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Proposed new BRDC EA

Below is a summary of the proposed new Enterprise Agreement.

Voting will be electronic and will start next Friday, 11 July 2025 from 7am.

NEW ITEMS IN THE OFFER: 

  • A $1,000 gift voucher for all directly hired employees at the time of the vote and paid as soon as possible after a positive vote.
  • Day shift Team Members working minimum 7.6 ordinary hours, can elect to break their 30 minute meal break into 1 x 20 minute meal break and 1 x 10 minute meal break and move their 20 minute rest pause to the last hour of their rostered shift and leave early.
  • Day shift employees working a shift-length of 9 or more hours and who have elected to have 2×20 minute breaks and 1×10 minute break can choose to have their 20 minute rest pause at the end of their rostered shift and leave early.
  • Employees would be able to purchase extra annual leave without having to use all of their actual annual leave first, and they can keep 9 weeks of Long Service Leave and purchase extra leave.

THE REST OF THE OFFER:

  • Annual Wage Increases of:
    – Year 1 – 4%
    – Year 2 – 4%
    – Year 3 – 3.4% (or the same % increase as the Annual Wage Review, whichever is the higher)
    – Year 4 – 3.4% (or the same % increase as the Annual Wage Review, whichever is the higher)
  • The Company has offered to pay the first increase from the first full pay period after a positive vote for an agreement.
  • The same % increases applied to all allowances and loadings.
  • A $299 gift voucher on every anniversary of the agreement (years 2, 3 and 4)
  • A 4 year agreement
  • New directly hired employees will only progress from:
    – Grade 1 to Grade 1A after they have worked 700 hours (including any Annual Leave) to
    – Grade 1 to Grade 2 after they have worked and extra 950 hours (including any period of Annual Leave).
  • Existing Grade 1 and 1A directly hired employees, employed on or before 9 June 2025, will immediately progress to grade 2 when the agreement starts.
  • Day shift employees working a shift length of between 7.6 hours and less than 9 hours can choose to take their current 20 minute rest break at the end of their rostered shift and leave early.
  • 3 Days of paid Natural Disaster Leave for Permanent (Full-Time and Part-Time) direct hire employees. Casuals can receive 4 hours pay for up to 3 offered and accepted shifts. This is per event.
  • Employees would be able to choose an extra item of preferred dress for free and all items now include an extra polar fleece jumper or a winter vest.
  • An employee that has a chronic illness or long term disability or who needs to provide care for an immediate family/household member who has a chronic illness or long term disability, can provide enduring evidence to cover any period of leave needed for this reason, for a 6 month period.
  • The proposed agreement would require the Company to respond to any Annual Leave, Long Service Leave or TOIL request within 3 weeks of an employee applying.
  • TOIL from Public Holidays can be taken within 90 days of the Public Holiday (not the current 60).
  • The ability to notify the Company of the need to access Personal Leave, and to submit evidence electronically.
  • The minimum engagement on a Sunday (Overtime) would become 4 hours.
  • Clarification that a shift rostered to start on or after 2pm and finish at or before 6pm is a day shift.
  • If an employee has been offered and accepted a shift to start at or after 2pm and to finish after 6pm, then the employees shift cannot be shortened to finish before 6:30pm unless the employee agrees (and it therefore has to be paid as an afternoon shift).
  • The ability to bank up to 76 hours of TOIL from normal overtime, per financial year. (not including Public Holiday overtime)
  • The Company has also committed to reviewing the MOU for the Reserve and Rotation Pools, including a commitment to review and increase the number of permanent roles in grades higher than grade 2.
  • The Boot Allowance would be increased to $200 and you could choose to not buy a pair of boots in one year and the next year, spend $400 on a better pair of boots.
  • A Free Primary Connect cap and a beanie for all direct hire employees.
  • The exempt rate clause will be updated to make it clear how it operates if it is offered for less than a whole week.  This would lock in the current custom and practice.
  • Newly legislated union Delegate rights would be included in the agreement
  • Family and Domestic Violence Leave will now include the legislated improvements to access for casuals.
  • Compassionate Leave will include access to leave in the instance of a still birth.