ACC EBA Update 23/6/25

Dear ACC Members,

The Company has indicated that they do not intend to hold any further EBA meetings and they are preparing to go to a vote in the coming weeks with an EBA offer.

The AMIEU has told the Company that without achieving some further movement on our outstanding claims, we do not endorse the current Company proposal.

ACC looks to be preparing to go to a vote on their proposal regardless.

The Company summary of their offer is as follows:

• 13-15% across 4 years
• Levels that are below skilled levels will be reviewed and receive a 4% increase for workers above $30 per hour, and 6% for workers below $30 for hour.
• Y1 – 4% | Y2 – 3% |Y3 – 3% | Y4 – 3% | to be applied across workforce with the grandfather and preserved receiving  the dollar value of the percentage increases.
• Harvest floor to received 8 hrs paid for public holidays instead of 7.6 hours
• Inventory clerks to receive percent increase and the distinguishing uplift of $3 per hour between the level of inventory clerk and forklift operators.
• Brisket prepares to receive level 4 status and payment. Training would be provided to support the development of this role into a rotational position involving the brisket preparers
• No changes to conditions and accruals

*Note: The Company offer on wages includes the 3% to be paid on minimum weekly rates due to come into effect from 1 July 2025.

A more detailed description of the Company offer is set out here: Meeting Notes 12 June 2025 . The document is also available in all lunchrooms as of last week. Please read the meeting notes in full to view more detail on the Company’s current offer.

Significant movement has been achieved by your AMIEU committee during the 12 meetings held to date.

Concessions have been made by the Union Committee, and we have been successful in getting the Company to withdraw from their claims to compulsory Saturdays and more.

However there remain some important AMIEU claims that we have not been able to settle.

Each of the outstanding claims are important to closing existing loopholes in your current EBA and creating fairer conditions for all workers.

AMIEU claims for workers which remain unresolved –

A Daily Minimum Rate (instead of the current weekly min.)

This important claim is to ensure an even workflow across the week for all employees. Essentially putting in place an incentive for the Company to make sure each day has a consistent achievable output.

Maximum 38 ordinary hours for all employees (overtime paid thereafter).

Currently, Slaughtering employees are required to perform 40 ordinary hours per week. The AMIEU claim has been amended to allow the Company to continue rostering 40 hours. What we are seeking is that the additional 2-hours (after 38) attract penalty rates (as is the case currently for those working in the boning room).

Slaughtering and Boning Room “New” incentive eligible rates.

Concessions have been made to this claim; we are seeking to address the gap between Slaughtering “New” rates and the “Grandfathered” rates by increasing the “New” rate. We’re seeking the difference between the rates be brought in line with the rates for similar levels in the boning room. The problem is further compounded by the Kill Floor doing 40 hours to achieve the minimum rate while the boning room must only complete 38 (this would be addressed by the Company agreeing to our “Maximum 38 ordinary hours” position). This is a fairness issue, and we think the Company is being unreasonable by not addressing it.

Further important AMIEU claims that remain unresolved –

Waiting Time payable at the min. hourly rate. The reinstatement of Overs Payment for work achieved beyond daily targets, the 2A rate to $30 per hour (and all hourly rates to increase relative to this increase), fair terms for union delegates, payment for natural disaster leave.

Workloads  –

Discussions continue to try and settle new agreed positions for Mannings and Workloads under the terms of the MoU (Memorandum of Understanding) which is a document incorporated into your EBA. The fact that those discussions have not finalised means we cannot report on any positive change to those arrangements. The only position that the Company has committed to currently is that the term will be no less favourable than the current term.

It is clear that the Company has decided to make an offer on wages rather than settle conditions that close some of the current loopholes in your EBA.

It will be up to all of you to decide how important fixing the loopholes of your current EBA is when the Company puts their offer to you for the vote.

We will share more details as the EBA drafting process unfolds. Please encourage your workmates to stay informed by going to the AMIEU QLD website: https://www.amieuqld.asn.au/category/news/  and reading the updates as we approach the time to vote on your EBA.

To understand more on where the AMIEU Committee and the Company remain apart on the outstanding claims of employees please review the attached joint Log of Claims document last updated prior to the Company indicating they were closing discussions and going to a vote on their offer: