The Priceline Enterprise Agreement 2021
The SDA has finalised negotiations with Priceline for a new 4-year Enterprise Agreement which sets out your terms and conditions of employment. The new Agreement provides significant improvements, which you will now have an opportunity to consider and vote on.
Under the proposed Agreement existing staff will receive a 2% pay increase backdated to 1 July 2021.
Supporting the proposed Priceline Retail Employees Enterprise Agreement 2021 will help secure:
- Yearly wage increases
- Penalty rates protected
- Improvements to leave provisions – paid domestic violence leave increased to 10 days
- Improvements to break minimums
The SDA worked hard to secure an agreement structure that improves the terms and conditions for all Priceline employees and ensures your wage is protected.
Members have the final say. No Agreement will be put in place unless a majority vote in favour of it.
Proposed Agreement Voted Up
Priceline Stores employees have endorsed the new proposed Agreement by overwhelmingly voting yes.
Of the employees that voted, 98% voted yes to the proposed Agreement.
This is a great outcome for Priceline Store employees as the Agreement will secure a number of superior conditions
The Agreement will now go to the Fair Work Commission (FWC) for approval.
Thank you for voting and having a say on your pay and working conditions.
We will keep everyone updated as this process progresses.
The proposed EBA delivers consistent rises to pay.
Wage increases are as follows:
- Year 1: 2% increase to wages backdated to the first full pay period (ffpp) on or after 1 July 2021.
- Year 2: Increase to base rate of pay at the rate of the percentage increase ordered by the FWC in its Award Wage Review (AWR) decision plus 0.25%, taking effect ffpp on or after 1 July 2022.
- Year 3: Increase to base rate of pay at the rate of the percentage increase ordered by the FWC in its AWR decision plus 0.25%, taking effect ffpp on or after the 1 July 2023.
- Year 4: Increase to base rate of pay at the rate of the percentage increase ordered by the FWC in its AWR decision plus 0.25%, taking effect ffpp on or after the 1 July 2024.
2% increase to Full-time (pro-rata for Part-time) weekly base wage to $896.79 back paid to the first full pay period on or after 1 July 2021 (Appendix 1). The hourly rate for Full-time and Part-time employees to increase to $23.60.
Casual hourly rates to increase to $29.49 per hour (all other loadings will increase when applicable) back paid to the first full pay period on or after 1 July 2021 (Appendix 1).
All allowances will be increased in line with the General Retail Industry Award.
Public Holiday and Sunday Penalty rates are maintained for the life of this agreement. This means that Priceline will continue to pay penalty rates on Sundays and public holidays which are higher than the Award.
Penalty rates for Evening shifts (after 6pm Monday to Friday); Sundays and Casual Saturday are expressed as a percentage of the Priceline base rate or matched with the GRIA rate, whichever is higher.
The second spread of hours at clause 13.2 will be reduced to apply from, 1 December to 5 January, instead of 1 November to 14 January.
Paid Domestic Violence Leave for all employees will be increased from 5 days per year to 10 days per year (also retaining 5 days unpaid leave).
Paid parental leave for primary carers will increase from 4 weeks to 8 weeks and the entire payment will be made at the commencement of the leave rather than split between the time taken and on return to work. Paid parental leave for secondary carers will remain at 2 weeks, paid at the commencement of leave. Paid parental leave applies to leave taken in relation to the birth or adoption of a child.
The definition of “child” in clause 4.9(b) will be extended to include a stillborn child– for the purpose of personal and compassionate leave.
A team member who gives birth to a stillborn child, and who is already on parental leave, will be able to remain on unpaid parental leave and return to work within 4 weeks after advising Priceline of her requirement to return to work (clause 33.14).
The training clause for casual employees has been improved so casuals can only be rostered for two hour shifts for the purpose of attending team meetings or training four times per year. At least 2 weeks’ notice will be provided or shorter notice by mutual consent.
These meetings are voluntary and where possible, the meetings will be scheduled immediately before, during or after the employee’s shift. Payment for the shift will be at the ordinary rate of pay, including any applicable penalty rates. (Clause 40.5)
Online training may also now take place during a rostered shift at the discretion of the Managers where the employee has no other allocated tasks to complete. This time will be paid at the hourly rate appropriate for the time the training is being completed. (Clause 40.6)
The Public Holidays provision has been updated to reflect additional public holidays where applicable in each State/Territory.
Clause 16.5 in the current Agreement, which allows for a reduction in part-time hours by 20% per anniversary year, has been removed.
The Annual Leave Loading clause 27.13 has been clarified to reflect that the 17.5% loading is paid on the ordinary rate of pay (which includes the applicable loading or loadings for ordinary hours worked).
Please take the time to read through all the information provided to you so you can make an informed decision about what is best for you when voting begins.
Voting will take place online from 4 October to 12 October. You will be provided more details on how to vote.
Remember, you have the final say. No new agreement can be put in place without a majority yes vote.