The agreement had the capacity to cover a wide range of workers – workers among 10 different classifications – who should be employed in the future: to better estimate the potential of these costs, according to the DEWR, about 361 (or about 5.4 percent) of the federal agreements certified in 2001 contained negotiation fees, and the “average” agreement includes about 110 workers. Thus, about 30,000 workers and probably less bargaining fees charged by unions may be subject to bargaining fees. In any event, it is unlikely that such fees will cover only half of the staff. A company agreement must include the following conditions: in the absence of access to collective bargaining, it is unlikely that workers who negotiate alone will be able to negotiate on an equal footing with their employer (this is clearly not the case for high net worth individuals).  3.53 The notices also point out that employers are increasingly trying to negotiate with casual workers, who are in a relatively weaker bargaining position, to reach agreements. 3.55 This case shows that employers can avoid entering into agreements with Greenfields by employing casual workers without protection against unfair dismissal. As a general rule, protection against dismissal of worker workers must be subject to judicial application. . . .