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Section : Protected action ballot is necessary
Domain : Human Resource Management
Classification : Not Identified
Text Content
(2) The industrial action must be authorised by a protected action ballot (see Division 8 of this Part) . Unlawful terms (3) The industrial action must not be in support of, or to advance, claims to include unlawful terms in the agreement. Industrial action must not be part of pattern bargaining (4) A bargaining representative of an employee who will be covered by the agreement must not be engaging in pattern bargaining in relation to the agreement. Industrial action must not relate to a demarcation dispute etc. (5) The industrial action must not, if it is being organised or engaged in by a bargaining representative, relate to a significant extent to a demarcation dispute or contravene an FWA order that relates to a significant extent to a demarcation dispute. Notice requirements after suspension order must be met (6) If section 429 (which deals with employee claim action without a further protected action ballot after a period of suspension) applies in relation to the industrial action, the notice requirements of section 430 must be met. Officer of an employee organisation