There’s been a lot of speculation and misinformation about the pay and roster discussions with our Team. Here are the facts.Values such as integrity, respect and teamwork have long been fundamental to the Bunnings culture. We want to attract and retain the best people, and help them grow their talents and skill. We also want them to be able to enjoy their families and be part of a strong community. This isn’t just good business, it’s the right thing to do.
What We Are Offering
Most of our Team Members are covered by Individual Employment Agreement’s a smaller number are covered by a Collective Agreement and represented by First Union.
Bargaining in good faith for a new Collective Agreement with First Union started in June this year. Throughout the negotiations we have sought to reach an agreement with First Union in a timely and productive manner.
Bunnings is a growing business with a long term commitment to our Team, our customers and the communities within which we operate. Sharing success with our Team in a meaningful and tangible way is a key part of who we are:
We are offering our Team a guaranteed minimum pay rate of $17.50 an hour. This is a guaranteed 4% minimum increase this year, with a further guaranteed 2% increase next year. The table below shows what this actually means in terms of hourly pay rates.
Our Proposal Year 1
Our Proposal Year 2
As a customer focused business, Bunnings is open 7 days a week with hours that generally run from 7am to 7pm, so a degree of flexibility is required to ensure that we have the right Team on the shop floor at the times our customers want to shop.
We will not be “chopping and changing” Team Member hours or rosters, or bringing in “zero hour” contracts. All of these practices are completely contrary to the Bunnings culture and those involved in negotiations are fully aware such things have never been proposed.
If a significant change to a Team Members' roster is needed, the team member must be consulted and given a minimum four weeks’ notice of the proposed change; any significant commitments or family responsibilities can be raised and will be taken into consideration as part of this process.
An Independent Mediator will have the power to overturn a roster change if a Team Member can show it isn’t fair.
We want our Team to stay with us for the long term, as can be seen by our current 80% retention rate. We can only achieve this by providing a market leading choice of agreements which suit our individual team members as well as extra benefit’s outside of any employment agreement – individual or collective.
Long Term Commitment
We are building our business with our Team for the future. We are a diverse team that reflects and embraces the diversity that exists in New Zealand itself. Ensuring that our whole Team feel valued, respected and part of a business that recognises and rewards their contribution is paramount.
Our aim is to be an employer of choice, so in addition to the offer that is currently available we also provide a benefits package that includes:
As a business we operate in an open and honest manner. We truly believe that the package that we offer to our Team is industry leading and reflects the high value and regard in which we hold them.
We hope that this information will help to answer any questions you may have had regarding the integrity of our words and actions.
Bunnings New Zealand