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The Fair Work Commission`s website offers a set of tools and guides to help you reach an agreement. Under the national labour relations system, there are two categories of agreements: if an employer and workers` organisations fail to agree on the terms of a Greenfield agreement after six months of negotiations, the employer may nevertheless submit the agreement to the Fair Work Commission for approval. The Fair Work Commission can then help some low-wage workers and their employers negotiate a multi-company agreement and make a decision in certain circumstances. A company agreement must include the following conditions: the wage-setting system has moved from the centralised provision by national wage cases to a company bargaining framework in which national provisions are part of the backstop and apply only to people (mainly on low incomes) who are unable to obtain wage increases in company negotiations. To most observers, the “system” seems to make the most of company agreements and centralized wage setting and at this point seems to be a very Australian solution for wage policy. The question of constitutional authority for federal law is at the heart of the government`s work agenda. On the eve of the 2004 Australian federal election, the Minister for Employment and Industrial Relations revived a proposal to extend federal jurisdiction using the power of the Australian Constitution (i.e. the constitutional power for the Commonwealth to regulate the business activities of companies; see previous discussion papers on this proposal), while the AIRC retains the power to: Conduct security checks, this function could be replaced by a regime in which Parliament would set these conditions, or Parliament could decide that a hybrid system would be used instead of the AIRC. The government has previously considered reviewing the implementation of security network inspection files in order to complement the AIRC Full Bench with the creation of a new “body” (letter to the Prime Minister). . . .