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 rejected I-MED’s EA due to unclear classification changes, stressing the need for transparent, well-documented ballots. Read more.
