ADULT AGE ADULT WAGE WEEK OF ACTION
By Justin Power, SDA State Secretary
As reported in the previous edition of the SDA News, the SDA lodged a case in the Fair Work Commission to abolish junior rates of pay for workers aged 18 years and older - as well as seeking to lift the rates of pay for most workers under the age of 18.
While we build our case in the Fair Work Commission, itās also important to get support for the campaign from SDA members and the wider community.
On the 12th of August, we launched our Adult Age = Adult Wage advertising campaign to educate the community about the campaign.
The advertisement appeared on TV, radio, social media, and signage across the country.
You can view the advertisement by scanning the QR code:
At the same time this advertisement launched, the SDA also participated in a āweek of actionā for the campaign where we visited Shopping Centres across Queensland to talk to young people about the campaign and hear their stories about why they deserve fair pay.
We heard many stories from young workers who are living out of home, paying their own bills - yet being paid less than their co-workers.
Many of these members have been working in retail since they were very young - 15 or 16 years old and have several years of experience under their belt. So why are they getting paid so much less than some of their workmates?
A story from one of our members:
When Jayden starting working at age 16 with a local supermarket he already had financial commitments including rent, phone and car rego. He saved hard to purchase a car but said it took a lot longer to save the money for that car because he was being paid junior rates.
He didnāt have a social life because he was working hard to pay rent and other bills - he couldnāt afford to go out without borrowing money from his family.
He said āAs soon as you turn 18, you should be paid the adult rateā
This is just one story out of hundreds we have heard from young workers all over the country.
Abolishing junior rates for working aged 18 and over will help young people start their working life with dignity, and be able to set themselves up for a productive working life.
Our message is clear, if youāre an adult age, you should receive an adult wage.
Want to get involved? You can sign up for the campaign at www.adultageadultwage.com.au or get in touch with the SDA office.
New Right to Disconnect Laws are a Positive Step Towards Work-Life Balance
In a move aimed at enhancing work-life balance and improving the well-being of employees, the Federal Government has recently introduced new "right to disconnect" laws.
These laws are a significant step forward in recognising the need for clear boundaries between work and personal time in an increasingly connected world.
The "right to disconnect" is the legal right of employees to disengage from work-related communicationsāsuch as emails, phone calls, and messagesāoutside of their official working hours.
Digital technology, while beneficial in many ways, has blurred the lines between work and personal lives. Employees often find themselves expected to be constantly available - leading to stress and burnout.
These new laws seek to address this issue by requiring that employers respect their employees' right to disconnect after work hours.
This includes prohibiting employers from expecting or requiring employees to respond to work-related communications during their personal time, except in cases of emergency or pre-agreed upon arrangements.
At the press conference about the changes taking effect, SDA State Secretary, Justin Power said:
āIn the past decade, work has got harder - not easier - so the ability to go home, turn off your phone and spend time with your family and not be held accountable when you get back to work the next day- is very important for SDA members.ā
The introduction of these laws is a positive development for Australian workers - the right to disconnect is a crucial step towards regaining control over their personal time.
It will improve mental health and acknowledges the need for proper rest outside of work. This will help reduce stress levels in the workplace and lead to happier and more productive workers.
The SDA applauds the Albanese government for implementing the new right to disconnect laws. They are a welcome development in the ongoing effort to create healthier, more sustainable work environments. By giving employees the legal right to disconnect from work outside of office hours, these laws promote a better work-life balance, reduce stress, and prevent burnout.
By Tony Stapleton, SDA Assistant Secretary
In August, the Federal Government introduced the Paid Parental Leave Bill into the House of Representatives.
If passed, this legislation will ensure that superannuation is paid on all Government Paid Parental Leave from 1 July.
The payment of superannuation for those on Paid Parental Leave was announced in March alongside the launch of the National Strategy for Gender Equality
The SDA and the broader union movement campaigned for these measures because of the need to improve womenās workforce participation and retirement incomes.
On average, women retire with about 25% less superannuation thdan men.
This is a huge step towards achieving gender equality, reducing the gender pay gap and will make a genuine difference to the retirement savings of women.
UNION WIN: Tougher penalties for perpetrators of customer violence
For the past 18 months, the SDA has been working with the Queensland government to increase penalties for customer violence suffered by frontline retail workers.
A recent survey of some 4,600 SDA members found that instances of customer violence had jumped by 50 percent in just two years.
And the problem is getting worse.
In a win for SDA members in Queensland, the State Government has acted on our recommendation and passed new laws to implement an aggravating sentencing factor to act as a deterrent for aggressive customers.
In effect, it will increase the penalty a physically abusive customer will face when they assault front line workers, and increase the likelihood that they will face incarceration.
These changes were passed on the 10th of September and will come into effect in the following weeks.
No Australian employee should go to work scared of being assaulted by a customer. No Australian employee should be abused in their workplace.
If you have any questions about the new laws, or would like to talk about an incident that's affected you, contact the SDA on 07 3833 9500.
BACKPAY WIN FOR MEMBERS AT PRIMARY CONNECT BRDC
In September 2023, SDA members at Primary Connect BRDC raised concerns in relation to Exempt Team Members having their hourly rate incorrectly calculated and being underpaid as a result.
The SDA and the site Delegates pursued the underpayment, and Primary Connect fixed the error in their payroll system in November 2023 but there was still the issue of outstanding backpay.
The SDA was informed that the company would make back payment between April and June of 2024.
When it was clear the Company would not meet this time frame the SDA filed at the FWC to require Woolworths to make immediate payment.
The Company then undertook to have the backpay paid by the end of August, and as a result of the SDAs application to the Fair Work Commission, the FWC issued a Recommendation that Woolworths ādo all that is necessary to ensureā it pays SDA members by the end of August 2024, as āemployees ought not to be left waiting any longer for money that is owed to themā.
Back payment for Exempt Team Members will be for the period of February 2017 to November 2023 and included superannuation payments and interest. Some members have received over $10,000 in backpay as a result of this action.
After the Companyās own audit of its payroll system they also believed they had discovered an overpayment to casuals on Overtime, however the SDA was able to point out that this had already been discussed and settled during the negotiation of the 2021 agreement, and there was no overpayment.
This was a great win for members at the BRDC - and shows it is always worth raising any questions you have about your pay.
By Steve OāNeil SDA Warehouse Organiser
State Secretary Justin Power and Assistant Secretary Tony Stapleton, with Brodie and Zane who have been affected by Customer Abuse & Violence attended Queensland Parliament to witness the passing of changes to the Penalties and Sentences Act in QLD.
WORKPLACE BULLYING
Workplace Bullying can have a huge impact on your mental health and happiness at work. It should not be tolerated: everyone has the right to work in a safe and supportive environment.
Workplace Bullying is defined as repeated and unreasonable behaviour that is directed towards a specific individual or group. It may come from other team members, supervisors, managers, or in the case of retail and fast food, from customers.
BULLYING CAN INCLUDE:
ā¢ Aggressive or intimidating conduct.
ā¢ Spreading malicious rumours.
ā¢ Teasing, practical jokes or āinitiation ceremoniesā.
ā¢ Exclusion from work-related events.
ā¢ Unreasonable work expectations including too much or too little work or work below or beyond a workerās skill level.
ā¢ Displaying offensive material.
ā¢ Pressure to behave in an inappropriate manner.
WHAT IS NOT BULLYING?
Neither a single emotive outburst nor āreasonable management action carried out in a reasonable mannerā can be considered bullying.
ā¢ Legitimate Performance management processes.
ā¢ Disciplinary action for misconduct.
ā¢ Informing a worker about unsatisfactory work performance or inappropriate work behaviour.
ā¢ Asking a worker to perform reasonable duties in keeping with their job.
ā¢ Maintaining reasonable workplace goals and standards. Itās important to remember that the above are only considered ānot to be bullyingā if the action and the manner are considered reasonable. If the action or manner was not reasonable, then it could be bullying.
HOW BULLYING AFFECTS YOU:
Workplace bullying can seriously affect the health and safety of the person experiencing it, as well as on other team members and any witnesses. Some common ramifications of bullying can include:
ā¢ Emotional distress
ā¢ Burnout
ā¢ Decrease in job performance
ā¢ Physical health issues
ā¢ Low self-esteem
ā¢ Low job satisfaction
WHAT TO DO IF YOUāRE BEING BULLIED
If you believe you are being bullied in the workplace, or just have a question, please talk to your SDA Shop Steward/ Delegate, speak to your Organiser or contact the Office for support.
The SDA will assist you in reporting the bullying to the appropriate person and follow any policies and procedures in case of bullying in your workplace.
Itās important that you report bullying, as if you leave it unreported, it may not stop, and may happen to other people too.
You should always keep written records of events, including the dates, times, and any witnesses present.
If you have been bullied, itās important to take care of your mental health. If you are struggling after an incident, reach out to someone you can trust or contact a professional. Many workplaces offer an Employee Assistance Program (EAP) that offers free counselling. If this is unavailable, you can also contact the SDA for free counselling sessions.
Itās time for all workers to get super on every dollar
āThe super system has improved the financial position for so many Australian workers during the past three decades. However, despite its successes, we know not every worker gets a fair start with their super.ā
By Vicki Doyle, Chief Executive Officer, Rest
Currently, workers under the age of 18 are only eligible for compulsory Superannuation Guarantee payments from their employer if they work more than 30 hours per week. Some employers already voluntarily pay this, but this rule prevents most under-18 workers from earning super.
Removing this rule will have a significant positive impact
More than 90% of under-18 workers work less than 30 hours per week. Nearly three quarters of them work in the accommodation and food services, and retail trade industries.1
Modelling from the Super Membersā Council of Australia shows that the change could have a significant financial impact for young Australians. The average under-18-year-old could potentially see their age-67 retirement balance boosted by more than $10,000 in todayās dollars. It would positively benefit around 375,000 young workers each year.2
Most Australians think this rule is unfair
Research conducted for Rest3 earlier this year found that 77% Australians think the rule is unfair While 82% think that the law should be changed so that young Australian workers under the age of 18 earn superannuation regardless of how many hours they work.
The earlier the start, the better
Paying super on every dollar would mean that every young Australian can engage with and benefit from our super system from day one.
Rest is the first super fund for countless Australians. We currently represent around 1 million members aged under 30. This is around 1-in-5 Australian workers under 30.
We strongly believe that the earlier that members engage with their super, the more opportunities they have to take steps that can have a real benefit to their financial future.
1 HILDA survey waves 17 to 21, referred to in T Samardzija, B Bastian, T Mai, Super start to work: Extending the Super Guarantee to all under-18-year-olds, Industry Super Australia, 2023, pages 7 and 10.
2 Super start to work: Extending the Super Guarantee to all under-18-year-olds, Industry Super Australia, 2023, page 12.
3 Research conducted by CRNRSTONE Australia, on behalf of Rest, via an online survey of 1,000 Australians aged 16-70 between Tuesday 30 April to Wednesday 8 May 2024.
Fairer for all workers
We think it is simple: every worker under the age of 18 should earn super regardless of how many hours theyĀ work.
Itās time for Rest and the SDA, and the super industry and employers more broadly, to work together with the Australian Government to bring this important change into reality in the most sensible way.
Scan this QR code to read more from Rest about changing this unfair rule.
NEW AGREEMENTS SECURED
New Coles Agreement Approved
The new Coles Retail Enterprise Agreement has been approved by the Fair Work Commission. This will lock in improved conditions for Coles team members for the next few years. The new Agreement will commence from 7 October 2024. Coles Supermarkets and Liquor team members will see the following improvements:
Better Wages
ā¢ Pay rises won by the SDA in line with the Annual Wage Review from 1 July each year
ā¢ Allowances Increases
ā¢ Improvements to rostering Sign on bonus in the form of a digital Gift Card
WOOLWORTHS
New Woolworths Agreement Approved
The new Woolworths Enterprise Agreement has been approved by the Fair Work Commission and should commence operation on 21 October 2024.
The new Woolworths Agreement secures a new range of benefits and conditions for Woolworths workers.
The new Agreement offers workers:
Better Wages
ā¢ Pay rises won by the SDA in line with the Annual Wage Review paid from 1 July in 2024, 2025, 2026 and 2027
ā¢ Increases to allowances in line with Award increases
ā¢ Sign on bonus in the form of a digital Gift Card Fairer rostering and more hours
ā¢ 4-day work week (by agreement)
ā¢ Right to Care clause
ā¢ Part-time minimum contract hours increased from 10 to 12 hours
ā¢ Opportunity to increase part-time contract hours whenever roster change proposed
ā¢ Opportunity for more hours - multi-site work option
ā¢ Early mark - on shifts up to 6 hours clarified
ā¢ Meal breaks included in your roster
ā¢ Online training in rostered work time
Fairer rostering and more hours
ā¢ Right-to-care clause
ā¢ Part-time minimum contract hours increased from 9 to 12 hours
ā¢ Opportunity to increase contract hours when roster changes
ā¢ Voluntary multi-site work incorporated into the Agreement
ā¢ Voluntary additional shifts to secure more hours
More time off with pay
ā¢ Part-timers regularly doing more than their contract hours can take annual leave as their actual hours
ā¢ Compassionate leave for the death of a parent, child or partner doubled from 5 days to 10 days if required
ā¢ Compassionate leave of 3 paid shifts for stillbirth or miscarriage
ā¢ Cash out of accrued annual leave more accessible
Improved Parental Leave
ā¢ Superannuation payments on unpaid leave for permanent team members
ā¢ Access to pre-natal leave for pre-adoption and pre-foster parents
ā¢ Option to return from parental leave on reduced hours up to school age
All this on top of existing wins
All this was achieved while protecting your existing conditions hard-won by the SDA in previous Agreements
More time off with pay
ā¢ Option to purchase additional leave
ā¢ Up to 4 single personal leave days per year without documentation
ā¢ Can use personal leave to pro actively manage emotional/ psychological wellbeing
ā¢ Compassionate leave upon death of a spouse or child doubled from 5 to 10 days
ā¢ Compassionate leave of 3 paid shifts for stillbirth/ miscarriage
ā¢ Cash out of accrued annual leave more accessible Process to deal with workload issues
Process to review workload issues, explore options to address workload issues and agree to a timetable for agreed actions
All of this on top of existing wins
The new Agreement also maintains hard-won union conditions secured by the SDA over decades of bargaining. Plus, the SDA was able to protect your penalty rates on evenings, weekends and public holidays.
SDA State Secretary, Justin Power with members during the Woolworths rollout
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