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Unpackaged employees:

Packaged employees:

How do I find out if I am unpackaged or packaged?

• Unpackaged: At CBA you would typically receive the PRP bonus and payment for overtime. This includes Bankwest Level 1 and 2 staff.
• Packaged: You would typically receive an STVR and not receive payment for overtime. This includes Bankwest Level 3 and 4 staff.

What does this pay offer provide?

• Guaranteed pay increases for everyone in Year 1 of the Agreement (backdated to 1 July 2026).
• 13% pay increases for those unpackaged staff earning less than $103,500.
• Greater fixed-pay increases and less reliance on discretionary pay.
• Performance related payments such as PRP & STVR payable in addition to these increases.
• Significant movement from CBA’s original pay offer – our collective strength has forced CBA to provide more pay, including up to an additional 6.5% guaranteed pay for Tier 3 and Tier 4 employees.

• A three-year Enterprise Agreement expiring 30 June 2029.
• Expanded coverage to now include Bankwest Level 3 and 4 employees.
• Simplification of entitlement thresholds to just one at $145,000 indexing over the duration of the Enterprise Agreement.
• Increasing Minimum Rates for the duration of the Agreement (GC2 by up to 8.41% in Year 1).
• Paid parental leave increased from 18 weeks to 20 weeks.
• Expansion of 5 days’ paid family planning leave to include reproductive health.
• A new Sustainable Workforce provision dealing with workforce change, support and reskilling:
  • Recognises need to support internal employment opportunities, workforce capability and internal mobility.
  • Where reductions required, CBA to consider mitigations such as natural attrition, reducing external recruitment, reducing casual or contract labour.
  • Acknowledges importance of investment in learning and capability development, providing employees with opportunities during working time to participate in learning and development, reskilling, development pathway.
  • Union has the right to request information regarding the implementation / outcomes of the measures.
• Introduction of an Artificial Intelligence Committee:
  • Forum for Union representatives and the Bank’s representatives to discuss developments related to technological and AI-enabled change including emerging developments, workforce trends and opportunities to support employee capability and training.
• A First Nations employment clause:
  • Recognises the importance of attracting, supporting and retaining First Nations employees.
• Flexible work arrangements:
  • Clearer wording reflecting Bank’s legal requirement to respond, explain reasons and discuss.
  • Relaxation of ongoing reviews where flexible work agreement required for permanent or long-term circumstances.
• First Aid allowance uplifted by 33% to $1,071 per year (and indexing for the duration of the Agreement).
• Kilometre reimbursement where you are required to use your own car for work uplifted by 13% to $1.01 per km (and indexing for the duration of the Agreement).
• Workload and staffing clause amended to make it clear that “Learning” in paid time includes learning relevant to your role or development plan as well as mandatory Group learning (such as e-learning).
• A strengthened clause providing greater protection from “start before you start” expectations.
• Included Band and Grade descriptions in the Enterprise Agreement.
• Simplification of shiftworker patterns with additional weeks’ leave (total 5 weeks) applying to all shiftworkers..

• Improved language for the setting of KPIs/performance objectives providing greater consultation.
• Simplification of Performance Related Pay (PRP) from three matrices into one – providing for increased potential outcomes for GC level staff.

• Higher Duties allowance to be paid where you have relieved in a Branch Manager position after just one day (rather than current four consecutive days).
• Enshrining the on-call allowance (currently $71.43 per day / equivalent to $500 per week) in the Enterprise Agreement and indexed by 3.5% in Years 2 and 3 of the Agreement.
• Domestic relocation allowance doubled to $3000.
• Where you have a Remote Working Arrangement, the Bank must consider your personal and family circumstances before requiring you to attend at a Group location.
• Annual Leave clause updated to make it clear that leave can only be refused on reasonable business grounds.

• Higher Duties allowance to be paid where you have relieved in a Team Leader position after one shift (rather than current four consecutive days),
• Standby/callback allowance (referred to as the on-call allowance at CBA) uplifted by 26% to $71.43 per day and to be further indexed by 3.5% in Years 2 and 3 of the Agreement.
• Domestic relocation allowance increased by 20% to $3000.
• 2 x 10-minute paid Rest Breaks now enshrined in the Agreement with the right to claim payment if unable to take or combine into a single 20 minute break.
• Removed required to work 15 minutes before overtime or Time Off in Lieu triggered.
• Preserved the right to in person Union inductions at the Customer Engagement Centre.
• The ability to choose to take Time Off in Lieu or the additional Loading if working outside of span of ordinary hours.
• Election of RDOs – can take place annually (rather than every 2 years).
• Maintained Bankwest provisions, including:
  • The right to refuse redeployment to a CBA role
  • Annual Leave Loading
  • The right for Part Time employees at 0.9FTE or above to convert to full time employment
  • The 5% cap on number of Casuals Employees that can be employed at Bankwest
  • TOIL or overtime payments where you are required to travel for work outside of normal working hours
  • Reimbursement for Dependent Immediate Family members who need to travel with you when you are travelling for work purposes
  • Reimbursement for Taxi/Ride Share where you are required to work overtime outside of normal business hours or where at a time where not regularly rostered
  • Flexible work rosters for Customer Engagement Centre
  • Grandparented Long Service Leave accrual and Redundancy payment.

• Shift loadings
• Overtime rates
• Span of hours clauses
• Redundancy payments
• Long Service Leave payments