Decision: Costaexchange Pty LTD T/A Costa (Berry Category)

[2019] FWCA 8448
DECISION
Fair Work Act 2009
s.185—Enterprise agreement
CostaExchange Pty Ltd T/A Costa (Berry Category)

(AG2019/2033)
COSTA (BERRY CATERGORY) ENTERPRISE AGREEMENT 2019 -

2023
Agricultural industry
COMMISSIONER BISSETT MELBOURNE, 13 DECEMBER 2019
Application for approval of the Costa (Berry Category) Enterprise Agreement 2019 - 2023.
[1] An application has been made for approval of an enterprise agreement known as the
Costa (Berry Category) Enterprise Agreement 2019 - 2023 (the Agreement). The application
was made pursuant to s.185 of the Fair Work Act 2009 (the Act). It has been made by Costa
Exchange Pty Ltd T/A Costa (Berry Category). The Agreement is a single enterprise
agreement. A decision1 dealing with preliminary issues was issued by the Fair Work
Commission on 6 December 2019.
[2] The Employer has provided written undertakings. A copy of the undertakings is
attached in Annexure A. I am satisfied that the undertakings will not cause financial detriment
to any employee covered by the Agreement and that the undertakings will not result in
substantial changes to the Agreement.
[3] Pursuant to subsection 190(3) of the Act, I accept the Undertakings.
[4] Subject to the Undertakings, I am satisfied that each of the requirements of ss.186,
187, 188 and 190 as are relevant to this application for approval have been met.
[5] The Agreement lodged contained a typographical error at clause 13.8. On

20 September 2019 the applicant filed an amended page 8 to the Agreement pursuant to s.586
of the Act. I am satisfied that the corrections should be made and that it is appropriate to do so
pursuant to s.586 of the Act
[6] The Australian Workers’ Union, being a bargaining representative for the Agreement,
has given notice under s.183 of the Act that it wants the Agreement to cover it. In accordance
with s.201(2) I note that the Agreement covers the organisation.
1
[2019] FWCA 8448
[7] The Agreement is approved and, in accordance with s.54 of the Act, will operate from
20 December 2019. The nominal expiry date of the Agreement is 30 June 2023.
COMMISSIONER
Printed by authority of the Commonwealth Government Printer
<AE506474 PR715262>
Endnote:
1
[2019] FWC 8291.
2
3
[2019] FWCA 8448
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[2019] FWCA 8448
Annexure A
5
[2019] FWCA 8448
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[2019] FWCA 8448
7
Note - this agreement is to be read together with an undertaking given by the
employer. The undertaking is taken to be a term of the agreement. A copy of it
can be found at the end of the agreement.
COSTA (BERRY CATEGORY)

ENTERPRISE AGREEMENT
2019 – 2023
1. TITLE
1.1. This Agreement shall be known as the Costa (Berry Category) Enterprise Agreement
2019 – 2023 (the “Agreement”).
2. AGREEMENT CLAUSES
1. TITLE ................................................................................................................................................ 1
2. AGREEMENT CLAUSES..................................................................................................................... 1
3. AREA, INCIDENCE AND PARTIES BOUND ........................................................................................ 2
4. DATE AND PERIOD OF OPERATION ................................................................................................. 2
5. RELATIONSHIP TO AWARDS AND STANDARDS ............................................................................... 2
6. NO EXTRA CLAIMS ........................................................................................................................... 3
7. AIMS OF AGREEMENT ..................................................................................................................... 3
8. CONSULTATION............................................................................................................................... 3
9. ACCEPTABLE BEHAVIOUR ............................................................................................................... 5
10. INDIVIDUAL FLEXIBILITY ARRANGEMENTS ..................................................................................... 5
11. GRANDFATHERING PROVISIONS ..................................................................................................... 6
12. TYPES OF EMPLOYMENT ................................................................................................................. 7
13. TERMINATION OF EMPLOYMENT AND REDUNDANCY ................................................................... 7
14. RIGHT TO REQUEST CASUAL CONVERSION..................................................................................... 8
15. ORDINARY HOURS......................................................................................................................... 10
16. REASONABLE ADDITIONAL HOURS ............................................................................................... 11
17. ANNUAL LEAVE ............................................................................................................................. 11
18. PERSONAL LEAVE, CARER’S LEAVE AND COMPASSIONATE LEAVE ............................................... 11
19. PARENTAL LEAVE .......................................................................................................................... 11
20. COMMUNITY SERVICE LEAVE ........................................................................................................ 11
21. LEAVE TO DEAL WITH FAMILY AND DOMESTIC VIOLENCE ........................................................... 11
22. LONG SERVICE LEAVE .................................................................................................................... 13
23. PAYMENT OF WAGES .................................................................................................................... 13
24. CLASSIFICATION STRUCTURE AND DEFINITIONS .......................................................................... 14
25. RATES OF PAY ................................................................................................................................ 14
26. JUNIORS ........................................................................................................................................ 14
27. SCHEDULED INCREASES ................................................................................................................ 15
28. PIECEWORKERS ............................................................................................................................. 15
29. MEAL AND REST BREAKS ............................................................................................................... 16
30. OVERTIME ..................................................................................................................................... 16
31. TIME OFF INSTEAD OF PAYMENT FOR OVERTIME ........................................................................ 17
COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 1 of 41

32. ROSTERED DAYS OFF FOR CASUAL EMPLOYEES ........................................................................... 17
33. PUBLIC HOLIDAYS.......................................................................................................................... 18
34. MINIMUM ENGAGEMENT............................................................................................................. 18
35. ALLOWANCES ................................................................................................................................ 18
36. NIGHT SHIFT LOADING .................................................................................................................. 19
37. LABOUR FLEXIBILTY ....................................................................................................................... 20
38. HIGHER DUTIES ............................................................................................................................. 20
39. REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS ................................................................. 20
40. SUPERANNUATION ....................................................................................................................... 21
41. STAND DOWN ............................................................................................................................... 22
42. DEALING WITH DISPUTES.............................................................................................................. 22
43. DECLARATION ............................................................................................................................... 23
44. SIGNATORIES TO THE AGREEMENT .............................................................................................. 23
SCHEDULE A – CLASSIFICATION STRUCTURE ........................................................................................ 26
SCHEDULE B – RATES OF PAY 2019-2023.............................................................................................. 34
SCHEDULE C – APPRENTICE AND TRAINEE PAY RATES ......................................................................... 37
SCHEDULE D - ANNUALISED SALARY ..................................................................................................... 41
3. AREA, INCIDENCE AND PARTIES BOUND

3.1. This Agreement shall be binding upon CostaExchange Pty Ltd, trading as Costa (Berry
Category) (the "Company") and all employees of the Company employed in
classifications noted in Schedule A – Classification Structure and Definitions, of this
Agreement, and that are covered by the Horticulture Award 2010, in all Costa (Berry
Category) facilities in Australia, including any new Costa (Berry Category) operation that
the Company may establish during the life of this Agreement.
4. DATE AND PERIOD OF OPERATION

4.1. This Agreement shall commence in the first full pay period on or after 1 July 2019.
4.2. The nominal expiry date of the Agreement is 30 June 2023. This Agreement shall
remain in operation after the expiry date until replaced by another Agreement or
terminated in accordance with the Fair Work Act (2009) (Cth).
5. RELATIONSHIP TO AWARDS AND STANDARDS

5.1. This Agreement determines all of the terms and conditions of employment of the
employees bound by it.
5.2. The Fair Work Act (2009) (Cth) and the National Employment Standards (NES) apply to
all employees covered by this Agreement except where this Agreement provides a more
favourable outcome for the employees in a particular respect.
5.3. A copy of this Agreement shall be accessible for all employees at their workplace.

6. NO EXTRA CLAIMS
6.1. It is a condition of this Agreement that no further claims of wages or other terms or
conditions of employment will be pursued by the employees for the duration of this
Agreement.
7. AIMS OF AGREEMENT
7.1. This Agreement aims to retain a berry industry in Australia that produces berries for the
domestic and export market in peak condition and at world competitive prices. The
parties agree that the conditions reflected in this Agreement will provide sustainable
permanent and seasonal employment with the Company at a fair price that ensures
security of employment in a viable agricultural industry.
7.2. The parties also agree that the objectives of this Agreement are to facilitate:
a) the development and maintenance of the most productive and harmonious
working relationship obtainable; and
b) workplace productivity; and
c) the profitable production of the highest possible quality product at the lowest
possible cost.
7.3. It is recognised that an important factor in reaching the above objectives is the
development of a working environment where all parties are involved in the decision
making process. The parties commit to co-operating positively to increase the efficiency,
productivity and competitiveness of the enterprise.
8. CONSULTATION
8.1. This term applies if the Company:
a) has made a definite decision to introduce a major change to production,
program, organisation, structure, or technology in relation to its enterprise that
is likely to have a significant effect on the employees; or
b) proposes to introduce a change to the regular roster or ordinary hours of work
of employees.
Major Change
8.2. For a major change referred to in subclause 8.1 (a):
a) the Company must notify the relevant employees of the decision to introduce
the major change; and
b) clauses 8.3 to 8.9 apply.
8.3. The relevant employees may appoint a representative for the purposes of the
procedures in this term.
8.4. The Company must recognise the representative if:
a) a relevant employee appoints, or relevant employees appoint, a
representative for the purposes of consultation; and
b) the employee or employees advise the Company of the identity of the
representative.
8.5. As soon as practicable after making its decision, the Company must:
a) discuss with the relevant employees:
i. the introduction of the change; and
ii. the effect the change is likely to have on the employees; and
iii. measures the Company is taking to avert or mitigate the adverse
effect of the change on the employees; and

b) for the purposes of the discussion - provide, in writing, to the relevant
employees:
i. all relevant information about the change including the nature of
the change proposed; and
ii. information about the expected effects of the change on the
employees; and
iii. any other matters likely to affect the employees.
8.6. However, the Company is not required to disclose confidential or commercially sensitive
information to the relevant employees.
8.7. The Company must give prompt and genuine consideration to matters raised about the
major change by the relevant employees.
8.8. If a term in this Agreement provides for a major change to production, program,
organisation, structure or technology in relation to the enterprise of the Company, the
requirements set out in subclause 8.2 (a) and clauses 8.3 and 8.5 are taken not to
apply.
8.9. In this term, a major change is likely to have a significant effect on employees if it results
in:
a) the termination of the employment of employees; or
b) major change to the composition, operation or size of the Company's
workforce or to the skills required of employees; or
c) the elimination or diminution of job opportunities (including opportunities for
promotion or tenure); or
d) the alteration of hours of work; or
e) the need to retrain employees; or
f) the need to relocate employees to another workplace; or
g) the restructuring of jobs.
h) change to regular roster or ordinary hours of work
8.10. For a change referred to in subclause 8.1 (b):
a) the Company must notify the relevant employees of the proposed change;
and
b) clauses 8.11 to 8.15 apply.
8.11. The relevant employees may appoint a representative for the purposes of the
procedures in this term.
8.12. The Company must recognise the representative if:
a) a relevant employee appoints, or relevant employees appoint, a
representative for the purposes of consultation; and
b) the employee or employees advise the Company of the identity of the
representative.
8.13. As soon as practicable after proposing to introduce the change, the Company must:
a) discuss with the relevant employees the introduction of the change; and
b) for the purposes of the discussion—provide to the relevant employees:
i. all relevant information about the change, including the nature of
the change; and
ii. information about what the Company reasonably believes will be
the effects of the change on the employees; and
iii. information about any other matters that the Company reasonably
believes are likely to affect the employees; and

c) invite the relevant employees to give their views about the impact of the
change (including any impact in relation to their family or caring
responsibilities).
8.14. However, the Company is not required to disclose confidential or commercially sensitive
information to the relevant employees.
8.15. The Company must give prompt and genuine consideration to matters raised about the
change by the relevant employees.
8.16. In this term relevant employees means the employees who may be affected by a
change referred to in clause 8.1.
9. ACCEPTABLE BEHAVIOUR
9.1. The Company has established acceptable standards that all employees of the Company
are expected to comply with.
9.2. These standards should be read as the minimum requirements expected of all
employees in the day to day performance of their role with the Company.
9.3. Employees are expected to behave in such a way that upholds the values of the
Company at all times.
9.4. Employees are required to adhere to all safe work practices, as set by the Company.
9.5. In carrying out their duties, employees shall take all necessary steps to ensure that the
quality, accuracy and timeliness of any job or task is maintained to the satisfaction of
management.
9.6. Employees are required to refrain from taking any action that might place their own
safety, or that of others, at risk.
9.7. Employees shall not impose any restriction or limitations on the measurement or review
of work methods or the utilisation of labour under the terms and conditions of this
Agreement.
9.8. Employees must notify the Company of changes which may affect their ability to perform
duties at work. This may include, but is not limited to:
a) Changes to functional capacity;
b) Inability to attend work, including incarceration;
c) Loss of relevant licenses; or
d) Criminal charges relevant to the role performed.
10. INDIVIDUAL FLEXIBILITY ARRANGEMENTS

10.1. The Company and employee covered by this Agreement may agree to make an
individual flexibility arrangement to vary the effect of terms of the Agreement if:
a) the Agreement deals with one or more of the following matters:
i. arrangements about when work is performed;
ii. overtime rates;
iii. penalty rates;
iv. allowances;
v. leave loading; and
b) the arrangement meets the genuine needs of the Company and employee in
relation to one or more of the matters mentioned in subclause 10.1 (a); and
c) the arrangement is genuinely agreed to by the Company and employee.

10.2. The Company must ensure that the terms of the individual flexibility arrangement:
a) are about permitted matters under section 172 of the Fair Work Act 2009; and
b) are not unlawful terms under section 194 of the Fair Work Act 2009; and
c) result in the employee being better off overall than the employee would have
been if no arrangement had been made.
10.3. The Company must ensure that the individual flexibility arrangement:
a) is in writing; and
b) includes the name of the Company and employee; and
c) is signed by the Company and employee and if the employee is under 18
years of age, signed by a parent or guardian of the employee; and
d) includes details of:
i. the terms of the Agreement that will be varied by the arrangement;
and
ii. how the arrangement will vary the effect of the terms; and
iii. how the employee will be better off overall in relation to the terms
and conditions of his or her employment as a result of the
arrangement; and
e) states the day on which the arrangement commences.

10.4. The Company must give the employee a copy of the individual flexibility arrangement
within 14 days after it is agreed to.
10.5. The Company or employee may terminate the individual flexibility arrangement:
a) by giving no more than 28 days of written notice to the other party to the
arrangement; or
b) if the Company and employee agree, in writing at any time.
11. GRANDFATHERING PROVISIONS

11.1. An Employee that was employed by the Company on or before 1 July 2019 in full-time
employment or part-time employment and, immediately prior to the commencement of
this Agreement, was covered by the Costa (Berry Category) Enterprise Agreement 2015
- 2019 (“2015 Agreement”), will continue to be paid in accordance with clause 19 –
Extra Payment of the 2015 Agreement and receive a 2.5% pay increase in the first full
pay period on or after 1 July each year in lieu of the:
a) Penalty rates, shift rates, overtime rates and annual leave loading under this
Agreement; and
b) wage increases under clause 27 – Scheduled Increases of this Agreement.
11.2. An Employee under clause 11.1 can elect to be paid in accordance with this Agreement
by giving the Company two weeks’ notice.
11.3. An election under clause 11.2 may be made at any time but cannot be reversed.
11.4. An employee that is employed under the conditions in this clause will receive on an
overall basis at least the same terms and conditions under this Agreement as if this
clause did not apply.

12. TYPES OF EMPLOYMENT
Engagement
12.1. Employment can be full-time, part-time, maximum-term or casual. At the time of
engagement the Company will inform each employee of the terms of their engagement
and in particular whether they are to be full-time, part-time, maximum-term or casual.
Probation
12.2. Employment of a full-time employee or part-time employee shall be subject to a six-
month probationary period. During the period of an Employee’s probation, the Company
or the Employee may terminate the employment by giving one weeks’ notice in writing.
The Company may make a payment in lieu of part or all of the notice period. The notice
period does not apply in respect to an Employee whose employment is terminated
based on his or her serious misconduct.
Full-time employment
12.3. A full-time employee is an employee who is engaged to work an average of 38 ordinary
hours per week.
Part-time employment
12.4. A part-time employee is engaged to work an average of fewer than 38 ordinary hours
per week.
12.5. Part-time employees are entitled to pro rata equivalent pay and conditions to those of
full-time employment.
12.6. The Company must inform a part-time employee of their ordinary hours of work and, to
the extent reasonably practicable, starting and finishing times. The Company and part-
time employee may agree to vary the ordinary hours of work.
12.7. All time worked in excess of the hours mutually arranged will be overtime and paid for at
the appropriate overtime rate.
Casual employment
12.8. Casual employees shall be engaged on a daily basis. In recognition of the financial
circumstances faced by casual employees, the company will endeavor to provide as
much notice as is reasonably practicable in the event of an unplanned seasonal stand
down or the termination of the employee's employment.
Maximum-term employment
12.9. A maximum-term employee is a full-time employee or part-time employee engaged to
work, on a full or part-time basis, for a specific period of time or task. The employment of
a maximum-term employee can be terminated by either party prior to the specified end
date or completion of the task on giving a period of notice in accordance with clause 13
– Termination of Employment and Redundancy.
12.10. Maximum-term employees are entitled to pro rata equivalent pay and conditions to
those of full-time employment, for the duration of the employment contract.
13. TERMINATION OF EMPLOYMENT AND REDUNDANCY

13.1. The notice period within this clause applies to all full-time, part-time and maximum-term
employees covered by this Agreement.
13.2. An employee must give the Company notice of termination in accordance with Table
1—Period of Notice.

Table 1 – Period of Notice
Employee’s period of continuous service with Company Period of notice
Not more than one year At least one week
More than one year but not more than three years At least two weeks
More than three years but not more than five years At least three weeks
More than five years At least four weeks
13.3. Where notice is given by the Company, the notice outlined above is increased by one
week where the employee:
a) is over 45 years old; and
b) has completed at least two years of continuous service with the Company.
13.4. Redundancy is provided for in the NES and applies to full-time and part-time employees.
Employee leaving during redundancy notice period:
13.5. An employee given notice of termination in circumstances of redundancy may terminate
their employment during the minimum period of notice prescribed by clause 13.2 and
clause 13.3 of this Agreement.
13.6. The employee is entitled to receive the benefits and payments they would have received
under clause 13.4 of this Agreement had they remained in employment until the expiry
of the notice.
13.7. However, the employee is not entitled to be paid for any part of the period of notice
remaining after the employee ceased to be employed.
Job Search Entitlement:
13.8. Where the Company has given notice of termination to an employee (other than a
casual employee or a maximum term employee) in circumstances of redundancy, the
employee must be allowed time off without loss of pay of up to one day each week of
the minimum period of notice prescribed by clause 13.2 and clause 13.3 of this
Agreement for the purpose of seeking other employment.
13.9. If an employee is allowed time off without loss of pay of more than one day under
clause 13.8, the employee must, at the request of the Company, produce proof of
attendance at an interview.
a) A statutory declaration is sufficient for the purpose of clause 13.8.
b) An employee who fails to produce proof when required under clause 13.9 is
not entitled to be paid for the time off.
14. RIGHT TO REQUEST CASUAL CONVERSION

14.1. A person engaged by the Company as a regular casual employee may request that their
employment be converted to full-time or part-time employment.
14.2. A regular casual employee is a casual employee who has in the preceding period of 12
months worked a pattern of hours on an ongoing basis which, without significant
adjustment, the employee could continue to perform as a full-time employee or part-time
employee under the provisions of this Agreement.

14.3. A regular casual employee who has worked equivalent full-time hours over the
preceding period of 12 months’ casual employment may request to have their
employment converted to full-time employment.
14.4. A regular casual employee who has worked less than equivalent full-time hours over the
preceding period of 12 months’ casual employment may request to have their
employment converted to part-time employment consistent with the pattern of hours
previously worked.
14.5. Any request under this clause must be in writing and provided to the Company.
14.6. Where a regular casual employee seeks to convert to full-time or part-time employment,
the Company may agree to or refuse the request, but the request may only be refused
on reasonable grounds and after there has been consultation with the employee.
14.7. Reasonable grounds for refusal include that:
a) it would require a significant adjustment to the casual employee’s hours of
work in order for the employee to be engaged as a full-time or part-time
employee in accordance with the provisions of this award – that is, the casual
employee is not truly a regular casual employee;
b) it is known or reasonably foreseeable that the regular casual employee’s
position will cease to exist within the next 12 months;
c) it is known or reasonably foreseeable that the hours of work which the regular
casual employee is required to perform will be significantly reduced in the
next 12 months; or
d) it is known or reasonably foreseeable that there will be a significant change in
the days and/or times at which the employee’s hours of work are required to
be performed in the next 12 months which cannot be accommodated within
the days and/or hours during which the employee is available to work.
e) the employee’s behavior, performance and/or attendance did not reach the
required Company standards and as communicated through a formal method,
including a formal warning, discussion record and/or performance
improvement plan (PIP). If a request is declined for this reason, a subsequent
request can be submitted a minimum of 6 months after the initial request was
declined.
14.8. For any ground of refusal to be reasonable, it must be based on facts which are known
or reasonably foreseeable.
14.9. Where the Company refused a regular casual employee’s request to convert, the
Company must provide the casual employee with the Company’s reasons for refusal in
writing within 21 days of the request being made. If the employee does not accept the
Company’s refusal, this will constitute a dispute that will be dealt with under the dispute
resolution procedure in clause 42 – Dealing with Disputes. Under that procedure, the
employee or the Company may refer the matter to the Fair Work Commission if the
dispute cannot be resolved at the workplace level.
14.10. Where it is agreed that a casual employee will have their employment converted to full-
time or part-time employment as provided for in this clause, the Company and employee
must discuss and record in writing:
a) the form of employment to which the employee will convert – that is, full-time
or part-time employment; and
b) if it is agreed that the employee will become a part-time employee, the agreed
hours of work.
14.11. The conversion will take effect from the start of the next pay cycle following such
agreement being reached unless otherwise agreed.

14.12. Once a casual employee has converted to full-time or part-time employment, the
employee may only revert to casual employment with the written agreement of the
Company.
14.13. A casual employee must not be engaged and re-engaged (which includes a refusal to
re-engage), or have their hours reduced or varied, in order to avoid any right or
obligation under this clause.
14.14. Nothing in this clause obliges a regular casual employee to convert to full-time or part-
time employment, nor permits the Company to require a regular casual employee to so
convert.
14.15. Nothing in this clause requires the Company to increase the hours of a regular casual
employee seeking conversion to full-time or part-time employment.
14.16. The Company must provide a casual employee, whether a regular casual employee or
not, with a copy of the provisions of this subclause within the first 12 months of the
employee’s first engagement to perform work.
14.17. A casual employee’s right to request to convert is not affected if the Company fails to
comply with the notice requirements in clause 14.16.
15. ORDINARY HOURS

15.1. The ordinary hours of work for those employees who are not employed on a casual
basis will not exceed 152 hours over a four-week period provided that:
a) The ordinary hours will be worked between Monday and Saturday inclusive;
b) The ordinary hours will be worked between 5.00am and 5.00pm except if
varied by arrangement between the Company and the majority of the
employees in the section/s concerned;
c) The ordinary hours will not exceed 12 hours per engagement or 12 hours on
single day; and
d) Subject to clause 36 – Night Shift Loading, all time worked by full-time and
part-time employees in excess of the ordinary hours will be deemed overtime.
15.2. The ordinary hours of work for casual employees will not exceed 304 hours over an
eight-week period provided that:
a) The ordinary hours will be worked between Monday and Sunday inclusive;
and
b) The ordinary hours will be worked between 5.00am and 8.30pm except if
varied by arrangement between the Company and the majority of the
employees in the section/s concerned;
c) In a State or Territory that does not observe daylight saving time, by
agreement between the Company and a majority of affected casual
employees, the 5.00am to 8.30pm daily spread of hours can be moved
forward one hour (4.00am to 7.30pm) for the period of daylight saving time in
other States and Territories; and
d) The maximum number of ordinary hours which a casual employee may work
per engagement, or on any day, is 12 ordinary hours.
15.3. For casual employees, all time worked in excess of 12 hours per engagement, 12 hours
on a single day or 304 hours over an eight-week period, will be deemed overtime.
15.4. The four-week period referred to in clause 15.1 of this Agreement and the eight-week
period referred to in clause 15.2 of this Agreement will commence from the first full pay
period after the date that this Agreement commences.

16. REASONABLE ADDITIONAL HOURS
16.1. Employees are expected to work such reasonable additional hours during the week and
on weekends, as are necessary for the completion of work.
16.2. Each employee shall have the right to reasonably refuse additional hours, and the
Company reserves the right to direct employees to cease working excessive hours in
order to maintain a safe place of work.
17. ANNUAL LEAVE

17.1. Annual Leave is provided for in the NES. An employee must be paid the wages they
would have received in respect of the ordinary hours the employee would have worked
had the employee not been on leave during the relevant period.
17.2. Excessive Leave Accruals;
a) An employee has an excessive leave accrual if the employee has accrued
more than eight weeks of paid annual leave.
b) If an employee has an excessive leave accrual, the Company or the
employee may seek to confer with the other and genuinely try to reach
agreement on how to reduce or eliminate the excessive leave.
c) If the Company has genuinely tried to reach agreement with an employee
under subclause 17.2(b) but agreement is not reached, the Company may
direct the employee in writing to take one or more periods of paid annual
leave.
d) A direction by the Company under subclause 17.2(b) is of no effect if it
would result at any time in the employee’s remaining accrued entitlement to
paid annual leave being less than six weeks when any other paid annual
leave arrangements are taken into account.
17.3. During a period of annual leave, an employee will also be paid an annual leave loading
equal to 17.5% of the wages prescribed in Schedule B – Rates of Pay 2019-2023.
18. PERSONAL LEAVE, CARER’S LEAVE AND COMPASSIONATE LEAVE

18.1. Personal Leave, Carer’s Leave and Compassionate Leave are provided for in the NES.
19. PARENTAL LEAVE

19.1. Parental Leave is provided for in the NES.
20. COMMUNITY SERVICE LEAVE

20.1. Community Service Leave is provided for in the NES.
21. LEAVE TO DEAL WITH FAMILY AND DOMESTIC VIOLENCE

21.1. This clause applies to all employees, including casuals.
Definitions
In this clause
family and domestic violence means violent, threatening or other abusive behaviour by a
family member of an employee that seeks to coerce or control the employee and that causes
them harm or to be fearful.

family member means:
i. a spouse, de facto partner, child, parent, grandparent, grandchild
or sibling of the employee; or
ii. a child, parent, grandparent, grandchild or sibling of a spouse or
de facto partner of the employee; or
iii. a person related to the employee according to Aboriginal or Torres
Strait Islander kinship rules.
iv. A reference to a spouse or de facto partner in the definition of
family member of this Agreement, includes a former spouse or de
facto partner.
21.2. Entitlement to unpaid leave

a) An employee is entitled to five days of unpaid leave to deal with family and
domestic violence, as follows:
i. the leave is available in full at the start of each 12-month period of
the employee’s employment;
ii. the leave does not accumulate from year to year; and
iii. is available in full to full-time, part-time and casual employees.
b) A period of leave to deal with family and domestic violence may be less than
a day by agreement between the employee and the Company.
c) The Company and employee may agree that the employee may take more
than five days of unpaid leave to deal with family and domestic violence.
21.3. Taking unpaid leave
a) An employee may take unpaid leave to deal with family and domestic
violence if the employee:
i. is experiencing family and domestic violence; and
ii. needs to do something to deal with the impact of the family and
domestic violence and it is impractical for the employee to do that
thing outside their ordinary hours of work.
b) The reasons for which an employee may take leave include making
arrangements for their safety or the safety of a family member (including
relocation), attending urgent court hearings, or accessing police services.
21.4. Service and continuity
a) The time an employee is on unpaid leave to deal with family and domestic
violence does not count as service but does not break the employee’s
continuity of service.
21.5. Notice and evidence requirements
a) Notice – An employee must give the Company notice of the taking of leave by
the employee under clause 21. The notice:
i. must be given to the Company as soon as practicable (which may
be a time after the leave has started); and
ii. must advise the Company of the period, or expected period, of the
leave.

b) Evidence – An employee who has given their Company notice of the taking of
leave under clause 21 must, if required by the Company, give the Company
evidence that would satisfy a reasonable person that the leave is taken for the
purpose specified in clause 21.3.
i. Depending on the circumstances such evidence may include a
document issued by the police service, a court or a family violence
support service, or a statutory declaration.
21.6. Confidentiality
a) The Company must take steps to ensure information concerning any notice
an employee has given, or evidence an employee has provided under clause
21.5, is treated confidentially, as far as it is reasonably practicable to do so.
b) Nothing in clause 21 prevents the Company from disclosing information
provided by an employee if the disclosure is required by an Australian law or
is necessary to protect the life, health or safety of the employee or another
person.
c) Information concerning an employee’s experience of family and domestic
violence is sensitive and if mishandled can have adverse consequences for
the employee. The Company should consult with such employees regarding
the handling of this information.
21.7. Compliance
a) An employee is not entitled to take leave under clause 21 unless the
employee complies with clause 21.
22. LONG SERVICE LEAVE

22.1. Long Service Leave shall be in accordance with the relevant state and territory long
service leave acts.
22.2. Long Service Leave applies to all employees, including casuals.
22.3. The following circumstances do not break continuity of service:
a) Annual leave or long service leave;
b) Paid personal leave;
c) Workers Compensation;
d) Stand down of employee due to slackness of trade;
e) Approved unpaid leave;
f) Paid and unpaid parental leave;
22.4. Whilst a period of unpaid leave does not break continuity of service in line with clause
22.3, it is not included in calculating length of service for purposes of Long Service
Leave.
23. PAYMENT OF WAGES

23.1. The payment cycle for employees engaged under the terms of this Agreement will be
weekly, with the pay week being Monday to Sunday.
23.2. Wages will be released by Electronic Funds Transfer by the Thursday of each week.
23.3. All hours will be paid at the appropriate base rate or penalty rate where applicable, in
the pay week of which the hours are worked.
23.4. The payment of the overtime component will occur for work in excess of:

a) 152 hours over a four-week period for full-time, part-time and maximum term
employees – in the payment cycle after the conclusion of that four-week
period; or
b) 304 hours over an eight-week period for casual employees – in the payment
cycle after the conclusion of that eight-week period.
24. CLASSIFICATION STRUCTURE AND DEFINITIONS

24.1. Employees will be classified based on their substantive role in line with the classification
table shown in Schedule A – Classification Structure.
24.2. Opportunities will be afforded where practicable to enable employees to develop skills
and competencies necessary for progression through the classification structure at the
enterprise. Employees will be encouraged to progress to the highest level personally
attainable, consistent with the needs of the workplace.
24.3. An employee may request their classification level be reviewed by submitting a request
in writing to the Company.
24.4. The Company may engage an Employee (other than a full-time employee) under two or
more separate employment contracts. Each employment contract cannot be for
substantially similar duties of another position the Employee is engaged for.
24.5. If an employee is engaged in a part-time position, the total ordinary hours worked under
the employment contracts must not exceed 38 hours per week.
24.6. If an employee is engaged in only casual employment positions, the total ordinary hours
worked under the employment contracts must not exceed 304 hours in each eight-week
period.
24.7. Each arrangement must be in writing.
25. RATES OF PAY

25.1. The rates of pay applying to this Agreement are set out in Schedule B – Rates of Pay
2019-2023 of this Agreement.
25.2. In addition to the base rate of pay, casuals will receive a loading of 25%. The loading is
paid instead of annual leave, personal/carer's leave, notice of termination, redundancy
benefits and other full-time or part-time employment entitlements.
26. JUNIORS
26.1. Juniors are defined as being those employees who are under 18 years of age.
26.2. Juniors will be paid a percentage of the applicable base rate of pay, based on their age,
as shown in Table 2 – Junior Rates of this Agreement.
26.3. A junior’s hourly rate will be increased in line with Table 2 – Junior Rates, effective
from the employee’s birthday each year, until 18 years of age.
26.4. Junior rates will not apply in the event of Piecework.

Table 2 – Junior Rates
Age: Percentage of Applicable
Single Time Rate of Pay
Under 16 years 70%
At 16 years of age 80%
At 17 years of age 90%
At 18 years of age and above 100%
26.5. Apprentice and Trainee rates are provided for in Schedule C – Apprentice and
Trainee Pay Rates of this Agreement.
27. SCHEDULED INCREASES

27.1. Increases to Rates of Pay will be effective in the first full pay week on or after 1 July
each year the Agreement is in operation, as shown below:
a) 3 July 2019
b) 6 July 2020
c) 5 July 2021
d) 4 July 2022
27.2. Increases will be made to the base Agreement pay rate.
28. PIECEWORKERS
28.1. The Company and a full-time, part-time or casual employee may enter into an
agreement for the employee to be paid a piecework rate. An employee on a piecework
rate is a pieceworker.
28.2. The calculation of piecework rates in clause 28 of this Agreement for casual employees
will include the casual loading prescribed in clause 25.2 of this Agreement.
28.3. A piecework rate is paid instead of the hourly rate prescribed in Schedule B – Rates of
Pay 2019-2023 and will enable the average competent employee to earn at least 15%
more per hour than the minimum hourly rate prescribed in this Agreement, for the type
of employment and the classification level of the employee. The piecework rate agreed
is to be paid for all work performed in accordance with the piecework agreement.
28.4. Employees will be advised of the minimum piecework rate applicable for that activity,
block and crew prior to starting.
28.5. Employees will be asked to sign on to acknowledge the minimum starting rate.
28.6. The Company and the individual employee must have genuinely made the piecework
agreement without coercion or duress.
28.7. The piecework agreement between the Company and the individual employee must be
in writing and signed by the Company and the employee.
28.8. The Company must give the individual a copy of the piecework agreement.
28.9. Nothing in this Agreement guarantees an employee on a piecework rate will earn at
least the minimum ordinary time weekly or hourly wage in this Agreement for the type of
employment classified, as the employee’s earnings are contingent on their productivity.

28.10. The following clauses of this Agreement do not apply to an employee on a piecework
rate:
a) Clause 15 – Ordinary Hours
b) Clause 30 – Overtime
c) Clause 32 – RDOs for Casual Employees
d) Clause 34 – Minimum Engagement
e) Clause 35 – Allowances
f) Clause 36 – Night Shift Loading
29. MEAL AND REST BREAKS

29.1. The following breaks will be allowed as a minimum only. Breaks will be determined by
agreement, based on operational requirements, environmental factors and employee
wellbeing.
a) Employees will be allowed a paid rest break of 15 minutes each day.
b) Generally, for a shift exceeding five hours, an unpaid meal break of not less
than 30 minutes and no more than 60 minutes will be allowed each day, at no
later than five hours after commencing work for that day or as agreed based
on operational requirements.
c) Where an employee is directed by the Company to work through a meal
break and the employee performs work during the meal break, they will be
paid at 200% of their applicable base rate. Such rate will continue until an
employee is released for a 30 minute break.
d) If a shift exceeds nine hours, an additional unpaid rest break of 15 minutes
will be permitted at a time agreed between the employee and the Company.
e) An employee is entitled to a break of 10 hours between finishing work on one
day and commencing work on the next day.
f) When directed by the Company, overtime rates will be paid for work required
to be performed where an employee has not had the 10 hour break, until such
time as the employee is released and able to take the 10 hour break.
30. OVERTIME
30.1. For employees other than casuals the rate of pay for overtime will be 150% of the base
rate, except for overtime worked on a Sunday.
30.2. For employees other than casuals, overtime worked on a Sunday (except during harvest
periods for those employees in harvest activities as defined in clause 34.3 – Minimum
Engagement) will be 200% of the base rate.
30.3. Should employees be required to work on a Saturday and the majority of such
employees elects to not work on the Saturday but rather on the Sunday then such work
performed on that Sunday will be paid for at the rate prescribed for Saturday work.
30.4. During harvest period, for those employees in harvest activities the first eight hours
overtime in a week may include five hours work on a Sunday at the rate of 150%, but all
hours worked in excess of the eighth overtime hour worked in the week, or in excess of
five hours on a Sunday will be paid at a rate of 200%.
30.5. For casual employees, other than pieceworkers, the rate of pay for overtime will be
175% of the base rate (inclusive of the casual loading).
30.6. Overtime does not apply to pieceworkers.
30.7. Within this clause, harvest period means the period of time during which the employees
of the Company are engaged principally in the harvesting, grading, packing, or
transportation of horticultural product.

31. TIME OFF INSTEAD OF PAYMENT FOR OVERTIME
31.1. This clause applies to all employees other than casual employees.
31.2. An employee and the Company may agree in writing to the employee taking time off at a
later time in lieu of being paid for hours worked in excess of 38 each week.
31.3. The following must apply to any Time Off In Lieu agreement:
a) Time off in Lieu must be taken within 12 months of accrual;
b) Time off in Lieu not taken within 12 months of accrual or on termination of
employment must be paid at the overtime rate applicable to the overtime
when worked.
31.4. If an employee cannot be usefully employed due to circumstances outside of the
Company’s control, the Company may direct them to take Time Off In Lieu.
31.5. Time Off In Lieu may be taken at any time by agreement between the Company and
employee.
31.6. If an employee and the Company have not entered into an agreement in writing as
outlined in clause 31.2 of this Agreement, an employee will be paid for any overtime
hours worked as per clause 30 – Overtime of this Agreement.
32. ROSTERED DAYS OFF FOR CASUAL EMPLOYEES

32.1. An employee and the Company may agree in writing to a casual employee taking a
rostered day off (RDO) at a later time in lieu of being paid for hours worked in excess of
their ordinary hours.
32.2. A casual employee can only access the RDO scheme as outlined in clause 32.1 by
opting in.
32.3. A casual employee can opt in or out of the RDO scheme only once per year.
32.4. The period of time off that an employee is entitled to take is the same as the number of
overtime hours worked. That is, by making an agreement under clause 32.1 an
employee who works two hours of overtime is entitled to two hours of time off at the
ordinary rate of pay.
32.5. RDO hours will be accrued on a weekly basis.
32.6. The maximum number of hours that can be added to the RDO balance per week is two
hours. Any additional hours worked in excess of this will be paid at the overtime rate.
32.7. RDO hours can only be taken in full day increments (that is 7.6 hours at a time) subject
to line manager approval.
32.8. RDO hours banked will not exceed 38 hours at any point in time. Should an employee’s
bank reach 38 hours, thereafter all hours worked in excess of ordinary hours will be paid
out at the overtime rate applicable for the hours worked, until such time as the
employees balance reduces below 38 hours.
32.9. RDO hours remaining in the employee’s bank will be paid out in the final pay week of
each tax year at the rate of which the overtime hours were worked.
32.10. Upon employment ending, any RDO hours remaining in the employees bank will be paid
at the rate of which the overtime hours were worked.
32.11. If a casual employee and the Company have not entered into an agreement in writing as
outlined in clause 32.1 of this Agreement, a casual employee will be paid for any
overtime hours worked as per clause 30 – Overtime of this Agreement.

33. PUBLIC HOLIDAYS
33.1. The days which are observed as public holidays under the Agreement are any days
proclaimed or gazetted as public holidays by the relevant State Government.
33.2. In addition, one half day per year will be observed as a public holiday under this
Agreement for the day proclaimed or gazetted as a public holiday by the relevant Local
Government Authority, or as otherwise agreed by the Company.
33.3. The unique requirements of the horticulture industry require work on public holidays. An
employee may be requested to work on a public holiday. The Company will endeavour
to provide forward notice of this request as soon as operationally practical. The
Employee may reasonably refuse to work on the public holiday.
33.4. Employees are expected to work an equal share of public holidays amongst themselves.
33.5. With respect to clause 33.1 of this Agreement, no public holiday shall be paid to an
employee on a day which falls on a day that would not be their normal working day.
33.6. For employees other than casuals and pieceworkers, public holidays worked will be
paid at 200% of their base rate.
33.7. For casual employees, other than piece workers, public holidays worked will be paid at
225% of their base rate (inclusive of the casual loading).
33.8. For pieceworkers, the piecework rate for public holidays worked will be calculated using
the penalty rate for public holidays, in place of the ordinary base rate.
34. MINIMUM ENGAGEMENT

34.1. A casual employee will be engaged for at least two consecutive hours of work on each
occasion they are required to attend work.
34.2. If a shift is cancelled without prior notice to an employee attending the workplace, casual
employees will be paid for two hours at their base rate.
34.3. This clause does not apply to workers engaged in harvest activities. Harvest activities
relates to all fruit pickers, harvest assistant supervisors, harvest crew support, harvest
transport, harvest supervisors and harvest coordinators.
35. ALLOWANCES
35.1. FIRST AID ALLOWANCE
a) This allowance applies to all employees covered by this Agreement.
b) An employee who has undertaken a first aid course, is a holder of a current
recognised first aid qualification and has been appointed as a First Aid Officer
by the Company, will be paid a First Aid Allowance of $2.60 per day that they
attend the workplace.
c) An employee who holds a current relevant qualification and has been
appointed as an Occupational First Aid Officer by the Company, will be paid
an Occupational First Aid Allowance of $5.00 per day that they attend the
workplace.
d) This allowance rate will be increased annually where required to either meet
or exceed the allowance rate as prescribed in the Horticulture Award 2010.
35.2. MEAL ALLOWANCE

b) An employee required to work overtime for more than two hours after the
employee’s ordinary ceasing time without having been notified prior to

commencing the shift that overtime will be required, will be entitled to a
payment of $12.43, unless provided with an adequate meal by the Company.
c) This allowance rate will be increased yearly where required to either meet or
exceed the allowance rate as prescribed in the Horticulture Award 2010.
35.3. TRAVELLING FOR WORK ALLOWANCE

b) An employee who has been asked by the Company to travel for work
temporarily, away from their usual place of employment and is required to
sleep away from the employee’s usual place of residence will:
i. Be provided accommodation at the Company’s expense;
ii. Be provided reimbursement of costs incurred on travel, such as air
fares, taxi, fuel in personal vehicle, where the Company was not
able to book and pay directly; and
iii. Be paid $60 per day for which they were required to be away from
home, including travelling days, to cover the costs of meals
purchased. This payment will be made in the usual payment run of
which the employee’s travel time falls.
c) No additional claims for meals can be made where the $60 has been paid,
including charging meals back to company at an accommodation facility.
d) This clause does not apply where the employee:
i. Has requested a transfer to another site; or
ii. Where a permanent relocation is agreed
35.4. COLD WORK ALLOWANCE

a) This allowance applies to employees engaged in work locations where the
room temperature has been modified by artificial means below one degree
Celsius (Cold Work).
b) These areas may include:
i. Post-pack cool room
ii. Modified Atmosphere room
iii. Storage cool room
c) The allowance will be paid at a rate of $0.55 for each hour an employee is
required to work in Cold Work.
35.5. WET WORK

a) An employee who is required to work in a wet place will be provided with
adequate protection. A wet place will mean a place where the clothing of the
employee becomes saturated or a place where the employee has to stand in
water or slush so that the employee’s feet become wet.
35.6. PROVISION OF TOOLS
a) Tools and equipment will be provided by the Company.
36. NIGHT SHIFT LOADING

36.1. This loading applies to those employees engaged to work a component of their ordinary
hours, outside the span of Ordinary Hours defined in clause 15 – Ordinary Hours.

36.2. Each ordinary hour worked by a casual employee on any day of the week (excluding
public holidays) between 8.31pm and 4.59am, will attract a loading of 15% of the
employee’s base rate for their classification.
36.3. Casual employees will receive the casual loading as prescribed in clause 25.2, in
addition to the 15% loading prescribed in clause 36.2
36.4. Where a full-time, part-time or maximum-term employee is rostered for a shift where the
shift end time is after 5.00pm (excluding public holidays), those employees will be paid a
loading of 15% of the employee’s base rate for that shift.
36.5. Where an employee’s time worked is in excess of their ordinary hours as prescribed in
clause 15 – Ordinary Hours, of this Agreement, those hours will be deemed overtime
and will attract overtime rates as prescribed in clause 30 – Overtime, of this
Agreement, and the Night Shift Loading will not apply.
37. LABOUR FLEXIBILTY

37.1. Changes within the workplace, including redundancy, may give rise to an offer of
redeployment. In this eventuality an employee will be given the opportunity to consider
the offer.
37.2. When redeployed, employees shall carry out any required duties for which they are
trained and competent, irrespective of their substantive classification. For example,
maintenance workers or supervisors may be directed by management to engage in
picking operations.
37.3. An employee may use the procedure under clause 42 – Dealing with Disputes in this
Agreement to dispute whether the offer of redeployment constitutes other acceptable
employment. If Fair Work Commission finds in favour of the employee, the employee will
have the right to a redundancy, in which case the respective redundancy provision of
this Agreement will apply.
37.4. If as a result of change, a permanent employee is re-deployed to a lower classified
position and the employee’s salary or benefits are to be otherwise reduced, the
employee will retain the pre-existing salary and benefits for a period of three months.
37.5. The Company will endeavor to redeploy employees where possible in order to
encourage continuity of employment with the Company.
37.6. If as a result of change, an employee is re-deployed to a higher classified position, the
employee will be paid the rate of pay applicable to that classification for the hours which
they are undertaking those duties.
38. HIGHER DUTIES

38.1. An employee engaged for more than two hours during one day or shift on duties
carrying a higher minimum wage that their ordinary classification will be paid the higher
minimum wage for such hours worked in that role.
39. REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS

39.1. This clause applies where an employee has made a request for a change in working
arrangements under s.65 of the Fair Work Act.
39.2. Before responding to a request made under this clause, the Company will discuss the
request with the employee and genuinely try to reach agreement on a change in working
arrangements that will reasonably accommodate the employee’s circumstances, having
regards to:
a) The needs of the employee arising from their circumstances:

b) the consequences for the employee if changes in working arrangements are
not made; and
c) any reasonable business grounds for refusing the request
39.3. The company will respond to any requests within 21 days, in writing, stating whether the
Company grants or refuses the request.
39.4. If the request is refused, the written response will include details of the reason for the
decision, including the business grounds or grounds for the refusal and how the ground
or grounds apply.
39.5. If the Company and the employee could not agree on a change in working arrangement
under this clause, the written response must;
a) State whether or not there are any changes in working arrangements that the
Company can offer the employee so as to better accommodate the
employees circumstances; and
b) If the Company can offer the employee such changes in working
arrangements, set out those changes in working arrangements.
39.6. If the Company and the employee reached an agreement under this clause on a change
in working arrangements that differs from that initially requested by the employee, the
Company will provide the employee with a written response to their request setting out
the agreed changes in working arrangements.
39.7. Disputes about whether the Company has discussed the request with the employee and
responded to the request in the way required in this clause can be dealt with under
clause 42 – Dealing with Disputes.
40. SUPERANNUATION
40.1. Company contributions
a) The Company shall make contributions on an employee’s behalf into a
Superannuation Fund of the employee’s choice, an amount necessary to
discharge its minimum obligations under the applicable legislation as
amended from time to time in accordance with the Superannuation Guarantee
Act (1994)(Cth).
b) Where no such choice is made, payments will be made into the Company’s
default fund, Australian Super.
40.2. Discretionary superannuation contributions
a) An employee may choose to pay additional amounts of their salary into their
nominated Superannuation Fund.
b) Employees can choose to make before-tax contributions (Salary Sacrifice) or
post-tax contributions.
c) Full-time and part-time employees may enter into a Salary Sacrifice
agreement with the Company, in accordance with relevant Superannuation
legislation and Concessional Contributions Caps.
d) The Company encourages all employees to seek independent financial
advice prior to entering into any discretionary superannuation contribution
agreements.
e) The Company will not provide advice on discretionary superannuation
contributions and will not be liable for any breaches of the Concessional
Contributions Cap.
f) All discretionary superannuation contribution agreements will be made in
writing.

41. STAND DOWN
41.1. The Company shall have the right to stand down any employee, without pay, during a
period in which the employee cannot usefully be employed where the shift has been
brought to an end due to breakdown of machinery or any stoppage of work by any
cause, including environmental impacts or weather events, for which the Company
cannot reasonably be held responsible.
41.2. Standing down of employees will not break the continuity of service for purposes such
as Long Service Leave or Redundancy.
41.3. Employees who have been stood down under clause 41.1 of this Agreement, will
accrue all leave entitlements as they would normally.
41.4. Under Clause 31 – Time Off Instead of Payment For Overtime of this Agreement and
Company policy as amended from time to time, permanent and maximum-term
employees may use banked hours from their accrued TOIL balances to compensate for
non-worked hours due to operational shut-down in line with clause 41.1 of this
Agreement.
42. DEALING WITH DISPUTES

42.1. If a dispute relates to:
a) A matter arising under this Agreement; or
b) The National Employment Standards;
This term sets out procedures to settle the dispute.
42.2. An employee who is a party to the dispute may appoint a representative for the
purposes of the procedures in this term.
42.3. In the first instance, the parties to the dispute must try to resolve the dispute at the
workplace level, by discussions between the employee or employees and relevant
supervisors and/or management.
42.4. If discussions at the workplace level do not resolve the dispute, a party to the dispute
may refer the matter to Fair Work Commission.
42.5. Fair Work Australia may deal with the dispute in two stages:
a) Fair Work Commission will first attempt to resolve the dispute as it considers
appropriate, including by mediation, conciliation, expressing an opinion or
making a recommendation; and
b) if Fair Work Commission is unable to resolve the dispute at the first stage,
Fair Work Commission may then:
c) arbitrate the dispute; and
d) make a determination that is binding on the parties.
e) Note: If Fair Work Commission arbitrates the dispute, it may also use powers
that are available to it under the Act.
42.6. While the parties are trying to resolve the dispute using the procedures in this term:
a) an employee must continue to perform his or her work as he or she would
normally unless he or she has a reasonable concern about an imminent risk
to his or her health or safety; and
b) an employee must comply with a direction given by the Company to perform
other available work at the same workplace, or at another workplace, unless:
c) the work is not safe; or
d) applicable occupational health and safety legislation would not permit the
work to be performed; or

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SCHEDULE A – CLASSIFICATION STRUCTURE
Employees will be classified based on their substantive role, in line with the classification table shown below.
Under clause 24.3 of this Agreement, an employee may request for their classification level to be reviewed by submitting a request in writing
to the Company.
A.1 Definitions
Horticulture Employees, meaning those employees engaged in work including but not limited to:
i) Relating to the sowing, planting, raising, cultivation, irrigating, canopy management, pest and disease management,
harvesting, picking, washing, packing, storing, grading, forwarding or treating of horticultural crops; or
ii) The clearing, fencing, trenching, draining, weeding, mowing or otherwise preparing or treating of land, property or infrastructure
for the maintenance, development or redevelopment of a horticultural crop.
A.2 Level Classifications – Horticulture Employees
Level 1
1. An employee at this level:
- has undertaken induction training and completed and adheres to all relevant SOPs/SWPs in line with task requirements;
- has a general understanding of crop issues (e.g. pests, diseases, quality) and appropriate reporting requirements;
- performs routine duties essentially of a manual nature and to the level of their training;
- works under general supervision either individually or in a team environment;
- has a good understanding of safety responsibilities, including reporting hazards and incidents;
- is responsible for the quality of their own work; and
- demonstrates behaviours in line with the Company values
Indicative duties an employee may perform at this level are:
- General labouring duties that may include the potting, planting, raising, canopy management, pest and disease scouting and
control, harvesting, packing, storing, grading, forwarding or treating of horticultural crops; or
- General labouring duties that may include a range of maintenance tasks to premises or grounds, including weeding, mowing;
- And any other task of this level as defined by the structure and definitions above

Level 2
- has undertaken induction training and completed and adheres to all relevant SOPs/SWPs in line with task requirements;
- has a general understanding of crop issues (e.g. pests, diseases, quality) and appropriate reporting requirements;
- works under general supervision either individually or in a team environment;
- works with established routines, methods and procedures;
- exercises limited discretion;
- has a good understanding of safety responsibilities, including reporting hazards and incidents;
- is responsible for the quality of their own work;
- assists in on-the-job training in conjunction with supervisors; and
Indicative duties an employee may perform at this level are:
- duties of horticultural crop and farm maintenance, beyond the scope of Level 1, including irrigation, spraying, tractor operation of
machines <70kW, some high level pruning activities.
- harvest related activities beyond the scope of Level 1, including operating machinery such as pallet jacks, tractors <70kW,
harvest trucks, mechanical harvesters, boix machines and the like
Level 3
- performs work above and beyond the skills of an employee at Level 2;
- works under general direction with no direct supervision;
- is responsible for the quality of their own work;
- assists in on-the-job training in conjunction with supervisors; and
If an employee’s indicative duties are classified as Level 2, to progress to Level 3 they must have:
- knowledge of the Company’s operation; and
- demonstrated achieving set KPI’s consistently; and
demonstrated behaviours consistent with the Company values; and
- not been subject to any formal management procedures in the previous 12 months

Level 4
- coordinates and schedules approved work in a team environment;
- is responsible for the quality of their own work and their team;
- performs work under general direction;
- provides on-the-job training; and
- demonstrates behaviours in line with the Company values;
The Level 4 classification is broken into 3 sublevels, based on the number of employees within the supervisor’s team, as per below:
- Level 4.1 – Employees at this level perform duties as outlined in the Level 4 classification description and leads a team of 9
people or less
- Level 4.2 – Employees at this level perform duties as outlined in the Level 4 classification description and leads a team of 10 to
20 people
people or more
Level 5
If an employee’s indicative duties are classified as Level 4, to progress to Level 5 they must have:
- completed 12 months continuous employment with the Company at the Level 4 classification; and
- knowledge of the Company’s operation; and
- demonstrated achieving set KPI’s consistently; and
- demonstrated behaviours consistent with the Company values; and
- not been subject to any formal management procedures in the previous 12 months.

The Level 5 classification is broken into 3 sublevels, based on the number of direct and indirect reports within the supervisor’s
team, as per below:
people or less
- Level 5.2 – Employees at this level perform duties as outlined in the Level 4 classification description and leads a team of 10 to
20 people
people or more
Pay Rate
Area Position Classification Progression
Code
Picker
Packer Level 1 Not applicable HL1A
Crew Support (e.g. Runner)
FIELD HARVEST
2A for the first 12 months in this position HL2A

Assistant Supervisor Level 2
Progress to level 2B after 12 months in this position HL2B
Crew Supervisor (less than 12 months experience)

Level 4.1 HL4A
9 people or less

Level 4.2 Level 4 for the first 12 months in this position HL4B
10 to 20 people

Level 4.3 HL4C
21 people or more
Crew Supervisor (more than 12 months experience) Progression to Level 5 after 12 months in this position
Level 5.1 HL5A
9 people or less

Crew Supervisor (more than 12 months experience)
Level 5.2 HL5B
10 to 20 people

Level 5.3 HL5C
21 people or more
2A for the first 12 months in this position when operating

HL2A
a truck not requiring a Light Rigid/Medium Rigid licence.
Level 2
An employee classified as Level 2A, may progress to
HL2B
level 2B after 12 months in this position.
Truck Driver
3A when operating a truck which requires the employee

Level 3
to hold a Light Rigid/Medium Rigid licence. HL3A
Packers Level 1 Not applicable HL1A

Level 4.1 HL4A
DISTRIBUTION
9 people or less
PACKING AND

10 to 20 people

Level 4.3 HL4C
21 people or more

Level 5.1 HL5A
9 people or less
Level 5.2 HL5B
10 to 20 people

Level 5.3 HL5C
21 people or more

Receival/Dispatch Staff (not operating forklifts) Level 1 Not applicable HL1A
3A for the first 12 months of time in this position when
HL3A
operating forklifts
Receival/Dispatch Forklift Operators Level 3
Progress to 3B after 12 months in this position when
HL3B
operating forklifts
2A for first 12 months in this position HL2A

QA Assistants Level 2
Progress to 2B after 12 months in this position HL2B
QA Champions Level 3 Not applicable HL3A
2A for 12 months in this position HL2A

Irrigator (Substrate or in ground) Level 2
3A for first 12 months in this position HL3A

IRRIGATION
Lead Irrigator Level 3


Level 4.1 HL4A
9 people or less
10 to 20 people

Level 4.3 HL4C
21 people or more
Level 5.1 HL5A
9 people or less

Level 5.2 HL5B
10 to 20 people

Level 5.3 HL5C
21 people or more
Planting Level 1 Not applicable HL1A

HORTICULTURAL OPERATIONS
Weed Spraying
Hand Weeding Level 1 Not applicable HL1A
Mowing

Pest and Disease Scouts Level 1
Progress to 1B after 12 months within this position HL1B
1A for the first 12 months in the position of General
HL1A
Pruner
Level 1
Progress to 1B after 12 months within position of General
HL1B
Pruners Pruner
2A when deemed competent in the following specified
Level 2 pruning activities; blueberry pruning, Rubus thinning, HL2A
Rubus cut backs
Block Removal Level 1 Not applicable HL1A

Tunnel Maintenance Level 1
Tunnel Establishment Level 2 Not applicable HL2A
Assistant Supervisor Level 3 3A for the first 12 months in this position HL3A


Level 4.1 HL4A
9 people or less

10 to 20 people

Level 4.3 HL4C
21 people or more

Level 5.1 HL5A
9 people or less
Level 5.2 HL5B
10 to 20 people

Level 5.3 HL5C
21 people or more

Tractor Operator (less than 70kW) Level 2
Progress to 2B after 12 months experience in this position HL2B

Tractor Operator (more than 70kW) Level 3

SCHEDULE B – RATES OF PAY 2019-2023
B.1 Pay Rate changes are effective from the first full pay period on or after 1 July for each year that this Agreement is in operation.
B.2 Pay rate changes are applicable to the base Agreement rate only.
B.3 A Schedule of Pay Rates for each year the Agreement is in operation will be issued to employees, after the announcement from Fair Work
regarding increases to the Minimum Wage Rate.
B.4 Yearly increases will be 2.5% to the base award rate or the Minimum Wage Increase as decided by Fair Work Australia, whichever is
highest.
COMPOSITION OF PERMANENT & MAXIMUM-TERM RATES

Agreement Base Agreement Agreement Agreement Agreement Agreement Night Agreement
Rate (ordinary Overtime Rate Overtime Rate Overtime Rate Overtime Rate Shift Rate Public Holiday
hours) (Monday- (Sunday, outside (Sunday, - first 5 (Sunday, after 8 Rate
Saturday) of harvest period) hours within first hours overtime in
8 hours of a week or after 5
overtime per hours work on
week) the Sunday)
Award Rate Agreement Base Agreement Base Agreement Base Agreement Base Agreement Base Agreement Base
Rate x 1.5 Rate x 2.0 Rate x 1.5 Rate x 2.0 Rate x 1.15 Rate x 2.0
COMPOSITION OF CASUAL RATES

Agreement Base Rate (ordinary Agreement Overtime inclusive of Agreement Night Shift Rate Agreement Public Holiday Rate
hours) inclusive of Casual Casual Loading inclusive of Casual Loading inclusive of Casual Loading
Loading
(Award Rate) + (Award Rate x Agreement Base Rate (excluding Agreement Base Rate (excluding Agreement Base Rate (excluding
0.25) casual loading) x 1.75 casual loading) x 1.40 casual loading) x 2.25

MINIMUM RATES OF PAY AS OF 3 JULY 2019
Minimum Agreement Base Leading Hand Allowance

Rate (inclusive of 2.5% increase
Current Award Base Rate Casual Loading
Pay Rate Code (inclusive of minimum 2.5% to award rate)
(as at 14 May 2019) increase to award rate)
2019-2020 2019-2020 2019-2020
HL1A $18.93 $19.40 $4.85
HL1B $18.93 $19.68 $4.92
HL2A $19.47 $19.96 $4.99
HL2B $19.47 $20.24 $5.06
HL3A $20.03 $20.53 $5.13
HL3B $20.03 $20.92 $5.23
$20.03 + $0.69 (Leading Hand

HL4A $20.53 $0.71 $5.13
Allowance)
$20.03 + $0.98 (Leading Hand

HL4B $20.53 $1.00 $5.13
Allowance)

$20.03 + $1.23 (Leading Hand
HL4C $20.53 $1.26 $5.13
Allowance)
$20.79 + $0.69(Leading Hand

HL5A $21.31 $0.71 $5.33
Allowance)
$20.79 + $0.98 (Leading Hand

HL5B $21.31 $1.00 $5.33
Allowance)
$20.79 + $1.23 (Leading Hand

HL5C $21.31 $1.26 $5.33
Allowance)

SCHEDULE C – APPRENTICE AND TRAINEE PAY RATES
C.1 DEFINITIONS
C.1.1 In this schedule:
adult trainee means a trainee who would qualify for the highest minimum wage in
wage level A,B or C if covered by that wage level.
approved training, in relation to a trainee, means the training specified in the

training contract of the trainee.
Australian Qualifications Framework (AQF) means the national framework for

qualifications in post-compulsory education and training.
relevant Ministers means the Commonwealth, State and Territory Ministers

responsible for vocational education and training.
relevant State or Territory training authority means a body in the relevant State or
Territory that has power to approve traineeships, and to register training contracts,
under the relevant State or Territory vocational education and training legislation.
relevant State or Territory vocational education and training legislation means

the following or any successor legislation:
Apprenticeship and Traineeship Act 2001 (NSW);
Education and Training Reform Act 2006 (Vic);
Training and Skills Development Act 2008 (SA);
Training and Skills Development Act 2016 (NT);
Training and Tertiary Education Act 2003 (ACT);
Training and Workforce Development Act 2013 (Tas);
Vocational Education and Training Act 1996 (WA);
Further Education and Training Act 2014 (Qld).
trainee means an employee undertaking a traineeship under a training contract.
traineeship means a system of training that:
(a) has been approved by the relevant State or Territory training authority;
and
(b) meets the requirements of a training package developed by the relevant

Skills Service Organisation and endorsed by the Australian Industry and Skills
Committee; and

(c) leads to an AQF certificate level qualification.
training contract means an agreement for a traineeship made between an Company and
an employee that is registered by the relevant State or Territory training authority.
training package means the competency standards and associated assessment guidelines
for an AQF certificate level qualification that have been endorsed for an industry or
enterprise by the Australian Industry and Skills Committee and placed on the National
Training Information Service with the approval of the relevant Ministers, and includes any
relevant replacement training package.
Year 10 includes any year before Year 10.
C.1.2 A reference in this schedule to out of school refers only to periods out of school
beyond Year 10 as at 1 January in each year and is taken to:
(a) include any period of schooling beyond Year 10 that was not part of, or did
not contribute to, a completed year of schooling; and
(b) include any period during which a trainee repeats, in whole or part, a year
of schooling beyond Year 10; and
(c) not include any period during a calendar year after the completion during
that year of a year of schooling.
C.2 Coverage
C.2.1 Subject to clauses C.2.2 to C.2.4, this schedule applies to an employee covered
by this award who is undertaking a traineeship and whose training package and
AQF certificate level.
C.2.2 This schedule does not apply to:
(a) the apprenticeship system; or
(b) qualifications not identified in training packages; or
(c) qualifications in training packages that are not identified as appropriate for
a traineeship.
C.2.3 If this schedule is inconsistent with other provisions of this award relating to
traineeships, the other provisions prevail.
C.2.4 This schedule ceases to apply to an employee at the end of the traineeship.
C.3 Types of traineeship
The following types of traineeship are available:
C.3.1 A full-time traineeship based on 38 ordinary hours per week, with 20% of those
hours being approved training;

C.3.2 A part-time traineeship based on fewer than 38 ordinary hours per week, with
20% of those hours being approved training provided:
(a) wholly on the job; or
(b) partly on the job and partly off the job; or
(c) wholly off the job.
C.4 Minimum rates
C.4.1 Minimum weekly rates for full-time traineeships
The minimum rate for a full-time trainee undertaking an AQF Certificate Level
I–III traineeship is the weekly rate specified in Column 2 of Table
4— minimum weekly rate for full-time trainees (AQF Certificate Level I–
III traineeship) according to the highest year of schooling completed by the
trainee specified in that column and the experience level of the trainee
specified in Column 1.
Table 4—minimum weekly rate for full-time trainees (AQF Certificate

Level I–III traineeship)
Column 1 Column 2
Experience level of trainee Highest year of schooling completed
Year 10 Year 11 Year 12
per week per week per week
School leaver $323.10 $355.80 $423.90
Plus 1 year out of school $355.80 $423.90 $493.30
Plus 2 years out of school $423.90 $493.30 $574.10
Plus 4 years out of school $574.10 $657.30
Plus 5 or more years out of school $657.30
NOTE: See clause C.4.3 for other minimum wage provisions that affect this
clause.
C.4.2 Minimum hourly rates for part-time traineeships
The minimum hourly rate for a part-time trainee undertaking an

AQF Certificate Level I–III traineeship is the hourly rate specified in Column 2
of Table 5—minimum hourly rate for part-time trainees (AQF Certificate
Level I–III traineeship) according to the highest year of schooling completed
by the trainee specified in that column and the experience level of the trainee
specified in Column 1.
Table 5—minimum hourly rate for part-time trainees (AQF Certificate

Level I–III traineeship)

Column 1 Column 2
Experience level of trainee Highest year of schooling completed
Year 10 Year 11 Year 12

per hour per hour per hour
School leaver $10.63 $11.72 $13.95
Plus 1 year out of school $11.72 $13.95 $16.24
Plus 4 years out of school $18.88 $21.61
Plus 5 or more years out of school $21.61
NOTE: See clause C.4.3 for other minimum wage provisions that affect this
clause.
C.4.3 Other minimum wage provisions
(a) An employee who was employed by a Company immediately before

becoming a trainee with that Company must not suffer a reduction in their
minimum rate of pay because of becoming a trainee.
(b) For the purpose of determining whether a trainee has suffered a reduction
as mentioned in subclause C.4.3 (a), casual loadings are to be disregarded.
C.5 Employment conditions
C.5.1 A trainee is entitled to be released from work without loss of pay and without loss
of continuity of employment to attend any training and assessment specified in, or
associated with, the training contract.
C.5.2 Time spent by a trainee, other than a trainee undertaking a school-based

traineeship, in attending any training and assessment specified in, or associated with,
the training contract is to be regarded as time worked for the Company for the
purposes of calculating the trainee’s wages and determining the trainee’s employment
conditions.

SCHEDULE D - ANNUALISED SALARY
D.1 Annual salary instead of Agreement provisions
(a) By mutual agreement, the Company may pay an Employee an annual salary in
satisfaction of any or all of the following provisions of the Agreement.
(i) Rates of Pay;
(ii) Allowances;
(iii) Overtime;
(iv) Public Holidays; and
(v) Night Shift Loading
(b) Where an annual salary is paid the Company must advise the Employee in writing of
the annual salary that is payable and which of the provisions of this Agreement will
be satisfied by payment of the annual salary.
D.2 Annual Salary not to disadvantage employees
(c) The annual salary must be no less than the amount the Employee would have
received under this Agreement for the work performed over the year for which the
salary is paid (or if the employment ceases earlier over such lesser period as has
been worked).
(d) The annual salary of the Employee must be reviewed by the Company at least
annually to ensure that the compensation is appropriate having regard to the
Agreement provisions which are satisfied by the payment of the annual salary.

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[2019] FWCA 8448

CostaExchange Pty Ltd T/A Costa (Berry Category)

COSTA (BERRY CATERGORY) ENTERPRISE AGREEMENT 2019 -

COMMISSIONER BISSETT MELBOURNE, 13 DECEMBER 2019

[3] Pursuant to subsection 190(3) of the Act, I accept the Undertakings.

[5] The Agreement lodged contained a typographical error at clause 13.8. On

Printed by authority of the Commonwealth Government Printer

COSTA (BERRY CATEGORY)

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 1 of 41

3. AREA, INCIDENCE AND PARTIES BOUND

4. DATE AND PERIOD OF OPERATION

5. RELATIONSHIP TO AWARDS AND STANDARDS

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 2 of 41

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 3 of 41

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 4 of 41

10. INDIVIDUAL FLEXIBILITY ARRANGEMENTS

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 5 of 41

e) states the day on which the arrangement commences.

11. GRANDFATHERING PROVISIONS

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 6 of 41

13. TERMINATION OF EMPLOYMENT AND REDUNDANCY

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 7 of 41

Not more than one year At least one week

More than five years At least four weeks

14. RIGHT TO REQUEST CASUAL CONVERSION

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 8 of 40

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 9 of 41

15. ORDINARY HOURS

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 10 of 41

17. ANNUAL LEAVE

18. PERSONAL LEAVE, CARER’S LEAVE AND COMPASSIONATE LEAVE

19. PARENTAL LEAVE

20. COMMUNITY SERVICE LEAVE

21. LEAVE TO DEAL WITH FAMILY AND DOMESTIC VIOLENCE

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 11 of 41

21.2. Entitlement to unpaid leave

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 12 of 41

22. LONG SERVICE LEAVE

23. PAYMENT OF WAGES

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 13 of 41

24. CLASSIFICATION STRUCTURE AND DEFINITIONS

25. RATES OF PAY

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 14 of 41

Under 16 years 70%

At 16 years of age 80%

At 17 years of age 90%

At 18 years of age and above 100%

27. SCHEDULED INCREASES

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 15 of 41

29. MEAL AND REST BREAKS

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 16 of 41

32. ROSTERED DAYS OFF FOR CASUAL EMPLOYEES

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 17 of 41

34. MINIMUM ENGAGEMENT

35.2. MEAL ALLOWANCE

COSTA (BERRY CATEGORY) ENTERPRISE AGREEMENT 2019 – 2023 Page 18 of 41

35.3. TRAVELLING FOR WORK ALLOWANCE

35.4. COLD WORK ALLOWANCE

35.5. WET WORK