It’s Time for the Annual MITA Review

By Justin Lillyman

The Real Estate Industry Award 2020 requires employers to conduct a mandatory annual review to determine if their commission-only agents can continue to be paid on a commission-only basis.

This annual MITA review ensures commission-only agents meet the Minimum Income Threshold Amount.

Who is eligible to be employed on a commission-only basis?

To be engaged on a commission-only basis, an employee must satisfy all of the following criteria. They must:

  • Be engaged in either property sales or commercial, industrial or retail leasing at the Real Estate Employee Level 2 (Representative Level) or higher. They cannot be engaged at the Real Estate Employer Level 1 (Associate Level), as a casual or junior, on a part-time arrangement or as a trainee
  • Agree in writing to be remunerated on a commission-only basis and have a written agreement that sets out the basis upon which the commission is to be calculated
  • Have been issued with either a Real Estate Licence or be registered or permitted to perform the duties of a real estate salesperson under real estate law
  • Have been employed in property sales or commercial industrial or retail leasing for a consecutive period of at least 12 months in the three years prior to entering into the commission-only agreement
  • Be at least 21 years of age
  • Establish they have achieved the MITA.

How much is the MITA?

On 1 April 2022, the MITA for a Real Estate Employee Level 2 (Representative Level) is $58,467.50.

An agent can only continue to be employed on a commission-only basis if they meet the MITA.

What does an employee need to show to satisfy the MITA?

The employer may rely on any one of the following documents as proof that the MITA has been satisfied:

  • The agent’s Individual Payment Summary (formerly known as the Group Certificate)
  • The agent’s pay slips
  • The agent’s commission statement records or other sales records.

The employer can also request that an agent provide a statutory declaration stating the veracity of any documentation relied upon for the purposes of satisfying the MITA.

When must the annual MITA Review occur?

Agents engaged prior to 2 April 2018 –

Where a commission-only agent was engaged by the Agency on or before 2 April 2018, their first annual MITA review had to occur by 1 April 2019. Subsequent reviews will be on 1 April each year thereafter. The next review, therefore, must take place by 1 April 2022.

Agents engaged after 2 April 2018 –

Where a commission-only agent was engaged by the Agency after 2 April 2018, their annual MITA review must take place 12 months after their date of employment as a commission-only agent.

What happens if the Agent fails the MITA Review?

Agents engaged prior to 2 April 2018 –

If at the annual MITA review, the agent’s commission-only gross income is less than the required MITA, they cannot continue to be employed on a commission-only basis.

The employer has two options to deal with the employee in these circumstances:

  1. Immediately move the agent onto a salaried arrangement (i.e. engaged on a retainer basis); or
  1. Look towards terminating the employee.  Termination can only occur after a formal performance management process has occurred.

Further Information

Do not hesitate to contact REEFWA on (08) 9365 7510 for any further information or assistance.

Upcoming Changes to Long Service Leave Entitlements in WA

By Justin Lillyman

On 16 December 2021, the Industrial Relations Legislation Amendment Bill 2021 (IRLA Act) was passed by the State WA Parliament.

These laws are expected to become law sometime between April – June 2022.

The IRLA Act amends the Industrial Relations Act 1979 (IR Act), the Long Service Leave Act 1958 (LSL Act), the Minimum Conditions of Employment Act 1993 (MCE Act) and the Public and Bank Holidays Act 1972 (PBH Act).

The critical changes for the Real Estate industry related to the amendments to the LSL Act.

Long Service Leave

The IRLA Act will make significant amendments to the Long Service Leave Act 1958 (WA) (LSL Act). The amendments are intended to:

* change what constitutes continuous service for the purpose of accruing leave;

* restrict the cashing out of long service leave;

* replace the transmission of business provision with a broader transfer of business test;

* provide greater flexibility in the taking of leave;

*  establish penalties for breaches of the Act.

Contracting out of LSL

The LSL Act currently provides that an employee and employer may agree to forgo the entitlement to LSL provided the employee receives an adequate benefit in lieu.

The IRLA Act seeks to include two new restrictions being:

  1. That agreement to an alternative benefit cannot be reached before the employee has accrued the benefit, i.e. has been employed for at least 10 years. This provision is specifically designed to prevent the long-standing practice within the real estate industry in which sales representative receive a higher commission for the duration of their employment which pre-pays the employee’s entitlement to LSL. This practice recognises that employees in this industry frequently move between businesses and would otherwise not receive the entitlement.
  1. A requirement that the benefit must be paid at an amount not less than the amount the employee would have been paid had they taken the leave. This provision limits the scope of the provision to a cashing out arrangement. Whilst this is reflective of how this clause is generally utilised it will limit the scope as to what may be agreed to by way of an alternative benefit (e.g. other forms of additional leave).

What Does This All Mean for the Agency and its Employee’s

Once the IRLA Act has become enacted as law, then the existing contractual arrangements whereby an employee’s LSL entitlements are paid in advance through the incentive commission received by the employee will no longer be permitted.

In practice this means that when an employee reaches 10 years employment with the same agency (or leaves the same agency after 7 years employment), then the employee will be entitled to take the statutory period of paid LSL or alternatively have it cashed out in accordance with the LSL Act.

Any amount of money an employee has previously been paid by the Agency in advance of the payment of LSL cannot be offset under the new amendments in relation to an employee either taking the paid period of LSL or cashing it out.

As a result of the changes the employee’s contracts of employment will need to be varied to reflect the amendments to the LSL Act.

In particular any reference in the employment contracts to the Employee and Agency agreeing to a certain percentage of the Incentive Commission (i.e. 1.7%) being paid in advance of LSL will need to be removed by variation to the contract.

Once the IRLA Act becomes law, the REEFWA contracts of employment will be updated on the member website to reflect these legislative changes.

Do not hesitate to contact REEFWA on (08) 9365 7510 for any further information or assistance.

Navigating Resignations

By James Linn

Employee Relations Advisor

The COVID-19 Pandemic has created a number of human resources and employee
relations challenges over the past couple of years. Experts are now predicting that a wave
of resignations could sweep through Australia as employees realign their values and
chase careers more closely aligned with their passions. The flow on effect from this
period, to be known as the ‘Great Resignation,’ raises key questions about how to
appropriately deal with an employee when they resign. The Employee Relations Advice
Centre has recently received an influx of calls on the topic of resignations, and below we
discuss some of the most common questions.

Does my employee have to provide me notice?

When an employee voluntarily decides to end their employment, they are usually
required to provide a period of notice to their employer. The notice period commences
the day after the employee advises they wish to end their employment and ends on their
final day of employment.

An employee’s industrial instrument (award or enterprise agreement), or their contract
of employment, will generally set out how much notice an employee is required to
provide their employer if they resign.

It is recommended that you always request the employee put their notice in writing,
including their intended final date of employment. It is also best practice to accept and
acknowledge the resignation in writing, to ensure you have a clear record should a
dispute arise later.

What if my employee doesn’t provide the required amount of notice?

An employee and employer can mutually agree to a shorter notice period and in some
circumstances, this may suit both parties. In this scenario an employee would only be
required to be paid for the time they worked.

If an employee fails to comply with the required notice period, and an employer has not
agreed to a shorter notice period, an employer may be able to deduct from wages if
permitted by the relevant industrial instrument. In this scenario, it is important to check
the industrial instrument that covers the employee to determine if it is permissible to
deduct. If the award or enterprise agreement doesn’t allow deduction of pay when the
minimum amount of notice isn’t given, you must pay out all the employee’s entitlements.

It is important to note that if an industrial instrument does permit an employer to deduct
when the required notice is not provided, an employer can only deduct from an
employee’s wages and not from other entitlements such as annual leave and long service

Can an Employee take leave during their notice period?

An employee is entitled to use their annual leave during their notice period and as usual,
it is taken as per agreement between the employee and employer. An employer must not
unreasonably refuse an annual leave request.

Personal/carers leave is an entitlement an employee may use during their notice period,
if they are ill or injured themselves, or providing care and support to an immediate family
member. It is still important to ensure the employee continues to notify the employer as
soon as reasonably practicable and comply with any evidence requirements as per any
company policy.

What if I don’t want my employee to work out their notice period?

If the employer does not require or wish for the employee to work out their notice period,
they may agree to pay out notice in lieu. In this circumstance the employer would be
required to pay the employee their full wages as if they had performed work for the
duration of their notice period.

What needs to be in a final payment?

The final payment of an employee can comprise of an array of contractual, award or
enterprise agreement and legislative entitlements. These entitlements may include
wages, notice of termination (if paying in lieu), leave entitlements, such as annual leave
and long service leave and other contractual benefits.

An employee should be paid all entitlements within the first pay period following the
effective date of termination including any wages owing for time worked, unless a sooner
timeframe is specified by an industrial instrument (e.g. 7 days from final date of

Want to know more? Contact CCIWA’s Employee Relations Advice Centre team on 9365
7660 or email

Xmas Work Functions – avoiding the January Hangover

By Justin Lillyman

It has been noted from previous years that calls to the Employee Relations Advice Centre often spike in January with employers seeking advice on incidents alleged to have occurred at end-of-year work functions. 

After all, a safe and successful end-of-year function is not as simple as booking a location and inviting employees to turn up. Employers must take reasonable steps to prevent unlawful behaviour from occurring. 

So, what could constitute reasonable steps?

Here are the top 10 tips for a festive season function that is both enjoyable and safe for all:  

  • Ensure that your organisation has tailored, relevant and up-to-date workplace policies and procedures. CCIWA’s experienced workplace relations team can help with drafting and reviewing organisational policies.
  • Prior to any work-related functions, remind all employees of the workplace policies that apply and the potential disciplinary consequences of failing to comply with them. 
  • Limit the duration of alcohol consumption with a set budget and a clearly defined start and finish time for the event.  
  • Remind organisational leaders of obligations to ensure a workplace free of discrimination, harassment and bullying, and to provide a safe working environment for employees.  
  • Ensure that all employees have received relevant training on appropriate workplace behaviours, including harassment, sexual harassment, and bullying. CCIWA can provide customised workplace behaviour training for your workforce. 
  • Ensure responsible service of alcohol, including plenty of food and non-alcoholic drinks.  
  • Organisations should consider appointing a senior manager to abstain from consuming alcohol in order to supervise the function.  
  • Communicate prior to the event the expectation that employees arrange a safe method of transport home.  
  • Any allegations raised regarding conduct at the event should be dealt with in accordance with the applicable organisational policy. If in doubt, seek advice from the REEFWA Employee Relations Advice Centre as a first step. 
  • Ensure that the organisation has adequately trained individuals who can investigate allegations promptly and professionally. CCIWA offers training on Workplace Investigations and can provide tailored courses at your premises. Organisations may consider whether it is more appropriate for the investigation to be handled by an external investigator, such as CCIWA.

The ingredients for your organisation’s end-of-year function are proper planning, backed by relevant policies and procedures. If you haven’t updated your policies within the last two to three years, now is a good time to review them. 

Please contact REEFWA on (08) 9365 7510 or for any further assistance.

Have a happy and safe festive season! 

Mandatory Vaccination Rules Update

By Justin Lilleyman

In November 2021, the State Government announced extended mandatory vaccination rules that will cover 75 per cent of the WA workforce — more than 1 million workers. 

As at the date of publication, the Real Estate Industry has not become subject to mandatory vaccination rules.

While mandates have been in place for a number of sectors for some time, the new rules apply to the next groups of industries and will be rolled out based on three categories: 

Group 1: 

First dose by December 1, 2021 and fully vaccinated by December 31, 2021: 

  • Industries determined to have high transmission risk, or are a vulnerability risk or are necessary or critical to the safety of the community. 

Group 2: 

First dose by December 31, 2021 and fully vaccinated by January 31, 2022: 

  • Industries and workforce deemed critical to ongoing delivery of business and the function of the community. 


Must be fully vaccinated to attend work during a lockdown or similar restrictions: 

  • These critical workers must be fully vaccinated to leave home to attend work, to decrease transmission risk and prevent impact on the delivery of services. 

Penalties for non-compliance will be up to $100,000 for employers and up to $20,000 for individual employees.

A government direction offers businesses some level of comfort around being able to provide reasonable and lawful directions to their employees to comply with the rules. However, Employees still need to ensure that they afford procedural fairness to their employees and do not fall foul of discrimination laws.

Lawful and reasonable directions involve the Employer undertaking risk assessments, consulting their workforce, implementing a vaccination policy and having processes in place to deal with legitimate objections to vaccination.

Please contact REEFWA on (08) 9365 7510 or for any questions.

Public Holidays – What do employers need to know?

Madeleine Pittorino
Employee Relations Officer

Upcoming Public Holidays 2021-2022

With many public holidays coming up, employers need to familiarise themselves with the rules regarding public holidays as per the relevant industrial instruments. For National Systems Employers, the Fair Work Act 2009 (Cth) (the FW Act) prescribe entitlements with relation to public holidays. In addition, the Public and Bank Holidays Act 1972 (WA) (the PBH Act) prescribes state-specific public holidays and substituted days that apply for employees in Western Australia.

For the Christmas-New Year period this year, the PBH Act considers the following days as public holidays in Western Australia:

• Christmas Day – Saturday, 25 December 2021;
• Boxing Day – Sunday, 26 December 2021; and
• New Year’s Day – Saturday, 1 January 2022.

Additionally, the PBH Act prescribes that, where New Year’s Day or Christmas Day fall on a Saturday, the following Monday shall also be a public holiday, and where Boxing Day falls on a Sunday, the following Tuesday shall also be a public holiday. Consequently, the below dates are also deemed to be public holidays in Western Australia:

• Additional public holiday for Christmas Day – Monday, 27 December 2021;
• Additional public holiday for Boxing Day – Tuesday, 28 December 2021; and
• Additional public holiday for New Year’s Day – Monday, 3 January 2022.

Public Holidays and Substitution days

Awards and Enterprise Agreements may include terms that allow an employer and employee to agree on a substitution for a public holiday. These arrangements allow public holidays to be observed on a mutually agreed day and public holiday rates are only payable on that day. Additionally, some awards and enterprise agreements stipulate which days are to be observed as the public holiday and/or substituted day, and what penalty rate applies for work performed on those specified days.

It is important for employers to check the relevant industrial instruments that apply to their business and ensure that they are observing the correct days as public holidays and/or substituted days, and that they are giving employees the applicable entitlement for those days.

Entitlement for Public Holidays

If an employee is absent from their employment on a day or part-day that is a public holiday, the employer must pay the employee at the employee’s base rate of pay for the employee’s ordinary hours of work on the day or part-day. Awards and Agreements may specify additional entitlements – such as payment where a Rostered Day off falls on a Public Holiday.

A National System Employer may require an employee to work a public holiday. However, the employee may refuse the request on reasonable grounds. When determining if an employee’s refusal is reasonable, the following needs to be considered:

• the nature of the employer’s workplace and the nature of the work performed by the employee;
• the employee’s personal circumstances (e.g. family responsibilities);
• whether the employee could reasonably expect that they may be required to work on the public holidays;
• whether the employee is entitled to additional remuneration or benefit for working on the public holiday;
• the type of employment;
• the amount of notice given by the employer when making the request;
• the amount of notice given by the employee in refusing the request; and
• any other relevant factors.

Businesses planning to be open on a public holiday should provide employees with as much notice as possible if they will be required to work and ensure they allow scope for employees to refuse where the refusal is reasonable.

If an employee is reasonably required to work a public holiday and/or substituted day, the relevant award or enterprise agreement specifies the entitlement payable to the employee for working that day (e.g. penalty rate, extra day off etc.). Note that award free employees are not entitled to additional entitlements for working a public holiday unless their contract of employment specifies otherwise.

Leave and Public Holidays

In the lead up to public holidays, businesses should consider communicating to staff clear parameters surrounding the use of leave over this period, such as notice requirements when requesting annual leave. Employers should have appropriate leave policies in place to ensure employees are aware of the procedures for requesting leave. Employers can refuse annual leave requests on reasonable business grounds.

It is important to note that an employee on a period of paid leave, such as annual leave, personal/carer’s leave or long service leave, is deemed to not be on leave that day and is entitled to payment for the public holiday. However, an employee is not entitled to payment for a public holiday if they are on a period of unpaid leave and the public holiday falls within that period of leave.

A calendar of the 2022 public holidays in Western Australia can be found here:

If you would like additional information about Public Holidays, contact CCIWA’s Employee Relations Advice Centre team on 9365 7660 or email

New Respect@Work Legislation

By Justin Lillyman

In response to the recommendations of the Australian Human Rights Commission report, Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces, the Federal parliament has passed new legislation that will apply to all Australian workplaces.

The key legislation passed involved amendments to the Sex Discrimination Act 1984 (Cth) and Australian Human Rights Commission Act 1986 (Cth) as well as the Fair Work Act 2009 (Cth) and is set out below:

Sex Discrimination Act 1984 (Cth) and Australian Human Rights Commission Act 1986 (Cth)

  • Equality of opportunity – there is a new object in the Sex Discrimination Act to make it clear that, along with the elimination of discrimination and harassment, this Act aims ‘to achieve, so far as practicable, equality of opportunity between men and women’.
  • Sex based harassment now an express, new form of unlawful conduct – harassing conduct on the ground of sex will need to be sufficiently serious or sustained to meet the threshold of offensive, humiliating, or intimidating, as well as seriously demeaning.
  • All paid and unpaid workers now expressly protected from sex based and sexual harassment – the scope of the Sex Discrimination Act has been broadened by adopting the concepts of ‘worker’ and ‘person conducting a business or undertaking’ from the model Work Health and Safety Act 2011.
  • Victimising conduct can give rise to civil and criminal proceedings – this change clarifies that a person who is threatened or subjected to detriment (eg because they make a complaint to the AHRC) can make a civil claim under the Sex Discrimination Act. 
  • AHRC discretion to terminate complaint extended from six to 24 months – although there is no timeframe for complaints to be lodged with the AHRC, the AHRC President’s discretion to terminate a complaint has now been extended from six to 24 months.
  • Ancillary or accessorial liability – the Sex Discrimination Act deems the conduct of a person who ‘causes, instructs, induces, aids or permits’ another person to do an unlawful act of discrimination to have engaged in that same conduct.
  • Scope of Sex Discrimination Act extended – to include broadly, among other workers and entities, all members of State and Federal parliament, judges and their staff and consultants, as well as state and territory public servants.

Fair Work Act 2009 (Cth)

  • FWC sexual harassment ‘stop orders’ – to give workers access to a fast, low cost, informal mechanism to deal with complaints, changes to the Fair Work Act will enable the FWC to make an order to stop sexual harassment in the workplace, as part of the FWC’s existing anti-bullying jurisdiction.
  • Sexual harassment can be a valid reason for dismissal – the amendments make it clear that sexual harassment can be a valid reason in determining whether a dismissal was harsh, unjust or unreasonable. 
  • Miscarriage leave – the changes allow an employee to take up to two days of paid compassionate leave (unpaid for casuals) if the employee, or employee’s current spouse or de facto partner, has a miscarriage.

Please contact REEFWA on (08) 9365 7510 or if you require assistance in managing any of these legislative changes within your workplace.

Is your business paying your employees correctly?

By Justin Lilleyman

Over the past few years there have been many high profile companies facing public, media and regulatory scrutiny involving incorrect payment of employees wages and entitlements.

It is not only the well-publicised cases that receive attention, the Fair Work Australia website has a long list of media releases that are dedicated to naming and shaming employers who fail to meet their employer obligations and comply with payroll legislation.  

With penalties in the millions of dollars for some of these giants, the sanctions imposed if you’re found to be of breach of payroll obligations can be equally as harsh. Which is why payroll compliance deserves the attention and respect it needs to avoid being another employer in the headlines for all the wrong reasons.

REEFWA in partnership with CCIWA can assist members in undertaking an audit of all current payroll processes to identify shortcoming and weaknesses.

The audit conducted by an experienced consultant at a member discounted rate will undertake a spot-check payroll audit of your employees covered by the Real Estate Industry Award 2020 and Clerks-Private Sector Award 2020.

The audit will determine whether the Company has complied with all relevant legislation requirements as well as the Modern Award(s) and provide recommendations to help rectify any shortfalls.

Please contact REEFWA on (08) 9365 7510 or to arrange for a payroll audit to be conducted at your business.

Award Coverage

By Paris Lynch

Employee Relations Advisor

What are awards?

In Western Australia there are two Industrial Relations Jurisdictions. The Fair Work Act 2009 (Cth) (FW Act) covers National System Employers and the Industrial Relations Act 1979 (WA) (IR Act) and Minimum Conditions of Employment Act 1993 covers State System Employers. For more information on which system your business is covered by, contact the Employee Relations Advice Centre on 08 9365 7660.

Whilst the minimum employment standards are set out in the legislation, many employers are also covered by awards which prescribe additional employment entitlements. In the National System, these are called Modern Awards, and they provide entitlements in addition to the National Employment Standards. State Awards, which apply to State System Employers, contains entitlements in addition to the Minimum Conditions of Employment Act 1993. Awards will generally include entitlements such as minimum wages, overtime and penalty rates, hours of work, allowances, breaks and rostering provisions.

It is important for employers to be aware of the applicable Award/s that apply to their business and employees as failure to comply with an Award can result in underpayment claims and penalties.

When will an employee not be award covered?

Majority of employees will be covered by an Award. An Award will apply if it covers an employee and employer in accordance with the ‘Coverage’ or ‘Scope’ clause contained in the Award. Additionally, there needs to be no other provisions contained in the FW Act or the IR Act that provides or has effect, that the Award does not apply.

In the Federal System, where an employee earns above the high-income threshold, the employer and the employee can enter into a Guarantee of Annual Earnings. In this case the Award will continue to cover the employee for the purposes of unfair dismissal, however, the terms and conditions of the award, such as penalty rates, will no longer apply to that employee.

Some Managers and professionals may also not be covered by an award, however, it is important to investigate potential award coverage before assuming they are not.

Enterprise Agreements and Workplace Agreements provide the opportunity to negotiate terms and conditions of employment as an alternative to Awards. While in operation, the Agreement will override the Award unless specifically stated in the Agreement.

What type of awards are there?

Modern awards can generally be divided into industry and/or occupational awards. Similarly, in the State System, there are industry and/or occupational awards, as well as occupational awards for a specific industry. Industry Awards can only cover a business that operates in the industry as defined by the Award. Occupational Awards aren’t specific to a particular industry, rather the duties and tasks an employee is undertaking in the business.

When determining award coverage, generally employers should start by checking if there is a relevant Industry Award that covers the business. Where there is no Industry Award applicable, the employer may need refer to an applicable Occupational Award. This could also be the case where there is an applicable Industry Award but where certain positions are not covered by the classifications in that particular Industry Award.

How do I find out which award covers my business and employees?

Determining the appropriate award can be challenging. The below steps can be used as a starting point when determining award coverage:

  1. The ‘coverage’ and ‘definitions’ clauses in Modern Awards will specify the industry and/or occupations the award applies to. In State Awards employers will need to refer to the ‘area’ and/or ‘scope’ clause. State System Employers should also refer to the ‘named respondents’ within the award for further clarification on the type of businesses covered by that award.
  2. Check to see if there are any exclusions to the application of the Award that may impact the award coverage
  3. Refer to the ‘classifications’ section of the Award to determine if there is an appropriate classification for the employee’s duties and tasks.

It is strongly recommended employers get advice from the Employee Relations Advice Centre to establish which award may best cover a business and employees.

Practical case example

The case of Mr James Kaufman v Jones Lang Lasalle (Vic) Pty Ltd[1], looked into the award coverage of a high-income earner in the position of ‘Director’ who claimed he had been unfairly dismissed. The employer claimed the employee could not access unfair dismissal based on the following:

  1. The employee earnt above the high-income threshold at the time.
  2. The employer did not have an Enterprise Agreement.
  3. The employee was not covered by a Modern Award because he was a senior manager in a large real estate and asset management business.

The Fair Work Commission (FWC) reached its conclusion that despite the title of ‘Director’, the employee did not have direct reports and selling real estate made up a large portion of his position duties. Based on these factors, the FWC found the employees duties corresponded to the duties set out in the Real Estate Industry Award 2010 classifications.

It was raised by the FWC that although an employee is earning a high-income salary, it does not automatically mean they are not covered by an Award. It should also be highlighted that although an employee has a specific ‘job title’ which suggests they may not be award covered, it comes down the specific duties that employee is undertaking as part of that role to determine whether they are award covered or not.

Want to know more? Contact CCIWA’s Employee Relations Advice Centre team on 9365 7660 or email

[1] James Kaufman v Jones Lang LaSalle (Vic) Pty Ltd T/A JLL [2017] FWC 2623

CCIWA’s Getting Employment Right Hub

CCIWA has just launched a brand new employer support toolbox called the “Getting Employment Right Hub”. This hub contains free materials for employers across Western Australia with a focus on giving them the tools and access they need to get things right in the workplace.

In our Hub you can access many free materials including an eLearning course that guides you through Western Australia’s complex industrial relations systems and introduces you to 15 different State and Modern Awards. We encourage you to register for the eLearning and spend some time looking around the Hub as there is much more to find including free information sheets, FAQ’s, regional workshops and more. To access the hub go to:

Trying out this free eLearning course is also a great way to get a taste of our new eLearning service available to all CCIWA/REEFWA members. We have an existing library of more than 80 unique eLearning modules, with more being added each month, that you can simply sign up for and allocate to your employees immediately. We can also design customised eLearning specific to your needs and your business using the same platform.

If you’d like to know more, we’d love to hear from you. Email CCIWA’s Learning Designer, Chris Nunn at

Please Note! - The Membership fees will pro-rata depending on the day you join, to get today's rate please contact us on 9365 7510.