Individual flexibility agreements complement the terms and conditions of the enterprise agreement, so that these employees are also counted in enterprise contract numbers. Following the release on March 28, 2014 of the Australian government for collective bargaining in the workplace, the MDBA formally began consultations and negotiations with workers` representatives in May 2014 to develop an alternative enterprise agreement. As of July 1, 2015, MDBA has established a stand-alone personal and cultural service in the company`s field. The objective of the section is to assist effective staff management in achieving organizational objectives by establishing human resource management plans and continuing negotiations for a new enterprise agreement. The staff function has been reviewed to ensure that practices, processes and results are provided to achieve MDBA`s business results. This revision also includes the MDBA`s position on national thinking on service sharing between agencies. This agreement is a unique enterprise agreement within the meaning of Section 172 (2) of the Fair Work Act 2009. The negotiating team held six meetings in early 2015/16, following the 14 meetings in 2014/15 and two in 2013/2014. Negotiators have made considerable progress in determining the productivity offsets and potential contents of the alternative enterprise agreement, which would meet the requirements of the negotiating policy.

In 2009-2010, an investigation conducted by Comcare as part of its national HSMA investigation campaign revealed that MDBA had demonstrated a commitment to consultation in the development of its HSMA and that there were appropriate procedures in place to review and amend the agreement and resolve disputes in OH-S cases. The expiry date of the 2011-14 Enterprise Agreement was June 30, 2014. The agreement does not offer any possibility of a general increase in salaries after July 1, 2013, although all staff have progressive development and an appropriate level of performance within the maximum pay range for their ranking. In November 2015, after taking into account the announced changes to the negotiating policy, a formal offer was presented to staff on the basis of content approved as part of the 2014 negotiating policy. It was not approved with a short lead by the secret electoral process. A survey of staff with a high participation of more than 53% was conducted to inform more and more the meetings of the negotiating team which took place in February with eight to June 2016. Negotiations will continue in 2016/2017 with a view to concluding and securing a replacement agreement for businesses. The EA enjoyed significant support with 152 workers entitled to vote (64% of all workers entitled to vote), of whom 96.05% voted in favour of the agreement. The MDBA has identified efficiencies among staff through the negotiation process of the enterprise agreement, including the revision of organizational structures and work systems for better organization. Organizational approaches have been used to verify roles, processes and structures, to create synergies across the company and to improve the margin of control, including reporting lines.

Non-Senior Executive Service EA Individual Flexibility Agreements has improved the elements of the previous MDBC collective agreement and is now adapted to accepted GSP standards to improve the terms and conditions for MDBA employees. It obtained a competitive wage increase of 3.25% at the beginning, followed by a further increase of 3.25% on 21 October 2010. The salary increases will be in line with the general increases in available staff through the enterprise agreement. In 2015/16, no salary increase was applied to executives, as the MDBA did not negotiate a replacement operating contract until June 30, 2016.