Luxottica Agreement

SDA & Luxottica EBA Negotiations Update

29 November 2024

In November 2024, the SDA Union and Enterprise Bargaining Representatives (EBRs) met with the Company for the final bargaining meeting.

Both sides agree that no further progress is likely to be made on unresolved issues.  Although we didn’t agree on all the outstanding matters, the new proposal is a considerable improvement on the deal from November 2023.

Some parts of the new proposal will benefit certain workers, while other parts might not be as favorable for others.

The SDA will produce summary materials that outline all the proposed changes. We will ask workers to consider their positions and vote based on what they believe is best for them.

What happens next?

Work is still ongoing to finalise the proposed Agreement and this should be completed by the New Year.

Once this occurs, the next step is for workers to consider and vote on the new Luxottica proposal.

Luxottica intends to share the proposal with workers in mid to late January 2025, where workers will receive a copy of the proposed Agreement and supporting documents from the Company.

The SDA and EBRs will also provide written materials explaining the Agreement in detail for you to read and consider how you will vote.

These materials will be sent to members, available on the SDA’s website, and distributed at Luxottica sites by SDA officials.

After reviewing all the materials, workers will then have the opportunity to vote on the proposal.

We will update SDA members with the final dates once they are known and if you have any questions about this process or your rights at work, please contact the SDA here.

View the Negotiations Summary Update Here

Wages

• To be determined – Will be discussed in coming bargaining meetings
• Current company position – On commencement (Sep/Oct) GRIA + 0.25%

Wages increases

• 1 July 2025: AWR + another 0.25%, then further increases in line with AWR

Saturdays

• Saturday penalty will increase from 100% to 125%

Permanent part-time minimum hours

• Increased minimum part-time engagement: 10 hours per week

Part-time – additional hours
Standing consent for additional hours

• A part-time employee can agree to provide standing consent to accept offers of additional ordinary hours without requirement for written agreement each time. These hours would be paid at ordinary rates and Penalty rates or loadings, Superannuation and Leave accrual would apply.
• Part-time employees can still refuse the offer of additional hours if they have provided standing consent.
• If part-time employees do not agree to additional hours, but Company still requires them to work, those hours would be paid at overtime rates.

Permanent increase to contract hours

• Once part-time employees have worked additional hours for 9 months, they have the right to elect to increase their contract hours by the average number of additional hours worked in the previous 39 weeks.
• If average hours worked per week in previous 9 months are 36 or more, part-time employees can elect to move to a full-time contract.
• Provides greater opportunity to increase guaranteed contract hours and improves stability of rosters/employment.

Spread of hours

• Work outside the spread of hours for all employees (including casuals) will be paid as overtime.

Rostering – other

• Retains 1 weekend off per two-week cycle, unless mutually agreed otherwise.
• Cannot be rostered for more than 6 consecutive days.

Higher duties

• Will be paid higher classification rate for time worked if less than 2 hours, or for the whole shift if more than 2 hours. (E.g. If an Associate Dispenser is required to open/close they will be paid for that time as a Dispenser.)

Workplace health and safety

• Clause includes reference to workload.
• This will allow employees to raise a grievance under the EA to dispute any unrealistic workloads that are placed on employees/under-staffing concerns.

Sundays

• Reduction in Sunday penalty rate to 150% from 200%

Public Holidays

• Reduction in Public Holiday rate from 250% to 225%

Wage increases

• Won’t apply to those on over Agreement rates of pay

Wages

• Minimal increase starting rate for existing Dispensers

The SDA would appreciate feedback on the matters above and this can be done via the link to our survey below:

Negotiations Survey