I am pleased to announce to all members that our negotiations with Coles are over and that we have been able to meet all four priorities. The new „agreement in principle” guarantees wage increases for each worker and comes with a one-time payment of $475 for full-time workers and proportional payments for part-time and casual workers. The company objected and set a position of 2% or, if the consumer price index is higher, an increase of up to 2.5%. As a result, the parties have not reached agreement on this issue. The new agreement abolished a system of controversial service tables, which meant that workers had to „bankrupt” the hours they had not worked in quiet times. This meant that they could be called at peak times to work the hours they had booked. 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. 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 agreement also includes voluntary work on public holidays and flexible hours, to take into account family and education obligations and safe home transport. Before we know it, Christmas is coming and I have every confidence that we will remember the year and that we will recognize 2018 as the year of the EBA.
Members can look forward to their salary increases, improving their penalty interests and maintaining their terms. It takes a lot of work and I look forward to working with you in 2018. The new agreement must be approved by the Fair Work Commission. 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. 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. 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. 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. It is important that the new agreement has a different salary structure, with a greater emphasis on late-night and weekend penalties. Current Coles employees receive a special „obligation” to protect their existing home-taken salaries. You must have 2 consecutive days off each week of pay or 3 consecutive days off within the 14 days provided (clause 3.6 (c) (ii)). However, you can accept a rollout table in which you do not receive 2 consecutive days per pay week or 3 consecutive days off from each rollover table.
You can revoke this contract with a period of 4 weeks (point 3.6). Penalty interest is between 110 and 200%, but base rates are at least 10% higher than