That`s better than the 2013 agreement, which is only allowed for team members two consecutive days off for 14 days. The rosters are issued electronically for a period of 4 weeks at least 2 weeks in advance. The benefit compensation system remains unchanged from the system in force in the 2013 agreement. The average increases under the proposed agreement are: Here is a summary of the proposed agreement and amendments to the 2013 small format Stores Agreement („the 2013 agreement“) and/or provisions that differ from the General Retail Industry Award („the award“). 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. 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). In addition, the proposed agreement makes such a postponement voluntary, although it continues to authorize one-hour training in accordance with the 2013 agreement. 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. The proposed agreement contains the same time range as the 2013 agreement: Provisions withheld The proposed agreement maintains all public holidays of the 2013 agreement, which means that bunnings team members in some countries enjoy a number of public holidays in excess of the public holidays they would receive under the premium. The requirement to work up to five public holidays per year was also maintained. Previous Bunnings agreements have used a so-called „loaded rate“ system, in which higher base rates offset some lower penalties. In any event, previous agreements have been approved by the Fair Labour Commission.
Although other retailers have deviated from this model (with lower base rates and higher penalties), Bunnings continued to support a loaded pricing model. Well aware of Bunnings` high base rates, the SDA decided to cooperate with the company to maintain these rates, while ensuring that the proposed agreement would pass the Better Off Overall Test („BOOT“). The new agreement must ensure that there is no way that a team member will receive less salary than you would receive as part of the bonus. In the vast majority of cases at Bunnings, this is not a problem, since the lowest base rate of Bunnings, currently paid under the 2013 agreement, is about $110 per week higher than the 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%.