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). The agreement also contributes to volunteering on public holidays and the flexibility of the roster to allow for family and study obligations and safe transportation to the home. At the time of the letter, meetings are held in stores where the proposed agreement is explained to employees of the SDA organizers and delegates. Coles employees across Australia will then vote on the deal, and if it succeeds, we will go to the FWC to approve the new deal. I would like to thank all our coles and members for their patience and understanding over the past 20 months. They must be scheduled to have 2 consecutive days of leave per week of pay or 3 consecutive days of leave during the two weeks of service (clause 3.6 (c) (ii)). However, you can accept a roster in which you do not have 2 consecutive days per week of pay or 3 consecutive days of leave per fourteen days.
You can revoke this consent with a period of 4 weeks (paragraph 3.6). The new agreement provides for rates of pay beyond the bonus, leave conditions beyond the bonus, including paid domestic violence, long service period, compassion, childbirth, blood donor, emergency services, defense and natural disaster leave. 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. 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. It is important that the new agreement has a different pay structure, with more emphasis on evening and weekend sentences. Existing Coles employees receive a “special measure payment” to protect their existing take-home pay. Before we know it, Christmas is approaching and I am confident that we will remember the year and recognise 2018 as the year of the EBA.
Members can look forward to their salary increases, improved penalty interest and continued conditions. It takes a lot of work and I look forward to working with you in 2018. I am pleased to announce to all members that our negotiations with Coles have been completed and that we have been able to fulfill all four priorities. The new “agreement in principle” increases each worker`s wages and comes with a one-time payment of $US 475 for full-time workers and prorated payments for part-time and casual employees. Penalty interest is between 110 and 200%, but the base rates are at least 10% higher than the retail price. .