The Proposed Officeworks Agreement 2019
New Officeworks Agreement voted up!
Following a ballot of Officeworks employees, a majority voted yes in favour of the proposed Agreement.
83% of eligible Officeworks employees voted in the ballot with a 97% yes vote.
Officeworks employees will receive a 2% increase applicable from 1 July. In addition, employees will receive a one off payment of up to $530 for existing full-time employees (pro rata for part-time and casuals).
This is a good outcome for Officeworks employees as the Agreement will ensure:
- Regular pay rises.
- Higher weekday pay rates.
- New and increased pay rates in penalty rate times on weeknights and weekends.
- Paid family and domestic violence leave
The proposed Officeworks Agreement will now go to the Fair Work Commission (FWC).
The SDA worked hard throughout negotiations to ensure you receive fair pay and working conditions.
Thank you for voting to have your say and to protect and improve your pay and conditions at work.
We will keep you updated as this process progresses.
If you have any questions, please contact the SDA.
Following extensive negotiations between the SDA and Officeworks the proposed Officeworks Store Operations Agreement 2019 is ready for you to consider.
The proposed Agreement delivers an outcome consistent with the SDA’s key priorities
- Ensure wage increases for everyone
- Improve penalty rates
- Secure hard-won SDA union conditions
This page contains a summary of the differences between the proposed Agreement and the current Officeworks Agreement 2012.
If approved by team members the proposed Agreement will commence from 4 November 2019 or 7 days after approval by the Fair Work Commission whichever is later.
Copies of the proposed Agreement are available in the lunchroom. The proposed Agreement contains significant changes to conditions of employment at Officeworks. Please read this information carefully and if you have any questions about the proposed Agreement please speak to your SDA Delegate or Shop Steward, SDA Organiser or call the SDA
The proposed Agreement protects your pay and ensures your pay will increase with:
»» Regular pay rises.
»» Higher weekday pay rates.
»» New and increased pay rates in penalty rate times on weeknights and weekends.
The new Agreement has a new classification structure. Existing Level 1 employees that are reclassified as new Level 2 employees because they are not performing the role or duties of a current Level 1 will not have their existing pay reduced and will receive full wage increases under the Agreement.
Below is the current hourly rate of pay and the proposed new hourly rates of pay for team members.
Note: there is a new classification structure under the proposed Agreement but no employee will have their existing pay reduced.
The SDA has worked hard to ensure your take-home pay is protected and to secure wage increases. No employee’s pay will be reduced and the current above Award pay rates are maintained and will be increased.
The first pay rise will be paid in the first full pay period after 1 July 2019 subject to a positive vote.
From the date of approval by the Fair Work Commission or 4 November 2019 whichever is the later, the below new penalty rates will apply:
Public holiday penalty rates of 250% for all employees will continue to apply.
*In 2018 the SDA won a case at the Fair Work Commission to improve Saturday penalty rates and introduce an evening penalty rate for casuals which will apply in the new Agreement.
As a result of winning our case in the Fair Work Commission, casual penalty rates will increase over the life of the Agreement for work on Monday to Friday 6pm-11pm and on Saturdays.
The proposed Agreement mirrors the penalty rates in the Award which includes the Fair Work Commission decision to reduce Sunday penalty rates. However, there is a mirroring clause in the Agreement to ensure Sunday penalty rates will move in line with the Award up or down.
There are several improvements to rostering protections in the new Agreement.
• Changes to rosters must be in writing before they occur and you must be consulted about any changes to your roster.
• Officeworks must provide 7 days notice of a proposed roster change.
• If you disagree with your roster change you have 14 days to dispute it and can refer roster disputes to the Fair Work Commission.
• Rosters will be displayed 14 days in advance.
• No full-time employees will be rostered to work more than 19 days in any 4 week roster cycle (currently 20 days).
• The maximum shift length will be 9 hours, or 11 hours once per week (currently 10 hours)
• Removal of 20% reduction to part-time hours clause
• Additional hours for part-timers over casuals: a new preference clause for part-time employees to receive additional hours before casual employees
• Part-time additional hours: The proposed Agreement allows part-time employees to do additional hours. Additional hours must be agreed in writing and will now be paid at the appropriate rate of pay for the time worked. You can agree to do additional hours in advance by entering into a standing consent. You will now accrue additional leave entitlements including annual leave and personal leave.
• Increase in core hours for part-timers: a new clause for part-timers to increase their base hours to their average over the previous 12 months.
The new Agreement has a new span of hours in line with the Award. In the new Agreement work outside of the span of hours will be overtime.
For all team members employed with Officeworks as at 1 April 2000, work outside the following times will be voluntary:
Monday – Friday 7:00am – 10:00pm
Saturday 7:00am – 7:00pm
Sunday (where legal to trade) 9:00am – 6:00pm
For all team members employed by Officeworks at the commencement of this agreement, work outside the following times will be voluntary:
Monday – Friday 7:00am – 10:00pm
Saturday 7:00am – 10:00pm
Sunday (where legal to trade) 9:00am – 7:00pm
The new Agreement simplifies the breaks clause, under the proposed Agreement breaks are as follows:
The current higher junior rates have been maintained in the new Agreement:
Under 18 60%
18 under 19 70%
19 under 20 85%
Additionally, junior rates will not apply to team members who work Level 2 or 3 classifications.
The superior provisions relating to allowances have been retained, including:
• First Aid weekly allowance of $11.75. The option of paying $2.02 per day has been deleted, all first aid officers will receive the full weekly allowance.
• The current protective clothing provisions has been updated to reflect the Award.
• The higher transport allowance of 84 cents per kilometre. This includes the following new allowances:
• The meal allowance has been increased to $18.29 (previously it was $14.78). Where overtime work exceeds four hours a further meal allowance of $16.57 will be paid.
• Excess travelling costs.
• Travelling time reimbursement.
• Transfer of employee reimbursements
• Transport of team member reimbursement
• Recall allowance
• Higher duties
The proposed Agreement does not include:
• Split shifts (also called additional shifts)
• Shorter shifts for training
The proposed new Agreement has some conditions that have been retained but have changed including:
• The minimum hours for a part-time employee are 36 hours per four week cycle instead of 48 hours; existing part-time employees will not have their hours reduced
• REST is retained as the default Superannuation fund, however employees can now change fund if they wish to
NEW CASUAL CONVERSION CLAUSE
Casual employees who have worked a regular roster for more than 12 months are able to formally apply for permanent work. This was made possible due to the successful SDA/ACTU case at the Fair Work Commission.
ANNUAL LEAVE REQUESTS
Under the proposed Officeworks Agreement, annual leave requests must be responded to within two weeks.
PAID FAMILY AND DOMESTIC VIOLENCE LEAVE
The proposed Agreement provides for 2 paid days and 3 unpaid days of Family and Domestic Violence Leave. This is significantly better than the entitlement to only unpaid Domestic Violence Leave in the Award.
There are also a range of new rights for Officeworks workers as part of the proposed Agreement:
• Increased penalty rates
• Overtime rates now apply to work from 11pm to 7am
• No requirement to use all paid leave to be eligible to take unpaid leave
• Right to request flexible work arrangements
• Free and safe parking where sites have car parks
The SDA has defended the following above Award conditions that will remain in the proposed Agreement:
»» When establishing or changing rosters Officeworks will consider the reasonable availability of team members which will include family matters, study commitments and religious observances
»» 2 days Personal Leave without documentation
»» Additional 2 days unpaid carers’ leave
»» Better Compassionate Leave
»» Pre-Natal Leave
»» Defence Force Services Leave
»» Better Jury Service Leave
»» Better Defence Force Leave
»» Blood Donor Leave
»» Emergency Services Leave
»» Leave of Absence
»» Natural Disaster Leave
»» Voluntary Work on Public Holidays
»» Voluntary Work on Christmas Eve, New Year’s Eve
»» Non-working day benefit for public holidays
»» Status Quo when following grievance procedure
»» Long Service Leave double leave at half pay
»» Temporary/Fixed-Term protections
»» 15 minute Tea Breaks
»» Superior Parental Leave entitlements
»» Picnic Day in NSW
»» Arbitration of workplace disputes
To recognise that it has been some time since the last wage increase it was important for the SDA to secure a payment for employees who have worked through that period.
A $530 lump sum payment for existing full-time employees (pro rata for part-time and casuals) will be paid to employees after a positive vote on the Agreement. The payment will be payable upon the first full pay period following the declaration of a positive vote.
Support your SDA Officeworks Agreement
The proposed SDA-negotiated Officeworks Store Operations Agreement 2019 will ensure you are better off than the General Retail Industry Award. Without it, many of the hard-won SDA Union conditions secured by the SDA could be lost.