Primo EA Summary Document 2024.2 WE

18th March 2024
PRIMO FOODS PROPOSED ENTERPRISE AGREEMENT 2024

SUMMARY OF PROPOSED MAJOR CHANGES
Dear Members,
As you are aware the AMIEU and JBS Primo Foods have been in negotiations for a new Enterprise agreement. There
now have been 5 meetings. The AMIEU and EA committee have fought hard to get the best possible outcome for all
workers.
Disappointingly, Primo have not offered a cost-of-living wage increase high enough to offset what you have lost over
the past two years with low wage rises and high inflation. However, Primo have made an offer, and that now is for
you to consider. They refuse to go any higher.
In this newsletter the union will outline the major changes in proposed agreement. As always, it will be then up to
the workers to decide if they accept the deal or send a message to the company that they want better.
Throughout negotiations, Primo have insisted that they require flexibility with rosters and have made significant
changes to how work hours can be structured.
Primo want more options with how they can roster workers and propose a 5-day 7.6 hour roster and/or a 4-day 9.5
hour roster. After consultation with workers and delegates there appears much division and confusion with the new
rosters. The union has received both positive and negative feedback. Employees must think carefully about this and
the way they vote. Any changes will be permanent.
The company has also changed the classification structure. While all workers will see their levels higher in the new
agreement be mindful the rate of pay has not changed for most workers. Only the wage offer will make any
difference to your actual rate of pay.
Please remember. When placing your vote, it will be confidential. This is your workplace right, and you have the right
to choose. The company and the union cannot direct you to vote yes or to vote no. You decide. The vote is decided
by majority. All Primo employees including visa workers who are employed directly by Primo, have the right to vote.
Summary of proposal:
1. 3-year agreement.
Pay rise:
• Year 1: 4.5%
• Year 2: 3.5%
• Year 3: 3
2. Allowances:
All allowances increased with same percentage pay rates. New mental health first aid allowance of
$0.49 per hour and increase in line with % wage increase each year.
3. New classification structure.
• The levels have changed but the rates of pay stay the same for all workers (except workers
currently on level 3 and Production Forklift drivers)
• Level 1 and Level 2 deleted from agreement.
• The new proposed classification structure has levels 3 through to level 8.
• Level 8 is only for leading hands. The leading hands allowance will no longer be paid.
• A new clause added so when an Employee who is a backup operator and required to work
in the same role every day for a 3-month period will permanently be upgraded. Except
when they have replaced a long-term absence or an Employees receiving Workers’
Compensation
• Changes to Senior process worker level 4 to make it harder to attain.
• Classification titles changed to reflect accurately the job performed. No person drops a
level. Please review the draft agreement placed on lunchroom table for changes.
Note: To attain a Senior operator role nothing has changed. The employee still needs to be
sponsored by a supervisor to attain that level, regardless of merit.
New classification titles.
• Brine room Process worker (level 4)

• Senior Cleaners (level 5)
• Training for level 6 role (level 5)
• Training for maturing and greening room operator (level 6)
All current level 3 employees will move to level 4.
• Year 1 - 6.9%
• Year 2 - 3.5 %
• Year 3 - 3%.
The reason level 3 is given a higher level pay increase in the first year is to put a gap between levels
2 and 3.
4. Production Forklift drivers:
Increase to level 6 (the old level 5) The forklift allowance will no longer be paid.
• Year 1 - 8%
• Year 2 - 3.5%
• Year 3 – 3%
5. Rosters.
New proposed rosters. These will be additional to the current rostering arrangements.
• 5 x 7.6-hour days
• 4 x 9.5-hour days. The 4 days worked must be consecutive and employees provided a
Monday to Thursday or a Tuesday to Friday roster.
• 2 extra 5-minute paid stretch breaks will be given when working a 9.5-hour roster.
NOTE: YOU DO NOT GET TO CHOOSE WHICH ROSTER YOU WORK. THE COMPANY DECIDES
6. Medical certificates:
The requirement to provide medical certificates or other evidence to the satisfaction of company if
more than 1 day absent from work. (changed from 2) Employees still retain 10 days (76 hours) of
personal paid leave.
7. Meetings outside of work hours:
If the company request a meeting outside of rostered work hours employees must be paid.
8. Nightshift public Holidays:
The employer agrees that a nightshift employee who is rostered to work a public holiday in which
no meaningful work can be achieved (for example no production on a Monday public holiday) can
substitute that shift.
Summary
As stated, the union and committee strongly argued that workers receive a better pay increase than what is offered.
The union accurately claimed that since 2012 the Primo rates of pay compared to the minimum meat award wage
has gone backwards.
The union proved that in 2012 level 2 was once 8.73% above minimum award rates. Level 2 rates are now at
minimum award rates.
The Fair Work commission is expected this July to hand down around a 4% wage increase. Last year it was 5.75%.
Primo would have to pass on any increase to the lower levels.
The union proved that gaps between levels that once existed no longer are there. An example of this is level 5 in the
new agreement will be paid only $0.34 more per hour than level 4.
Why would anyone take on a more skilled job for $0.35 per hour.
• The company said NO to a pay increase that reflects the cost-of-living impact you all have suffered from.
• The company said NO to paying the higher minimum wage % if higher than the Primo offer.
• The company said NO to fixing higher levels rates of pay to the gaps that once existed.
• The company said NO to paying a pay rise on a yes vote.
• The company said NO to bringing back the short Friday.
• The company said NO to making the senior skilled roles more achievable.
• The company said NO to QDC forklift drivers being paid at minimum level 4.
• The company said NO to providing seniority clause for allocation of car park spaces.
IT IS NOW TIME FOR YOU TO DECIDE. THE VOTE IS EXPECTED TO

TAKE PLACE THE WEEK BEFORE EASTER
NOT A MEMBER?
JOIN NOW
In Solidarity
Warren Earle
0407 560 005
[email protected]

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18th March 2024

PRIMO FOODS PROPOSED ENTERPRISE AGREEMENT 2024

• Level 1 and Level 2 deleted from agreement.

• The new proposed classification structure has levels 3 through to level 8.

• Changes to Senior process worker level 4 to make it harder to attain.

New classification titles.

• Brine room Process worker (level 4)

All current level 3 employees will move to level 4.

7. Meetings outside of work hours:

8. Nightshift public Holidays:

IT IS NOW TIME FOR YOU TO DECIDE. THE VOTE IS EXPECTED TO

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