Bunnings bank of hours

The clause allows Bunnings to implement a practice whereby staff are sent home early during slow periods and subsequently make up the hours during peak times of trade.

Bunnings 'bank of hours' staffing regime triggers complaints, as hardware chain confirms review. One of Australia's major retail employers is reviewing a rostering practice that sends staff home during slow periods to make up the hours in peak times. Hardware retailer Bunnings has been implementing the practice, known as "bank of hours", across the country and is now reviewing it following a string of staff complaints. It averages out the rostered hours of part-time and full-time employees over the course of the year, with staff sent home during slow periods. They then have to make-up the hours in peak times, instead of getting overtime pay.

Bunnings bank of hours

Despite the harsh nature of the practice, according to the Fair Work Act Cth , it is perfectly legal. The practice has spurred a chorus of complaints from Bunnings staff. Those particularly affected are employees with children, who are forced to make last minute childcare arrangements when banked hours are called up. Whilst most of them were extremely unhappy about the system, the majority felt as if they had little grounds to refuse the extra shifts. Even though the practice is technically legal, the Retail and Fast Food Workers Union want the system to be scrapped as employees are potentially missing out on thousands in overtime payments. What your employees say about your employment practices can have a huge impact on your reputation. A bad reputation deters quality candidates from applying for jobs with your business and can put contractors off working with you. Sometimes this bad word can even spread to potential clients and customers. Below, we have included some examples of common employment practices that are legal but can be frustrating or overly onerous for employees. Those air hostesses tripping up the aisle in their kitten heels, tight pencil skirts and thick lipstick are walking examples of restrictive and arduous dress codes although arguably these uniforms discriminate based on gender. Whilst sharp uniforms can make your business look schmick, they can also be very restrictive on staff. Everyone has a different idea of what is revealing or uncomfortable. While some employees might love working in a polo shirt, others may feel uncomfortable with their upper arms exposed. Section 1 b of the Fair Work Act Cth excludes casual employees from the requirement of notice of termination.

The ABC spoke to a number of employees about the "bank of hours" practice, with Bunnings staff saying they felt they bunnings bank of hours little ground to refuse the additional shifts, were being forced to make extra child care arrangements and spending more money travelling to and from work. Looking for an experienced solicitor in Newcastle, Sydney or the Hunter to assist you with your Employment Law matter?

Following weeks of negotiations, the SDA and Bunnings are close to finalising a proposal on a new Bunnings Enterprise Agreement which includes regular pay rises over the next 3 years. This proposal includes significant wins for Bunnings workers and secures many rights and entitlements SDA members called for throughout the bargaining process. Later this week, SDA Delegates from Bunnings stores across the country will meet to consider the proposal. If endorsed by Delegates, the SDA will be recommending a yes vote on an offer to be put to workers very soon. The proposal also locks in important entitlements Bunnings are honouring that are not in the Agreement, such as:. Once the proposal is finalised, a proposed Agreement will be put to all Bunnings workers, and you will be provided with all the relevant information to make an informed decision before voting.

We represent our members every day at Bunnings, and our Bunnings members have been fighting for a better deal — a real wage rise rather than a real pay cut, proper penalty rates, proper overtime rates and much more. In June Bunnings rushed through a vote for a new enterprise agreement. Bunnings did this to avoid having the new deal compared to the Award, where the Award wages increased by 5. Following our long campaigns some conditions have improved — such as rostering rights. However, these remain below the Award, with the company promising no part-time worker will ever have their days changed without agreement. More than workers at Bunnings voted NO, despite SDA officials and Bunnings management badgering and misleading workers to try and make them vote yes. Despite our concerns, the Fair Work Commission has approved the agreement — partly because Bunnings made promises and undertakings. The new enterprise agreement will improve some conditions for Bunnings workers. It will abolish the bank of hours, stipulate regular rosters for all non-casual workers, phase in the 5 th week of annual leave and lift wages in September. But it could have been so much better.

Bunnings bank of hours

Following weeks of negotiations, the SDA and Bunnings are close to finalising a proposal on a new Bunnings Enterprise Agreement which includes regular pay rises over the next 3 years. This proposal includes significant wins for Bunnings workers and secures many rights and entitlements SDA members called for throughout the bargaining process. Later this week, SDA Delegates from Bunnings stores across the country will meet to consider the proposal. If endorsed by Delegates, the SDA will be recommending a yes vote on an offer to be put to workers very soon. The proposal also locks in important entitlements Bunnings are honouring that are not in the Agreement, such as:. Once the proposal is finalised, a proposed Agreement will be put to all Bunnings workers, and you will be provided with all the relevant information to make an informed decision before voting. Remember, no proposed Bunnings Agreement can be put in place without a vote of all employees.

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This is a key concern of employees given that they feel as if they have little ground to refuse additional shifts. The SDA has worked hard to secure for Bunnings workers a strong set of wages and conditions and we look forward to providing you even more information very soon. Go to Top. Dan Chen is a lawyer at NB Lawyers, the lawyers for employers, and specialises in employment law. Better hours of work including: Removal of the Bank of Hours All extra hours of work will be paid no bank system Introduction of 19 day 4-week roster for full time team members Trial of 4-day work week for Full time team members Superior rostering conditions 2. It averages out the rostered hours of part-time and full-time employees over the course of the year, with staff sent home during slow periods. Want to know more about Employment Law? Below, we have included some examples of common employment practices that are legal but can be frustrating or overly onerous for employees. Those air hostesses tripping up the aisle in their kitten heels, tight pencil skirts and thick lipstick are walking examples of restrictive and arduous dress codes although arguably these uniforms discriminate based on gender. Below, we have included some examples of common employment practices that are legal but can be frustrating or overly onerous for employees 1. Whilst most of them were extremely unhappy about the system, the majority felt as if they had little grounds to refuse the extra shifts. The practice relies upon s 63 of the Fair Work Act Cth the Act which allows awards and enterprise agreements to average hours over a specified period, but not exceeding a weekly average of 38 hours for a full-time employee or the ordinary hours for a part-time employee.

The clause allows Bunnings to implement a practice whereby staff are sent home early during slow periods and subsequently make up the hours during peak times of trade. Such a practice would be of great assistance to many companies who are in seasonal or have in flux clientele. Off the top of my head — landscaping, consulting, shopfitting, retail and manufacturing would be able to utilise such a clause to run their business at much more viable levels.

Footer ABC News homepage. Small acts of understanding towards your employees, whether or not they are statutory requirements, often go a long way in promoting your business as honest, fair and reasonable. Over the last ten years, Jonathan has helped hundreds of employers understand their legal requirements, mitigate risk and liability, protect their reputation and achieve their goals for business growth and expansion. Important Information for Bunnings Workers New proposed Bunnings Agreement set to secure big wins for Bunnings workers Following weeks of negotiations, the SDA and Bunnings are close to finalising a proposal on a new Bunnings Enterprise Agreement which includes regular pay rises over the next 3 years. While some employees might love working in a polo shirt, others may feel uncomfortable with their upper arms exposed. Increased penalty rates on early weekday mornings and evening and all-day Saturday 3. We acknowledge Aboriginal and Torres Strait Islander peoples as the First Australians and Traditional Custodians of the lands where we live, learn, and work. It averages out the rostered hours of part-time and full-time employees over the course of the year, with staff sent home during slow periods. Such a practice would be of great assistance to many companies who are in seasonal or have in flux clientele. The SDA is encouraging Bunnings workers to vote yes to secure significant improvements to the pay and conditions at Bunnings. Following weeks of negotiations, the SDA and Bunnings are close to finalising a proposal on a new Bunnings Enterprise Agreement which includes regular pay rises over the next 3 years. Jonathan Mamaril is the principal and director of NB Lawyers, the lawyers for employers, and a specialist in employment law. Off the top of my head — landscaping, consulting, shopfitting, retail and manufacturing would be able to utilise such a clause to run their business at much more viable levels. Previous Next.