There is now a final offer for a new 2020 to 2023 EBA commencing August.
You can be sure that your union has and is fighting hard for you, with wins covering:
A wage increase in the most difficult economic position we have faced in years
Locked in RDO’s until 2026
Improved super and insurance packages
Increased redundancy payments
Super that exceeds standard levels
Trials with builders for shift sharing to help families
Increases on parental and partner leave
Further amenities and protection for our female members
Employer agreements for casual workers after a 4-week period
That’s not all! We have protected our allowances, safety standards, and introduced even more quality industry training, therefore opportunities.
With COVID-19 restrictions we will not be able to have a mass meeting at Festival Hall as is the usual practice to inform on the EBA. Members will be voting on the new EBA company by company as required by the Fair Work Act 2009.
Apartment developments below $50 million project value and $25 million project value for community, health education, refurbishment, and not-for-profit projects.
Wage rates of this Agreement, the 36-hour week and Site Allowance, will be paid in full.
Overtime rates, fares and travel will refer to the award.
The Agreement recognises the continuing growth in disparity between the non-EBA Employers and those signing this Agreement.
New enforcement provision to allow FWC or Federal Court to give effect to decisions of panel
A major change that can force employers to carry out the Agreement
The Federal Court decision about misusing “casual” labour is written into Agreement
After 4 weeks, casuals can ask for permanent work and be paid 175% of ordinary rates if employer refuses.
New clause to provide “Flexible Working Arrangement” for women, older, injured, and disabled Employees to work less than 36 Hour week.
This will be trialled by builders only, during the life of this Agreement.
Wages and Conditions will be on a pro-rata basis.
Apprentice weekly rates will be based on the Agreement Trades rates, not the Award, for all calculations.
Apprentice Levy for redundancy will increase from current $1.00 per week to $5.00 per week over life of Agreement.
Improved deal on payment of training costs.
New anti-wage theft provision.
Increase weekly payments from $225.00 to $280.00 in July 2023.
Current $81 per week redundancy payment will double to $160 per week at 1st October 2023.
Insurance safety package protected from Morrison Government interference and improved with:
Child Care Assistance Benefit, where member or their partner pass-away.
Bill Payer Insurance, where member on payment for over 14 days $5,000 bills will be paid.
Portable Sick Leave, members can use up to 5 days as Careers Leave.
Training Levy, increased from current $4.50 per week to $12.50 per week at 1st October 2023.
Depending on Classification, average $50 per week for Ordinary hours and higher rates on overtime.
Average increase over life of agreement will be $200 a week.
First wage increase August 2020 then second increase 1st March 2021, third increase 1st March 2022 and final increase 1st March 2023.
Allowances (except Site Allowance) will now be adjusted by CPI – All groups, Melbourne as at 31st December each year and payable from 1st March following year.
Site Allowance will continue to be adjusted by CPI – All Groups Melbourne as at 30th June each year and payable from 1st October that year.
Site allowance is now clearly payable on inclement weather including when the employee leaves site and is paid.
Site allowances for North East Link project is written into this Agreement.
Work boots must be of a standard equivalent to Steel Blue, Oliver or Mongrel brands and suitable for work being done. Supply of inferior quality boots will be a breach of the Agreement.
Dewatering will only be done by labourer classifications on penalty rates, where whole site/deck if affected.
Crane Crews where only a portion of the site is affected by inclement weather and after 4 hours, crews staying back will be paid double time.
Employers can only use Registered Training Organisations that meet the highest standard set by National and State authorities.
36 Hour week calendars are written in the Agreement till 2026, so those for the next Agreement are written in, in advance.
Where Anzac Day falls on a Saturday or Sunday, then the calendars provide for a substitute day.
Leisure Time Protected, will be adjusted to provide for a 5 Day week including overtime on Fridays. Where the Union agrees to a “trial” eg. on projects Council restrictions make Saturdays too difficult.
“Trial” will allow working of listed Saturdays, which can only follow RDO weekends. Not weekends with an RDO attached.
Anzac Day can be substituted by Agreement where it falls on a Saturday or Sunday.
Agreement already reached by inclusion in calendars that are part of the Agreement.
Parental leave will increase paid leave from 10 to 18 weeks.
New Dad & Partner Pay provision will provide 2 weeks paid leave.
Picnic ticket is part of Incolink package paid by employer
Safety provision that tower crane operators cannot be asked to climb over 30 meters has been written into Agreement.
New clause that requires Employers to ensure women Employees are treated with respect and without discrimination, harassment, or bullying.
New clause to ensure proper facilities on site for women Employees.
What improvements have been made to the weather clause?
Two changes
(a) clarified that labourer classifications do the “dewatering” of sites affected by water under foot or flooding and
(b) arrangements for crane crews staying on- site beyond 4 hours of inclement weather have been changed.
What differences have been made to site allowances?
We’ve introduced shift sharing. It’s helping families manage taking care of kids a lot better and helps us have more women on sites. It also suits older, injured, and disabled employees who can still work but need to work less than the 36 Hour week.
Is the 5-day week going to be forced?
No, members cannot be forced, there must be an agreement between the Builder and the Union for a trial. With any subbies and their employees being notified in advance of the trial.
Incolink – what is the increase?
$20 per year.
Incolink redundancy contributions will increase to $100 per week from 1st October 2020.
$120 per week 1st October 2021,
$140 per week 1st October 2022 and
$160 per week 1st October 2023.
This contact form is for EBA questions only. For non-EBA questions, please call the office on (03) 9341 3444.
The CFMEU represents over 30,000 construction workers. Our main role is to protect lives by upholding health and safety standards in this dangerous industry and improve workers’ lives through fighting for decent wages and conditions.
