are: Ross Xenos (chief executive officer), Rosemary Towner (general manager, Player Development), Toby Duncan (general manager, Player Services & Operations), Adrian Turner (Legal Counsel), Patrick Phibbs (Player Welfare Manager) and Pete Fairbairn (Communications Manager). RUPA also employ Player Development Managers based at the five Australian Super Rugby franchises, dealing exclusively with the players at their allocated franchise. , they are Samantha Cox (Western Force), Robin Duff (Brumbies), Lachlan McBain (Waratahs), Matthew Smith (Reds) and Cameron Yorke (Rebels). Objectives RUPA's objectives are: Provision of an Association that promotes and advances Rugby in Australia Promotion and protection of the interests and safeguarding rights of members To secure and maintain freedom from unjust and unlawful rules and regulations affecting member's careers Assisting Members in securing employment Assisting Members in their study pursuits Obtaining member benefits To provide legal advice and legal assistance Election of Members as directors to the Boards of Directors of the ARU, ACTRU, NSWRU, QRU, VRU and WARU Boards Collective Bargaining RUPA engages in collective bargaining on behalf of its members with their employers. There have been three agreements: First Collective Bargaining Agreement In October 1997 RUPA negotiated its first collective bargaining agreement with the ARU, NSWRU, QRU and ACTRU that provided a regulatory framework for the employment of professional rugby players in. Key features of this collective bargaining agreement included: A minimum wage for Super 12 players and a standard player contract An increase in death and total disability insurance for players It established a joint committee on players’ safety and welfare and an 8-week lay off period each year for players A career training scheme to provide players with vocational and career skills after rugby was established Dispute resolution procedures A requirement that rugby bodies pay 25% of player generated revenue to players each year Second Collective Bargaining Agreement A second Collective Bargaining Agreement was implemented in April 2001 that expanded on the 1997 Agreement. Key features of this Agreement included: An increase in the players’ share of player generated revenue from 25% to 30% An increase in the average salary per player from $120,000 to $138,000 as well as an increase in minimum salary from $28,940 to $45,000 Revenue sharing in use of players’ signatures on memorabilia and increased protection of players’ images Career Training Scheme funding went from $110,000 to $550,000 Third Collective Bargaining Agreement A Third Collective Bargaining Agreement came into place in December 2004.