Woolworths argues that the clause is unclear and that its agreement must be amended within the Commission to ensure that it is consistent with the intentions of the parties during the negotiations. The SDA argues that the Woolworth agreement only provides for the acceptance of the rate of increase in the minimum wage and not the effective date for retail trade. The AWU (in North Queensland) and AMIEU (Meat Union) have partnered with the SDA to reach an agreement in principle. Hayley Baxendale, general manager of industrial relations at Woolworths Group, said this year`s minimum wage decision was unprecedented and “created some uncertainty about our retail agreements.” “Our retail agreements are designed to reflect conditions in the general retail price, including all annual wage increases, penalties and certificates,” she said. The retail and fast food union`s analysis shows that Woolworths changed from the rolling tables of the previous 2009 agreement as part of its presentation to the Fair Work Commission in 2012. Had they complied with the 2009 rolling tables, nine of Woolworth`s 15 workers would have been underpaid. We continue to fight to secure the new agreement: “The variations we aspire to through the FWC will clarify the intention of the parties concerned during the negotiations and the subsequent development of these agreements. 21 If an employee does not terminate it, the company has the right to deny the worker money-related funds with a maximum amount equal to the normal working time wage for the notice, the dismissal does not end during the personal leave, unless it is a serious fault, while the worker terminates immediately before the leave , in accordance with the sub-number7.1. public holidays, a worker after more than two weeks of employment whose employment is terminated by the company on the working day prior to a public holiday or public holiday, with the exception of a serious fault, is paid for this leave or redundancy leave before Christmas Notwithstanding the provisions of the sub-clause, a worker employed on December 1 in a year whose employment ends before Christmas and who is not allowed within four weeks of Christmas Day by the same company , for the Christmas party ABANDONMENT OF EMPLOYMENT The absence of a worker of work for an uninterrupted period of more than 3 working days, without just reason and without the consent of the company and without notification to the company, is excluded that the employee has abandoned the job and the company will be allowed to treat the job as having been dismissed service certificate that has left or discharged for no less than one month after the application to a written statement regarding the start date of employment, the date of termination of employment and the classification of the workstation on the date of the end of the MAJOR CHANGE INTRODUCTION to be notified when the company has made a final decision to make significant changes in production, the company informs workers who may be affected by the proposed changes and the union.
“Significant effects” include termination of the employment relationship, significant changes in the composition, operation or size of the company`s staff, or the required qualifications; Eliminating or reducing employment opportunities, promotional opportunities or employment opportunities; Changing working hours the need to retrain or relocate workers to other workplaces or workplaces and to restructure employment. To the extent that the agreement provides for a change in one of the above situations, an amendment is not considered to be significantly effective.