Resources: Blog

Netball Collective Playing Agreement Takes Centre Court

Blog
|

A “landmark deal” for women’s sport

There has been much attention on the new Netball Australia collective agreement (the Agreement) announced last week. The Agreement, described as a “landmark deal” for women’s sport increases the minimum player salary from $13,250 per year to $27,375 per year.

There has been much attention on the new Netball Australia collective agreement (the Agreement) announced last week. The Agreement, described as a “landmark deal” for women’s sport, increases the minimum player salary from $13,250 per year to $27,375 per year.

In what is seen as a move toward professionalism for the sport, all National Netball League players will now be signed to a 12 month part-time contract for an average of 20 hours per week. This was viewed as a significant achievement as often other professional sporting contracts provide that an athlete is employed on casual basis (and therefore not entitled to leave or other entitlements). Players will be given “protected hours” between 10am and 4pm to allow them to engage in additional work or pursue studies.

In addition, a parental care policy for players with children under 12 months of age will now be provided. Players (employed under the Agreement) who return to the sport after having a child will be provided with the assistance of a carer when they are required to travel with their children.

Interestingly, the issue of child care for female athletes was highlighted in the discrimination complaint by a former member of the Australian women’s national football team against Football Federation Australia (FFA). While the discrimination claim was ultimately found by the NSW Civil and Administrative Tribunal to be without basis, FFA came under scrutiny when it refused to cover the costs incurred by the player to have her mother accompany her to take care of her 11 month old baby.

Other benefits reached under the Agreement now available to players include the cost of private health insurance (up to $1,500 per year) and income protection for earnings up to two years due to injury or pregnancy.

Commentators have argued that the “landmark deal” will place pressure on other women’s sport competitions, including the W-League, Women’s Big Bash League and the AFL Women’s League to increase the minimum salary available to players.

 

Information provided in this blog is not legal advice and should not be relied upon as such. Workplace Law does not accept liability for any loss or damage arising from reliance on the content of this blog, or from links on this website to any external website. Where applicable, liability is limited by a scheme approved under Professional Standards Legislation.

 

Similar articles

Why clubs need to regulate fan and member behaviour at sporting events

Have a seat and take a stand

Racial abuse from fans and/or members certainly falls foul of discrimination laws and can lead to significant questions being asked of clubs and organisations about what steps they took or could have reasonably taken to prevent players from being subject to such behaviour.

Read more...

Social media, sporting clubs and athletes

Doing It For The 'Gram

Since it arrived in Australia, Uber has been under fire for its disruption of the transport industry and its complicated relationship with its drivers.

Read more...

Folau sacking case could change how employers deal with discrimination

"Impossible position" for employers

As the Israel Folau saga enters another chapter, our Managing Director Athena Koelmeyer shared her thoughts with Smart Company’s News Editor, Matthew Elmas, on how this case will potentially affect all employers and employees not just sporting organisations and athletes.

Read more...

The onus and presumption in adverse action matters

It’s on you

Under the general protections provisions in the Fair Work Act 2009 (Cth) (FW Act), it is unlawful for a person to take adverse action against another person for a proscribed reason. One of the features of the general protections provisions under the FW Act is the presumption that adverse action was taken for a proscribed reason unless it is proven that the adverse action was not taken for that reason.

Read more...

Notice of termination in the employment contract

Put it in writing

When it comes to engaging new employees or promoting existing employees, it is crucial that employers prepare and review contracts of employment to ensure that they accurately reflect the terms which will govern an employee’s employment.

Read more...

Termination of employment letters

In your letter

A termination of employment letter serves a significant purpose in bringing the employment relationship to an end.

Read more...

Let's talk

please contact our directors to discuss how ouR expertise can help your business.

We're here to help

Contact Us
Let Workplace Law become your partner in Workplace Relations.

Signup to receive the latest industry updates with commentary from the Workplace Law team direct to you inbox.