The new agreement provides for above-average pay rates, overpaid leave, including paid leave for domestic violence, long-term service, compassionate care, transhumants, blood donors, emergency services, defence and natural disaster leave. RAFFWU Secretary Josh Cullinan said his union was concerned about the need for workers to start working under the new agreement starting at 5 a.m. instead of 7 a.m. The SDA strongly supports the new agreement because we have delivered on all fronts. All members benefit from the agreement and no one loses. The alternative to the proposed agreement is for Coles employees to return to the General Retail Industry Award. That would be disastrous because members would be reduced in their salaries and their conditions would be reduced. As with any new business agreement, there will be some start-up difficulties. Members can be assured that the union is fully committed to addressing members` concerns through the complaint procedure with the company, if necessary. The agreement also includes voluntary work on public holidays and flexible hours, to take into account family and education obligations and safe home transport. Workers who worked only on a Sunday were likely to be worse off under the agreement, but coordination of the allocation of hours worked and penalties paid would remedy any discrepancies. A part-time team member may agree in writing to Bunnings to work overtime at the normal rate (with applicable penalties) (point 3.8).
This agreement may be revoked in writing at any time. If a team member agrees to work overtime, they may choose to pay overtime or take a break at the Venue (TOIL) (point 3.10). A decision on how overtime is compensated (either salary or TOIL) must be made by a team member before one year of the EBA, and the decision applies to the entire EBA year. Therefore, it is important that you choose the desired option, as you are stuck for 12 months. You can change your decision for each EBA year before the EBA year. Penalty interest is between 110 and 200%, but the base rates are at least 10% higher than those of the retail price. Workers will also have access to a pay pool of 2 to 2.5% under the new enterprise agreement negotiated with the unions. We also agreed on the principle of a new super-insurance rule that will retain REST as standard super-funds, but team members who wish to choose an alternative fund have the option to choose. The rival trade and fast food workers` union (RAFFWU) will challenge the new agreement on the grounds that it does not meet the industrial test required for workers as a whole to “get better” than they would be below the industry price. The company objected and set a position of 2% or, if the consumer price index is higher, an increase of up to 2.5%.