Proposition 17-3 The Fair Work Ombudsman should develop, in collaboration with the Australian Domestic and Family Clearing House, the Australian Council of Trade Unions and employers` organisations, a guide for negotiating domestic violence clauses in enterprise agreements. 17.59 Most stakeholders also stressed the need not to set up an educational campaign for violent families.  For example, Women`s Health Victoria stated that agreement-based transition instruments include various collective agreements and collective agreements that could be concluded before July 1, 2009 under the former Workplace Relations Act 1996. These include transitional individual contracts (ITEAs) concluded during the “transition period” (July 1, 2009-December 31, 2009). These agreements will continue to function as transitional instruments based on agreements until they are denounced or replaced. For more information on how to negotiate in good faith and in companies that have proven themselves, see the Ombudsman`s Guide to Good Practice for Fair Work – improving productivity at work in negotiations. (b) ensure the confidentiality of the personal data disclosed; Workers who suffer from domestic violence often need immediate flexibility or regime change to deal with unforeseen circumstances due to domestic violence, and “the IFA does not really take into account these emergency situations that require flexibility,” even if employers are willing to negotiate an IFA;  17.22 Stakeholders also noted that AFIs must meet the real needs of the employee and employer. The National Network of Working Women`s Centres (NNWWC) reported that, based on their experience, “most employers … [see] is not the need for an employee to deal with something that is related to domestic violence, such as their problem.  The Australian Domestic and Family Violence Clearinghouse (ADFVC) agreed and explained that research had shown in practice that women were generally less likely to enter into individual negotiations with an employer than men. Low-paid and low-skilled workers and part-time workers – all characteristics of women`s employment – have less bargaining power than full-time, higher-paid and more skilled workers.  Any enterprise agreement must include a concept of flexibility with individual modalities of flexibility.