The Fair Work Commission dismissed the Weatherford enterprise agreement after ineligible Field Specialists voted, overturning the agreement by a single vote. This case highlights the critical importance of accurate coverage and clear communication ahead of EA ballots.
An enterprise agreement alone does not justify refusing a flexible working request. In the case of Opal Paper Australia v May, compliance with the agreement did not amount to “reasonable business grounds” under the Fair Work Act. Employers must assess each request on its individual merits instead.
The Fair Work Commission recently rejected an agreement proposed by Hawthorn Plant and Logistics Pty Ltd (HPL) due to a lack of sufficient interest and representation among voting employees.
