Melbourne South Regional Distribution Centre Enterprise Agreement 2018

1

Fair Work Act 2009 
s.185—Enterprise agreement

Queensland Property Investments Pty Ltd T/A Woolworths Group Limited
(AG2019/102)

MELBOURNE SOUTH REGIONAL DISTRIBUTION CENTRE 

ENTERPRISE AGREEMENT 2018

Storage services

COMMISSIONER GREGORY MELBOURNE, 26 FEBRUARY 2019

Application for approval of the Melbourne South Regional Distribution Centre Enterprise 
Agreement 2018.

[1] An application has been made for approval of an enterprise agreement known as the 
Melbourne South Regional Distribution Centre Enterprise Agreement 2018 (the Agreement). 
The application was made pursuant to s.185 of the Fair Work Act 2009 (the Act). It has been 
made by Queensland Property Investments Pty Ltd T/A Woolworths Group Limited. The 
Agreement is a single enterprise agreement.

[2] I am satisfied that each of the requirements of ss.186, 187 and 188 as are relevant to 
this application for approval have been met.

[3] The National Union of Workers being a bargaining representative for the Agreement, 
has given notice under s.183 of the Act that it wants the Agreement to cover it. In accordance 
with s.201(2) I note that the Agreement covers the organisation.

[4] The Agreement is approved and, in accordance with s.54 of the Act, will operate from 
5 March 2019. The nominal expiry date of the Agreement is 31 August 2022.

COMMISSIONER

Printed by authority of the Commonwealth Government Printer

AE502001  PR705321

[2019] FWCA 1261

DECISION


AUSTRALIA FairWork Commission

THE FAIR WORK COMMISSION THE SEAL








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Melbourne South Regional 
Distribution Centre Enterprise 

Agreement 2018  


WOOLWORTHS GROUP




 



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WELCOME TO WOOLWORTHS 
 
Welcome to Woolworths - you’ve just joined an amazing team.  
 
At Woolworths, we are on a mission to deliver the best for our customers. Every 
aspect of our business exists with the purpose of making the lives of our customers 
simpler, easier and better.  
 
Within Woolworths, the Supply Chain team has a clear purpose: we feed Australia 
and New Zealand and help them celebrate. When you work in Woolworths Group 
Supply Chain, you are helping to put food on the table for millions of Aussies, every 
day. When we work together end-to-end across Woolworths, we deliver on our 
customer mission and ensure that products are on shelves where and when our 
customers need them; meaning we operate 24/7.  
 
We recognise that, at times, you may need flexible working conditions that will help 
you to balance your personal life and work life. This agreement provides competitive 
remuneration and benefits, while offering flexibility aimed to meet the needs of our 
team members, our customers and the business. 
 

  








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WHERE IS EVERYTHING? 
 
WELCOME TO WOOLWORTHS Page 

WHERE IS EVERYTHING? 3 

1. WHAT IS THIS DOCUMENT? 5 

1.1 Who is covered by this Agreement? 5 

1.2 When does this Agreement operate? 5 

1.3 Where is the Dictionary of Defined Terms? 6 

2. HOW ARE YOU PAID 7 

2.1 What is my pay rate? 7 

2.2 What allowances and loadings will you be paid? 7 

2.3 When do I get paid? 8 

2.4 What are my superannuation benefits? 9 

3. HOW AND WHEN YOU WORK 10 

3.1 What are the different employment arrangements? 10 

3.2 What is my Ordinary hours roster? 13 

3.3 How is my roster set up or changed? 13 

3.4 What happens if I need to work overtime hours? 15 

3.5 Will I need to work on a public holiday? 16 

4. THE DAY TO DAY 20 

4.1 How do the employment the employment classifications work? 20 

4.2 When can I take a break? 21 

5. TIME OFF WORK 22 

5.1 What Annual Leave can I take? 22 

5.2 What Personal/Carer’s Leave can I take? 23 

5.3 What Parental Leave can I take? 24 








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5.4 What Long Service Leave can I take? 24 

5.5 What Compassionate Leave can I take? 25 

5.6 What Jury Duty leave can I take? 25 

5.7 What Emergency Service leave can I take? 25 

5.8 What Defence Forces Leave can I take? 26 

5.9 What support is available for domestic and family violence? 26 

5.10 What happens if I’m injured at work? 28 

6. OUR WORKPLACE DISPUTE SETTLEMENT PROCEDURE 29 

6.1 What if I have an issue with something in this Agreement or 
NES? 

29 

6.2 We need to talk about performance 30 

7. TIME FOR A CHANGE 31 

7.1 About major workplace change 31 

7.2 What happens if my role is redundant? 32 

7.3 What if a clause of the Agreement does not suit my needs? 34 

7.4 Ending employment 36 

8. UNION RECOGNITION 37 

9. OTHER TERMS 40 

9.1 Definitions 40 

10. SIGNATURES 43 

APPENDIX A. Your Ordinary Hours Base Rate of Pay 44 

APPENDIX B. Penalty rates 45 

APPENDIX C. Indicative total amounts of pay for hours worked 47 

 

  








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1.  WHAT IS THIS DOCUMENT? 
 

Outline This document is the Melbourne 
South Regional Distribution Centre 
Enterprise Agreement 2018. It 
provides your pay, entitlements, 
hours of work, work roster 
arrangements and lets you know 
how your hours or roster can be 
changed and where you can find the 
other basic conditions that will apply 
to your employment during your time 
at the Melbourne South Regional 
Distribution Centre (“MSRDC” for 
short). 
By joining Woolworths you will 
receive many Woolworths Group 
benefits. This Agreement and our 
policies cover those benefits and 
arrangements. Policies are subject to 
change and are not incorporated into 
this Agreement. 

 
1.1 Who is covered by this Agreement?  
 
This Agreement applies to you if: 
  

● You are employed by Queensland Property Investments Pty Ltd 
(“Woolworths” in this document), and  

● You work as a team member at MSRDC at 2 Portlink Drive Dandenong 
South VIC 3175, and  

● You are primarily engaged to perform distribution and warehouse functions 
including, but not limited to unloading, checking, replenishment, defoiling, 
depalletising, order selection, salvage and loading. 

 
Where Woolworths requires work to be performed by workers who are not directly 
employed by us (i.e.; Agency Labour performing distribution and warehouse 
functions), who would otherwise be covered by this Agreement if they were 
employed by Woolworths, Woolworths will only accept such workers if they receive 
the same pay and conditions provided for by this Agreement.  
 
1.2 When does this Agreement operate? 
 
This Agreement will commence seven (7) days after it is approved by the FWC. It 
has a nominal expiry date of 31 August 2022.  

 
 








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1.3 Where is the Dictionary of defined terms? 
 
If you come across any words or phrases in this Agreement that you are not familiar 
with (for example, MSRDC, NES, Time off in lieu, Work Roster etc) look for clause 
9.1 (the Dictionary) towards the back of this Agreement to find out what they mean. 

 
 
  








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2.  HOW ARE YOU PAID? 
 
2.1 What is my pay rate? 
 
You can find your Base Rate of Pay at the back of this Agreement in Appendix A. 
The tables in Appendix B set out the Rates you will be paid depending each hour 
you work. The rates specified in these tables will be effective from the first full pay 
period on or after the date specified in the table. 
 
Your Base Rate of Pay will initially be the Entry Level rate of pay (for the first 12 
months or equivalent of your time with the MSRDC as stated in Clause 4.1) and 
then will progress to the Skilled Level rate of pay. 
 
The total amount you are paid will also depend on whether you are employed as a 
full-time, part-time or casual team member and when you are working. 
 
Refer to Appendix C for indicative total amounts payable for each hour of work 
(Base Rates of Pay plus applicable Penalty Rates).  
 
2.2 What allowances and loadings will you be paid? 
 
2.2.1 Travel Allowance:  
 
When you are required to work at a location away from MSRDC you will be eligible 
to be paid for the extra time spent travelling from your home-new work location-
home journey, in excess of your normal home-work location-home journey.  
 
If eligible, you will be paid your Base Rate of Pay and any fares in excess of the 
fares normally incurred when travelling from your home to MSRDC and back. 
Travelling time does not count as time worked for the purposes of calculating 
overtime.  
 
2.2.2 Other allowances and loadings: 
 
Unless specified elsewhere in this Agreement, all other allowances and loadings 
that may be payable (for example those listed in the relevant Award) have been 
factored into and are included in your Base Rate of Pay. Casual loading still applies, 
and is referred to in clause 3.1.3. 
 
 
 
 
 
 
 
 
 








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2.3 When do I get paid? 
 

Outline Working well together every day 
makes a positive difference to our 
team and our customers.  
Being on time means our natural flow 
of work can continue effectively and 
shows your respect and support for 
your team. 
Whether you are starting or finishing 
work or going to or returning from a 
break, doing the right thing will help 
us to deliver on our goals. 

 
2.3.1 Your pay 
 
You will be paid on a weekly basis, starting on Monday and finishing on Sunday. 
Your Base Rate of Pay and any penalty rates, overtime or allowances will be paid, 
less applicable tax, by direct deposit into your nominated bank account by the 
following Thursday of each week. 
 
2.3.2 How will Woolworths know what hours I have worked? 
 
Our payroll system uses an electronic timekeeping system to track the time you 
work so it is important you scan on and off correctly.  
 
To make sure you are paid your full work roster each time you work you need to be 
at your designated or rostered work area by your rostered commencement time and 
not leave before your rostered cessation  time. Being ready for work also includes 
wearing approved clothing and/or Personal Protective Equipment (PPE) when you 
arrive at work.  
 
You are paid for time worked, so getting to your workstation late, leaving your 
workstation early or not scanning onto the system as required may mean you will 
not be paid for that time not worked.  
 
 
  








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2.4 What are my superannuation benefits? 
 

Outline Superannuation is an important way 
to save for your retirement. While 
you are working with us we will 
contribute to your superannuation in 
accordance with legal 
requirements.  
You can top up your 
superannuation with your own 
money if you wish. 

 
2.4.1 How much does Woolworths contribute to my 
superannuation fund? 
 
Woolworths will make monthly superannuation contributions on your behalf at the 
Minimum Superannuation Guarantee Contribution rate. This rate is currently 9.5% 
of the amount you are paid for your Ordinary Hours.    
 
2.4.2 Can I choose my own superannuation fund? 
 
You may nominate your preferred fund by giving Woolworths notice in writing, and 
we will make superannuation contributions into the fund you choose, so long as the 
fund complies with the Superannuation legislation.   
 
If you don’t nominate  a fund, Woolworths will make superannuation contributions 
into the default fund, which is currently the Labour Union Co-Operative Retirement 
Fund (LUCRF). 
 
You can change your nominated superannuation fund at any time by giving us 
notice in writing.  
 
2.4.3 Can I make my own contributions to superannuation? 
 
Yes. If you want, you can make voluntary superannuation contributions in 
accordance with the law and Woolworths’ procedures through our online payroll 
system. If you choose to do so, some of your regular pay will be contributed into 
your superannuation fund instead of being paid to you that week.  
 
 

  








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3.  HOW AND WHEN YOU WORK 
 

Outline We all strive to deliver excellent 
operations to deliver on our 
customer mission. To support that 
we need to ensure we efficiently 
and effectively provide products to 
our stores.  
As the retail industry is very 
dynamic we will need to be agile to 
keep pace with our customer and 
operational needs. 
When you start with Woolworths at 
MSRDC we will let you know what 
your employment arrangement is. 
This will be full-time, part-time or 
casual.  

 
3.1 What are the different employment 
arrangements? 
 
You will be employed by Woolworths on a full-time, part-time or casual basis. 
  
This clause sets out some details about the hours of work for each type of 
employment. The maximum number of Ordinary Hours you may work as a team 
member (whether full-time, part-time or casual) is 38 hours per week. 
 
Ordinary Hours may be rostered at any time during the week or on the weekend 
subject to the following: 
 

● You will be rostered for no less than 4 Ordinary Hours and no more than 10 
Ordinary Hours  per shift; 

● You may be rostered for up to 5 shifts in any week;  
● You will have at least two consecutive days off in any one week, unless you 

have agreed in writing otherwise; and 
● Where possible, we will set your roster to include regular shift patterns, and 

to take into account family and caring responsibilities.  
● Any Ordinary Hours roster must include a minimum 10 hour break between 

two shifts. 
 
Further detail is provided below (including detail about loadings that may apply). 
 
3.1.1 Full-time: 
 
A full-time team member is engaged on a full-time basis and will be rostered for an 
average of 38 Ordinary Hours each week.   
 








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3.1.2 Part-time:  
 
A part-time team member is engaged on a part-time basis and will be rostered for 
an average of at least 12 Ordinary Hours each week, or up to a maximum of 38 
Ordinary Hours each week. 
 
3.1.2 (a) Part-time additional hours: 
 
There may be weeks where you could be available, and want, to work additional 
Ordinary Hours. As a part-time team member you may work up to 38 Ordinary 
Hours in a particular week by mutual agreement.  The additional Ordinary Hours 
you work will be paid at your Base Rate of Pay plus any Penalty Rates for those 
hours worked.  
 
To be considered for additional Ordinary Hours you should submit your request to 
Woolworths by the Thursday of the week prior. Your line leader will then assess 
what additional Ordinary Hours are available in line with our work requirements and 
will notify you of what additional hours (if any) you have been rostered for by the 
following day (Friday). Once additional Ordinary Hours have been offered and 
agreed, they can only be cancelled by Woolworths if we give you 24 hours’ notice. 
 
Where possible and in line with business requirements, any additional Ordinary 
Hours to part-time team members will be offered before rostering additional casual 
hours. 
 
3.1.3 Casual: 
 
A casual team member is a team member who has been engaged on a casual 
basis, is not guaranteed any minimum number of Ordinary Hours in any week, and 
is engaged and paid by the hour.  
 
Casual team members receive a 25% loading. The Casual Loading is instead of 
entitlements to paid personal/carer’s leave, annual leave, pay for public holidays 
rostered but not worked and other forms of paid leave (excluding Long Service 
Leave). 
 
When a casual team member works overtime or works on a public holiday, the 
overtime rates and public holiday rates in Appendix C will apply, and these rates are 
inclusive of the 25% casual loading. 
 
Hours worked on a public holiday or as overtime are not Ordinary Hours. 
 








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Example Example 1: You work 4 x 6 hour 
rosters during a week with no 
overtime or public holiday hours. 
You have worked 24 Ordinary 
Hours. 
Example 2: You work 4 x 6 hour 
rosters during the week plus 1 x 
8 hour roster on a public holiday. 
You have still worked 24 
Ordinary Hours. The additional 8 
hours are not Ordinary Hours but 
rather hours worked on a public 
holiday at the public holiday rate 
(which is inclusive of the 25% 
casual loading). 

 

Example Example 1: Your pay on an 
Ordinary Hours roster is $10 + 
25% per hour = $12.50 per hour 
total. 
Example 2: Your pay on a Public 
Holiday roster is $10 + 150% per 
hour = $25 per hour total. 

 
There may be times when we need to change the start time or even cancel your 
shift for the day. If so, we will let you know as soon as possible and at least 2 hours 
before your rostered start time. This could occur by phone, text message or another 
method of direct communication.   
 
3.1.4 Permanent engagement and Conversion:  
 
We value our team members and want to ensure we are providing permanent 
employment where possible. From 1 July 2020, Woolworths will ensure that 60% of 
all Ordinary Hours worked each calendar month are worked by permanent team 
members (full-time and part-time), with a maximum of 40% of Ordinary Hours each 
month being worked by casual team members (whether directly employed by us or 
Agency Labour)  
Three months prior to 1 July 2020, the Company and the NUW will hold discussions 
regarding the above agreed ratio and any required changes 
 
The above ratio will not apply during the month of December or in the month in with 
the 4 weeks leading up to Good Friday occur each year. 
 
Where Woolworths is unable to achieve this mix of labour hours in any two (2) 
consecutive months, Woolworths will take appropriate measures to ensure the 
above ratio is met in the following month. 
 








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Casual team members who have been working a regular and systematic work 
pattern for 12 months will be offered the opportunity to convert to permanent 
employment. If a casual team member wishes to convert, they will notify 
Woolworths. The offer of permanent employment will be based on the average 
Ordinary Hours worked by the casual employee during the prior 12 months. Casual 
team members will not be obliged to convert to permanent employment if they do 
not wish to do so. 
 
Part-time team members who have worked an average of 36 Ordinary Hours per 
week over the prior 12 months will be offered full-time employment (but will not be 
obliged to convert to full-time if they do not wish to do so). If a part time team 
member wishes to convert, they will notify Woolworths.  
 
3.2 What is my Ordinary Hours roster? 
 
These are the ordinary days and times you are required to work and which make up 
your full-time hours or base part-time contract hours. Your roster may be the same 
from week to week or it may cycle over different days and/or times over a two, three 
or four week period. Your Ordinary Hours of work may be rostered at any time 
across the 7 days of the week. 
 
Your Ordinary Hours roster will be set up and communicated to you by your line 
leader when you start with us. 
 
3.2.2 Keeping you up-to-date: 
 
To make sure that we can keep in contact with you for any roster updates, roster 
changes, general updates or arranging any additional Ordinary Hours (for part time 
team members) it is important that you keep us up-to-date with your contact details 
(including a mobile phone and email address). This will help to ensure you receive 
any communications as quickly as possible and have the opportunity to work 
additional hours, when they are available. 
 
3.3 How is my roster set up or changed? 
 

Outline Retail is a dynamic industry and 
we need to be able to change to 
meet the needs of our customers 
and retail partners. For that 
reason the days and times you 
are rostered may need to be 
flexible. 
While we all adapt to the new 
technology at our MSRDC we 
may need to make working hours 
or roster changes with reduced 
notice. Our commitment will be to 
try and minimise any negative 








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impacts of these short notice 
changes. 

 
MSRDC operates on a 24/7 basis. Therefore, your Ordinary Hours of work may be 
rostered at any time across the 7 days of the week, Monday to Sunday. Your work 
roster will be provided to you in writing or be available to you electronically (for 
example, online, text message or through an app). Your roster will include: 
 

● The total number of Ordinary Hours you will work in each week in the roster 
cycle;  

● The days of the week you will work those hours; and 
● The start and finishing time for each of those days. 

  
Your work roster may be changed at any time by mutual agreement or, if you are a 
permanent team member, by us if we provide you with at least 7 days notice.  
 
We will try to limit the number of times we need to change your work roster. 
However, sometimes changes will need to be made. If this happens, we will consult 
with you before we make a decision. This will include:  
 

● notifying you of the proposed change;  
● discussing the change with you;  
● giving you relevant information about the change in writing;  
● inviting you to give your views about the impact of the change, including on 

any family and/or caring responsibilities you have; and 
● considering any views you give about the impact of the change.  

 
You can appoint a representative for the purpose of this consultation if you would 
like.  
 
3.3.1 Roster changes due to emergency or unforeseen circumstances:  
 
There may be times when, due to emergency circumstances, Woolworths may need 
to change your roster at short notice. These instances may include examples such 
as power failures, significant equipment malfunctions, fires or flooding. 
 
If these circumstances arise, we may need to notify you of a change in your roster. 
We will provide you with at least 2 hours notice.  
 
Once the emergency circumstance is resolved, Woolworths will work with full-time 
and part-time team members to provide an opportunity to ‘make up’ any Ordinary 
Hours they may not have been able to work due to the emergency.  Woolworths will 
endeavour to allow these team members to ‘make up’ these Ordinary Hours over 
the next 4 weeks, by agreement with the team member.  








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3.3.2 Stand Down Team Members 
 
We may stand down without pay any team member during any period when they 
cannot be usefully employed because of any industrial action, breakdown in 
machinery and/or systems or any stoppage of work for which we cannot reasonably 
be held responsible.  
 
3.4 What happens if I work overtime hours? 
 
Working the following hours is considered “overtime” for the purpose of this 
Agreement. If you work these hours, you will be paid overtime rates instead of your 
Base Rate of Pay.  
 

● Working more than 38 Ordinary Hours in a week if you are a full-time team 
member.  

● Working more than a total of 38 Ordinary Hours (including any additional 
Ordinary Hours) in a week if you are a part-time team member. 

● Working more than 38 Ordinary Hours in a week if you are a casual team 
member. 

● Working in excess of 10 Ordinary Hours per shift. 
 
3.4.1 What will I get paid when I work overtime hours? 
 

 Full time and Part Time Team 
Members 

Casual Team Members 
(Casual rates include any 

applicable 25% Casual Loading) 

Overtime Rate First hours: If  Base Rate of Pay 
+50% 
 
After first 2 hours: Base Rate of Pay 
+100% 

First 2 hours: Base Rate of Pay 
+50% 
 
After first 2 hours: Base Rate of Pay 
+100% 

 

Example Example 1: I work 3 hours 
overtime. I get paid this as 
overtime at 2 hours at 150% and 
1 hour at 200%.  

If my Base Rate of pay for those 
hours is $10 per hour this means 
I get paid 2 hours x $15 and 1 
hour x $20. 

 
Overtime rates are paid instead of any additional Penalty Rates. Overtime hours are 
not taken into account when accruing leave entitlements, and superannuation 








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contributions are not payable on overtime.   
 
3.4.2 What breaks do I get if I am working overtime hours? 
 
For every 3 consecutive hours of overtime you work, you will be able to take a 15 
minute paid rest break. 
 
3.4.3 Can I get time off instead of being paid overtime?   
 
If you work overtime and you want to take Time Off In Lieu (TOIL) later instead of 
being paid at the overtime rate, you need to tell us on the day you work overtime. 
 

● For the hours worked, you will be paid the difference between the overtime 
rate and your Base Rate of Pay; 

● Your TOIL will be paid at your Base Rate of Pay; 
● Any request for TOIL must be approved by your leader before taking the time 

off. 
 
We want you to take your TOIL within a reasonable timeframe. If you have accrued 
TOIL but have not used it, we may decide to pay you those hours at a later time and 
no later than the week prior to any future wage increase. 
 

Example Example 1: I work 3 hours 
overtime on a day. Normally this 
would be paid as overtime at 2 
hours at 150% and 1 hour at 
200%. However I choose to take 
TOIL. Therefore I will be paid 2 
hours at 50%, 1 hour at 100% on 
that day, and ‘accrue’ 3 hours off 
at my Base Rate of Pay as TOIL 
(to be taken a mutually agreed 
time) 
 
If my Base Rate of Pay is $10 
per hour this means I get paid 
out 2 hours x $5 and 1 hour x 
$10. When I take my TOIL it is 
paid at 3 x $10 per hour. 

 
3.5 Will I need to work on a public holiday? 
 
To meet our customer and retail partner needs, full-time, part-time and casual team 
members may be requested to work on public holidays. We generally will not 
require you to work on a public holiday if you do not want to, but we will seek 
volunteers to work. We will pay you 250% of your Base Rate of Pay for any hours 
you work on a public holiday.  
 








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Example Example: If I normally get $10 
per hour, if I work the same 
hours on a public holiday I will be 
paid $25 per hour. 

 
In preparing for a public holiday, we will first ask for interested Team Members to 
volunteer to work that day in line with our needs. Where there are insufficient 
volunteers we may request you to work (by rostering you) in accordance with the 
NES.  
 
Where possible, when rostering you to work on a public holiday, we will consider 
your needs, circumstances and preferences and the number of public holidays you 
have been required to work in the last 12 months.  
We will also give you at least 7 days notice.  
For shifts that commence or finish on Christmas Day or Good Friday we will only 
call for volunteer team members.  
 
3.5.1 What days do I get off for public holidays? 
 
Public holidays are provided for in the NES. If a public holiday falls on a day that is 
usually a Non Rostered Working Day (NRWD) for you, you will not need to work 
and not get any additional benefit. We will not change your Ordinary Hours roster to 
avoid providing you with a paid day off on a public holiday. 
 
3.5.2 What if I don’t need to work on a public holiday? 
 
If you are a full-time or part-time team member and a public holiday falls on one of 
your ordinary rostered days (and you are not required to work) you will be entitled to 
your Base Rate of Pay for the Ordinary Hours normally rostered to work on that day. 
 
3.5.3 What will I get paid if I’m a casual working on a public 
holiday?  
 
Casual team members who work on a public holiday will be paid their Base Rate of 
Pay plus 150% (which is inclusive of any casual loading) for each hour worked 
during the public holiday. 
 

Example Example: When I work on a 
public holiday I am paid $10 per 
hour plus $15 per hour for each 
hour worked (so $25 per hour in 
total, inclusive of casual loading). 

 
3.5.4 What happens when my rostered shift falls across two days 
and one of those days is a public holiday? 








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Full-time and part-time team members can only have the benefit of a public holiday 
once. Your public holiday shift is classed as the shift on which the majority of your 
Ordinary Hours are worked.  
 
Alternately, if there’s an equal number of hours on each roster that fall on the public 
holiday, the first shift will be treated as a public holiday. 
 

Example Example: Monday is a public 
holiday. My Ordinary Hours 
roster starts at 9pm on a Sunday 
night and finishes at 4:30am on 
Monday morning. I also have an 
Ordinary Hours start at 7:30pm 
later on Monday night that 
finishes at 3am on Tuesday 
morning. 
Both rosters included 4.5 hours 
on the Monday. For me the 
public holiday will be the roster 
that starts on Sunday night, 
because it is the first roster that 
falls on the public holiday. 

 
As a full-time or part-time team member,  the day on which the majority of your 
Ordinary Hours are worked will be treated as the public holiday.  
 

Example Example: Monday is a public 
holiday. My Ordinary Hours 
roster starts at 8pm on a Monday 
night and finishes at 3.36am on 
Tuesday morning. For me the 
public holiday will be the Monday 
night, because 4 of my Ordinary 
Hours are normally worked on 
the Monday (the day of the public 
holiday). 
 
If I work my full 7.6 hour roster on 
this night I will be paid 250% for 
all hours worked. 

 
If you work a roster where there is an equal number of Ordinary Hours on the day of 
the public holiday and the day after, then the actual day of the public holiday will be 
observed. 
 








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Example Example: Monday is a public 
holiday. If I work an Ordinary 
hours roster on a Monday night 
starting at 8pm and finishing at 
4am Tuesday morning, for me 
the public holiday will be the 
Monday night (as Monday is the 
actual public holiday). 
eg: If you work an Ordinary shift 
Wednesday to Sunday and a 
public holiday falls on a Tuesday, 
there won’t be any additional day 
off, as you normally don’t work 
on a Tuesday. 

  








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4.  The day to day 
 
4.1 How do the employment classifications work? 
 
When you start work at MSRDC as a Woolworths team member you will be paid at 
our Entry Level classification. After 12 months of full-time service (or 1976 hours for 
part-time and casual team members) you will progress to the Skilled Level 
classification. 
 
Both these employment classifications are designed to recognise your skill and 
learning development during your time here at MSRDC. 
 
4.1.1 What will I be doing when I start in the Entry Level 
classification? 
 
As an Entry Level team member, you will be required to undertake and develop 
proficiency in the following: 
 

● Woolworths and MSRDC site induction; 
● Site safety systems, processes, incident reporting and emergency 

procedures; 
● Our MSRDC business objectives and their connection to our retail partners; 
● Online and/or in classroom training including but not limited to Woolworths’ 

Code of Conduct, Ways-of-Working, introduction to Woolworths’ policies, 
leave management, Success Factors, standard operating procedures & 
working instruction, working with site contractors, etc,; 

● Operation of a range of MSRDC tasks from inbound to outbound, including 
any administrative functions associated with these tasks; 

● Safe operation of Materials Handling Equipment, maintenance of equipment, 
hand-held units including communication units, equipment reporting 
protocols, correct usage of hand-held tools and/or any other piece of 
equipment required to undertake tasks within the MSRDC; 

● Other tasks and duties as required and trained to undertake. 
 
4.1.2 What will I be doing if I progress to the Skilled classification? 
 
As a Skilled Level team member, you will be required to undertake and develop 
proficiency in the same tasks as an Entry Level team member.  
 
4.1.3 How will I learn and grow? 
 
As part of your skill refresher and/or development, you will be required to undertake 
additional training or instructional sessions which we may arrange or provide from 
time to time. Where possible, we will endeavour to arrange such sessions during or 
adjacent to an Ordinary Hours shift.  
 








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When you undertake these training or instructional sessions not during or adjacent 
to an Ordinary Hours shift, you will be paid the Base Rate of Pay for such activity, 
with a minimum of 3 hours payment on Monday to Friday and 4 hours on Saturday 
or Sunday (this minimum of 3 hours includes any ordinary working hours starting or 
finishing within an hour before or after the training).  
 
If the training or instructional session does not take the full 3 or 4 hours, we may 
require you to undertake normal duties for the remainder of that period.  
 
4.2 When can I take a break?  
 
Rest and meal breaks are to be taken as follows; 

● You should not work more than 4 consecutive hours without taking a rest or 
meal break; 

● You should not take a break within 1 hour of starting work; 
● You may take a break immediately before the end of your shift where agreed 

with your line leader (effectively so you may end your shift early at that time);   
● Your break time will commence once you reach the designated break area. 
● Paid rest breaks count as hours worked, unpaid meal breaks do not count as 

hours worked. 
 
Hours worked (per shift) Paid rest break Unpaid meal break 

4 hours  1 x 10 minute paid rest  
break No meal break 

More than 4 hours but not more  
than 6 hours 

1 x 15 minute paid rest  
break No meal break 

More than 6 hours but not more  
than 9 hours 

1 x 15 minute paid rest  
break 

30 minute unpaid meal  
break 

More than 9 hours  2 x 15 minute paid rest  
break 

30 minute unpaid meal  
break 

 
 
 
  








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5.  TIME OFF WORK & LEAVE 
 

Outline Your wellbeing is important to us. 
Whatever your job, taking regular 
and proper breaks from the 
workplace is crucial to looking 
after your mind and body. 
Your entitlement to annual leave 
is set by legislation, and 
explained in this Agreement for 
convenience. You will have a 
number of different entitlements 
to leave available to you. These 
include annual leave, public 
holidays, parental leave, 
personal/ carer's leave and other 
types of absence from work. 
Casual team members receive a 
higher hourly pay rate than 
equivalent full-time or part-time 
team members because they 
don’t have an entitlement to all of 
the the same types of leave. 

 
5.1 What annual leave can I take? 
 
For each year of service, full-time team members are entitled to 4 weeks of paid 
annual leave. Part-time team members are entitled to annual leave on a pro-rata 
basis based on the number of Ordinary Hours worked, including additional Ordinary 
Hours. Casual team members are not entitled to paid annual leave. 
 
Annual leave accrues progressively during each year of service (in line with the 
continuity of service provisions outlined in the Dictionary) according to the number 
of Ordinary Hours you work, and accumulates from year to year. You will not accrue 
any annual leave while you are on unpaid leave, except as set out in legislation. 
 
If you are a 7 day shift worker, who is regularly rostered to work Sundays and Public 
holidays (as defined by the Act or Award), you will be entitled to an additional 
week’s annual leave per year of service. 
 
5.1.1 How can I book annual leave? 
 
When you apply for annual leave you will need to give us as much notice as 
possible of your proposed leave dates. We will take into account a range of things 
when assessing your request, including your personal circumstances and our 
business and customer needs. Woolworths will respond to a request for leave as 
soon as practicable and we will not unreasonably refuse to agree to a request.  
 








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Due to operational requirements, the ability to take annual leave in the lead up to 
high trading periods (Easter, Christmas and promotional periods), may be restricted. 
 
5.1.2 How much am I paid while I am on annual leave? 
 
When you take annual leave, you will be paid your Base Rate of Pay plus any 
Penalty Rates you would have been paid for your Ordinary Hours of work. 
 
5.1.3 What if I have excess annual leave? 
 
If you have accrued more than 8 weeks annual leave, Woolworths may direct you to 
take up to 2 weeks of this accrued annual leave. If this happens, we will give you at 
least 4 weeks’ notice. 
 
In some circumstances, you may be able to cash out part of any accrued annual 
leave (in line with the Fair Work Act or Modern Award). 
 
Paid annual leave may be cashed out in accordance with this clause: 
 
Each cashing out of a particular amount of paid annual leave must be the subject of 
a separate agreement between Woolworths and a team member, and we need to 
agree to the cashing out of the accrued paid annual leave in writing (signed by 
Woolworths and the team member, and Woolworths must keep a copy).  
 
This agreement in writing has to include: 
 

- The amount of leave that you are cashing out,  
- The payment to be made to you for the cashed out leave (which cannot be 

less than the amount that would have been paid to you if you had taken 
leave at the time of the payment), and 

- The date on which the payment to be made to you.  
 
An agreement to cash out your annual leave cannot result in your remaining annual 
leave balance to be less than 4 weeks, and you may only cash out 2 weeks of paid 
leave in any 12 month period.  
 
5.2 What personal/carer’s leave can I take? 
 
For each year of service, full-time team members are entitled to 10 days (76 hours) 
of paid personal/carer's leave (in accordance with the NES). Part-time team 
members are entitled to personal/carer's leave on a pro-rata basis based on the 
number of Ordinary Hours worked, including additional hours.  
 
Casual team members are not entitled to paid personal leave. 
 
Paid personal/carer’s leave accrues progressively during a year of service (in line 
with the continuity of service provisions outlined in Dictionary) according to the 
number of Ordinary Hours you work, and accumulates from year to year. You will 








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not accrue any personal/carer’s leave while you are on unpaid leave, except as set 
out in legislation. 
 
Personal/carer’s leave can be taken if:  
 

a) You are not fit for work because of a personal illness, or personal injury, 
affecting you; or  

b) You need to provide care or support to an Immediate Family member or a 
member of your household who requires care or support because of a 
personal illness, or personal injury, affecting the member or an unexpected 
emergency affecting the member. 

 
5.2.1 What do I need to tell Woolworths? 
 
We need to plan for your absence, so you must give your leader as much notice of 
your absence on personal/carer's leave as possible (if practicable, at least 1 hour 
before your rostered start time or otherwise as soon as practicable after) and 
explain the likely duration and reason for your absence. 
 
If you have taken more than 5 single days of personal/carer’s leave in a 12 month 
period or are absent on personal/carer's leave for 2 or more consecutive days, you 
are required to provide a medical certificate to us as evidence of the reason for your 
absence. If it is not reasonably practicable to provide us with a medical certificate 
you may provide a statutory declaration.  
 
5.2.2 What will I get paid if I take personal/carer’s leave? 
 
If you take paid personal/carer’s leave in accordance with this clause and the NES, 
you will be paid your Base Rate of Pay. Your Base Rate of Pay is the rate payable 
for your Ordinary Hours of work but not including any additional Penalty Rates. 
 
Casual team members are entitled to unpaid Personal & Carers leave in 
accordance with the NES. 
 
5.3 What parental leave can I take? 
 
Team members are entitled to parental leave in accordance with the NES (currently, 
12 months of unpaid parental leave and a right to request an extension of unpaid 
parental leave for a further period of up to 12 months).  Further benefits may be 
available under Woolworths policies (however these may change from time to time 
and are not incorporated into this Agreement).  
 
5.4 What long service leave can I take? 
 
Team members are entitled to Long Service Leave in accordance with relevant 
legislation. 
 
 








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5.5 What compassionate leave can I take? 
 
In the unfortunate event you need it, you are entitled to 3 days compassionate leave 
for each occasion that a member of your Immediate Family or household develops 
a life-threatening illness or sustains a life threatening injury (to spend time with 
them), or passes away. 
 
If the compassionate leave is required due to the illness, injury or death of your 
spouse or partner, parent or child you will be entitled to an additional 2 days of 
compassionate leave. 
 
If a close relative or a member of your immediate household passes away we may 
agree that you can take up to 2 days of compassionate leave. 
 
If you are a full-time or part-time team member and you take paid compassionate 
leave, you will be paid at the Base Rate of Pay plus any applicable Penalty Rates 
for the Ordinary Hours you would have worked during the leave. 
 
If you are a casual team member, compassionate leave is unpaid.  
 
Compassionate leave can be taken as: 

● A single continuous period, or 
● Two separate periods, or 
● Any other periods mutually agreed to. 

 
If you need to take compassionate leave, you need to give us notice as soon as 
practicable (this may be after the leave has started). You should also let us know 
when you expect to return to work. 
 
We may request reasonable evidence about the reason for compassionate leave 
(eg. a death or funeral notice or statutory declaration). If you do not provide notice 
or reasonable evidence, you will not be entitled to take compassionate leave. 
 
5.6 What Jury Duty Leave can I take?  
 
If you are required to attend Jury Duty, you should let us know as soon as 
practicable. Team members are entitled to be absent from work, and to be paid, for 
jury service in accordance with the NES and relevant State legislation and, where 
applicable, the Woolworths Jury Duty policy contained in the People Portal (which 
may be changed by us from time to time). 
 
For casual team members, this leave is unpaid.  
 
5.7 What Emergency Service Leave can I take? 
 
You may take Emergency Service Leave in accordance with the NES and where 
applicable, the Woolworths Emergency Service policy contained in the People 
Portal (which may be changed by us from time to time).  








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If you need to take Emergency Service Leave you should let us know as soon as 
possible.  
 
5.8 What Defence Forces Leave can I take? 
 
If you are part of the Australian Defence Forces you may take up to 2 weeks leave 
per year to attend Defence Forces approved training camps. 
 
Woolworths will make up the difference between what the pay you receive from the 
Defence Force and your Base Rate of Pay for the Ordinary Hours you would have 
worked while you are attending the Defence Force training camp. To receive 
payment you need to provide us proof of attendance, duration and any payment you 
received from the Defence Force for the time spent at the training camp. 
 
If you are looking at taking Defence Forces leave you need to provide at least 1 
month notice to us (this notice must include the start and finish date of the training 
camp). 
 
5.9 What support is available for domestic and 
family violence? 
 

Outline We recognise that team 
members who experience 
domestic or family violence may 
need additional support to 
recover, settle, organise children, 
attend doctor’s appointments, 
court appointments and related 
activities.  

 

5.9.1 Entitlement  
 
A full-time or part-time team member experiencing domestic or family violence may:  
 

a. Access paid domestic and family violence leave of 5 days per year 
(pro-rata for a part-time team member) at your Base Rate of Pay for 
the hours normally rostered to work. Leave does not accumulate from 
year to year; and 

b. Access unpaid domestic and family violence leave of 5 days per year.  
This leave is not pro-rated for part-time team members, is available in 
full at the start of each 12 month period of the team member’s 
employment and does not accumulate from year to year; and  

c. Access personal/carer’s leave, annual leave or unpaid leave.  
 
This leave may be taken where you need to do something to deal with the impact of 
domestic or family violence that is is impractical to do outside your ordinary hours of 
work (for example to seek medical or legal assistance, attend counselling or 
relocate).  








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Casual team members are entitled to unpaid domestic or family violence leave as 
outlined in subclause (b) above. 
 
In order to support and provide a safe work environment to a team member 
experiencing family or domestic violence Woolworths will consider any reasonable 
request for:  
 

a. Changes to their spread of hours or pattern of hours and/or shifts;  
b. Job redesign or change of duties;  
c. Relocation to a suitable location within Woolworths Group;  
d. Any other appropriate measures including those available under 

existing provisions for family friendly and flexible working 
arrangements.  

 
5.9.2 Notification  
 
Team members are required to notify their leader of such absence on the first day 
of absence if prior notice is not possible. Where not appropriate to notify their leader 
in a particular circumstance, a team member should instead notify the Culture & 
People Partner.  
 
5.9.3 Documentation  
 
Woolworths may request reasonable supporting documentation that would satisfy a 
reasonable person that the leave is taken for the purpose specified in clause 5.9.1.  
This may include a letter from the Police Service, a Court, a Doctor, District Nurse, 
Maternal and Child Health Care Nurse, a Family Violence Support Lawyer or a 
Lawyer, or any other reasonable form of evidence.  
 
5.9.4 Confidentiality  
 
All personal information concerning matters of family or domestic violence will be 
kept confidential and as far as it is reasonably practicable to do so may only be 
divulged in exceptional circumstances and where it is imperative to maintain the 
safety of the team member and/or co-workers.  
 
5.9.5 Payment for other forms of leave taken under this clause  
 
Where a team member accesses other forms of leave under sub clause 5.9.1B, 
such leave will be paid in accordance with the type of leave being taken by the team 
member. 
 
 
 
 
 








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5.10 What happens if I’m injured at work? 
 

Outline The safety and wellbeing of our 
team members is extremely 
important to us, so we have 
systems in place to avoid our 
team members being injured at 
work. If you are ever injured at 
work, we are committed to 
assisting you to recover and 
return to your duties as soon as 
possible.  

 
5.10.1 What will I be paid if I am not able to work?  
 
If you are injured at work, you may be eligible for workers’ compensation payments 
under the relevant state workers’ compensation legislation. 
 
If you are injured at work and your workers’ compensation claim is accepted, you 
will also be entitled to Accident Make-up Pay (MUP) in accordance with Clause 18 
of the Modern Award (or any replacement) for up to 26 weeks. 
Make-up Pay is defined as the difference between the weekly amount of 
compensation paid to you under the applicable workers’ compensation legislation 
and the weekly wage payable under this Agreement for your normal rostered 
Ordinary hours (excluding overtime). 
 
5.10.2 When and how can I return to work after a work-related 
injury? 
 
Once Woolworths is satisfied that it is safe for you to return to work after a work-
related injury (generally once your doctor advises that you are fit to return to work),  
you can be rostered to work the Ordinary Hours that your (or, if appropriate, 
another) doctor certifies that you can .  
 
5.10.3 Where can I be rostered while I am returning to work? 
 
To support your return to work, Woolworths may direct you to work at the MSRDC, 
at a Supermarket or at a support office, depending on your capacity and 
Woolworths’ operational requirements. Woolworths will provide you with additional 
training where required to support this. 
 

  








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6.  Our Workplace Dispute Settlement 
Procedure 
 

Outline If you ever have an issue about 
this Agreement or the National 
Employment Standards (NES) 
we encourage you to raise the 
matter as soon as you can, so it 
can resolved as quickly as 
possible.  
 
A fair and balanced resolution 
process can help us to maintain 
a positive work environment by 
dealing with workplace issues at 
an early stage.  

 
6.1 What if I have an issue with something in this 
Agreement or the NES? 
 
We have a Workplace Issues Settlement Procedure (WISP) to follow, which is set out 
below. The objective of the WISP is to resolve issues quickly, fairly and at a local level 
where possible and to encourage direct communication between you and your line leader. 
 
6.1.1 What should I do if an issue arises?  
 
If a dispute arises, including about matters under this Agreement or in relation to the 
NES, the following process should take place:    

● Step 1: You should try to resolve the issue first through discussions with your 
line leader. 

● Step 2: If the matter is not resolved at Step 1, you or your line leader may 
raise the issue with the next level leader (ie; your leader’s, leader). At Step 2 
you may wish to have a support person or a site Delegate attend with you.  

● Step 3: If the matter is still not resolved at Step 2, then the issue should be 
discussed with the site leader. The site leader may involve the relevant HR 
Partner in discussions at this step. At Step 3 you may wish to have a support 
person with you or site Delegate or Union representative with you. 

● Step 4: If the matter is not resolved at Step 3, then either party may refer the 
issue to the Fair Work Commission (FWC) for conciliation.   

● Step 5: If the issue is still not resolved at Step 4, either party may ask the 
FWC to resolve the dispute by arbitration. If the FWC arbitrates the dispute, 
any decision made by the FWC will be binding on both parties unless 
overturned on appeal. 
 

6.1.2 Can I have someone with me during any discussion? 
 








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At any time during the WISP process, you can appoint a representative or have a 
support person with you. If you are a Union member your representative or support 
person may be a Union delegate. 
 
6.1.3 What happens while my issue is being discussed and 
resolved? 
 
While the WISP is progressing, you must continue to work in accordance with this 
Agreement to ensure our service to stores and customers is not affected (unless 
there’s an imminent risk to your health or safety).  
 
It is important you continue to follow any directions given to you by your leaders 
(including to perform other available work, within the same or another workplace), in 
line with the terms of this Agreement and your skills and capabilities, while your 
issue is being addressed. 
 
 
6.2 We need to talk about performance:  
 
We value and appreciate open communication. At times we may need to discuss 
performance related issues (either as a team or individually, as a leader or a team 
member). These performance issues may include quality and/or quantity of work, 
absenteeism and/or tardiness, team cooperation and/or general behaviour. 
 
When this type of discussion is required, the following process will apply (unless not 
appropriate in the circumstances): 
 

● You will be given advance notice of the discussion; 
● You will be advised of the performance issue involved (including any relevant 

factual information); 
● You will be asked to explain the circumstances or otherwise respond; and 
● Where necessary we will set out a reasonable performance improvement 

plan and timeline will be put in place (which may also include any assistance 
Woolworths may need to provide you). 

 
During such a discussion you will have the opportunity to have a support person 
(who may be a Union delegate) with you. 
 
This performance improvement requirement will be documented and will be 
provided to you by your line leader. 
 
 
  








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7.  TIME FOR A CHANGE 
 

Outline As our customers’ needs change, 
we need to be able to adapt to 
meet those needs.  

If we need to make a major 
change to our workplace that is 
likely to have a significant effect 
on you, we will consult with you 
and consider your views about it.   

 
7.1 About major workplace change 
 
7.1.1 What is a major workplace change? 
 
Woolworths will consult with team members under this clause if we have made a 
definite decision to introduce a major workplace change to production, programme, 
organisation, structure or technology in relation to our enterprise which is likely to 
have a significant effect on the team members.  
 
A change is likely to have a significant effect on team members if it results in: 
 

● Termination of employment;  
● changes in the composition, operation or size of our workforce or in the skills 

required;  
● The elimination or diminution of job or promotion opportunities or job tenure; 
● The alteration of hours of work (except where there is a process elsewhere in 

this Agreement for this type of change);   
● The need for retraining or for you to transfer to other work or other locations; 

or 
● The restructuring of jobs. 

 
7.1.2 What’s the process? 
 
If Woolworths make a definite decision to introduce a major workplace change that 
will have a significant effect on you, as soon as practicable after making that definite 
decision we will notify you, and discuss with you (and/or your representative, which 
may be the Union or a Union delegate): 
 

● The introduction of the change; 
● The effect the change is likely to have on you; and 
● Measures to avert or mitigate the adverse effect of the change.  

 
Woolworths will consider matters raised by you or your representative about the 
change and aim to provide any information and responses to questions as soon as 








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we can. During these discussions we will not be required to disclose confidential or 
commercially sensitive information. 
 
Woolworths will give you (and/or your representative), all relevant information about 
the changes in writing (including the nature of the change and the expected effects 
of the changes on you and any other matters likely to affect you). 
 
Woolworths will give prompt consideration to matters raised about the changes by 
you (or your representative)  
 
Where there may be a requirement to change your regular roster or ordinary hours 
of work, Woolworths will consult with you (and/or your representative) about the 
proposed change. Woolworths will provide you information about the proposed 
change (what’s proposed, why and when) and invite you (and/or representative) to 
provide feedback (especially where any impact may impact on genuine family or 
caring responsibilities). 
 
7.2 What happens if my role is redundant? 
 
7.2.1 Discussions before terminations 
 
After Woolworths has made a definite decision that the job a team member has 
been doing will no longer need to be done by anyone (and this is not due to the 
ordinary and customary turnover of labour) and that decision may lead to 
termination of employment, Woolworths will hold discussions with: 

a. Affected team member/s and their representatives; and  
b. The union/s known to Woolworths as having members who are affected 

team members and who are entitled to represent the industrial interests of the team 
members concerned. 

 
Discussions will take place as soon as practicable after the definite decision has 
been made and will cover: 

a. The reasons for the proposed terminations; 
b. The measures to avoid or minimise the termination; 
c. The measures to mitigate the adverse effects on the team members 
concerned; 
d. The number and categories of team members likely to be affected; 
e. The number of team members normally employed; and 
f.  When terminations are likely to occur. 
 

All relevant information will be provided in writing to the team member(s) concerned 
and representatives, as outlined above. 
 
However, we will not be required to disclose confidential information which would 
negatively impact our interests. 
 
 
 








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7.2.2 Transfer to a lower paid classification 
 
A team member transferred to a lower paid classification due to redundancy is 
entitled to the same notice as they would have been entitled to if their employment 
had been terminated. Woolworths may choose to pay the team member the 
difference between their former base rate of pay and their new base rate of pay for 
the relevant notice period instead of providing this notice. 
 
7.2.4 Job search during the notice period 
 
During the notice period, a permanent team member will be allowed one paid day 
off each week at their Base Rate of Pay including any applicable roster loadings for 
the purpose of seeking other employment. 
 
Satisfactory evidence (such as a statutory declaration) may be required by 
Woolworths in order for this day off to be paid. 
 
7.2.5 Redundancy Pay 
 
In addition to the notice to be given by us (see clause 7.4), subject to clauses 7.2.7 
and 7.2.8, a permanent team member whose employment is terminated due to 
redundancy is entitled to the following redundancy pay: 
 

Period of continuous service Redundancy pay scale 

Less than 1 year - 

1 year but less than 2 years 4 weeks  

2 years but less than 3 years 6 weeks  

3 years but less than 4 years 7 weeks  

4 years but less than 5 years 8 weeks  

5 years but less than 6 years 10 weeks  

6 years but less than 7 years 11 weeks  

7 years but less than 8 years 13 weeks  

8 years but less than 9 years 14 weeks  

9 years but less than 10 years 16 weeks  

10 years or more 12 weeks  
 
Redundancy pay is paid at the team member’s Base Rate of Pay. 
 
7.2.6 Leaving during the notice period 
 
A team member whose employment is terminated due to redundancy, may resign 
from their employment during the notice period. This will not affect the team 
member’s redundancy pay or any other benefits under this clause. However, in this 
situation the team member will not be paid for the balance of their notice period. 








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7.2.7 Excluded team members 
 
These redundancy pay provisions do not apply to team members who are: 

a. Casual team members; or 
b. Engaged for a specific period of time or for a specific task; or 
c. Terminated for a reason other than redundancy (for example performance 

or conduct reasons). 
 
7.2.8 Transfer of business 
 
Redundancy pay will not be payable if:  

● You transfer to another employer as part of a ‘transfer of business’, i.e. you 
commence employment with another employer in circumstances where there 
will be a transfer of employment for the purposes of the Fair Work Act; or  

● You reject an offer of employment made by another employer which is on 
terms and conditions substantially similar to, and, considered on an overall 
basis, no less favourable than, your terms and conditions with Woolworths 
immediately before the termination, recognises your service with Woolworths 
for the purposes of redundancy pay and, had you accepted the offer, there 
would have been a transfer of employment.   

Where other acceptable employment is found for a team member in a related entity 
of Woolworths, your entitlements to sick leave, annual leave and long service leave 
will be transferred to the new employer. 
 
7.3 What if a clause of the Agreement does not suit 
my needs? 
 

Outline While there are lots of 
opportunities for flexibility in this 
Agreement, including different 
shift options to suit your personal 
circumstances, sometimes you 
may want to do something a bit 
different. By agreement, we can 
vary the effect of some terms of 
this Agreement to meet your 
individual needs.   

 
7.3.1 I need something that works for me 
 
It is important that your working arrangements meets the needs of both you and 
Woolworths.  If you request (and Woolworths agrees), we can enter into an 
Individual Flexibility Agreement (IFA) to change how some parts of this Agreement 
apply to you. 
 
In your IFA we may agree to change one or more of the following matters: 
 








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● Arrangements about when work is performed; 
● Overtime rates; 
● Penalty rates and 
● Allowances. 

 
An IFA must meet the genuine needs of you and Woolworths, and must be 
genuinely agreed to by you and Woolworths.  
Woolworths must ensure the IFA is only about ‘permitted matters’ and does not 
include any ‘unlawful terms’ (both as defined in the Fair Work Act). Woolworths 
must also ensure that any IFA would result in you being better off overall than if no 
IFA was made. 
 
7.3.2 Making an IFA 
 
Your IFA must be in writing and include details of how the arrangement will work. 
Woolworths must provide you with a copy of the written agreement within 14 days of 
it being agreed. The IFA must include: 
 

● Your name, Woolworths’ name and our signatures (and your parent or 
guardian’s signature if you are under 18 years of age);  

● Details of the terms of the Agreement which will be varied and how they will 
be varied; 

● Details of how you will be better off overall under the IFA and 
● He date when the IFA starts. 

 
7.3.3 Ending an IFA 
 
Either you or Woolworths may decide that the arrangement does not work for them 
anymore. If this happens, either you or Woolworth can terminate the IFA by 
providing 28 days’ notice (unless legislation provides for a longer period), or you 
and Woolworths can agree in writing that the IFA will end at a specific time. 
 
  








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7.4 Ending employment 
 
7.4.1 Period of notice of termination 
 
Unless otherwise agreed, the period of notice which you or Woolworths needs to 
give to terminate your employment is as follows: 
 

Period of continuous service Team members under 45 

1 year or less 1 week 

More than 1 year up to 3 years 2 weeks 

More than 3 years up to 5 years 3 weeks 

More than 5 years 4 weeks 
 
The period of notice above is increased by 1 week if you are over 45 years old and 
have completed at least 2 years of continuous service with Woolworths when the 
notice is given. 
  
If you give notice, you do not need to give the additional 1 week notice based on 
your age. 
            
The period of notice in this clause will not apply to team members employed for a 
specified period of time or for a specified task, casual team members or team 
members terminated for serious misconduct. 
 
7.4.2 Payment instead of notice 
 
Woolworths may choose to pay you  in lieu  of notice for all or part of the notice 
period (in which case you will be paid as though you had worked until the end of the 
period of notice, including your Base Rate of Pay plus any applicable Penalty Rates 
on the shifts you would have worked). 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
  








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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8.  Union Recognition  
8.1 All team members and other workers on site have the right to be part of a 

trade union. Woolworths recognises the National Union of Workers (NUW) 
as the union representative of team members at the MSRDC who 
choose to become members of the NUW.  
 

8.2 Woolworths will supply and erect a notice board at the site for the purpose of 
enabling the NUW or NUW delegates to post Woolworths-approved notices 
and information in connection with this Agreement or other matters related to 
the employment of the team members or their Union membership. 
 

8.3 Elected delegates of the NUW will be recognised by Woolworths and, as 
such, delegates will be afforded time to participate in any consultative 
mechanisms established by Woolworths and to represent legitimate team 
member concerns as per the disputes procedure in clause 6.1. Delegates 
must, however, acknowledge their primary responsibility is to perform the job 
functions within their classification. Woolworths will recognise a minimum of 6 
(if at least 6 delegates are elected) and a maximum of 8 NUW delegates 
across the MSRDC. If the ratio of delegates to workers (including direct team 
members and Agency Labour) drops below 1 delegate per 30 workers, 
Woolworths and the NUW will discuss and agree an increase to the 
maximum number of delegates in order to maintain a ratio of 1 delegate per 
30 workers. 
 

8.4 The role of a union delegate is to, amongst other things: 
 

● Promote open and constructive communication between Woolworths 
and its team members; 

● Represent team members who are union members honestly and 
effectively; 

● Demonstrate values of leadership in the workplace; 
● Support diversity in the workplace; 
● Be respectful of all relationships and people on site; 
● Assist team members in addressing concerns in line with established 

processes; 
● Advocate for fairness and dignity in the workplace; 
● Use their time effectively when assisting team members with queries; 

and 
● Accept their primary role is as a member of the site team. 

 
8.5 Elected and recognised union delegates will be permitted, subject to 

notification to their line leader, reasonable paid time to conduct legitimate on-
site union business with Team Members.  

 
8.6 Union delegates shall have reasonable access (on request) to resources to 

perform their role, such as a private meeting room and access to a 
telephone, computer terminal, internet and photocopier, subject to 
operational requirements.  








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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8.7 In addition, union delegates will be allowed reasonable paid time off the site 

on union business by prior agreement with Woolworths. This agreement will 
not be unreasonably withheld.  

 
8.8 Elected and recognised union delegates who by agreement with Woolworths 

undertake delegate duties (attendance at meetings, team member 
representation, etc) outside rostered hours will receive time off in lieu on an 
“hour for hour” basis. The scheduling of time off is to be agreed with the 
delegate’s line leader. 

 
8.9 Woolworths will provide elected and recognised union delegates with 

adequate paid time to meet with new team members and any Agency Labour 
at the time of induction for the purpose of introducing and explaining this 
Agreement and union matters.  

 
8.10 To assist delegates to be effective leaders and communicators, Woolworths 

will provide up to a total of six days paid leave per delegate per annum (non-
cumulative) for the purpose of elected delegates attending approved union 
training programs.  

 
Additional training leave may also be approved by Woolworths at its 
discretion. Such training will not take place during Woolworths’ peak 
operating periods leading up to Christmas and Easter, unless otherwise 
agreed.  

 
In order for a delegate to be eligible to receive payment while attending 
training, the union must provide Woolworths with at least 14 days’ notice in 
writing of the training. Payment will be made at the delegate’s Ordinary 
hours’ pay rate for the number of hours normally rostered for that day.  The 
Company will not be responsible for any costs incurred by delegates in the 
course of attendance at such training programs. 

 
8.11 Woolworths will allow up to two paid mass meetings of not more than 30 

minutes duration each calendar year. Where there is a new enterprise 
agreement being negotiated in any year Woolworths may allow additional 
paid meetings to be held for the purposes of discussing the enterprise 
agreement.  

 
All workers engaged on-site at the time of a meeting, whether directly 
employed or not, are entitled to attend union meetings.  

 
The times and duration of these meetings will be as agreed between 
Woolworths and the union. 

 
Woolworths may, at its sole discretion, cancel or refuse scheduled mass 
meetings due to operational requirements or failure by the Union to adhere to 
timeframes or reasonable requests from management. 

 








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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8.12 Where a team member authorises Woolworths to do so in writing, 
Woolworths will within 14 days send to the NUW such details as are 
necessary to permit the establishment of a direct debit arrangement for the 
payment of the team member's union fees. This authority may take the form 
of a NUW membership card completed by an employee authorising the 
release of such details. 

 
8.13 After giving Woolworths reasonable notice, an authorised Union 

representative is entitled to enter the premises, provided the representative 
does not interfere unreasonably with Woolworths’ operation,  and complies 
with any reasonable direction in relation to security, health or safety and any 
site induction requirements ,for the following purposes: 

 
● Induction of new Team Members or Agency Labour workers (at a time 

agreed with Woolworths); or 
● Involvement under the disputes procedure of this Agreement; 
 
These purposes are separate from right of entry under the Fair Work Act to 
investigate suspected contraventions or to hold discussions with Team 
Members. 

  








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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9.  OTHER TERMS 
 
9.0.1 Awards and agreements 
 
Consistent with the Fair Work Act, this Agreement operates in place of the Modern 
Award, any other award (including a modern award) or agreement (whether 
approved or certified or not). 
 
9.0.2 The National Employment Standards (NES) 
 
This Agreement does not operate to exclude any provision of the National 
Employment Standards (NES).  However, the NES is not incorporated into this 
Agreement. 
This Agreement will be read and interpreted in conjunction with the NES. Where 
there is an inconsistency between this Agreement and the NES, and the NES 
provides a greater benefit, the NES provision will apply to the extent of the 
inconsistency. 
 
9.0.3 Policies 
 
Team members are required to comply with Woolworths policies at all times. Any 
policy that is referred to in this Agreement is not incorporated into this Agreement or 
team members’ contracts of employment. Policies can be amended from time to 
time, or removed, at Woolworths’ discretion.  
 
9.1 Definitions  
 

Term Meaning 

Agreement Melbourne South Regional Distribution Centre Enterprise Agreement 
2018 

Agency Labour 

Agency Labour are workers provided by a third party, who undertake  
distribution and warehousing functions at the MSRDC. Agency Labour 
workers are engaged by the third party and are not Woolworths 
employees. Agency Labour shall receive the same rates of pay, 
overtime, allowances, premiums, rostering arrangements and other 
terms, conditions and rights as specified in this Agreements. However 
Agency Labour do not have any entitlement to Woolworths Company 
Policies or benefits. 

Award  Storage Services & Wholesale Award 2010 








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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Base Rate of Pay 

The base hourly rate of pay according to your employment classification 
(Entry Level or Skilled Level) as set out in Appendix A. The Base Rate of 
Pay does not include any loadings (including Casual Loading or Penalty 
Rates) or allowances. 

Casual Ordinary 
Hours 

A casual team member’s Ordinary hours is defined as those hours 
worked (up to a maximum of 38 Ordinary hours in a week), excluding 
overtime hours or hours worked on a public holiday. 

Cessation of work The rostered finish time at your designated work area. 

Commencement 
of work The rostered start time at your designated work area. 

Continuous 
Service  

Service with Woolworths shall be deemed to be continuous 
notwithstanding: 
a) Any paid annual leave, Personal leave, Long Service Leave approved 
and taken by you; 
b) Any absence on any account not involving termination of employment; 
c) Authorised unpaid leave; 
 

Continuity of service will apply to accrual of entitlements and length of 
service with us. However any period of unpaid leave will not count 
towards the accrual of annual leave or personal leave. Unauthorised 
unpaid leave will not count towards continuity of service. 

Day A day is defined as midnight to midnight 

Fair Work Act 

Fair Work Act 2009 (Cth), as amended. This is the primary legislation 
that governs employees at work in Australia. It provides a safety net of 
minimum entitlements, provides for fairness at work and prohibits 
discrimination against employees. 

FWC 

Fair Work Commission. The Fair Work Commission is Australia's 
national workplace relations tribunal. Its role is to assist employees and 
employers to maintain fair and productive workplaces and resolve 
disputes. 

Immediate family 

A team member’s spouse or former spouse, de facto partner or former 
de facto partner, child, parent, grandparent, grandchild, sibling, or a 
child, parent, grandparent, grandchild or sibling of the team member's 
spouse or de facto partner (or former spouse or de facto partner). This 
definition includes step-relations (eg. step-parents and step-children) as 
well as adoptive relations. 








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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MSRDC Melbourne South Regional Distribution Centre 

Ordinary Hours 
The non-overtime hours team members may work, rostered according to 
the team member’s employment arrangement. Ordinary hours include 
additional hours worked by part-time team members. 

NES 
National Employment Standards. The National Employment Standards 
are the 10 minimum employment entitlements that apply to all 
employees under the Fair Work Act. 

NRWD Non Rostered Working Day is a day a team member is not normally 
rostered to work Ordinary Hours. 

Penalty Rate 

The hourly amount, worked out using an hourly percentage, a team 
member is paid in addition to their Base Rate of Pay, according to the 
day and time they have worked. The Penalty Rate is paid in addition to 
the Base Rate of Pay but does not compound. 

Example 1: I am working at a time that attracts a 50% Penalty Rate, so I 
will be paid the Base Rate of Pay ($10 per hour) + the Penalty Rate 
(50% of $10 or $5  per hour) = $15 per hour total 

Superannuation 
legislation 

The Superannuation Guarantee (Administration) Act 1992 (Cth) and the 
Superannuation Guarantee Charge Act 1992 (Cth). 

Uniform & PPE Items of clothing and/or Personal Protective Equipment which is 
provided by and/or approved by Woolworths.  

Union The National Union of Workers 

WISP Workplace Issues Settlement Procedure set out in Clause 6..  

Woolworths, we 
or us 

Queensland Property Investments Pty Ltd which is a wholly owned 
subsidiary of Woolworths Group Limited  

Shift Your start/finish time and/or your Ordinary Hours days of work. 

You An employee of Woolworths who is covered by this Agreement.  

 
 

 








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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10. Signatures 
Signed as an Agreement: 

The signatures below confirm that this Agreement has been ratified by Woolworths and the Union 
and signed by persons who have the authority to sign this Agreement. 

Signed for and on behalf of the: 

 

Signed for and on behalf of the: 

Queensland 
Property 
Investments Pty 
Ltd 

 

 

National Union  

of Workers 

 

Name: Tim Hepinstall 

16.1.19 

 

Name: Dario Mujkic 

17 January 2019 

Position: Supply Chain Manager Position: Assistant Victorian Branch Secretary 

2 Portlink Drive, 

Dandenong South 

Victoria, 3175 

833 Bourke Street, 

Docklands 

Victoria, 3008 

Being duly authorised to Sign on behalf  
of Queensland Property Investments Pty Ltd 

Being duly authorised to Sign on behalf  
of the Union 

In the presence of: 

 

In the presence of: 

Name:  

Ulrich Luecke 

16.1.19 

 

 

Name:  

Alycia Economidis 

17 January 2019 

 

Position: Senior C&P Partner 

 

Position: Lead Organiser 

 


TEXT




 



Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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Appendix A: 
 
YOUR ORDINARY HOURS BASE RATE 
OF PAY 
 
Weekly Team Members Entry Level Team 

Member 
Skilled Team Member 

Base Rate of Pay 
Commencement of EA to  
31 October 2019 

$27.35 $28.28 

1 Nov 2019 to 31 Oct 2020 $28.17 $29.13 

1 Nov 2019 to 31 Oct 2021 $29.02 $30.00 

1 Nov 2021 to 31 Oct 2022 $29.89 $30.90 

 

Note: These rates of pay are payable from the first full pay period on or after each 
specified date. 

  








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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Appendix B: Penalty Rates 
Ordinary hours can be rostered between midnight to midnight, Monday to Sunday 
inclusive. 
The base pay hourly rate will apply for Ordinary Hours between the hours of 4am to 
7pm. Additional Penalty Rates will apply for Ordinary Hours worked outside of the 
band 4am to 7pm (in line with the following chart). 

Example Example: A team member rostered 
to work their Monday Ordinary hours 
between 2.00 pm and 10.00 pm will 
receive 5 hours at 100% and 3 
hours at 115%. 
 
Example: A team member rostered 
to work their Saturday Ordinary 
hours between 9.00 pm and 2.00 
am (Sunday) will receive 3 hours at 
140% and 2 hours at 170%. 

 
Weekly Team Members Mon - Fri Saturday Sunday 

12:00 am 1:00 am Base rate of pay 
+25% 

Base rate 
of pay 
+40% 

Base rate 
of pay 
+70% 

1:00 am 2:00 am 
2:00 am 3:00 am 
3:00 am 4:00 am 
4:00 am 5:00 am Base rate of pay 
5:00 am 6:00 am 
6:00 am 7:00 am 
7:00 am 8:00 am 
8:00 am 9:00 am 
9:00 am 10:00 am 

10:00 am 11:00 am 
11:00 am 12:00 pm 
12:00 pm 1:00 pm 

1:00 pm 2:00 pm 
2:00 pm 3:00 pm 
3:00 pm 4:00 pm 
4:00 pm 5:00 pm 
5:00 pm 6:00 pm 
6:00 pm 7:00 pm 
7:00 pm 8:00 pm Base rate of pay 

+15% 8:00 pm 9:00 pm 
9:00 pm 10:00 pm 

10:00 pm 11:00 pm 
11:00 pm 12:00 am Base rate of pay 

+25% 
 

All Public Holiday hours paid at 250% 








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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Casual Team Members Mon - Fri Saturday Sunday 
12:00 am 1:00 am Base rate of pay  

+25% 
+25% (casual 
Loading) 

Base rate 
of pay  
+40% 
+25% 
(casual 
Loading) 

Base 
rate of 
pay  
+70% 
+25% 
(casual 
Loading) 

1:00 am 2:00 am 
2:00 am 3:00 am 
3:00 am 4:00 am 
4:00 am 5:00 am Base rate of pay  

+25% 
(casual Loading) 

5:00 am 6:00 am 
6:00 am 7:00 am 
7:00 am 8:00 am 
8:00 am 9:00 am 
9:00 am 10:00 am 

10:00 am 11:00 am 
11:00 am 12:00 pm 
12:00 pm 1:00 pm 
1:00 pm 2:00 pm 
2:00 pm 3:00 pm 
3:00 pm 4:00 pm 
4:00 pm 5:00 pm 
5:00 pm 6:00 pm 
6:00 pm 7:00 pm 
7:00 pm 8:00 pm Base rate of pay  

+15% 
+25% (casual 
Loading) 

8:00 pm 9:00 pm 
9:00 pm 10:00 pm 

10:00 pm 11:00 pm 
11:00 pm 12:00 am Base rate of pay  

+25%  
+25% (casual 
Loading) 

 

All Public Holiday hours paid at 250% 

 

  








Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
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Appendix C 
Indicative total amounts of pay for 
hours worked (Base Rate of Pays plus 
Penalty Rates) 
 

 

  


Pay increases apply from the first full pay period on or after 1 November each year. Weekly Team Members - 1 November 2018 to 31 October 2019 Casual Team Members - 1 November 2018 to 31 October 2019 Mon to Fri Sat Sun Mon to Fri Sat Sun Entry Skilled Entry Skilled Entry Skilled Entry Skilled Entry Skilled Entry Skilled 12:00 AM 1:00 AM 12:00 AM 1:00 AM 1:00 AM 2:00 AM 2:00 AM 34.19 35.35 1:00 AM 2:00 AM 3:00 AM 2:00 AM 3:00 AM 41.03 42.42 3:00 AM 4:00 AM 3:00 AM 4:00 AM 4:00 AM 5:00 AM 4:00 AM 5:00 AM 5:00 AM 6:00 AM 5:00 AM 6:00 AM 6:00 AM 7:00 AM 6:00 AM 7:00 AM 7:00 AM 8:00 AM 7:00 AM 8:00 AM 8:00 AM 9:00 AM 8:00 AM 9:00 AM 9:00 AM 10:00 AM 9:00 AM 10:00 AM 10:00 AM 11:00 AM 10:00 AM 11:00 AM 11:00 AM 12:00 PM 27.35 28.28 11:00 AM 12:00 PM 34.19 35.35 12:00 PM 1:00 PM 38.29 39.59 46.50 48.08 12:00 PM 1:00 PM 45.13 46.66 53.33 55.15 1:00 PM 2:00 PM 1:00 PM 2:00 PM 2:00 PM 3:00 PM 2:00 PM 3:00 PM 3:00 PM 4:00 PM 3:00 PM 4:00 PM 4:00 PM 5:00 PM 4:00 PM 5:00 PM 5:00 PM 6:00 PM 5:00 PM 6:00 PM 6:00 PM 7:00 PM 6:00 PM 7:00 PM 7:00 PM 8:00 PM 7:00 PM 8:00 PM 8:00 PM 9:00 PM 8:00 PM 9:00 PM 9:00 PM 10:00 PM 31.45 32.52 9:00 PM 10:00 PM 38.29 39.59 10:00 PM 11:00 PM 10:00 PM 11:00 PM 11:00 PM 12:00 AM 34.19 35.35 11:00 PM 12:00 AM 41.03 42.42 Public Holiday 250% 68.38 70.70 Public Holiday 250% 68.38 70.70 Overtime 150% 41.03 42.42 Overtime 150% 41.03 42.42 Overtime 200% 54.70 56.56 Overtime 200% 54.70 56.56

Weekly Team Members - 1 November 2019 to 31 October 2020 Casual Team Members - 1 November 2019 to 31 October 2020 3% inc Mon to Fri Sat Sun 3% inc Mon to Fri Sat Sun Entry Skilled Entry Skilled Entry Skilled Entry Skilled Entry Skilled Entry Skilled 12:00 AM 1:00 AM 12:00 AM 1:00 AM 1:00 AM 2:00 AM 35.21 36.41 1:00 AM 2:00 AM 42.26 43.70 2:00 AM 3:00 AM 2:00 AM 3:00 AM 3:00 AM 4:00 AM 3:00 AM 4:00 AM 4:00 AM 5:00 AM 4:00 AM 5:00 AM 5:00 AM 6:00 AM 5:00 AM 6:00 AM 6:00 AM 7:00 AM 6:00 AM 7:00 AM 7:00 AM 8:00 AM 7:00 AM 8:00 AM 8:00 AM 9:00 AM 8:00 AM 9:00 AM 9:00 AM 10:00 AM 9:00 AM 10:00 AM 10:00 AM 11:00 AM 10:00 AM 11:00 AM 11:00 AM 12:00 PM 28.17 29.13 39.44 40.78 47.89 12:00 PM 35.21 36.41 49.52 11:00 AM 46.48 48.06 54.93 56.80 12:00 PM 1:00 PM 12:00 PM 1:00 PM 1:00 PM 2:00 PM 1:00 PM 2:00 PM 2:00 PM 3:00 PM 2:00 PM 3:00 PM 3:00 PM 4:00 PM 3:00 PM 4:00 PM 4:00 PM 5:00 PM 4:00 PM 5:00 PM 5:00 PM 6:00 PM 5:00 PM 6:00 PM 6:00 PM 7:00 PM 6:00 PM 7:00 PM 7:00 PM 8:00 PM 7:00 PM 8:00 PM 8:00 PM 9:00 PM 32.40 8:00 PM 9:00 PM 33.50 39.44 40.78 9:00 PM 10:00 PM 9:00 PM 10:00 PM 10:00 PM 11:00 PM 10:00 PM 11:00 PM 11:00 PM 12:00 AM 35.21 36.41 11:00 PM 12:00 AM 42.26 43.70 Public Holiday 250% 70.43 72.83 Public Holiday 250% 70.43 72.83 Overtime 150% 42.26 43.70 Overtime 150% 42.26 43.70 Overtime 200% 56.34 58.26 Overtime 200% 56.34 58.26




 



Melbourne South Regional Distribution Centre Enterprise Agreement 2018 
48 of 48 

 

 

 
 
 
 
 

Weekly Team M embers · 1 November 2020 to 31 October 2021 
3%inc 

12:00AM 1:00AM 
1:00AM 2:00AM 
2:00AM 3:00AM 
3:00AM 4:00AM 

4:00AM 5:00AM 
5:00AM 6:00AM 
6:00AM 7:00AM 

7:00AM 8:00AM 
8:00AM 9:00AM 
9:00AM 10:00AM 

10:00AM 11:00AM 
11:00AM 12:00 PM 

12:00 PM 1:00PM 
1:00PM 2:00PM 
2:00PM 3:00PM 
3:00PM 4:00PM 
4:00PM 5:00PM 
5:00PM 6:00PM 
6:00PM 7:00PM 

7:00PM 8:00PM 

8:00PM 9:00PM 
9:00PM 10:00 PM 

10:00PM 11:00 PM 

11:00 PM 12:00 AM 

Public Holiday 250% 
Overtime 150% 
Overtime 200% 

M on to Fri Sat 
Entry Skilled Entry Skilled 

36.28 37.5 

29.02 30.00 
40.628 42.00 

33.37 34.50 

36.28 37.50 

Weekly Team Members · 1 November 2021 to 31 October 2022 

3%inc Mon to Fri Sat 

Sun 

Ent ry Skilled 

49.33 51.00 

Sun 

Ent ry Skilled Entry Skilled Ent ry Skille d 

12:00AM 1:00AM 
1:00AM 2:00AM 
2:00AM 3:00AM 
3:00AM 4:00AM 

4:00AM 5:00AM 
5:00AM 6:00AM 
6:00AM 7:00AM 
7:00AM 8:00AM 
8:00AM 9:00AM 
9:00AM 10:00AM 

10:00AM 11:00AM 
11:00AM 12:00PM 
12:00 PM 1:00PM 
1:00PM 2:00PM 
2:00PM 3:00PM 
3:00PM 4:00PM 

4:00PM 5:00PM 
S:OO PM 6:00PM 
6:00PM 7:00PM 

7:00PM 8:00PM 
8:00PM 9:00PM 
9:00PM 10:00 PM 

10:00 PM 11:00 PM 

11:00PM 12:00AM 

Public Holiday 250% 
Overtime 150% 
Overtime 200% 

37.36 38.63 

29.89 30.90 
41.846 43.26 50.81 52.53 

34.37 35.54 

37.36 38.63 

Casual Team M embers · 1 November 2020 to 31 October 2021 
3%inc 

12:00AM 1:00AM 
1:00AM 2:00AM 
2:00AM 3:00AM 
3:00AM 4:00AM 

4:00AM 5:00AM 
5:00AM 6:00AM 
6:00AM 7:00AM 

7:00AM 8:00AM 
8:00AM 9:00AM 
9:00AM 10:00AM 

10:00AM 11:00 AM 
11:00AM 12:00 PM 

12:00 PM 1:00PM 
1:00PM 2:00PM 
2:00PM 3:00PM 
3:00PM 4:00PM 
4:00PM 5:00PM 
5:00PM 6:00PM 
6:00PM 7:00PM 

7:00PM 8:00PM 

8:00PM 9:00PM 
9:00PM 10:00PM 

10:00 PM 11:00PM 

11:00 PM 12:00AM 

Public Holiday 250% 
Overtime 150% 
Overtime 200% 

M on to Fri Sa t 

Ent ry Skille d Ent ry Skilled 

43.53 45.00 

36.28 37.50 
47.88 49.50 

40.63 42.00 

43.53 45.00 

Casua I Team M embers · 1 November 2021 to 31 October 2022 

3%inc 

12:00AM 1:00AM 
1:00AM 2:00AM 
2:00AM 3:00AM 
3:0 0AM 4:00AM 

4:00AM 5:00AM 
5:00AM 6:00AM 
6:00AM 7:00AM 
7:00AM 8:00AM 
8:00AM 9:00AM 
9:00AM 10:00AM 

10:00AM 11:00AM 
11:00AM 12:00 PM 
12:00 PM 1:00PM 

1:00PM 2:00PM 
2:00PM 3:00PM 
3:00PM 4:00PM 

4:00PM 5:00PM 
5:00PM 6:00PM 
6:00PM 7:00PM 

7:00PM 8:00PM 
8:00PM 9:00PM 
9:00PM 10:00 PM 

10:00PM 11:00 PM 

11:00PM 12:00AM 

Public Holiday 250% 
Overtime 150% 
Overtime 200% 

Mon to Fri Sat 
Ent ry Skille d Ent ry Skilled 

44.84 46.35 

37.36 38.63 
49.32 50.99 

4 1.85 43.26 

44.84 46.35 

Sun 

Entry 

56.59 

Sun 

Skilled 

58.50 

Ent ry Skilled 

58.29 60.26 


Weekly Team Members - 1 November 2020 to 31 October 2021 Casual Team Members - 1 November 2020 to 31 October 2021 3% inc Mon to Fri Sat Sun 3% inc Mon to Fri Sat Sun Entry Skilled Entry Skilled Entry Skilled Entry killed Entry Skilled Entry Skilled 12:00 AM 1:00 AM 12:00 AM 1:00 AM 1:00 AM 2:00 AM 1:00 AM 2:00 AM 2:00 AM 3:00 AM 36.28 37.5 2:00 AM 3:00 AM 43.53 45.00 3:00 AM 4:00 AM 3:00 AM 4:00 AM 4:00 AM 5:00 AM 4:00 AM 5:00 AM 5:00 AM 6:00 AM 5:00 AM 6:00 AM 6:00 AM 7:00 AM 6:00 AM 7:00 AM 7:00 AM 8:00 AM 7:00 AM 8:00 AM 8:00 AM 9:00 AM 8:00 AM 9:00 AM 9:00 AM 10:00 AM 9:00 AM 10:00 AM 10:00 AM 11:00 AM 10:00 AM 11:00 AM 11:00 AM 12:00 PM 29.02 30.00 11:00 AM 12:00 PM 36.28 37.50 12:00 PM 1:00 PM 0.628 42.00 19.33 51.00 12:00 PM 1:00 PM 47.88 49.5 56.59 58.50 1:00 PM 2:00 PM 1:00 PM 2:00 PM 2:00 PM 3:00 PM 2:00 PM 3:00 PM 3:00 PM 4:00 PM 3:00 PM 4:00 PM 4:00 PM 5:00 PM 4:00 PM 5:00 PM 5:00 PM 6:00 PM 5:00 PM 6:00 PM 6:00 PM 7:00 PM 6:00 PM 7:00 PM 7:00 PM 8:00 PM 7:00 PM 8:00 PM 8:00 PM 9:00 PM 10:00 PM 33.37 34.50 8:00 PM 9:00 PM 9:00 PM 9:00 PM 10:00 PM 40.63 42.00 10:00 PM 11:00 PM 10:00 PM 11:00 PM 11:00 PM 12:00 AM 36.28 37.50 11:00 PM 12:00 AM 43.53 45.00 Public Holiday 250% 72.55 75.00 Public Holiday 250% 72.55 75.00 Overtime 150% 43.53 45.00 Overtime 150% 43.53 45.00 Overtime 200% 58.04 60.00 Overtime 200% 58.04 60.00 Weekly Team Members - 1 November 2021 to 31 October 2022 Casual Team Members - 1 November 2021 to 31 October 2022 3% inc Mon to Fri Sat Sun 3% inc Mon to Fri Sat Sun Entry Skilled Entry skilled Entry Skilled Entry Skilled Entry Skilled Entry Skilled 12:00 AM 1:00 AM 12:00 AM 1:00 AM 1:00 AM 2:00 AM 37.36 2:00 AM 2:00 AM 38.63 1:00 AM 3:00 AM 2:00 AM 3:00 AM 14.84 46.35 3:00 AM 4:00 AM 3:00 AM 4:00 AM 4:00 AM 5:00 AM 4:00 AM 5:00 AM 5:00 AM 6:00 AM 5:00 AM 6:00 AM 6:00 AM 7:00 AM 6:00 AM 7:00 AM 7:00 AM 8:00 AM 7:00 AM 8:00 AM 8:00 AM 9:00 AM 8:00 AM 9:00 AM 9:00 AM 10:00 AM 9:00 AM 10:00 AM 10:00 AM 11:00 AM 10:00 AM 11:00 AM 11:00 AM 12:00 PM 29.89 30.90 41.846 43.26 50.81 52.53 11:00 AM 12:00 PM 37.36 38.63 12:00 PM 1:00 PM 12:00 PM 1:00 PM 49.32 50.99 58.29 60.26 1:00 PM 2:00 PM 1:00 PM 2:00 PM 2:00 PM 3:00 PM 2:00 PM 3:00 PM 3:00 PM 4:00 PM 3:00 PM 4:00 PM 4:00 PM 5:00 PM 4:00 PM 5:00 PM 5:00 PM 6:00 PM 5:00 PM 6:00 PM 6:00 PM 7:00 PM 6:00 PM 7:00 PM 7:00 PM 8:00 PM 7:00 PM 8:00 PM 8:00 PM 9:00 PM 34.37 35.54 8:00 PM 9:00 PM 9:00 PM 10:00 PM 9:00 PM 10:00 PM 41.85 43.26 10:00 PM 11:00 PM 10:00 PM 11:00 PM 11:00 PM 12:00 AM 37.36 38.63 11:00 PM 12:00 AM 44.84 46.35 Public Holiday 250% 74.73 77.25 Public Holiday 250% 74.73 77.25 Overtime 150% 44.84 46.35 Overtime 150% 44.84 46.35 Overtime 200% 59.78 61.80 Overtime 200% 59.78 61.80

Cases cited by this decision: