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 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. 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. 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. 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). 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. 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. 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 SDA strongly supports the new agreement because we have delivered on all fronts. All members benefit from the agreement and no one loses. The alternative to the proposed agreement is for Coles employees to return to the General Retail Industry Award. That would be disastrous because members would be reduced in their salaries and their conditions would be reduced. As with any new business agreement, there will be some start-up difficulties. Members can be assured that the union is fully committed to addressing members` concerns through the complaint procedure with the company, if necessary. The agreement also includes voluntary work on public holidays and flexible hours, to take into account family and education obligations and safe home transport.