Below is a summary of the proposed agreement and amendments to the Bunnings Warehouse / Small Format Stores Agreement 2013 ("the 2013 agreement") and/or provisions that differ from the General Retail Industry Award. 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). 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). 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%. As a result, the parties have not reached agreement on this issue. The proposed agreement includes the same hourly duration as the 2013 agreement: a part-time team member may give Bunnings written permission to work overtime at the normal hourly 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.