Almost 89 per cent of our workforce is covered by collective agreements. Agreements typically provide for consultation arrangements relating to significant operational changes. We recognise the right of our team members to negotiate collectively, with or without the involvement of third parties. We also believe in parties entering good faith collective bargaining to achieve a mutually beneficial outcome.
Information on the workplace relations activity some of our divisions have undertaken in the 2022 financial year is provided below.
Bunnings endeavours to provide market leading entitlements and a working environment where all of its more than 52,000 team members can maximise their potential.
Bunnings provides a range of entitlements and benefits within its enterprise/collective agreements and workplace policies to attract and reward the best team. Bunnings recognises the importance of implementing proactive measures that promote an inclusive and respectful workplace.
Bunnings has 10 enterprise/collective agreements across Australia and New Zealand, covering team members in stores, trade centres, distribution centres and frame and truss sites. Regardless of the status of the agreements, whether in term, under negotiation or expired, Bunnings regularly reviews the applicable entitlements and rostering mechanisms to ensure they meet the demands of a high-performing and flexible workforce.
In August 2021 and for the second year in a row, Bunnings provided team members at stores and sites with bonuses of up to $2,000 (including a 'thank you' component), in recognition of their efforts in serving local communities during COVID-19. Between July 2021 and June 2022, Bunnings incurred costs of more than $25.8 million in Australia and New Zealand to provide paid leave associated with COVID-19. This included special paid leave for team members who were required to self-isolate due to being a close contact (which is not otherwise covered by the Fair Work Act 2009), and paid leave for attending vaccination appointments.
Kmart Group is committed to being an employer of choice and maintaining mutually beneficial workplace relations, which reflects the loyalty and contributions of approximately 50,000 team members across Australia and New Zealand.
Kmart Group continued to support team members during the COVID-19 pandemic, by providing paid COVID-19 isolation leave up to a maximum of 10 days. In addition, permanent team members had access to three hours paid COVID-19 vaccination leave, per dose, to support them in obtaining their vaccination.
Officeworks provides a number of entitlements and benefits to all of its approximately 9,000 team members through workplace policies and flexible work arrangements, ensuring it attracts and retains the best team.
Officeworks recognises the importance of implementing proactive measures that promote an inclusive and respectful workplace, continuously seeking feedback from the team in annual engagement surveying activities as well as regular review of applicable entitlements and rostering requirements to ensure a high-performing and flexible team.
Officeworks has two enterprise/collective agreements across Australia covering wages for team members in our stores and customer fulfilment centres.
Chemicals, Energy and Fertilisers
The fostering of positive workplace relations leads to a strengthening of the employee/employer relationship, which maintains employee engagement. Engaged employees are healthier, safer, and deliver better business outcomes.
WesCEF continually monitors its compliance with the Fair Work Act 2009 to safeguard its positive relationship with its more than 1,400 employees, and to minimise risks. Throughout the 2022 financial year, WesCEF focused on greater transparency and governance over the recording of hours by relevant parts of its workforce. By ensuring compliance WesCEF can provide employees with confidence that we are doing the right thing by them.
WesCEF has maintained sound working relationships with trade unions. Three Enterprise Agreements (EAs) were successfully re-negotiated for WesCEF’s Kleenheat business unit and productive discussions commenced in the early stages of the CSBP EA re-negotiation.
Protecting the workforce during challenging times, like the COVID-19 pandemic, is also part of WesCEF’s efforts to maintain a trusted relationship with its team members.
WesCEF continued to respond to the changing requirements related to COVID-19 by implementing safety measures to protect the workforce and to mitigate the risk of reduced labour availability. These measures included the introduction of a mandatory vaccination policy, rapid antigen testing protocols for employees onsite, working from home arrangements for non-operational employees, restricting non-operational employees on production sites, the segregation of teams/shifts and additional usage of face masks.
WesCEF will continue to make flu injections available to all employees annually and will look to expand this service to include COVID-19 vaccinations when possible.
GRI 102-41, GRI 103-1, GRI 103-2, GRI 103-3, 402-1, GRI 407-1