Subsequent AWAs stipulated that the employer had to abide by fundamental regulations dealing with occupational health and safety, workers' compensation or training arrangements. However, the AWA had to adhere to (and was not expected to exceed) the most minimal Australian Fair Pay and Conditions Standard neither did it take dispute resolution procedures into equation. Even though the AWA has been reformed in parts by consequent Acts, the essence remains unchanged and critics condemn it as endeavour on the behalf of powerful corporation to inhibit the growing influence of trade unions.

In 2006, it was discovered that from a sample of 4% of 6,263 AWAs made during that year, 100% of AWAs removed at least one protected Award condition; 64% of AWAs eliminated annual leave; 63% of AWAs have removed penalty rights; 40% of AWAs cut out leave of public holidays; 16% of AWAs removed all bonus and promotional conditions and...
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