Staffs Agreements in Franchise

Question: Describe about the Report for Staffs Agreements in Franchise. Answer: Introduction On the part of an employer, failure to meet the obligations of the work place and the requirements of the employees would have serious impact. The entire brand would be negatively affected in cases where the employer works in corporation with a franchise. In the context of the above statements it can be stated that complying with legal frameworks and policies in association of staff agreements plays vital role. Body While working with staffs and employers who is a part of the franchise there are certain legal policies that are required to be present in the agreement between the employees and the staffs. Firstly, the workplace should have an Enterprise or Workplace Agreement, with the staffs with the help of which the staffs will be provided with a set of minimum employment conditions. It is a statement of responsibilities and reciprocal rights which is agreed between a group of employees and an employer. On the basis of the responsibilities that employees have to perform the conditions like minimum pay and associated aspects in the agreement will apply. On the basis of an award, the entire business and the duties to be performed by the staffs will be covered if there is no registered agreement. In such cases, the minimum conditions and pay in the award will be applicable. It needs to be mentioned here that maximum number of people working in Australia are covered by 122 occupation and industry a wards. This implies that number of employees will be covered by an award, who are not covered by an agreement. In order to provide the staffs with a fair and equal scope of working, the agreement should also incorporate the Fair Work Act 2009 in the agreement (Austrade, 2016). With the help of incorporating this act in the agreement the staffs can be provided with flexible working arrangements, minimum entitlements eliminate discrimination against employees and establish fairness at work. Other than that, emphasizing upon Disability Discrimination Act 1992 also helps in establishing equality and preventing discrimination on the basis of any king of disability. The importance of this act in staff agreements in case of franchise can be seen from the fact that McDonalds Australia Enterprise Agreement 2013 is approved under this act and this core purpose of the act is to establish fairness and prevent discrimination against the staffs (Franchise Business, 2014). The fact that since 2011 McDonalds Australia has signed Proactive Compliance Deed with Fair Work Ombudsman further establishes the importance of establishing fairness in staff agreements in franchise. In order to ensure equality at work, McDonalds is also seen to strongly comply with Disability Discrimination Act 1992. The staff agreement should also highlight upon National Employment Standards (NES) with the help of which the staffs are provided with 10 minimum employment entitlements that are required to be given to all employees (Fair Work Ombudsman, 2015). Conclusion Thus it can be concluded by stating that in order to establish effective staff agreement in franchise the above discussed legal provisions are required to be present in the agreement. References Austrade.gov.au. (2016). Employment agreements - Austrade. [online] Available at: https://www.austrade.gov.au/International/Invest/Guide-to-investing/Running-a-business/Employing-people-in-Australia/Australian-employment-conditions/Employment-agreements [Accessed 13 Aug. 2016]. Fair Work Ombudsman. (2015). Welcome to the Fair Work Ombudsman website. [online] Available at: https://www.fairwork.gov.au/how-we-will-help/helping-the-community/campaigns/franchise-assistance/information-for-franchisors [Accessed 13 Aug. 2016]. Franchise Business. (2014). Young employees the focus of McDonald's agreement with Fair Work. [online] Available at: https://www.franchisebusiness.com.au/news/young-employees-the-focus-of-mcdonald-s-second-agr [Accessed 13 Aug. 2016].