In accordance with Section 193 (7) of the Act, the Commission may consider that, in certain circumstances, workers are better off (i.e. when workers of the same “class” fill the BOOT). Re Loaded Rates provides instructions on how to select a staff “class” for this purpose. In light of the above, Full Bench was critical of the fact that the 35-employee survey approach was inconsistent with necessity: the moral authority created by the majority support of the agreement no longer matters. There is no comprehensive assessment of the general conditions (quantitative and qualitative) of an agreement in relation to an arbitration award, framed by the balanced judgment of a single member of the FWC. These were once the characteristics of the authorisation procedure. The Commission must ensure that any worker eligible for the increase and any worker who is expected and covered would be in a better position overall if the agreement applies to the worker than if the corresponding modern bonus applies to the worker.  An example of how this is applied can be found in Hart v Coles Supermarkets Australia Pty Ltd and Bi-Lo Pty Limited; The Australian Union of Employee Industry v Coles Supermarkets Australia Pty Ltd and Bi-Lo Pty Limited  FWCFB 2887. In that case, it was a complaint against the approval of the Coles Store Enterprise Agreement 2014-17.
The call was made by Mr Hart, a Coles collaborator, and the Australasian Industry Workers Union (AMIEU). The approved enterprise agreement had a higher hourly wage than the premium, but lower penalties for evenings, weekends and public holidays. The full-fledged bank of the FWC examined the direct wage comparisons of some of the workers most affected by the enterprise agreement. The Full Bench also took into account other benefits in the approved enterprise agreement, including: ironically, collective agreements have become groupings of individual contracts and are simply too complex to act to bother. But when it comes to approving an enterprise agreement under the BOOT, our workplace regulatory system is increasingly absolutist and accepts no room for manoeuvre. For example, a new test could replace many of the current authorisation procedures and require the Commission to approve an agreement only if it is satisfied that it was obtained on the basis of informed consent and without any stupidity, that it is not harsh or depressing and that it reflects the explicit interests and wishes of the majority of workers and the employer. An enterprise agreement that is not a Greenfields agreement is better tested if, as at the time of the trial, the Fair Work Commission is satisfied that any price covers the worker and the potential supplement to the worker would be overall better off if the agreement were applicable than if the modern reward were applied. The best overall test takes into account terms that are more advantageous and less advantageous to workers in an agreement, compared to the terms of the respective modern distinction. For the application of the BOOT to a charging agreement, the following principles apply: (b) at the trial time is rewarded with a modern prize (the corresponding modern prize) which: BOOT has a family history.