This clause has been updated to provide a 6 month probationary period. This is aligned with the minimum employment period as contained in the Fair Work Act 2009 (Cth) (FW Act).

Fixed term employment | Clause 3.2.3

• For compliance with legislative changes, this clause has been updated to restrict the use of fixed-term contracts to more limited time periods.

Part time employment | Clause 3.4

• These provisions have been modernised to clearly set out the definition of part time employment which details that a part time
• employee is someone who “… is engaged to work less than 38 hours per week…”.
• Further amendments have also been made to include guidance on the review of guaranteed hours.

Casual employment | Clause 3.5

• The definition of a casual Employee has been inserted into the proposed Agreement and further guidance is provided in this clause to clearly set out what payments casual loading is provided in lieu of.
• In addition to this at clause 3.5.7, provisions have been inserted into the proposed Agreement relating to a casual employee’s right to conversion to permanent employment as contained in the NES. The clause now confirms that casual conversion at Endeavour Foundation is in accordance with the provisions of the NES.

Minimum engagement has been condensed into one place within the proposed Agreement and provides the following entitlements for part time and casual employees:

• 2 hours – Disability Services Employees;
• 3 hours – Social and Community Services Employees not engaged in Disability Services; Production Employees; and
• 4 hours – Waste Management Employees.

This clause has been modernised to align with the provisions of the FW Act relating to redundancy entitlements. Severance pay has been updated to provide the following entitlements:

• Less than 1 year – Nil;
• At least 1 year but less than 2 years – 4 weeks;
• At least 2 years but less than 3 years – 6 weeks;
• At least 3 years but less than 4 years – 7 weeks;
• At least 4 years but less than 5 years – 8 weeks;
• At least 5 years but less than 6 years – 10 weeks;
• At least 6 years but less than 7 years – 11 weeks;
• At least 7 years but less than 8 years – 13 weeks;
• At least 8 years but less than 9 years – 14 weeks;
• At least 9 years but less than 10 years – 16 weeks;
• At least 10 years – 14 weeks.

This clause has been condensed to clarify that an Employee is entitled to unpaid meal breaks as follows:

• Employees – Where working in excess of five hours, will be entitled to an unpaid meal break of not less than 30 minutes and not more than 60 minutes;
• Supported Services Employees – The above break is to be taken no later than 5 hours after starting work unless otherwise agreed;
• Waste Management Employees – The above break is to be taken within 5 ¼ hours of commencing duty.

The clause also now addresses what happens where an Employees is required to have their meal with a client and/or are unable to be relieved for their meal break will receive payment for this break.

Previous sleepover provisions have been significantly expanded to provide a clear definition and qualifying criteria for the
payment of sleepover allowances for Disability Support Employees.

Over the lifetime of the proposed Agreement, the following wage increases will apply:

• Seven days after approval of the proposed Agreement – 0.25%;
• 1 July 2025 – The 2025 National Wage Order percentage increase plus 0.5%
• 1 July 2026 – The 2025 National Wage Order percentage increase plus 0.75%
• 1 July 2027 – The 2025 National Wage Order percentage increase plus 1.00%

This clause has been updated to provide that an employee will progress between pay points at the end of each 12 months of continuous service if the employee has demonstrated competency and satisfactory performance over that period

An enterprise agreement is an agreement made at the enterprise (business) level. It contains terms and conditions of employment, including wages. An enterprise agreement must have a nominal expiry date but under the Fair Work legislation the agreement will continue to operate after that date until it is replaced by a new enterprise agreement or terminated by the Fair Work Commission (FWC). 

Since September 2023, regular bargaining sessions have been held with the Services Union (TSU), the Australian Workers Union (AWU) and bargaining representatives from Endeavour Foundation , working towards a replacement of the Endeavour Foundation Collective Agreement (EFUCA).

A proposed agreement was voted on by all impacted employees with an overall YES outcome. The proposed agreement was then sent to the Fair Work Commission who have approved it.

The Fair Work Commission will not approve an enterprise agreement that does not pass the ‘Better Off Overall Test’ (BOOT) to ensure it is more advantageous for employees to be on the agreement rather than on the underpinning modern award. If we receive a majority ‘yes’ vote for the agreement from our team, we will submit the proposed agreement to be reviewed and approved by the Fair Work Commission. 

The Endeavour Foundation Enterprise Agreement 2024 will take effect on Tuesday 26 November, 2024.

You do not need to enter any times or allowance information for this day – the system will pay you the hours you have been scheduled at your ordinary rate.

Only enter the hours you worked, the system will automatically pay you the minimum 4 hours.

Yes, as it is a separate engagement the system will pay you 2 hours minimum for that section of the broken shift.

No, the system will pick this up automatically for you.

Yes, the system will apply shift penalties to the applicable section of your shift.

The hours worked before and after midnight on an awake shift need to be entered on separate lines (one for each day) as per below:

The system will work out the appropriate penalties for you.

You can request Partial Hours when submitting your absence request.

Enter the hours you would like to take as leave, including the start time so the Carelink and rostering systems can be updated.

No, you can only apply for leave on a day you are scheduled to work – at or below your scheduled daily hours.

The system will not pay you so if your schedule is incorrect, please speak to your leader.

A warning message will let you know when your approved leave and time entered into your timesheet don’t reconcile.

If the mistake is within the past 56 days, you can correct it.

Make sure you ONLY edit or delete the incorrect information. Save and submit your change, and once your Leader approves the system will pay you the difference in the next pay run.

If the mistake is outside of 56 days, you will need to submit a Payroll Adjustment Form and lodge through the #TeamPossible Support Hub with your leaders approval.