have suffered. Such damages may include wages and benefits that you lose as a result of the broken contract or expenses to find another job. However, before going to court, you should confront your employer and try to negotiate a peaceful solution to the issue. The Director/Supervisor identifies problems specific to the task at hand, informs staff of their rights and approves the proposed agreement on reducing working time after verification. The three types of employment contracts that can be concluded are listed below: the compensation system is an integral part of the collective agreement, since it defines minimum wages. To avoid confusion and misunderstanding, it is important to ensure that the labour agreement contains all claims in the NES. Where a clause in an employment contract provides a less favourable right to a worker than the equivalent right in the NES, the law applies under the NES and can be enforced by the worker regardless of the terms of the contract. According to OAS statistics, as of 31 December 2004, 1,410,900 people were covered by EU-certified agreements, 168,500 by non-unionised agreements and 421,800 and more than 21% by A.A. respectively. As of December 31, 2005, there were 1,618,200 under the Union Certified Agreements, 185,300 under non-union agreements and 538,200 Australian enterprise agreements.  Figures published in March 2005 by the Australian Bureau of Statistics show that hourly wages for workers in AWAs were 2% lower than workers` hourly wages in registered collective agreements, which were mainly negotiated by trade unions.
 For women, AEAs paid 11% less per hour than collective agreements.  An employment contract is a contract that covers the employment relationship of a company and a worker. It allows both parties to clearly understand their obligations and conditions of employment.