BUNNINGS FOREST PRODUCTS PTY LTD STOREPERSONS
ENTERPRISE AGREEMENT 1996
No. AG 300 of 1996
1
2
AGREEMENT
BUNNINGS FOREST PRODUCTS
PTY LTD
STOREPERSONS
ENTERPRISE AGREEMENT 1996
3
1.
TITLE
This Enterprise Agreement shall be referred to as the Bunnings Forest Products Pty Ltd
Storepersons Enterprise Agreement 1996.
2.
ARRANGEMENT
1.
2.
3.
4.
5.
6.
7.
8.
Title
Arrangement
Scope and Parties to this Agreement
Relationship to Parent Awards
Single Bargaining Unit
Aims and Objectives of the Agreement
Wages
Agreed Productivity Improvements
8.1
Flexibility of Hours
8.2
Non Smoking
8.3
Flexibility of Working Agreements
8.4
Grievance and Dispute Settlement Procedure
8.5
Skills Development and Training
8.6
Delegates Meetings
8.7
Bereavement Leave
8.8
Payroll
Uniforms
Long Service Leave
Literacy and Numeracy Training
Productivity Bonus
Future Matters
Redundancy
Terms of Agreement
Further Claims
Not To Be Used As A Precedent
Signatories to Agreement
Appendix A - Business Unit Committee
Appendix B - Action Planner
Appendix C - Incentive Scheme - Notes
Appendix D - Example Wages Schedule
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
3.
SCOPE AND PARTIES TO THIS AGREEMENT
The parties to this Agreement are Bunnings Forest Products Pty Ltd (the Company) and the
Shop, Distributive and Allied Employees Association of WA (the Union).
This Agreement shall apply to and be binding on Bunnings Forest Products Pty Ltd (the
“Company”) and all the employees engaged in or in connection with the Company’s
Metropolitan Operations.
This Agreement shall also be binding upon the Shop, Distributive and Allied Employees
Association of WA.
4
It is accepted that approximately 15 employees will be bound by this Agreement upon
acceptance and registration.
4.
RELATIONSHIP TO PARENT AWARDS
This Agreement shall be used and interpreted wholly in connection with the Shop and
Warehouse (Wholesale and Retail Establishments) State Award 1977 (No. R32 of 1976).
Where there is any inconsistency between this Agreement and the Award, this Agreement
shall prevail to the extent of any inconsistency.
5.
SINGLE BARGAINING UNIT
5.1
In accordance with the National Wage Decision in September 21, 1994 the employees and
the Company have formed a Single Bargaining Unit in respect to the Company’s
metropolitan work location at Welshpool.
5.2
The Business Unit Committee (refer Attachment “A”) will ensure that the framework of
the Enterprise Agreement is adhered to.
6.
AIMS AND OBJECTIVES OF THE AGREEMENT
6.1
The purpose of entering into this Enterprise Agreement is to increase the productivity,
efficiency and flexibility of the Company’s Metropolitan Operations to ensure Bunnings
Forest Products Pty Ltd remains competitive within the timber industry.
6.2
This agreement is further intended to enhance the quality of working life of employees
through continued progress on workplace reform and consultation.
6.3
Bunnings Forest Products Pty Ltd remains committed to the continual training of all
personnel so that their skills base can be enhanced, and to provide an environment in which
these new skills can be utilised and recognised to the satisfaction of individual employees.
6.4
Furthermore, the Company recognises the need to continuously improve occupational
safety and health for all employees and is therefore committed to the development and
implementation of safety and health initiatives. This Agreement provides for the
participation of all employees in these initiatives in order that the Metropolitan Operations
will become a safer working environment.
7.
WAGES
A general wages movement of 3.2% on existing base rates is to be applied from 18th March
1996.
5
This movement will be in the form of a back payment for the period 18 March 1996 to 30
June 1996, then be applied for the first year of the term of the Agreement being 1 July 1996
to 30 June 1997.
The wage rate for the second year of the Agreement being 1 July 1997 to 30 June 1998 will
be increased by the average underlying Consumer Price Index movement applicable for the
full year, four quarters ending March 1997. This adjustment shall be made from 1 July
1997 and will be paid as soon as possible following the receipt of appropriate figures from
the Australian Bureau of Statistics.
See Attachment “D” for example of wages and profitability scheme earnings.
8.
AGREED PRODUCTIVITY IMPROVEMENTS
8.1
Flexibility of Hours
The parties agree that working hours need to be arranged and worked in a manner which
provides the greatest flexibility in meeting the continuously changing business environment
of the Company.
Employees bound by this Agreement will be required to work consecutive ordinary hours at
any times between 6.00 am and 6.00 pm, Monday to Friday unless otherwise agreed
between the parties following discussions of the Business Unit Committee.
8.2
Non Smoking
The Company’s Metropolitan Operations will become “Non Smoking” apart from agreed
designated areas and breaks from 1 July 1996.
By mutual consent any employee covered by this Agreement will be entitled to attend a
course designed to assist them in stopping smoking. It will be Management’s
responsibility to organise support courses upon request and as agreed.
8.3
8.4
Flexibility of Working Agreements
8.3.1
Rest Periods
The parties agree that the second and subsequent rest periods on any shift,
will be taken at such a time as to ensure that the production process continues.
8.3.2
Demarcation Issues
Appropriate discussions between the parties is to occur when cross use of personnel
happens and is to include relevant training of the individual prior to
implementation.
Grievance and Dispute Settlement Procedure
The procedure prescribed in this clause shall also be used to resolve any question,
dispute or difficulty which may arise from this Agreement.
6
8.4.1
The principle of conciliation and direct negotiation shall be adopted for the purpose
of prevention and settlement of all industrial disputes.
8.4.2
The parties shall take an early and active part in discussions and negotiations aimed
at preventing or settling disputes in accordance with the agreed procedure set out
hereunder.
8.4.3
All disputes shall be resolved in the following sequence:
8.4.3.1 Discussions between the employee/s concerned (and/or their representative
if required on behalf of the employee) and the immediate supervisors.
8.4.3.2 Discussions involving the employee/s concerned, the employee
representative and the employer representatives’.
8.4.3.3 Discussions involving union representatives and senior management
representatives.
8.4.4 Until the matter is resolved in accordance with the above procedure, work shall
continue normally. While the above procedure is being followed no party shall be
prejudiced as to the final outcome by the continuation of work in accordance with
this clause.
8.4.5 The parties to this Agreement, the employees and members of the Union, will take
all possible action to settle any dispute within reasonable time. At least 3 days
should be allowed for all stages of discussions to be finalised.
8.4.6 If the matter is still not settled it may be referred to the Western Australian State
Industrial Relations Commission for assistance.
8.4.7 This clause shall not prevent any party to a dispute from making an application to
the Western Australian State Industrial Relations Commission.
Provided that with effect from 22 November, 1997 it is required that
persons involved in the question, dispute or difficulty shall confer among
themselves and make reasonable attempts to resolve questions, disputes or
difficulties before taking those matters to the Commission.
8.5
Skills Development and Training
8.5.1 The parties to this Agreement are committed to the development of the skills of the
workforce through improved job design or the introduction of new technology; The
aim of which is to enhance the working environment to develop more rewarding
and satisfying employment for all employees.
8.5.2 The parties agree that the outcome of training programmes will need to satisfy as a
minimum the appropriate National Competency Standards.
8.5.3 Where possible all training undertaken as a result of this sub-clause will be during
normal working hours. Where there is mutual agreement between the employer and
7
the employee, the employee will attend training outside of normal hours. The rate
of pay for such training shall be single time or the equivalent time off in lieu at a
mutually agreed time.
8.5.4 Any direct costs incurred by the employee as a result of undertaking training, will be
met by the Company.
8.5.5 It is accepted that training of a general nature will be carried out between employees
on an ongoing basis. It is recognised that specialised task training may be required
on occasions. To this end the Business Unit Committee will list such specialised
training needs. Specialised training needs should then be conducted by persons
with appropriate experience who have successfully undertaken training to the level
of a Train the Trainer course. Those employees who become nominated trainers
meeting the criteria above will be recognised for their abilities through the payment
of a $10 / week (flat) whether they conduct training or not.
8.6
Delegates Meetings
Management accepts that up to two employees may attend such meetings on an annual
basis for up to two days each individual per year, one in each half of the year. The absence
will be paid special leave for union business and will require one months notice prior to
appropriate dates to enable alternative working arrangements to be organised.
8.7
Bereavement Leave
An employee shall be entitled to bereavement leave for a death in the employee’s
immediate family or immediate household. “Immediate family/household” includes: wife,
husband, defacto spouse or partner (including same sex partners), father, mother, father-inlaw, mother-in-law, child, step-children, step-brother, step-sister, step-father, step-mother,
grand parents, brother, sister, grand children.
Such leave will be without deduction of pay for a period of up to a maximum of two shifts
off work. Any extension to this will be at Management’s discretion. Proof of such
circumstances is required to the satisfaction of the employer.
8.8
Payroll
The principle of pay weeks being altered to coincide with the majority of the Company to
cover a Monday to Friday week subsequently being paid the following Thursday is
accepted. To facilitate this a team consisting of appropriate representatives including
members of the Business Unit Consultative Committee will be established to address this
matter.
9.
UNIFORMS
9.1
Joining Option
It is not compulsory for employees to wear uniforms, however employees are encouraged to
participate in the subsidised uniform offer.
8
9.2
Initial Issue
The initial issue of uniforms will consist of four (4) sets of clothing plus one (1)
jacket/jumper of which the employee will pay for one (1) set of clothing and a quarter of the
cost of the jacket/jumper.
9.2.1 Eligibility - New Employees
New employees will be eligible for this "one off" offer after a 3 month qualifying
period with the Company.
Employees in this category can purchase a "subsequent issue" within the qualifying
period should they so request.
Note:
In both cases above the "one off" offer will only be made once. Should an employee
refuse the offer at that time then their eligibility for this type of offer will lapse.
9.3
Subsequent Issues - Subsidy
A 50% subsidy will apply for each "subsequent" issue to a maximum of two sets per financial
year. Additional jackets/jumpers will only be issued on a two (2) yearly basis on a subsidy of
50%.
9.4
Employee Transfers
Options are:
i)
Employees may continue to wear the clothing issued from their previous
location until such time as they would normally be eligible for a new issue.
ii)
Employees may immediately purchase a clothing set relevant to the new
location style at a 50% subsidy rate.
9.5
Colour and Style
The choice of clothing will be up to the locations, however, final decision should result in one
colour/style suiting the location.
9.6
Laundering
Laundering of uniforms will be at the cost of the employee.
Laundering of protective clothing issued in accordance with existing award requirements or
agreements will be to the cost of the Company.
10.
LONG SERVICE LEAVE
9
Long Service Leave shall be as per the provision of the Western Australian Government
Gazette Volume 71 page 1 (71 WAIG) and will apply to all employees covered by the
Agreement.
Employees will be entitled to pro-rata Long Service Leave after seven (7) years continuous
service. Should an employee leave the services of the Company for any reason other than for
serious misconduct then that employee will be entitled to the Long Service Leave pro-rata
payment owing to them.
11.
LITERACY AND NUMERACY TRAINING
It is agreed by the parties that literacy and numeracy skills of certain employees may need to
improve.
The BUC will be responsible for identifying employees who may benefit from training
designed to improve their literacy and numeracy skills.
12.
PRODUCTIVITY BONUS
Based on the Company’s profitability there will be the ability of the employees to gain up to
5% per annum of base rates paid twice yearly. Refer Appendix “C” for additional
information and examples.
13.
FUTURE MATTERS
It is agreed between the parties to review the merits or otherwise of the introduction of
annualised salaries and the necessity for completion of time cards / work sheets. If
considered appropriate steps to introduce an improved system will be initiated. Additionally,
during the life of this Agreement it is agreed to review coverage of employees regarding
insurance protection whilst travelling to and from work.
All Agreements regarding the above matters must be endorsed by the Union Executive prior
to implementation.
14.
REDUNDANCY
14.1
Redundancy Pay
In addition to the period of notice prescribed for ordinary termination an employee who is
terminated because the employer has made a definite decision that the employer no longer
wishes the job the employee has been doing to be done by anyone and this is not due to the
ordinary and customary turnover of labour and that decision will lead to the termination of
employment, the employer shall pay the following amount of redundancy pay in respect of a
continuous period of service (to a maximum of 25 weeks’ pay) to each full-time or permanent
part-time employee so terminated.
14.1.1 Broad Criteria
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The Union Executive is to be advised of circumstances at the earliest possible time
and prior to termination action.
Prior to any action to make an employee redundant, Management will look at
alternative placement opportunities within the Company.
Determination be based on the ability to ensure the Company continues to run its
operations in the most effective way. This will include consideration to attendance,
skills and performance.
Prior to any forced redundancies, volunteers may be requested from amongst that
group of employees. Management retain the right, supported by valid reason, to
refuse the acceptance of such volunteers, keeping in mind the second paragraph
above.
14.1.2 Completed Years of Service
0 - 12 months
Nil
1 year - 7 years
1.5 weeks per completed year of service
7 years and onwards
2 weeks per completed year of service up to a maximum of
25 weeks.
14.1.3 An additional payment of one week’s pay to each retrenched employee under this
Award irrespective of notice given.
“Week’s pay” means the ordinary time rate of pay for the employee concerned.
14.1.4 Permanent employees who, at the time of termination have been employed for less
than 12 months shall be paid 17.5% loading on pro-rata annual leave.
14.2
Employee Leaving During Notice
Employees who leave prior to their termination date will receive redundancy benefits as
prescribed by this clause.
14.3
Time Off During Notice Period
During the period of notice of termination given by the employer an employee shall be
allowed reasonable and appropriate time off without loss of pay for the purpose of seeking
other employment.
15.
TERMS OF AGREEMENT
This Agreement shall take effect from the first pay period commencing on or after 1st July
1996 and shall remain in force for a period of two (2) years.
The parties agree to undertake a review of, and commence, discussions on a replacement
Agreement no later than three (3) months before the expiry date of this Agreement.
11
16.
NO EXTRA CLAIMS COMMITMENT
Except for movements in Award wages under conditions granted by the Western Australian
State Industrial Relations Commission through State Wage Case Decisions, there will be no
further claims for general wage increases during the term of this Agreement.
17.
NOT TO BE USED AS A PRECEDENT
It is a condition of this Agreement that the parties will not seek to use the terms contained
herein as an example or precedent for other Enterprise Agreements whether they involve
Bunnings Forest Products Pty Ltd or not.
12
18.
SIGNATORIES TO THE AGREEMENT
1)
(Signed by John Goodall) _____
On behalf of Bunnings Forest Products Pty Ltd
(Seal affixed)
3)
(Signed by Joseph Bullock)
On behalf of the Shop, Distributive and Allied Employees Association of WA (SDA).
13
ATTACHMENT “A”
AGREEMENT -BUSINESS UNIT COMMITTEE (BUC))
1.
The following sets out the conditions under which the BUC is to operate and includes:

objective

function

matters within BUC jurisdiction

matters outside BUC jurisdiction

role

structure

administration
·
·
·
·
·
·
·
·
·
·
·
·
·
2.
representation
office bearers
proxies
sub committees
meetings
quorum
minutes
access to information
facilitation of employee representative in their role
observers to BUC
training of BUC members
dispute settlement procedure
evaluation.
OBJECTIVE
2.1
Commitment by all parties to continuously strive to improve the operations in line
with the Company's continuous improvement process including the very important
issue of customer service.
2.2
To raise and consider all relevant matters associated with the maintenance/expansion
of the business including issues that affect the workplace, leading to job security for
all employees.
2.3
To raise and discuss matters enhancing the working environment generally thus
improving the quality of working life for all employees.
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2.4
3.
FUNCTION
3.1
4.
5.
To provide input and therefore influence the method of improving the skills of the
workforce through enhanced job design or through the introduction of new
technology, resulting in access to more rewarding and personally satisfying jobs.
To accept information from all participants on a range of subjects in line with the
objectives.

To overview the effectiveness of this Agreement through planned monthly
meetings involving appropriate Managers.

To be involved in the ongoing review of Enterprise Agreements.

From management there may be information regarding future plans, market
predictions, major organisational change, new technology, training plans,
company policy, general industry information.

From employee representatives there may be comment/suggestion on job
design, employee feedback, training recommendations, improvement to work
conditions and other ideas for overall improvement as raised by other
employees.
3.2
To reach agreement following consideration of information provided and where
necessary to make recommendation to senior management before final decision and
implementation occurs on issues likely to effect the workplace.
3.3
Commitment to and implementation of the agreement.
3.4
To ensure that members of this committee have received the training to equip them for
their role.
3.5
To ensure communication of the outcome of BUC meetings is provided to all
employees in the most effective way.
MATTERS WITHIN THE BUC JURISDICTION

Introduction of new equipment/technology

General policy operation and changes eg Equal Employment Opportunity and
Affirmative Action

Management practice

Day to day operational issues
MATTERS OUTSIDE THE BUC JURISDICTION
15
6.

Occupational safety and health matters

Industrial relations issues
ROLE OF MEMBERS
6.1
Management
To provide to the meeting all relevant information about matters likely to effect
employees in line with the objectives. It is intended that such information to be
discussed, under normal circumstances, prior to implementation.
To provide feedback regarding the meeting outcome to relevant managers.
Depending on the issue to provide feedback to all employees on a joint basis with
other members of the BUC.
6.2
Employee Representation
To consult with other employees then provide employee input into the decision
making process on matters within the jurisdiction of the committee.
To provide feedback to the employees regarding the meeting outcomes.
Depending on the issue to provide feedback to all employees on a joint basis with
other members of the BUC.
7.
STRUCTURE
The BUC currently has up to six (6) members consisting of:
4
employee representatives
2
management representatives.
The size of the BUC may be varied by agreement, however, representation by management
representatives must be no greater than the number of employee representatives.
8.
ADMINISTRATION
8.1
Management Representation
Management will select its representatives, however, will include appropriate
Management representation. Consideration, however, will be given to managers with
responsibility for areas where they have the decision making authority.
16
8.2
Employees Representation
Nominations will be taken from employees. While consideration will be given to
endeavouring to have representatives from across the workforce, no nomination shall
be rejected on the basis that more than one person from an area has been nominated.
Should employee representatives not be performing satisfactorily, then they can be
replaced following a ballot of the relevant union membership.
Should an employee BUC representative take up a staff position they would resign
from their role as employee representative on the BUC from the date of their staff
appointment.
8.3
Proxies
Committee members where possible will nominate a proxy who will attend meetings
on their behalf when they are unavailable. All rights and responsibilities applying to
BUC members will apply to their proxies.
8.4
Meetings
Will be held monthly or as determined by the members of the BUC.
Meetings will be run in a consultative manner in accordance with good meeting
procedure and will be chaired by Management.
8.5
Quorum
Shall be a minimum of 50% of the Committee, however with management
representation being no greater than employee representation numbers.
8.6
Minutes
Actual word by word minutes will not be kept, however Action Planners (refer
Attachment “B”) will be kept and completed then credited appropriately for each
meeting.
The Action Planner will be completed by any one of the meeting participants to be
decided at the outset of each meeting.
Action Planners (refer Attachment “B”) are to be distributed within five (5) days of
the meeting to all BUC participants, notice boards or other suitable means eg group
discussion, management as determined by management.
8.7
Access to Information
All parties have rights to access to all information related to issues being considered
by the BUC.
17
For commercial-in-confidence business information, reasons to be provided as to the
non release of relevant documentation.
8.8
Facilitation of Employee Representative in their Role
In the spirit of this agreement management will provide assistance to enable the
employee representatives to fulfil their responsibility as members of the BUC, this
could include such things as: access to office equipment, photocopier, telephone, fax
etc; meeting room facility, time to consult with other employees in company time,
time to prepare for meetings and time to attend to other business as agreed by the
BUC.
8.9
Observers to the BUC
Any party may have the right to bring along an observer to provide input into the
meeting where required on a specific topic as the circumstances dictate.
The observer will have speaking rights only and will leave the meeting once their
subject is discussed.
Accredited Union Officials and Senior Management Representatives have a right to
attend BUC or Sub Committee Meetings, but will have no voting rights.
8.10
Training of BUC Members
All members should be provided with training to equip members with the skills to
undertake their role in a positive manner by an approved bilateral provider. This
training will be carried out at the company's expense.
8.11
Dispute Settlement Procedure
Should issues arise from BUC meetings which cannot be resolved then such matters
should be raised in line with the grievance procedure.
18
APPENDIX “B”
STANDARD PAL
BUNNINGS
FOREST PRODUCTS
MEETING TYPE:
ACTION PLANNER
DATE/TIME:
WHERE:
PRESENT:
cc
No
INITIATOR
APOLOGIES: Nil
ACTION
PURPOSE:
AGENDA:





LOGISTICS: See Below
TO ACTION
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
NEXT MEETING DATE:
TIME:
PLACE:
ACTION
DATE
DATE
COMPLETED
19
DISTRIBUTION OF THIS PLAN TO:
OWNER:
20
ATTACHMENT “C”
GUIDANCE NOTES ON THE BUNNINGS/SDA ENTERPRISE AGREEMENT
INCENTIVE SCHEME
(EXAMPLE - page 1)
INCENTIVE TARGETS
1.
Targets have been linked directly to profitability for the timber and panel group and these are as
follows:
a.
Target 1 - this is based on sales performance measured in dollars. The target at
which incentives are paid is based on an improvement against the six months budget.
b.
Target 2 - this is based on the relationship of sales to costs and again incentives are
paid on an improvement above budget.
c.
Target 3 - this is based on good attendance for all metro wage employees and an
incentive is paid on the achievement of 96.5% or better attendance.
The targets are shown on the next page and as you will see, the targets for each of the incentives are
stepped. The maximum total incentive for all three targets combined is 5%.
An example has been shown to calculate the payment that would be made if targets were partially or
fully met.
OTHER POINTS
2.
After this initial six month period and with consultation, the scheme may be changed to emphasise
individual or group performance.
3.
Employees will be kept informed of progress in meeting our targets as these will be posted
periodically on the notice board (most likely monthly).
4.
Incentive payments are based on percentage of weekly base rate of pay for the six month period. Tax
will be deducted at the applicable rate.
5.
To qualify, employees must be in service at the date that the incentive is paid. Employees who join
the company after the start of an incentive period will not be able to participate in that six monthly
scheme. They will of course be able to join the next six months scheme.
21
ATTACHMENT “C”
BUNNINGS/METRO SDA ENTERPRISE AGREEMENT
INCENTIVE SCHEME
(EXAMPLE - page 2)
TIMBER AND PANEL TARGETS
A.
SALES
BUDGET
Sales $68M
100
Payout
PARTIAL ACHIEVEMENT
TARGET
100%
101%
102%
103%
½%
1%
1½%
2%
The timber and panel target for sales is based on the budget of $68M and a range of payments will be
made on achieving the budget (½% payout) to 103% of the budget (the maximum 2% payout).
B.
SALES TO COSTS
Ratio
BUDGET
PARTIAL ACHIEVEMENT
TARGET
1.06
1.06
1.07
1%
2%
Payout
This target is based on the ratio of sales in relation to the cost of running the business. The budget
ratio is 1.06. Incentive payouts will occur at the budget ratio of 1.06 (1% payout) or higher if the
achievement is 1.07 (the maximum payout of 2% will be made).
C.
ATTENDANCE
%
Attendance
Payout
BASE
PARTIAL ACHIEVEMENT
TARGET
96.7%
96.5%
97.5%
½
1%
22
The attendance incentive is based on the attendance of metro wage workers only and the target is
above the historical rate of 96.7% which was up to the end of June 1996. Attendance at work is
calculated from a base of 38 hours multiplied by the number of employees. full attendance would
equal 100%. The target takes into account the absence due to illness, injury and other reasons. The
½% attendance incentive will be paid at 96.5% and the maximum of 1% will be paid out at 97.5%.
23
ATTACHMENT “D”
Example Wages Schedule and
Profitability Scheme - Potential Earnings
6 Monthly Payment Table
Warehouse Workers
Weekly
Rate
6 Monthly
Rate
Incentive %
0.5%
Packing Bench
Forklift Operators
Leading Hand (A)
Leading Hand (B)
Juniors 19-20 80%
Juniors 20-21 90%
$436.54
$445.51
$460.66
$463.61
$349.23
$392.88
$11,350.04
$11,583.26
$11,977.16
$12,053.86
$ 9,079.98
$10,214.88
$56.75
$57.92
$59.89
$60.27
$45.40
$51.07
1.0%
1.5%
2.0%
$113.50
$115.83
$119.77
$120.54
$ 90.80
$102.15
$170.25
$173.75
$179.66
$180.81
$136.20
$153.22
$227.00
$231.67
$239.54
$241.08
$181.60
$204.30
2.5%
$283.75
$289.58
$299.43
$301.35
$227.00
$255.37
3.0%
$340.50
$347.50
$359.31
$361.62
$272.40
$306.45
3.5%
$397.25
$405.41
$419.20
$421.89
$317.80
$357.52
4.0%
$454.00
$463.33
$479.09
$482.15
$363.20
$408.60
4.5%
$510.75
$521.25
$538.97
$542.42
$408.60
$459.67
5.0%
$567.50
$579.16
$598.86
$602.69
$454.00
$510.74
24
VARIATION RECORD
BUNNINGS FOREST PRODUCTS PTY LTD STOREPERSONS
ENTERPRISE AGREEMENT 1996
No. AG 300 of 1996
Delivered 12/12/96 at 77 WAIG 43
Consolidated
CLAUSE
NO.
EXTENT OF
GAZETTE
VARIATION
REFERENCE
ORDER
OPERATIVE
NO.
DATE
1. Title
As delivered
AG 300/96
12/12/96
77 WAIG 43
2. Arrangement
As delivered
AG 300/96
12/12/96
77 WAIG 43
3. Scope and Parties to this Agreement
As delivered
AG 300/96
12/12/96
77 WAIG 43
4. Relationship to Parent Awards
As delivered
AG 300/96
12/12/96
77 WAIG 43
5. Single Bargaining Unit
As delivered
AG 300/96
12/12/96
77 WAIG 43
6. Aims and Objectives of the Agreement
As delivered
AG 300/96
12/12/96
77 WAIG 43
7. Wages
As delivered
AG 300/96
12/12/96
77 WAIG 43
8. Agreed Productivity Improvements
As delivered
AG 300/96
12/12/96
77 WAIG 43
8.1 Flexibility of Hours
As delivered
AG 300/96
12/12/96
77 WAIG 43
8.2 Non Smoking
As delivered
AG 300/96
12/12/96
77 WAIG 43
8.3 Flexibility of Working Agreements
As delivered
AG 300/96
12/12/96
77 WAIG 43
25
8.4 Grievance and Dispute Settlement Procedure
As delivered
AG 300/96
(4.7) ins. text
2053/97
12/12/96
22/11/97
77 WAIG 43
77 WAIG 3079
8.5 Skills Development and Training
As delivered
AG 300/96
12/12/96
77 WAIG 43
8.6 Delegates Meetings
As delivered
AG 300/96
12/12/96
77 WAIG 43
8.7 Bereavement Leave
As delivered
AG 300/96
12/12/96
77 WAIG 43
8.8 Payroll
As delivered
AG 300/96
12/12/96
77 WAIG 43
9. Uniforms
As delivered
AG 300/96
12/12/96
77 WAIG 43
10. Long Service Leave
As delivered
AG 300/96
12/12/96
77 WAIG 43
11. Literacy and Numeracy Training
As delivered
AG 300/96
12/12/96
77 WAIG 43
12. Productivity Bonus
As delivered
AG 300/96
12/12/96
77 WAIG 43
13. Future Matters
As delivered
AG 300/96
12/12/96
77 WAIG 43
14. Redundancy
As delivered
AG 300/96
12/12/96
77 WAIG 43
15. Terms of Agreement
As delivered
AG 300/96
12/12/96
77 WAIG 43
16. Further Claims
As delivered
AG 300/96
12/12/96
77 WAIG 43
17. Not To Be Used As A Precedent
As delivered
AG 300/96
12/12/96
77 WAIG 43
18. Signatories to Agreement
As delivered
AG 300/96
12/12/96
77 WAIG 43
Appendix A - Business Unit Committee
As delivered
AG 300/96
12/12/96
77 WAIG 43
Appendix B - Action Planner
As delivered
AG 300/96
12/12/96
77 WAIG 43
26
Appendix C - Incentive Scheme - Notes
As delivered
AG 300/96
12/12/96
77 WAIG 43
Appendix D - Example Wages Schedule
As delivered
AG 300/96
12/12/96
77 WAIG 43