Update on Triangular Employment Bill
In February 2018, the Employment Relations (Triangular Employment) Bill was drawn from the Ballot list. This Bill had its first reading in Parliament on 21 March 2018 and then moved into the Select Committee phase, where the public had until 11 May to make submissions to the Education and Workforce Committee.
The Education and Workforce Committee are due to report back on the Bill by 29 November 2018.
As a reminder for you, the purpose of this Bill is to ensure that employees employed by one employer, but working under the control and direction of another business or organisation, are not deprived of the right to coverage of a collective agreement, and to ensure that such employees are not subject to a detriment in their right to allege a personal grievance.
It is likely that this piece of legislation will proceed through Parliament when it comes back for a second and third reading in November/December this year.
If you are an employer that makes use of temporary agency staff to help you with your work peaks, AND you have a unionised workforce with a Collective Agreement in place, this Bill will impact on you. The Bill seeks to effectively treat those temporary agency staff as being bound by your Collective Agreement and if there are any employment relationship issues involving one of these agency staff, make both you and the Agency respondents to any personal grievance the that staff member may raise while working for you.
My February Blog gives you an overview of what the Bill is about.
Photo by Nathan Dumlao on Unsplash