The Union of Retail and Fast Food Workers (RAFFWU) will challenge the new agreement on the grounds that it does not comply with the industry test necessary for workers to «do better overall» than under the corresponding sectoral display. «This new agreement removes the old `hour banking` system and replaces it with a more standardized system of rosters and working hours closer to price.» Workers who only worked on a Sunday were likely to be worse off under the agreement, but coordination of the distribution of hours worked and penalties paid would resolve possible discrepancies. The company and the SDA have not reached a complete agreement on the issue of wages, but it is important that the new agreement provides for wage increases for the minimum rate for each grade over the next 3 years and eliminates the hourly banking system. Hungry Jack`s new deal was also revealed to be under threat this week, after the commissioner who approved it issued a statement three months later in which he said he should have rejected it. Bunnings said he would consider his options «as soon as there is more security in the current environment.» In the meantime, the President of the Bar would maintain his 2016 agreement, which has expired. The SDA said 76.7 percent of Bunnings employees voted in favor of the deal, but the union failed to reach a full agreement on the issue of wages, including the performance pay proposal. The SDA wanted the remuneration of the benefits to correspond to the rate of inflation, but the company rejected this request. The Bunnings deal would have covered 37,000 workers. «This shows once again frustration with the bargaining process, but the SDA remains committed to providing a new deal for bunnings employees.» The company opposed it and placed a position of 2%, or if the CPI is higher, then an increase of up to 2.5%. As a result, the parties have not reached agreement on this issue. «Bunnings workers strongly supported this agreement, which improves penalties, sets wage increases, strengthens minimum wage rates and reforms rosters for all employees.» Penalty interest is between 110 and 200 percent, but base rates are at least 10 percent higher than the retail price. Employees can also access a wage pool of 2 to 2.5% under the new company agreement negotiated with the unions. A part-time team member may agree in writing to Bunnings to work overtime at the normal hourly rate (with applicable penalties) (clause 3.8).
This consent may be revoked in writing at any time. If a team member agrees to work overtime, they can choose whether the overtime should be paid or taken as leisure (TUL) (clause 3.10). A decision on how to pay for overtime (either payment or work) must be taken by a team member before one year of the EBA and the decision applies to the entire year of the EBA. Therefore, it is important that you choose the option you want because you are stuck for 12 months. You can change your decision for each EBA year before the EBA year. The agreement that the Shop, Distributive and Allied Employees Association (SDA) called a «package of positive outcomes for Bunnings employees» is now before the Fair Work Commission for approval. The agreement was passed on Monday night by 59.7 percent of Bunnings workers (21,439), with 76.7 percent (16,443) voting «yes.» If you work 3 out of 4 Sundays in a 4-week cycle, you must get a full free weekend (clause 3.6 (c) (i)). However, you can agree to work 4 Sundays in a 4-week cycle. You can revoke this consent with a period of 4 weeks (paragraph 3.6).
«It is clear that the vast majority of Bunnings employees would have been better off under the agreement that has just been withdrawn,» said Gerard Dwyer, National Secretary of the SDA. The hardware store this week withdrew its proposed new company agreement for 37,000 employees, after waiting nearly 12 months for the Fair Work Commission to decide whether to approve it. . . .