To this end, the majority of the EA provides that the parties to the agreement must engage in discussions to renegotiate the EA within a specified period, either before or after the nominal expiry date, in order to replace the agreement. But if this is not the case or if there is no agreement, the EA can only be terminated in two ways, either by the agreement of the parties or by the request to the Fair Work Commission. A termination by agreement can only take place if the parties actually agree. In practice, this is unlikely to happen naturally if a party wishes to retain certain rights that it does not wish to give up or give up certain benefits that it finds attractive. In any event, if an agreement is reached, workers must vote in favour of repealing the EA and ask the Fair Work Commission to terminate the agreement within 14 days of the date of the vote in favour. In addition, a worker`s bargaining representative who is covered by the agreement cannot conduct standard negotiations on the agreement. Typical negotiations are those where a negotiator represents two or more proposed enterprise agreements and wants to enter into joint agreements with two or more employers. However, it is not a standard negotiation if the negotiator is really trying to reach an agreement. The NoniB case and the Merivale Group attest to this point in which the Fair Work Commission ordered the termination of agreements in force since 2011 and 2007 respectively. Companies were therefore required to update and organize their wage settlement procedures without delay to ensure that their staff now receive at least the minimum rates prescribed in the respective price, thus causing negative publicity to organizations. If the parties have agreed on the content of the EA and the EA has been approved by the workers by a successful vote in accordance with the specific requirements of the FW Act, the employer must seek approval of the agreement from the Fair Work Commission. To obtain the fair work commission`s approval, the agreement between the employer and the workers covered by the EA must be effectively concluded (or agreed upon); The agreement must go through “better overall control,” which means that workers are considered better under the EA, unlike any modern allocation; The agreement must not contain prohibited conditions; Workers who voted on the agreement must have been fairly elected; The agreement contains the mandatory clauses mentioned above; and the agreement must have a nominal expiry date.