BIDVEST EBA – 12 DAYS OF VOTE NO!

This agreement will see a divided yard – you’ll be wearing the same shirt with different rates & different conditions – VOTE NO for a better deal for you, your mates and your family this Christmas!

The Company has rejected your claim

• Wage increase of 4.4% (offering 2 %) – Rejected
• Awards underpin the agreement– (casual rates 25%, overtime (currently 3 hours @1.5 then double) , shift penalties, lunch breaks) – All Rejected.
• Allowances to equal Award minimums and increase – Rejected.
• Casual Conversion/commitment to permanent employment (Bne – have said they will in Bne) – Rejected in the regions!
• Transition to higher classifications and rates of pay for new employee’s – rejected
• No Reduction in existing Terms and Conditions of Employment – Rejected
• Extra Superannuation – Rejected.
• Review of driver classifications – Rejected.

Illegal clause – medical examination;

• In this agreement – the company can request any medical report from a medical examination they request – we believe this is incorrect as it needs to be governed by the FWA act.

What they have taken away or reduced for new employee’s in this agreement;

New shift workers get less;

• Shift work penalties  
• No paid meal breaks for shift work
• No paid overtime meal breaks
• Public holiday payments for casuals – no payment  – marked for checking as yet not confirmed!

New day workers get less;

• Penalty hours – a wider span of ordinary hours (4:00 am to 8:00 pm – was 5:00am – 8:00pm)
• No late finish allowance (gone – $7.09 per occasion)

New exempted employee’s (staff salaried) classification – these new staff will get no;

• Shift Allowances
• Weekend Penalty Rates
• Freezer Allowance
• Consolidator Half Freezer Allowance
• Cash Collection Allowance
• Overtime
• Annual Leave loading
• Public Holiday Entitlement – where work is performed.

What they have taken away from existing employee’s in this new agreement;

• All overtime meal breaks.
• Show holiday payments – now an annual leave added at the employer’s discretion (250% pay down to 217.5% pay).

What we have saved 

• Personal Leave – saved current provisions on evidence and stayed off disciplinary process for “excess leave use.”
• Employee friendly Redundancy matrix –  redeployment, VAR, then Compulsory
• 10 hour break or return on double time.

Download the latest flyer here.