At the time of the letter, meetings are held in stores to explain the proposed agreement to the staff of the SDA organizers and stewards shop. Coles staff across Australia will then vote on the agreement and, if we succeed, we will go to the FWC to approve the new agreement. I would like to thank all of our Coles Shop Stewards and members for their patience and understanding over the past 20 months. If you work 3 out of 4 Sundays on a 4-week cycle, you must benefit from a full weekend (clause 3.6 (c) (i)). However, you can agree to work 4 Sundays on a 4-week cycle. You can revoke this contract with a period of 4 weeks (point 3.6). 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. The new agreement must be approved by the Fair Work Commission. 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 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 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. 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. 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). 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.