Woolworths to deliver paid domestic violence leave

Retail workers union SDA has reached an in-principle agreement with Woolworths for a new agreement to protect take home pay, improve penalty rates, and secure conditions to ensure all Woolworths workers receive pay rises, as well as deliver paid domestic violence leave.

The new agreement delivers on four priorities Woolies staff members had identified, said SNA National Secretary Gerard Dwyer.

“I’m pleased to say that this new proposed agreement delivers on all fronts,” said Dwyer, noting that the agreement also includes above award conditions and entitlements.

“We’re very pleased the proposed agreement will deliver a one-off payment of up to $1,100 in cash and gift cards (depending on hours worked and length of service) for Woolworths workers.”

The agreement includes other arrangements, such as improved rostering for part time workers, an easier pipeline for casual employees to convert to part time, as well as voluntary work on public holidays and a 15-minute tea break.

Dwyer noted that the SDA had met with Woolworths staff across Australia to endorse the settled matters, and to receive guidance.

“We’re pleased to report that the SDA delivered on almost all outstanding items and will now be taking the proposal to workplace Delegates right across Australia at mass meetings next week,” said Dwyer.

“Woolworths workers across Australia will have their final say on the agreement with a ballot to commence in October.”

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1 comment

  1. Steven posted on December 26, 2018

    With regards to the increase of domestic violence within our communities the decision by a large supermarket chain to pay staff 5 days paid leave where violence exists is a positive direction to harm reduction and community attitudes however after viewing a related employment contract i noted under Confidentiality Clause any" Staff experiencing Domestic Violence are not to discuss the problem with external parties" advising it woulb be a breach of the employment contract and the issue should be discussed internally. I'm concerned there may be mixed messages within the new contract that need be clarified immediately to avoid confusion and potential of harm resulting from staff drawing incorrect conclusions?

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