That is your approval and Members should be proud of what you have accomplished. The full-fledged bank found that the terms of the section cited by the Minister reflected the type of issue that sections 191, paragraph 1 and 191, paragraph 2, should apply to agreements with a single employer and agreements with several employers and “cannot be read in the sense that companies are not in a position to change the rights of persons bound by any other agreement than that of the employer.” [21] In rejecting the Minister`s argument, Full Bench found that companies generally imposed obligations on both the employer and the worker and expressed surprise at having even advanced.22 The full bank stated that it did: a parliamentary committee set up to review the planned restructuring of the Victoria Firefighters was not in a position to reach an agreement. Members of the Labour Party and the Greens of the committee supported the proposal, while members of the Coalition and Shooters, Fishers and Farmers Party opposed it. The LRIF would employ all paid firefighters, while the CFA would organize all volunteer firefighters. This organizational separation between professional and volunteer firefighters should prevent volunteer firefighters Victoria (VFBV), an organization that gives in to volunteer representation (although led by a highly paid CEO), from interfering in negotiations on the enterprise agreement on paid firefighters. One of the companies had the effect of forcing the UFU to agree to part-time work plans. The Minister submitted that under Section 191 (1) of the FW Act, an obligation accepted by the Commission was considered only as a contractual clause “since the agreement applies to the employer,” so that “the [U]ndertakings could not effectively infringe a UFU right under the agreement.” [20] Approval of the agreement raised the question of whether Section 195 of the Fair Work Act 2009 (FW Act) (which prohibits the approval of business agreements on discriminatory terms) imposed a ban on indirect and direct discrimination when companies result in a substantial change in an enterprise agreement and whether companies can infringe the rights of unions under an enterprise agreement. If members request a copy of the agreement or have questions in the Fair Work Commission agreement, please contact the UFU office at 9419 8811 or ufuvic@ufuvic.asn.au or your post agent. Laws passed by the federal government last year gave “volunteer” organizations such as the VFBV the power to delay and possibly prevent the signing of enterprise agreements for rescuers. That`s why victoria firefighters still don`t agree. During the oral proceedings, the Minister and VEOHRC, among other things, advanced an interpretation of section 195 of the FW Act, which indirectly prohibits discriminatory conditions of enterprise agreements. The MFB rejected this interpretation. This proposal was considered by the competing federal judicial authorities Klein/Metropolitan Fire and Emergency Services Board[2] (regarding Section 351 of the FW Act) and Shop, Distributive and Allied Employees Association/National Retail Association (SDA).

[3] (which considered a provision equivalent to Section 195, but in relation to discriminatory terms in the modern attribution (section 153)). The UFU will hold meetings in the new year to inform about this outcome, but in the meantime, members will be encouraged to rest and enjoy the Christmas period and the breakdown of your agreement after a long and difficult campaign that was ultimately very successful. The agreement was negotiated between the MFB management and the United States Union of Firefighters (UFU). During the campaign, UFU staff implemented various forms of union action, such as. B bans on e-mail communication, processing payments to sellers, carrying out tender work, etc.