ce the turn of the century now play a less pivotal role, and the systems of awards that continue to be administered by the various tribunals are less central to the determination of employee's wages and conditions. Perhaps the most significant change has been the shift in the level at which bargaining takes place, from an almost exclusive focus on industry and economy-wide considerations, during the Accord period, towards a hybrid system which places much greater emphasis on the enterprise and workplace. However, Keenoy & Kelly (2002) caution, "Today's solution may contain the seed of tomorrow's problem".
             Today, Awards represent a benchmark around which wages and other conditions can be negotiated and traded much more flexibly for improved productivity and efficiencies. Legislative change has facilitated the development of enterprise-based collective bargaining arrangements, in the form of Certified Agreements (CAs). In addition, by way of Australian Workplace Agreements (AWAs), it is possible for employers to supersede awards by negotiating directly with employees on an individual basis without union involvement.
             This essay describes the aspects of major changes that have taken place, provides an overview of the various interactive drivers of change, and briefly outlines the responses of the major actors - governments, unions and employers.
             The Decentralisation of Formal Bargaining Structures
             Australian Labour Party (ALP) policies from 1983 to 1996, were intended to develop a less adversarial, enterprise-based system of labour relations and collective bargaining (Callus, 1997). As a result, the changing role of industrial relations institutions has been the shift towards more decentralised systems for formal bargaining arrangements. This has involved increased scope for both decentralised collective agreements, especially enterprise agreements (with or without union participation), and non-collective o...