TEYS Beenleigh EBA Newsletter – 1 June 2026

Negotiations have taken place over the past few months, with six meetings held in total.

At every step, the AMIEU Bargaining Committee—your Union Organiser Jimmy and delegate Kev Lockley—has fought to push this agreement further and win more for workers.

Teys, by contrast, sent a bargaining agent to every meeting without the power to make decisions. This has slowed negotiations and prevented the meetings from being a genuine forum for reaching a fair compromise between the workers and the employer.

Teys’ bargaining agent has now indicated that the company wants to put its offer to workers for a vote and will not agree to any further claims.

Even so, the union forced Teys to move on some important issues for our members:

What the Union Won

• Brisbane CPI retained: The company will continue to pay the Brisbane CPI index instead of moving to the national CPI rate. If the national rate had applied over the past five years, including the 1 June increase of 4.7%, workers would be 1.9% worse off.
• Ongoing CPI safety net protected: The company has withdrawn its proposal to remove CPI safety net wage increases after the nominal end date of the EBA.
• Junior rates removed: Once you are no longer a trainee, or if you have more than six months’ work experience, you must be paid the adult rate for the job you do.
• Higher shift loadings: The company agreed to increase some rates for cleaners and afternoon shift workers due to BOOT concerns raised by the union. We still believe afternoon shift should be paid at 15% for all classifications, and the Cleaner loading should be 12.5% rather than 8%.
• Earlier double-time on public holidays: Double-time now applies after five hours instead of six on most public holidays worked. We still believe all overtime should move to double-time after two hours.
• WHS guardrails for any future 12-hour shifts: Proper protections are now in place if the company tries to introduce 12-hour shift arrangements.
• Stand-down protection: The stand-down clause keeps the minimum four-hour payment if Teys does not meet notice requirements.
• Shift changes by agreement only: You can now only be moved between day work and shift work by agreement.
• Annual leave protections: If Teys directs workers to take excessive annual leave, you must still retain at least six weeks of leave for your own use.
• Union delegate rights protected: Some important union delegate rights are now included in the EBA.

However, Teys has not been willing to reach a fair and reasonable position on the remaining Union claims.

Claims Rejected by Teys

The following employee claims were continued by the union on behalf of members, but have now been rejected by Teys:

• 5% wage increases each year, or Brisbane CPI, whichever is greater.
• Enforceable bonus criteria under the EBA, rather than a discretionary system controlled by Teys.
• A penalty payment after 38 ordinary hours, instead of allowing up to 40 hours at ordinary rates.
• All overtime paid at 150% for the first two hours, then double-time, including Saturdays and public holidays.
• A 15% afternoon shift loading for all classifications.
• Paid rest breaks.
• Fairer annual leave arrangements at Christmas, giving workers the option to take time off with family instead of leaving the process entirely to the company.
• A Joint Consultative Committee on workloads, with elected employee and employer representatives to consult and reach agreement on staffing levels and sustainable production.
• Proper access to workplace facilities for delegates, so they can represent workers effectively when needed.

Workers will shortly be asked to vote on Teys’ proposal. Remember: the AMIEU fought to keep the CPI safety net in your EBA. That is why you are receiving the 4.7% increase to your base rate of pay from 1 June 2026. If Teys had its way, you would not be entitled to any increase after the nominal expiry date of the new EBA.

While the union has made significant improvements to the company’s original position, the key claim for real wage growth above inflation has not been achieved. There has also been no real movement on proper consultation over workloads, overtime penalties, shift penalties, or other important claims raised on workers’ behalf.

Frankly, workers deserve better. It is now up to you to decide whether to accept Teys’ proposal. If the EBA is voted down and workers want the union to keep fighting for the outstanding claims, we stand ready to do so. That will require workers at Teys to stand united, join the union, get active, and support one another.

In Solidarity,

Jimmy Cottrell-Dormer

AMIEU QWANT Assistant Branch Secretary