Toll Enterprise Bargaining Agreement
Fair Work Commission approves new Toll EBA
We are pleased to announce that the Toll – TWU Enterprise Agreement 2023 – 2026 (Agreement) was approved by the Fair Work Commission recently
A copy of the new Agreement is available:
Toll – TWU Enterprise Agreement 2023 – 2026
The new Agreement will operate from Tuesday, 19 December 2023.
Pay increase – permanent employees
The first pay increase under the new Agreement was paid to permanent employees in the most recent pay run. There will be a separate pay run on 20 December 2023 to pay the back pay that is available under the Agreement.
Pay Increase – eligible Toll People casuals
Toll People casuals who are working on Toll sites where the new Agreement applies will have the increases applied from 18 December 2023. Back pay for eligible Toll People casuals will be calculated in the New Year and we are working to have it paid by the end of January 2023.
New Entitlements
The new Agreement provides two new entitlements which we are currently developing our systems to accommodate. In the meantime, the following protocols will apply:
COVID Leave
The new Agreement provides for an additional five days leave to be provided where an employee cannot attend for work due to COVID and the employee does not have an adequate accrual of personal leave to cover the period of leave required.
An application for COVID leave can be made by making the usual application for personal leave. If you do not have an adequate accrual of personal leave to cover the period of leave please advise your approving line manager that additional COVID leave is required. Your line manager will need to advise payroll that the additional COVID leave is triggered, the relevant dates of the leave, any documentation to support the claim and paid personal leave shall be granted. Once our systems are updated we will advise of any change in process.
Cultural and Religious Observance
Several practices already exist on our sites allowing swapping of shifts or Rostered or Accrued Days Off between employees for a range of different reasons. The new Agreement provides that these practices can be used to assist employees in meeting their cultural and religious observance obligations. Because these practices already exist on our sites and are managed at the local site level this practice will continue.
The new Agreement provides for an additional circumstance where an employee can request to swap a public holiday for an alternative day to assist meeting the religious and cultural observance obligations. In the first instance any request must be reviewed by the line manager who will have to take a view as to whether the request can be accommodated by their operation (for example, if an employee requests to swap a public holiday on which there is no work to perform because the yard or client site is closed for that public holiday day the manager does not have to approve the request).
If the request can be accommodated on the site, the line manager can approve the request. To ensure no overpayment occurs the line manager will need to contact the Payroll Officer responsible for their site who will maintain a register of the swapped public holiday and new day to ensure pay will be maintained correctly.
We will keep you informed of new changes as work through the steps to adapt our systems to improve this manual process over the coming weeks and months.
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