DECISION

Fair Work Act 2009
s.185—Enterprise agreement

Icon Plastics Pty Ltd
(AG2015/622)

Manufacturing and associated industries
COMMISSIONER RYAN	MELBOURNE, 27 MARCH 2015

Application for approval of the Icon Plastics Pty Ltd (Hallam) Enterprise Agreement 2015.

[1] An application pursuant to s.185 of the Fair Work Act 2009 (the Act) for approval of the Icon Plastics Pty Ltd (Hallam) Enterprise Agreement 2015 (the agreement)was filed with the Fair Work Commission (the Commission) on 20 March 2015.

[2] The application was accompanied by a Form F17, Employer’s Declaration in Support of Application for Approval of Enterprise Agreement (the Form F17) sworn by Mr Ron Lowe, HR Manager of Icon Plastics Pty Ltd. The Form F17 identifies that bargaining commenced with the Applicant issuing a Notice of Employee Representational Rights (the notice of representational right) to employees.

[3] Amendments to the Fair Work Act2009 (the Act) which commenced on 1 January 2013 clarified what must be in a Notice. Section 174(1A) of the Act states as follows:

“Notice requirements

(1A) The notice must:

(a) contain the content prescribed by the regulations; and

(b) not contain any other content; and

[4] Schedule 2.1 of the Fair Work Regulations 2009 (the Regulations) sets out the terms of a Notice as follows:

“Schedule 2.1 Notice of employee representational rights

(regulation 2.05)

Fair Work Act 2009, subsection 174(6)

[Name of employer] gives notice that it is bargaining in relation to an enterprise agreement ([name of the proposed enterprise agreement]) which is proposed to cover employees that [proposed coverage].

What is an enterprise agreement?

An enterprise agreement is an agreement between an employer and its employees that will be covered by the agreement that sets the wages and conditions of those employees for a period of up to 4 years. To come into operation, the agreement must be supported by a majority of the employees who cast a vote to approve the agreement and it must be approved by an independent authority, Fair Work Commission.

If you are an employee who would be covered by the proposed agreement:

You have the right to appoint a bargaining representative to represent you in bargaining for the agreement or in a matter before Fair Work Commission about bargaining for the agreement.

You can do this by notifying the person in writing that you appoint that person as your bargaining representative. You can also appoint yourself as a bargaining representative. In either case you must give a copy of the appointment to your employer.

[If the agreement is not an agreement for which a low-paid authorisation applies—include:]

If you are a member of a union that is entitled to represent your industrial interests in relation to the work to be performed under the agreement, your union will be your bargaining representative for the agreement unless you appoint another person as your representative or you revoke the union’s status as your representative.

[If a low-paid authorisation applies to the agreement—include:]

Fair Work Commission has granted a low-paid bargaining authorisation in relation to this agreement. This means the union that applied for the authorisation will be your bargaining representative for the agreement unless you appoint another person as your representative, or you revoke the union’s status as your representative, or you are a member of another union that also applied for the authorisation.

[if the employee is covered by an individual agreement-based transitional instrument—include:]

If you are an employee covered by an individual agreement:

If you are currently covered by an Australian Workplace Agreement (AWA), individual transitional employment agreement (ITEA) or a preserved individual State agreement, you may appoint a bargaining representative for the enterprise agreement if:

the nominal expiry date of your existing agreement has passed; or

a conditional termination of your existing agreement has been made (this is an agreement made between you and your employer providing that if the enterprise agreement is approved, it will apply to you and your individual agreement will terminate).

Questions?

If you have any questions about this notice or about enterprise bargaining, please speak to either your employer, bargaining representative, go to or contact the Fair Work Commission Infoline on [insert number].”

[5] The notice of representational rights did not include the following:

“Questions?

[6] In Peabody Moorvale Pty Ltd v CFMEU 1the Full Bench held that "the consequence of failing to give a Notice which complies with the content and the form requirements of s.174(1A) is that the Commission cannot approve the agreement.....In our view s.174(1A) is clear and unambiguous. There is simply no capacity to depart from the form and the content of the notice template provided in the Regulations. A failure to comply with these provisions goes to invalidity."

[7] As the notice in this case does not contain the content prescribed by the regulations the application cannot be approved.

[8] I therefore dismiss the application for approval of the Agreement.

COMMISSIONER

1 [2014] FWCFB 2042 at [45] to [46].

Printed by authority of the Commonwealth Government Printer

Icon Plastics Pty Ltd

[2015] FWC 2073

27 MARCH 2015

DECISION