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59C: Breach of duty of good faith to pass on, in certain circumstances, in collective agreement provisions agreed in other collective bargaining or another collective agreement
or “An employer can get in trouble for copying parts of other agreements if it hurts those agreements or negotiations.”
You could also call this:

“This part explains the rules for deciding how employees should be treated at work and making sure they understand their job agreements.”

This part of the law explains how to decide what rules apply to your job. It makes sure you know what you’re agreeing to when you start a new job.

When you get a new job, your boss needs to give you enough information about the job and time to ask questions before you agree to work there. This helps you understand what you’re signing up for.

The law also says that you and your boss should treat each other fairly. This means your boss can’t trick you when you’re making an agreement about your job. You both need to be honest when you’re talking about the job and making changes to your agreement.

Being fair to each other is part of having trust between you and your boss. This trust is important in every job, but there might be other ways you need to be fair to each other too.

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Next up: 60A: Good faith in bargaining for individual employment agreement

or “ This law says people should be fair and honest when talking about a job, considering what each person can do and has. ”
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Part 6 Individual employees' terms and conditions of employment

60Object of this Part

  1. The object of this Part is—

  2. to specify the rules for determining the terms and conditions of an employee's employment; and
    1. to require new employees, whose terms and conditions of employment are not determined with reference to a collective agreement, to be given sufficient information and an adequate opportunity to seek advice before entering into an individual employment agreement; and
      1. to recognise that, in relation to individual employees and their employers, good faith behaviour is—
        1. promoted by providing protection against unfair bargaining; and
          1. required when entering into and varying individual employment agreements; and
            1. consistent with, but not limited to, the implied term of mutual trust and confidence in the relationship between employee and employer.

            Notes
            • Section 60(c)(ia): inserted, on , by section 19(1) of the Employment Relations Amendment Act (No 2) 2004 (2004 No 86).
            • Section 60(c)(ii): amended, on , by section 19(2) of the Employment Relations Amendment Act (No 2) 2004 (2004 No 86).