Work - Unions

Work - Unions

Shop, Distributive and Allied Employees’ Association New South Wales Branch Work Unions DAVID JONES ENTERPRISE AGREEMENT 2012 OPERATIVE ON AND FROM 9 AUGUST 2012 THROUGH TO 3 JUNE 2015

DAVID JONES ENTERPRISE AGREEMENT 2012 1 1. APPLICATION AND OPERATION OF AGREEMENT 1.1 Title This Agreement will be known as the David Jones Enterprise Agreement 2012 (“Agreement”). 1.2 Company Mission Statement David Jones will be the best full line, differentiated department store. Our company will be a combination of key capital city stores and key suburban locations. We will maximise shareholder return by focusing on delivering the core operating fundamentals of a department store. 1.3 Arrangement 1. Application and Operation of Agreement . 1 1.1 Title . 1 1.2 Company Mission Statement . 1 1.3 Arrangement . 1 1.4 Incidence and Parties Bound . 4 1.5 Relationship to Awards and Agreements . 4 1.6 Period of Operation . 4 1.7 Objectives of the Agreement . 4 1.8 Variation to Agreement . 5 1.9 Definitions . 5 1.10 No Extra Claims . 6 2. Equal Employment Opportunity, Anti-Discrimination and Workplace Harassment . 6 3. Consultation and Dispute Resolution . 7 3.1 Issue Resolution Procedure . 7 3.2 Staffing Issues . 8 4. Termination, Change and Redundancy . 9 5. Contract of Employment and Related Matters . 9 5.1 Probation . 9 5.2 Abandonment of Employment . 9 5.3 Types of Employment . 10 5.4 Dress and Presentation Standards . 11 5.5 Laundry Allowance . 11 5.6 Guidelines Concerning Security Procedures . 12 5.7 Standing Down of Employees . 12 6. Classification Structure and Rates of Pay . 12 6.1 Classification Structure . 12 6.2 Rates of Pay . 12 6.3 Penalties and Loadings . 12 6.4 Higher Duties . 13 6.5 Payment of Salary . 13 6.6 Superannuation . 14 6.7 Flexible Pay Provision . 15 6.8 Supported Wage . 16

DAVID JONES ENTERPRISE AGREEMENT 2012 2 7. Hours of Work and Rostering . 16 7.1 Ordinary Hours . 16 7.2 Rostering Principles – All Employees . 17 7.3 Rostering Principles – Full-time Employees . 18 7.4 Rostering Principles – Part-time Employees . 19 7.5 Rostering Principles – Casual Employees . 20 7.6 Flexible Working Arrangements . 20 7.7 Part-Time Flex Up . 21 7.8 Additional Shifts . 22 7.9 Hours Bank . 22 7.10 Shortened Casual Engagements . 24 7.11 Overtime . 24 7.12 Overtime Meal Allowance . 25 7.13 Meal Breaks . 25 7.14 Rest Periods . 25 8. Attendance at Voluntary Trade Nights . 26 9. Leave and Public Holidays . 26 10. Annual Leave . 26 10.1 Leave Entitlement . 26 10.2 Applying for Leave . 27 10.3 Accumulation of Leave . 27 10.4 Direction to take Leave . 27 10.5 Recrediting of Leave while on Annual Leave . 28 11. Compassionate Leave . 28 11.1 Entitlement . 28 11.2 Proof of Attendance . 29 12. Blood Donor Leave . 29 12.1 Entitlement . 29 12.2 Notice Required . 29 12.3 Proof of Attendance . 29 13. Bone Marrow Donor Leave . 29 13.1 Entitlement . 29 13.2 Notice Required . 30 13.3 Proof of Attendance . 30 14. Defence Force Leave . 30 14.1 Entitlement . 30 14.2 Notice Required . 30 14.3 Proof of Attendance . 30 15. Emergency Services Leave . 30 16. Jury Service . 31 17. Long Service Leave . 31 17.1 Entitlement . 31 18. Natural Disaster Leave . 32 18.1 Entitlement . 32 18.2 Notice Required . 32 19. Parental Leave . 32

DAVID JONES ENTERPRISE AGREEMENT 2012 3 20. Personal Business Leave . 32 20.1 Entitlement . 32 20.2 Granting of Leave . 32 21. Pre-Natal and Pre-Adoption Leave . 33 21.1 Entitlement . 33 21.2 Notice Required . 33 21.3 Proof of Attendance . 33 22. Public Holidays . 33 22.1 General Public Holidays . 33 22.2 State and Territory Public Holidays . 33 22.3 Substitute Days . 34 22.4 Work on a Public Holiday . 35 22.5 Work on Easter Sunday if not a Public Holiday . 35 23. Personal (Sick) / Carer’s Leave . 36 23.1 Entitlement . 36 23.2 Notice Required . 36 23.3 Proof of Absence . 36 23.4 Unpaid Personal / Carer’s Leave . 37 24. Leave Without Pay . 37 24.1 Entitlement . 37 25. Allowances . 38 25.1 Temporary Transfer to Another Store . 38 25.2 Travel Allowance . 39 25.3 Laundry Allowance . 39 26. Occupational Health and Safety and Related Matters . 39 26.1 Occupational Health and Safety . 39 26.2 Protective Clothing . 40 26.3 Accident Make Up Pay . 40 26.4 First Aid . 41 26.5 Lockers . 41 26.6 Safe Transport Home . 41 27. Agreement Compliance . 41 27.1 Posting of Agreement . 41 28. Savings Provision . 41 29. Flexibility Provision . 42 30. Signatories to the Agreement . 44 Appendix A: Classification and Wage Rates . 45 Appendix B: Termination Change and Redundancy . 48 Appendix C: Guidelines Concerning Security Procedures . 55 Appendix D: Parental Leave . 58 Appendix E: Workers Eligible for a Supported Wage . 68

DAVID JONES ENTERPRISE AGREEMENT 2012 4 1.4 Incidence and Parties Bound This Agreement binds:- (a) David Jones Limited trading as David Jones (“David Jones”); (b) all employees of David Jones coming within the classification structure in Appendix A; and (c) the Shop Distributive and Allied Employees’ Association (“the Union”). 1.5 Relationship to Awards and Agreements This Agreement operates to the exclusion of all other certified agreements and awards, whether state or federal, and supersedes the David Jones Enterprise Agreement 2006.

1.6 Period of Operation 1.6.1 This Agreement will operate from 7 days after the Agreement is approved by Fair Work Australia. 1.6.2 The nominal expiry date of this Agreement shall be 3 June 2015. 1.7 Objectives of the Agreement 1.7.1 David Jones, Employees and the Union acknowledge that an essential factor in achieving David Jones’ mission is the development and maintenance of productive working relations between all employees and management. This Agreement is an important step towards these working relations and is built on shared commitments to the following values: (a) excellence and professionalism; (b) refusal to accept second best; (c) a positive desire to change for the better; (d) a sense of urgency; (e) empowerment to make the maximum contribution to the team; (f) honesty and integrity both internally and externally. 1.7.2 It is also acknowledged that David Jones must be flexible in its delivery of services to compete in the retail field. The Agreement will be important in achieving this and will help ensure the availability of employees as and when required. David Jones recognises it will be necessary to maintain a solid core workforce of permanent employees with others, (e.g. casuals and limited tenure employees) assisting where business so demands. Wherever practicable, David Jones will endeavour to employ full-time employees.

DAVID JONES ENTERPRISE AGREEMENT 2012 5 1.7.3 David Jones recognises the importance of achieving a healthy and safe working environment and of protecting the health, safety and welfare of employees. David Jones recognises that an essential element in achieving this goal is the rehabilitation of injured employees. David Jones recognises that the Union has an important role to play in ensuring that this aim is achieved. 1.8 Variation to Agreement 1.8.1 When this Agreement is varied to give effect to a Variation Agreement, the Variation Agreement will become a schedule to this Agreement and will take precedence over any provision of this Agreement to the extent of any expressly identified inconsistency. 1.8.2 The Variation Agreement must meet the following requirements to enable Fair Work Australia to vary this Agreement: (a) that the purpose of the Variation Agreement is to make the enterprise or workplace operate more efficiently according to its particular needs; (b) that the majority of employees covered by the Variation Agreement genuinely agree to it; (c) that the Union consents to the Variation Agreement, provided that such consent will not be unreasonably withheld; and (d) that the variation necessitated by the Variation Agreement meets the legislative requirements for varying enterprise agreements under the Fair Work Act 2009. 1.9 Definitions 1.9.1 Casual Employee A casual employee means a person engaged on an hourly basis to work when available and as required by David Jones. 1.9.2 Continuous Service Continuous service, for the purpose of leave accruals, includes all service with David Jones from the date of engagement, but shall not include in any anniversary year of accrual: unauthorised absences of more than one week, or any authorised unpaid absence of more than one week.

1.9.3 Extended Family Extended Family, for the purposes of Compassionate Leave, means Immediate Family, clause 1.9.4, and in addition, uncle, aunt, niece and nephew.

DAVID JONES ENTERPRISE AGREEMENT 2012 6 1.9.4 Immediate Family For the purposes of Personal/Carer’s Leave, includes: spouse (including de facto spouse, spouse from whom the employee is separated and same sex partner), child, (includes step child, foster child, grandchild) parent, (includes step-parent, foster parent and guardian) parent-in-law (including de facto parent-in-law), brother or sister (includes step-brother, step-sister, brother-in-law, sister-in-law), grandparent, grandparent-in-law. 1.9.5 Ordinary Hourly Rate The ordinary hourly rate of pay for full-time and part-time employees is 1/38th of the appropriate weekly rate contained in Appendix A. 1.9.6 Ordinary Hours of Work Ordinary hours of work means and includes those hours of work which are within the span of ordinary hours contained in Clause 7.1 and are days on which David Jones may lawfully trade. 1.9.7 Permanent Employee A permanent employee means either a full-time or part-time employee engaged on weekly, fortnightly or monthly hire. 1.9.8 Union Union means the Shop Distributive and Allied Employees Association (SDA).

1.10 No Extra Claims It is a term of this Agreement that the employees and the union will not pursue any extra claims for the duration of this Agreement. This includes claims in relation to matters whether they are dealt with in this Agreement or not, unless the claim is consistent with the terms of this Agreement. 2. EQUAL EMPLOYMENT OPPORTUNITY, ANTI-DISCRIMINATION AND WORKPLACE HARASSMENT David Jones is an equal opportunity employer. All people have the right to work in an environment which is free of sexual and any other form of harassment or discrimination and it is the intention of the parties to reduce the likelihood of harassing conduct occurring in the future. Accordingly, the parties to this Agreement will: 2.1.1 Make every endeavour to ensure no employee receives less favourable treatment on the grounds of race, colour, religion, ethnic or national origin, sex, sexual preference, age, marital status, family responsibilities, pregnancy, political opinion or mental or physical disability.

DAVID JONES ENTERPRISE AGREEMENT 2012 7 2.1.2 Make every endeavour to ensure that neither the Agreement provisions nor their operation are directly or indirectly discriminatory in their effects. 2.1.3 Acknowledge that sexual harassment or any other form of harassment is an unacceptable form of behaviour which will not be tolerated. 2.1.4 Comply with all relevant legislative requirements and David Jones’ sexual harassment policy with a view to eliminating any form of sexual harassment from the workplace.

2.1.5 Treat employees and customers in a professional manner endeavouring to ensure that no one will interpret their words or actions as discrimination or harassment. 2.1.6 Ensure nothing in this Agreement is to be taken to affect: (a) any different treatment (or treatment having different effects) which is specifically exempted under Commonwealth and State anti-discrimination legislation; (b) the payment of different wages for employees who have not reached a particular age while any instrument specifically provides that this does not constitute unlawful discrimination; (c) An employee, employer or registered organisation, pursuing matters of discrimination in any state or federal jurisdiction, including by application to the Australian Human Rights Commission; (d) the provisions of section 351 of the Fair Work Act 2009. 3. CONSULTATION AND DISPUTE RESOLUTION 3.1 Issue Resolution Procedure In the event of disputes and/or grievances arising in a store, they shall be dealt with in the manner outlined below, on the provision David Jones has fulfilled their responsibility of providing a safe and healthy working environment. David Jones will ensure all managers and supervisors are schooled in the issue resolution procedure.

3.1.1 The employee and/or manager with the concern will raise it for discussion with his or her immediate supervisor and/or staff member (whichever is the case). 3.1.2 It is their joint responsibility to promptly define the issues in dispute, identify relevant participants and organise a plan to resolve the issue. Where an agreed solution is reached, it shall be binding.

DAVID JONES ENTERPRISE AGREEMENT 2012 8 3.1.3 If a plan to resolve the issue is not settled, the employee and his or her immediate supervisor will discuss the matter with senior store management. The employee member may request that a representative from the Union be present at this discussion. The aim of this discussion is to reach a solution as expeditiously as possible. 3.1.4 If a solution is not reached at the discussion with senior store management then the issue will be discussed with David Jones’ head office employee relations.

3.1.5 Should the matter remain unresolved, then either the aggrieved employees, David Jones or the Union may refer the matter to Fair Work Australia for conciliation and/or arbitration, in which respect the parties agree to be bound by the decision of Fair Work Australia. 3.1.6 Without prejudice to anyone while an issue is being resolved in accordance with this procedure, work shall continue in accordance with the pre-issue status quo. 3.1.7 The parties agree to reply promptly on issues raised for discussion and where a prompt reply is not possible, a timetable for reply will be provided.

3.2 Staffing Issues 3.2.1 The purpose of this clause is to provide a means to resolve issues at a department level where insufficient numbers of employees are available to cover the workload of an area or department. The following provisions should be followed to attempt to resolve such an issue: (a) Employees will identify the specific time of day and days on which they believe there are not sufficient employees available to cover the workload of a department or area. (b) Employees will identify why they believe this is a continuing labour requirement and not a once off event caused by: (i) Unplanned and or extended employee absences (ii) A temporary spike in sales activity (c) Employees will provide the identified times and days and reasons in writing to the sales manager responsible for the area or department.

(d) David Jones Sales Managers will review the data provided by employees in conjunction with the store or deputy store manager by: (i) Examining sales figures for the department or area by time and day; (ii) Examining labour allocation for the department or area by time and day.

DAVID JONES ENTERPRISE AGREEMENT 2012 9 (e) David Jones will provide the results of the data review to employees in writing. (f) David Jones and the employee will both do the following: (i) Approach the issue as a problem requiring a solution. (ii) Jointly examine the data on labour allocation and sales activity for the department or area from the employee observations. (iii) Jointly brainstorm ways to provide sufficient labour at the times and on the days identified within the parameters of the Enterprise Agreement rostering rules and the store budget.

(iv) Select the best alternative to meet labour requirements that meets the agreement’s rostering rules and store budget. (v) Agree to a timetable for implementation and who does what by when. (vi) If there is no agreement, then the matter will be resolved using clause 3.1 above, Issue Resolution Procedure. 4. TERMINATION, CHANGE AND REDUNDANCY The termination of employment, introduction of change and redundancy provisions are contained in Appendix B. 5. CONTRACT OF EMPLOYMENT AND RELATED MATTERS 5.1 Probation 5.1.1 An employee’s employment at David Jones is subject to a 3 month probationary period, during which either party may terminate the employment for any reason not prohibited by law, subject to permanent employees being provided with 1 week’s notice. 5.1.2 On being promoted to a new position, an employee’s promotion is subject to a 2 month probationary period. During this probationary period either David Jones or the employee may revoke the promotion and David Jones will reinstate the employee to his or her former position and salary, or a comparable position and salary if the former position is not available. Such a revocation and reinstatement is deemed not to constitute termination of employment at the initiative of David Jones for any purpose whatsoever.

5.2 Abandonment of Employment 5.2.1 The absence of an employee from work for a continuous period of 3 rostered shifts or more without the consent of David Jones will constitute an abandonment of the employee’s employment with David Jones.

DAVID JONES ENTERPRISE AGREEMENT 2012 10 5.2.2 If, within a period of 14 days from the employee’s last attendance at work or the date of the last authorised absence from work, an employee establishes to the satisfaction of David Jones that the absence was for reasonable cause, David Jones shall reinstate the employee to his or her former position or re-employ the employee to another position of comparable salary and status, provided that such a position is available within David Jones. 5.3 Types of Employment 5.3.1 Full-Time Employment David Jones shall appoint permanent employees in writing to work an agreed number of weekly hours in accordance with the terms of this Agreement.

5.3.2 Part-Time Employment Part-time employees shall be provided the same benefits as full-time employees on a pro rata basis calculated against actual hours worked. 5.3.3 Casual Employment Casual employees are appointed in writing, engaged by the hour and paid as such. 5.3.4 Limited Tenure Employment David Jones may engage permanent employees on a limited tenure basis in accordance with the terms and conditions of this Agreement subject to the following: (a) David Jones shall advise an employee offered limited tenure employment of the nature of the work, the days and hours of work (including the proposed starting and finishing times), the proposed weekly earnings and the commencement date of limited tenure employment.

(b) If the limited tenure employment is defined by an event, the nature of the event shall be explained to the employee and an estimated ceasing date provided. (c) If the limited tenure employment is for a specific period, the employee shall be advised of the ceasing date of the period prior to commencement. (d) The period of limited tenure employment will be at least 4 weeks in duration and must not be more than 52 weeks’ duration, except; where an employee is engaged to cover a period of parental leave, the period of Limited Tenure employment will be at least 4 weeks in duration and must not be more than 104 weeks in duration.

DAVID JONES ENTERPRISE AGREEMENT 2012 11 (e) Where the sole purpose of the limited tenure employment is the replacement of an employee on annual leave, the minimum engagement period shall be 2 weeks. (f) A limited tenure employee may be engaged for consecutive periods if related to leave, subject to the total contracted periods being no greater than the relevant period outlined in 5.3.4 (d). (g) Accept that existing employees (including casuals) who accept a limited tenure engagement will be entitled to his or her former position at the expiry of the limited tenure period on the same terms and conditions (including any right to refuse to work) which applied immediately prior to the period of limited tenure employment.

(h) Accept that it is voluntary for existing employees (including casuals) to accept limited tenure employment. (i) Accept that existing employees who agree to a period of limited tenure employment shall not be disadvantaged in their terms and conditions of employment. Specifically, the period of limited tenure employment is counted as continuous employment for all purposes of this Agreement, and existing employees do not lose any rights they may have under the Fair Work Act 2009. 5.4 Dress and Presentation Standards 5.4.1 When at work, employees shall be dressed in a neat, tidy and business-like manner at all times. Any make-up and/or jewellery worn by the employee shall also be in keeping with business-like standards.

5.4.2 Where employees are required to wear a uniform or part of a uniform when performing their duties, the company will supply and maintain the uniform or part thereof and launder it, unless by mutual agreement an employee launders clothing supplied, see Clause 5.5. 5.5 Laundry Allowance If by mutual agreement an employee launders clothing supplied by the company, they shall receive an allowance as shown below. The maximum allowance payable per week to part-time and casual staff is the full-time allowance.

Rate Upon commencement of agreement 1/7/2013 1/8/2014 Full-time per week $9.10 $9.38 $9.67 Part-time & Casual per shift $3.03 $3.12 $3.22

DAVID JONES ENTERPRISE AGREEMENT 2012 12 5.6 Guidelines Concerning Security Procedures The Security Procedures principles shall apply in accordance with Appendix C (Guidelines Concerning Security Procedures). 5.7 Standing Down of Employees Subject to this provision and by agreement with the National Secretary of the Shop, Distributive and Allied Employees’ Association or his/her nominee, David Jones has the right to deduct payment of wages for any day that an employee cannot be usefully employed because of any breakdown in machinery or any stoppage of work by any cause for which David Jones cannot reasonably be held responsible and which results in the store being unable to trade or otherwise operate.

6. CLASSIFICATION STRUCTURE AND RATES OF PAY 6.1 Classification Structure Employees shall be placed by David Jones in one of the classifications contained in Appendix A. 6.2 Rates of Pay 6.2.1 The ordinary weekly rates of pay for full-time adult employees are set out in Appendix A. 6.2.2 A part-time adult employee’s rate of pay is calculated by dividing the ordinary weekly rate in Appendix A by 38 to determine the ordinary hourly rate and multiplying that figure by the number of ordinary hours worked by the part-time employee.

6.3 Penalties and Loadings 6.3.1 Under this Agreement all applicable penalties and/or loadings for ordinary hours are only paid if work is performed at the time the penalty or loading is applicable. 6.3.2 Permanent employees shall be paid the ordinary rate for ordinary hours. 6.3.3 Permanent employees working ordinary hours between 10.00pm and midnight on a Saturday shall be paid a penalty of 25% on the ordinary hourly rate. 6.3.4 Permanent employees working ordinary hours during the spread of hours on a Sunday shall be paid a penalty of 50% on the ordinary hourly rate.

6.3.5 Casual employees shall be paid at the ordinary hourly rate plus a loading of: (a) 20% for all time worked within the spread of hours, Monday to 10.00pm Saturday.

DAVID JONES ENTERPRISE AGREEMENT 2012 13 (b) 35% for all time worked between 10:00pm and midnight on Saturdays. (c) 70% for all time worked within the spread of hours on Sunday. (d) 150% for all time worked within the spread of hours on a Public Holiday. These rates of pay reflect the nature of casual work and are in lieu of all leave and public holiday entitlements. 6.3.6 Junior employees (except those who have completed an indentured apprenticeship) shall be paid in accordance with the percentage of the ordinary hourly rate provided in the following table. The ordinary hourly rate is the relevant percentage outlined below. The ordinary weekly rate payable to a full-time junior employee will be calculated to the nearest 10 cents.

20 - 21 years of age 100% 19 - 20 years of age 80% 18 - 19 years of age 70% 17 - 18 years of age 60% Under 17 years of age 50% 6.3.7 Junior employees (excluding junior clerical employees) employed in level 2 or 3 classifications shall be paid the applicable adult rate. 6.3.8 Junior clerical employees supervising other clerical employees shall be paid the applicable adult rate for level 2 and 3. 6.4 Higher Duties 6.4.1 David Jones may specifically appoint employees to perform duties at a higher classification level for short periods of time to perform the duties associated with the higher level classification 6.4.2 In such circumstances, David Jones shall pay employees the higher classification rate for the time spent performing higher duties. 6.4.3 If employees are required to perform the higher duties for more than 4 hours in a single shift, David Jones shall pay the higher rate for all hours worked on that day.

6.4.5 Unless higher duties are performed during overtime hours, the higher classification rate is not payable for the overtime. 6.5 Payment of Salary 6.5.1 Salaries will be paid by electronic funds transfer (“EFT”) on a fortnightly basis (in arrears) by the Wednesday, immediately following the fortnight end for actual hours worked between Sunday in week 1 and Saturday in week 2. David Jones will pay all EFT costs associated with the transfer of funds to the staff member’s account.

DAVID JONES ENTERPRISE AGREEMENT 2012 14 6.5.2 Full-time employees will be paid an average of 38 hours per week, or in the case of full-time staff who have reduced hours under Clause 7.8, average hours per week plus payment of actual penalty or overtime worked during the pay period. 6.5.3 All other permanent and casual staff will be paid for actual hours worked in the pay period. 6.5.4 Where the pay cycle or day is changed so that employees receive a smaller or later pay at the point of change, David Jones shall, unless the employee member elects otherwise, pay the relevant number of days’ pay in advance. The advance payment shall be phased out at a rate to be determined by each individual employee over a maximum period of 5 months.

6.6 Superannuation 6.6.1 David Jones shall remain a participating employer in the Retail Employee’s Superannuation Trust (REST). 6.6.2 David Jones shall make contributions to REST on behalf of eligible employees on a monthly basis at the rate of 9% of their ordinary time earnings. Eligible employees means all employees, except employees who earn less than $450 in ordinary time in a month, or are aged 70 and over. 6.6.3 David Jones shall provide each eligible employee membership forms for REST on commencement of employment and forward completed membership forms to the fund within 14 days of return by the employee. Employees shall promptly complete and return REST forms.

6.6.4 Where an employee wishes to make additional contributions to REST, such contribution is to be in whole dollar amounts only, and he or she will provide written authorisation to David Jones to make the deduction. 6.6.5 Where authorised in writing by an employee to deduct additional contributions to REST from his or her wages David Jones will commence the deductions from the beginning of the next pay period and thereafter monthly. 6.6.6 Employees shall give David Jones 14 days’ notice of alterations to the amount of additional deductions to REST.

6.6.7 Employees and David Jones agree that the provision of superannuation benefits for eligible Staff members who are covered by this Enterprise Agreement will be through REST only. This Agreement will not be overridden by the requirements to provide employees with a choice of superannuation funds.

DAVID JONES ENTERPRISE AGREEMENT 2012 15 6.7 Flexible Pay Provision 6.7.1 This clause provides the mechanism for an employee to request an alternative system for the payment of wages. It is intended that the flexibility provided by this Clause will be of benefit to employees in relation to superannuation contributions and David Jones Shares Scheme purchases without imposing additional costs on the Company. 6.7.2 Participation in the scheme is voluntary for an employee. 6.7.3 Despite any other provision of this agreement, for the purpose of calculating ordinary time earnings, the rate of pay per week prescribed in Clause 6 is reduced by the amount which an employee member elects, by notice in writing to David Jones, to sacrifice in order to enable David Jones to make a salary sacrifice or salary contribution for the benefit of the employee into superannuation or an employee Company Share purchase scheme.

6.7.4 For an employee’s application to be valid the employee must complete an application form provided by David Jones. 6.7.5 The reduced rate of pay and salary sacrifice contributions for periods of annual leave, long service leave and other periods of leave will be paid by David Jones. 6.7.6 All other agreement payments, including payments on termination, superannuation, overtime, penalty rates, public holiday rates etc., will be calculated by reference to the ordinary rate of pay per week specified for the employee in Clause 6.1 & Appendix A. 6.7.7 An employee may revoke or vary his or her election to salary sacrifice once in each twelve months, provided not less than 1 month’s written notice is given of their revocation or variation of their election to salary sacrifice.

6.7.8 An employee may if tax or other changes occur which affect an employee’s salary sacrifice, upon 1 months written notice, revoke their salary sacrifice agreement. 6.7.9 An employee may with the agreement of David Jones vary or revoke his or her election to salary sacrifice more than once in each twelve months. 6.7.10 Each employee participating in benefits available under this Clause will be provided written confirmation of relevant information, including the post arrangement gross wage rates, net wage rates and any other payment that may be affected by the arrangement. This written confirmation shall be provided again upon any adjustment to pre- arrangement wage rates under this Agreement or reclassification. 6.7.11 The provisions of benefits under the program covered by this Clause may be amended in the event of changes in State or Federal Legislation. David Jones will notify the Union prior to any amendment to the provisions of benefits under this Clause.

DAVID JONES ENTERPRISE AGREEMENT 2012 16 In the event that amendment to these remuneration arrangements is to be implemented, David Jones will provide employees and the Union with notice of not less than 1 month unless the amendments arise from circumstances outside David Jones’ control. Example of Salary Sacrifice Single Sales Assistant Fortnightly Component No Salary Sacrifice Gross/fortnight 1100.00 Tax 192.00 Post-tax super contribution 20.00 Net Income 888.00 Fortnightly Component Salary Sacrifice Gross/fortnight 1100.00 Pre-tax super contribution 24.82+ Taxable Salary 1075.18 Tax 186.00 Net Income 889.18 + $20 grossed up for marginal tax at 31.5% = $29.20 less 15% contributions tax Points to also note: DJ’s maintains SGC contributions at 9% of pre-tax salary, i.e., 9% of $1006 not $976.80 Employee net pay remains around the same, that is, $888.00 per fortnight Employee increases superannuation contribution by 24.1% from $20 to $24.82 6.8 Supported Wage David Jones shall comply with the provisions of the Supported Wage National Test Case Decision, a copy of which is attached at Appendix E. 7. HOURS OF WORK AND ROSTERING 7.1 Ordinary Hours 7.1.1 The spread of hours in which ordinary hours can be worked is: Monday to Wednesday: 6:00am to 10:30pm Thursday to Friday: 6.00am to midnight Saturday: 6:00am to 10:00pm Sunday: 8:00am to 7:00pm where Sunday trading is lawful

DAVID JONES ENTERPRISE AGREEMENT 2012 17 7.1.2 If not a public holiday, work after 7:30pm on Christmas Eve is on a voluntary basis. 7.1.3 Employees will only be rostered to work after 6:00pm Saturday and after 9:30pm Monday to Friday on a voluntary basis, provided employees who accept positions where work after 6:00pm Saturday and 9:30pm Monday to Friday is part of the role have, on acceptance of the position, volunteered to work such hours for the time they hold such a position. 7.2 Rostering Principles – All Employees 7.2.1 Employees will normally be rostered to work on not more than 5 days in each week; however, employees may be rostered to work on 6 days in any week and on no more than 6 consecutive days. 7.2.2 When an employee works on 6 days in any week he or she will only be rostered to work on not more than 5 days in the preceding or following week, except for casual employees who may agree to work on a maximum of 6 days in any week. Provided that when an employee does work a 6 day week followed or preceded by a 5 day week they will receive at least a 2 day break between the 6 day week and the 5 day week.

7.2.3 Employees, except casual employees, working a maximum of 6 days in any week, will receive at least 2 consecutive days off each week or 3 consecutive days off each fortnight. 7.2.4 No employee shall be rostered on more than 1 shift per day, except for working in accordance with clause 7.7 Additional Shifts. 7.2.5 Employees will normally be rostered to work 9 ordinary hours or less per day, however employees may be rostered up to a maximum of 10.5 hours on 2 days per week and 4 days per fortnight, exclusive of meal breaks.

7.2.6 A 10 hour break shall be observed between finishing work on 1 day (including any overtime) and starting work on the next day, including any overtime, or pay employees at overtime rates until such time as the employee is released from work for a 10 hour break. 7.2.7 David Jones may agree to alternative rostering arrangements requested in writing by employees which are reasonable, having regard to the conditions established in this clause and the individual employee’s circumstances. Provided such alternative arrangements are not designed to allow employees to work more than an average of 38 hours per week or on more than the specified number of starts in a roster period, e.g. 19 starts per 4 weeks in NSW, ACT and Bourke St.

7.2.8 Where an employee seeks to terminate an alternative rostering arrangement, David Jones will use its best endeavours to accommodate the request.

DAVID JONES ENTERPRISE AGREEMENT 2012 18 7.2.9 David Jones shall set rosters on a regular basis and provide employees with 7 days written notice of a change of roster, except where an emergency necessitates a shorter period or where agreement has been reached. 7.2.10 Where an employee believes that a roster change will operate unfairly or to his or her disadvantage David Jones will provide 14 days’ written notice. 7.2.11 A change to a core hours roster may occur by agreement between the employee and David Jones without notice.

7.2.12 When establishing or changing rosters, David Jones will have regard to the employee’s family responsibilities (including those employees returning from parental leave), whether or not the employee can reasonably obtain safe transport home, study commitments and amateur sporting commitments if representing their state. 7.2.13 David Jones shall not change an employee’s roster with the intent of avoiding payment of penalties or loadings or other benefit applicable. Should such a change arise the employee will be entitled to such penalty or loading or other benefit as if the roster had not changed. 7.2.14 As far as practicable, rosters will be established and changed by mutual agreement between David Jones and the individual employee and shall not be subject to frequent variation from cycle to cycle. 7.3 Rostering Principles – Full-time Employees 7.3.1 The minimum daily engagement for full-time employees is 4 hours, except where a store opens for half a day only on Saturdays when it is to be 3 hours.

7.3.2 The maximum number of ordinary hours to be worked in a week by a full-time employee is 46. 7.3.3 Full-time employees may be rostered to work a maximum of 3 Sundays in any 4 week cycle unless otherwise agreed. Employees rostered this way shall be entitled to a minimum break of 3 consecutive days within a 4 week cycle, including a Saturday and Sunday. 7.3.4 Full-time employees may be rostered to work on the maximum number of starts specified below: (a) Full-time sales employees in NSW, ACT and Bourke St Melbourne a maximum of 19 starts per 4 weeks. (b) Full-time sales employees in South Australia, a maximum of 19 starts per 4 weeks unless otherwise agreed in writing, either before or after commencement of employment.

DAVID JONES ENTERPRISE AGREEMENT 2012 19 (c) Full-time employees in Western Australia working in a store or stores purchased by David Jones, will continue on the number of starts established in that store or stores at the time of takeover; other full-time employees, 20 starts per 4 week period. (d) All other full-time employees may be rostered a maximum of 20 starts per 4 weeks provided that full-time clerical employees working 19 starts at the date of certification of this agreement shall continue to be rostered on this basis.

7.3.5 Full-time employees shall be rostered to work their ordinary hours on one of the following bases at the discretion of David Jones: (a) 38 hours in 1 week (b) 76 hours in 2 consecutive weeks (c) 114 hours in 3 consecutive weeks (d) 152 hours in 4 consecutive weeks 7.4 Rostering Principles – Part-time Employees 7.4.1 The minimum daily engagement for part-time employees is 4 hours, except where: (a) a store opens for half a day only on Saturdays when it is to be 3 hours. (b) a part-time employee is engaged for training purposes when the minimum daily engagement is to be 2 hours, provided that this only applies for a maximum of 6 training engagements in any 1 year.

7.4.2 The maximum number of ordinary hours to be worked are 144 hours per 4 consecutive weeks. 7.4.3 Part-time employees may be rostered to work a maximum of 3 Sundays in any 4-week cycle unless otherwise agreed. Employees rostered this way shall be entitled to a minimum break of 3 consecutive days within a 4-week cycle, including a Saturday and Sunday. 7.4.4 Part-time employees may be rostered to work on the maximum of 20 starts per 4 weeks. 7.4.5 David Jones will not oblige permanent part time employees to work a core hours roster of more than 2 Saturdays and 2 Sundays in a 4 week cycle.

7.4.6 Part-time employees shall be rostered to work their ordinary hours on one of the following bases at the discretion of David Jones: Between 10 and 36 hours per week Between 40 and 144 hours per 4 consecutive weeks

DAVID JONES ENTERPRISE AGREEMENT 2012 20 Between 60 and 216 hours per 6 consecutive weeks by mutual written agreement. 7.4.7 David Jones may reduce a part time employee’s hours on 4 weeks’ notice provided that: (a) hours are not reduced below the minimums provided by this agreement; and (b) David Jones shall not reduce a part-time employee’s working hours by more than 20% per annum. 7.4.8 Employees whose hours are reduced shall be given the opportunity to increase their hours as business needs allow and have preference over other part-time employees.

7.4.9 Where additional permanent hours become available in the store and an employee who has had their hours reduced is available for those hours and has proven and demonstrated skills and competencies for the position where the hours have become available, then that employee will have preference to the additional hours of work ahead of other part-time employees who have had no reduction in hours, casual employees and new part-time employees. 7.5 Rostering Principles – Casual Employees 7.5.1 The minimum daily engagement for casual employees is 3 hours, provided that where a casual is engaged for training purposes the minimum daily engagement is 2 hours for a maximum of 6 training engagements in any 1 year.

7.5.2 The maximum number of ordinary hours worked in a week by a casual employee will be 38 which may, by mutual agreement, be increased to 48 in a week during the period December and January and mid year clearance, provided the maximum ordinary hours in a 4 week period remains 152. 7.6 Flexible Working Arrangements 7.6.1 An employee who has caring responsibilities, such as; (a) the responsibility for the care of a child under 16 years, or (b) elder care responsibilities, or (c) care responsibilities for those with a serious long-term illness or disability, may request David Jones for a change in working arrangements to assist the employee in their caring responsibilities. Note: Examples of changes in working arrangements include changes in hours of work, changes in patterns of work and changes in location of work.

DAVID JONES ENTERPRISE AGREEMENT 2012 21 7.6.2 The request must; (a) be in writing, and (b) set out details of the change sought and the reasons for the change. 7.6.3 Where such a request is made, the company must give the employee a written response to the request within 21 days, stating whether the request is granted or refused. The request may only be refused if there are reasonable business grounds for doing so. If the request is refused, the reasons for refusal shall be provided. 7.7 Part-Time Flex Up 7.7.1 For the purpose of covering additional labour requirements in peak trading periods and planned and unplanned absences, part-time employees may work additional hours beyond their core hours where average core hours are less than an average of 35 per week. 7.7.2 David Jones will give preference to part-time employees in allocating additional hours, including hours that become available at short notice. David Jones shall manage as much of the additional workload in peak trading times and employees’ absence by using part-time employees available to flex up.

7.7.3 A register shall be maintained by David Jones of employees who notify David Jones they will accept part-time flex up hours. Employees shall notify David Jones of their availability to work additional flex up hours and the days and times they are available to be flexed up. Employees shall notify David Jones of any changes to the times or days they are available to work flex up by the Sunday prior to the Wednesday or Thursday rosters are posted. 7.7.4 Rosters with flex up hours in them shall be posted as soon as possible before the requirement to work the additional hours. Part- time employees shall work flex up hours when they are posted on a roster unless there are exceptional circumstances that prevent them from doing so. Where such exceptional circumstances arise, permanent part-time employees shall notify David Jones as soon as possible after becoming aware of them.

7.7.5 Part-time employees shall work flex up hours on short notice to cover unplanned absences unless there are specific prior commitments or other circumstances that prevent it. 7.7.6 Extra hours worked by part-time employees under this clause shall be included in the pro rata calculation of employees’ leave entitlements. 7.7.7 David Jones shall pay ordinary time rates, plus penalty rates when applicable, for flexed up hours to a maximum of 44 per week and 152 per 4 weeks or 228 in a 6 week cycle. Hours in excess of these will be paid as overtime.

DAVID JONES ENTERPRISE AGREEMENT 2012 22 7.8 Additional Shifts Additional Shift Principles 7.8.1 Part-time or casual employees may volunteer to work additional shifts during the following periods: 7.8.2 The months of October to January inclusive 7.8.3 During the 2 or 3 weeks of the midyear clearance sale 7.8.4 During the biannual department stocktakes 7.8.5 During the week ending Good Friday (week leading up to Easter) 7.8.6 Monthly for basic stock integrity counts 7.8.7 At other times as agreed with the union. 7.8.8 Working on an additional shift is voluntary on each occasion and only one additional shift can be worked per day. An employee may revoke the arrangement to work an additional shift at any time. 7.8.9 The minimum engagement for either the first or the additional shift is 3 hours.

Payment for Additional Shifts 7.8.10 Casual employees shall be paid the appropriate hourly rate for each additional shift worked. 7.8.11 Part-time employees shall be paid in accordance with clause 11, Part-time flex–up for each additional shift. 7.8.12 All employees shall be provided with a 10 hour break between the end of the later finishing shift (including overtime) and the employee’s commencement time (including overtime) on the following day. 7.8.13 The combined hours worked on both the first shift and the additional shift shall not exceed the daily maximum. If the work performed on an additional shift falls into overtime then it shall be paid as overtime. 7.9 Hours Bank 7.9.1 Permanent employees may volunteer to work in excess of an average of 38 hours and bank the additional hours. 7.9.2 David Jones and the employee shall reach agreement in advance on the hours banking period and the roster including start and finish times, time off, average hours etc. and record any agreement in writing.

7.9.3 The hours banking period shall commence at the beginning of a pay period and cease at the end of a pay period. 7.9.4 Once agreement has been reached, the employee shall maintain the hours bank arrangement for the predetermined period of up to 3 months.

DAVID JONES ENTERPRISE AGREEMENT 2012 23 7.9.5 The maximum banking period is 3 months. 7.9.6 Permanent employees shall be paid their average ordinary hours each week in each hours banking pay period where the majority of the hours worked in the majority of the banking hours weeks exceed the employees average hours. 7.9.7 Permanent employees shall be rostered in line with the rostering principles of clause 6.2, 6.3 and 6.4. 7.9.8 The total hours rostered over the banking period will not exceed an average of 38 hours for a full-time employee or average core hours for a part-time employee.

7.9.9 ‘Time off’ for employees shall be in reasonable blocks (that is, days not 30 minutes). 7.9.10 Any additional work outside the agreed banking roster will be paid as overtime (or flex up if appropriate for part-time employees). Example 1: A dock employee with 38 core hours per week may volunteer to bank hours to work long weeks in delivery weeks and short weeks in non-delivery weeks and therefore work the pattern shown below. Week Worked Paid 1 46 38 2 46 38 3 39 38 4 21 38 TOTAL 152 152 Example 2: A sales assistant (mother) with an average of 20 hours per week banks 2 hours per week for time off in school holidays.

Parent Week Worked Paid 1 22 20 2 22 20 3 22 20 4 22 20 5 22 20 6 22 20 7 22 20 8 22 20 9 22 20 10 22 20 11 10 20 12 10 20 TOTAL 240 240

DAVID JONES ENTERPRISE AGREEMENT 2012 24 7.10 Shortened Casual Engagements 7.10.1 Where there is a shortage of work due to business requirements and as a result a casual employee’s planned work is completed prior to their rostered finishing time, the casual employee’s rostered shift may be shortened, at the discretion of David Jones, to a minimum of 3 hours. 7.10.2 An employee who is directed by David Jones to finish at the completion of the work shall only be paid for the time worked or the minimum of 3 hours, whichever is the greater.

7.11 Overtime 7.11.1 Overtime shall be paid at the rate of: (a) 150% of the ordinary hourly rate for the first 2 hours; and (b) 200% of the ordinary hourly rate thereafter. 7.11.2 Except that overtime shall be paid at the rate of: (a) 200% of the ordinary hourly rate for work on a Sunday; and (b) overtime on a public holiday shall be paid at the rate of 250% of the ordinary hourly rate. 7.11.3 In the calculation of overtime, each day’s overtime shall stand alone. 7.11.4 Overtime shall be paid when work is performed outside the spread of ordinary hours.

7.11.5 Overtime shall be paid to full-time employees, for work in addition to his or her ordinary hours in a roster period or on more than the specified number of starts in clause 7.3. 7.11.6 Overtime shall be paid to part-time employees for hours in excess of an average of 36 per week or 144 hours in a four-week cycle for a roster period or work on more than 20 starts in a 4 week cycle or its equivalent, except in the case of clause 7.7, Part-Time Flex-Up. 7.11.7 Overtime shall be paid to casual employees for more than 38 hours per week except in the case of the weeks specified in clause 7.5.2. 7.11.8 Overtime shall be paid for work in excess of 9 ordinary hours per day provided employees may work up to 10.5 ordinary hours on 2 days in one week and 4 days in a fortnight without attracting overtime. 7.11.9 At the election of an employee, an employee may request time off in lieu of overtime, such time is to be calculated at overtime rates. The time off is to be taken at a mutually agreed time, provided it is taken within one month of accrual, unless alternative arrangements are agreed.

DAVID JONES ENTERPRISE AGREEMENT 2012 25 7.12 Overtime Meal Allowance 7.12.1 Where an employee receives a second meal break as a result of working more than 10 hours and or works overtime for one hour or more without 24 hours’ notification, the employee shall be paid a meal allowance in accordance with the table below. Commencement of EBA 1/7/2013 1/8/2014 Overtime Meal Allowance $13.00 $13.41 $13.81 7.13 Meal Breaks 7.13.1 An employee cannot work more than 5 hours without taking a meal break. 7.13.2 Employees shall be provided with an unpaid meal break of no less than 45 minutes and no more than 60 minutes after each 5 hours worked.

7.13.3 Meal breaks will be rostered to match customer transaction traffic. 7.13.4 An employee and David Jones may mutually agree to shorter meal breaks of no less than 30 minutes. 7.13.5 Notwithstanding the meal break entitlement provided for in sub- clauses 7.13.1 and 7.13.2, the following provision may apply on a voluntary basis to an employee working a shift of no more than 6 hours: (a) An employee may request and with the consent of David Jones work up to 6 ordinary hours and forego the meal break until the shift is concluded. Such agreement will be recorded in writing (b) In cases where such an arrangement is entered into, the employee shall take their rest period at least 2 hours prior to concluding work.

(c) An employee may revoke their request to work up to 6 hours. At the end of 2 weeks’ notice, clause 7.13.1 and 7.13.2 above shall apply to that employee. (d) This provision will not be used by David Jones to disadvantage employees who wish to work up to 6 hours with a meal break. 7.13.6 Meal breaks shall not be taken by an employee within 1 hour of commencing or ceasing their rostered shift. 7.14 Rest Periods 7.14.1 Where employees are entitled to one meal break and one rest break in a day, the rest break shall be taken in the longest work period.

DAVID JONES ENTERPRISE AGREEMENT 2012 26 7.14.2 Where work periods are of equal length the rest break shall be taken at a time mutually agreed between individual employees and their managers. 7.14.3 Where employees are entitled to 2 rest breaks in a day, one shall be taken prior to the meal break and the other after the meal break. 7.14.4 David Jones shall provide a 10 minute paid rest break to employees rostered to work more than 4 hours, except for employees in Queensland and Victoria, who will receive a 10 minute rest break if rostered to work for 4 hours or more.

7.14.5 David Jones shall provide a second 10 minute rest break to employees in Victoria and Queensland rostered to work for 7 hours or more per day. 7.14.6 David Jones shall provide a second 10 minute rest break to all other employees rostered to work 8 hours or more per day. 7.14.7 Rest breaks are not to occur within one hour of an employee’s meal break or commencing or finishing time. 8. ATTENDANCE AT VOLUNTARY TRADE NIGHTS 8.1.1 Employees may, from time to time, be offered opportunities to attend trade nights run by suppliers as a means of further enhancing their product knowledge. Attendance at trade nights is voluntary. Any decision to attend shall be at the discretion of the employee. Due to the voluntary nature of attendance at trade nights, no payments or allowances shall apply. An employee shall not be disadvantaged by choosing not to attend a voluntary trade night. 9. LEAVE AND PUBLIC HOLIDAYS The following provisions are in relation to Leave entitlements and Public Holiday entitlements.

10. ANNUAL LEAVE 10.1 Leave Entitlement 10.1.1 Permanent employees are provided 4 weeks’ annual leave for each year of service. 10.1.2 An annual leave loading of 17.5% will be added to leave taken during employment. 10.1.3 Annual leave loading shall be paid at the commencement of leave. 10.1.4 Annual leave normally cannot be taken in blocks of less than one week. However, permanent employees may take up to 5 days of their annual leave in single day periods.

DAVID JONES ENTERPRISE AGREEMENT 2012 27 10.1.5 On termination, David Jones shall pay employees’ annual leave on a proportionate basis for each completed hour of service. Leave paid on termination does not attract leave loading unless the termination is at David Jones instigation for reasons other than misconduct. 10.1.6 Employees may elect whether annual leave will be paid as part of the normal pay cycle or prior to going on annual leave. 10.1.7 Where a public holiday occurs during a period of annual leave, the public holiday shall be added to the period of leave. 10.2 Applying for Leave 10.2.1 The taking of Leave is to be determined by mutual agreement between the employee and David Jones.

10.2.2 David Jones shall respond to annual leave applications within 14 days. 10.2.3 David Jones shall have regard to the leave arrangements of an employee’s partner when considering leave requests. 10.2.4 Annual leave will not generally be granted at the busy times of the year, for example: Christmas and Clearance, and for specific departments leave will be limited at other times, for example, confectionery near Mothers Day and Valentines Day. 10.3 Accumulation of Leave 10.3.1 Untaken annual leave shall accumulate from year to year. 10.3.2 David Jones shall encourage employees to take 2 weeks of annual leave each 6 months.

10.3.3 All employees’ annual leave shall be taken in the year of accrual and unless otherwise agreed. Not more than one week of leave may be carried forward to the next year. 10.3.4 David Jones shall, in exceptional circumstances, allow employees to accrue up to 2 weeks’ annual leave for the purposes of taking extended holidays. 10.3.5 David Jones may, with a minimum of one month’s notice, direct an employee to take up to 4 weeks of annual leave each year. 10.4 Direction to take Leave 10.4.1 Where David Jones’ trading or financial circumstances dictate, David Jones may require an employee who has accumulated Annual Leave in excess of 4 weeks, to take such accrued Annual Leave as paid Annual Leave, provided: (a) The requirement is reasonable; (b) A minimum of 4 weeks’ notice is provided; and

DAVID JONES ENTERPRISE AGREEMENT 2012 28 (c) The period of Annual Leave required to be taken is fully accrued and does not exceed 4 weeks. 10.5 Recrediting of Leave while on Annual Leave 10.5.1 An employee who, during their period of Annual Leave is: (a) ill or injured and would otherwise have taken personal leave; or (b) required to care for someone who is ill or injured and would otherwise have taken carer’s leave; or (c) entitled to compassionate leave; or (d) entitled to emergency services leave; or (e) is undertaking jury service, is taken not to be on paid Annual Leave for that other period of leave. 10.5.2 David Jones is entitled to deduct the value of annual leave loading paid for any period of leave which is re-credited, in accordance with this Clause, from the employee’s fortnightly earnings. 11. COMPASSIONATE LEAVE 11.1 Entitlement 11.1.1 A permanent employee who suffers a death in their family or significant other is entitled to paid compassionate leave which is provided so employees can make arrangements for, travel to and attend the family member or significant other’s funeral. 11.1.2 A casual employee is entitled to 2 days’ unpaid compassionate leave where a member of their immediate family, as defined in clause 1.9.3, Extended Family, or household dies or contracts or develops a personal illness or injury that poses a serious threat to his or her life. 11.1.3 Compassionate leave is available upon the death of a member of an employee’s Extended Family as defined in clause 1.9.3, Extended Family.

11.1.4 David Jones will continue to pay permanent employees for shifts they miss as follows: (a) 5 days compassionate leave for the death of a child, spouse or parent; (b) A minimum of 3 days’ compassionate leave for the death of other named relatives as defined in clause 1.9.3, increased to 4 days if the employee travels interstate for the funeral and 5 days if the employee travels overseas for the funeral; (c) A maximum of 2 days’ paid compassionate leave due to the death of a member of an employee’s household;

DAVID JONES ENTERPRISE AGREEMENT 2012 29 (d) A maximum of 2 days’ paid compassionate leave for the purpose of spending time with an employee’s relative as defined in clause 1.9.3, Extended Family or member of the employee’s household who has a personal illness or sustains a personal injury that poses a serious threat to his/her life. 11.1.5 David Jones will not unreasonably refuse employees up to 1 day of compassionate leave for other relatives not listed above and significant others. 11.2 Proof of Attendance Reasonable proof may be required by David Jones for payment of compassionate leave.

12. BLOOD DONOR LEAVE 12.1 Entitlement For the purpose of donating blood, permanent employees are entitled to paid leave of up to 2 hours on any one occasion up to a maximum of 4 separate occasions each anniversary year. 12.2 Notice Required Employees are to give as much notice as possible of their intention to take blood donor leave. 12.3 Proof of Attendance Employees, where requested by their manager, are to provide proof of attendance at a recognised blood bank. 13. BONE MARROW DONOR LEAVE 13.1 Entitlement A permanent employee who is absent during ordinary working hours for the purpose of donating bone marrow, or undertaking blood tests as part of the process of becoming a registered bone marrow donor, is entitled to paid leave up to a maximum of: (a) 2 hours on not more than 2 occasions for the purpose of blood testing as part of the process of becoming a registered bone marrow donor; and (b) 3 days on any occasion that a bone marrow donation is given.

DAVID JONES ENTERPRISE AGREEMENT 2012 30 13.2 Notice Required So far as possible, the employee must make arrangements for bone marrow donation or blood tests so as to minimise their absence from work. If it cannot be done on a non working day, the employee must arrange the donation or testing on a day suitable to David Jones and as close as possible to the beginning or end of ordinary working hours, and provide David Jones as much notice as possible of the time and date upon which they are requesting to be absent.

13.3 Proof of Attendance An employee must provide David Jones proof of attendance at blood tests and bone marrow donation. 14. DEFENCE FORCE LEAVE 14.1 Entitlement A permanent employee and regular casual employee are entitled to a maximum of 2 weeks per calendar year to attend defence forces reserve approved training camps. Further, employees are entitled to take the weekends off for reserve training provided that a roster change is investigated first and is reasonable to both parties. David Jones will make up the difference between payment received from the reserve forces for the camp/ weekend and what they would have received for working their ordinary hours during that time.

14.2 Notice Required Employees seeking to take Defence Force Leave must provide notice to David Jones at least one month prior to the period of the training camp. The notice should detail the start and finish dates for training. Provide notice as soon as possible after dates are known for unit weekend camps. 14.3 Proof of Attendance To receive payment, an employee shall provide David Jones proof of attendance and proof of Defence Force Reserve rate of pay received for the time spent training. 15. EMERGENCY SERVICES LEAVE 15.1.1 A permanent employee, involved in recognised voluntary services such as SES, bush and fire brigade shall be entitled to up to 5 days’ paid time off to assist their local community in emergency situations, and up to 2 paid days to attend to emergencies outside the local area.

DAVID JONES ENTERPRISE AGREEMENT 2012 31 15.1.2 Any additional time required to assist in the emergency situation shall be unpaid. This time also includes reasonable travelling time associated with the activity and reasonable rest time immediately following the activity. 15.1.3 An employee shall notify David Jones of their membership of voluntary emergency services organisations. The employee should inform David Jones as soon as possible of a requirement to attend an emergency situation and keep David Jones informed of progress of the situation.

15.1.4 An employee shall provide proof of attendance and length of attendance at the emergency situation. 16. JURY SERVICE 16.1.1 David Jones will pay a permanent employee the difference between the jury service fees paid and the employee’s ordinary time earnings for the rostered ordinary hours missed as a consequence of jury duty. 16.1.2 An employee shall provide David Jones notice of the requirement to attend jury service as soon as practicable after notice is received. 16.1.3 An employee shall provide proof of attendance at jury service and proof of fees received.

17. LONG SERVICE LEAVE 17.1 Entitlement 17.1.1 Long service leave will be granted and taken in accordance with applicable state or territory legislation or in Western Australia in accordance with the terms of the order in WAIG vol. 79 pages 1-6 save for the exception below. 17.1.2 David Jones will allow employees who apply, to take double their entitlement to long service leave at half pay. For example, an employee has 13 weeks entitlement to long service leave at full pay and is allowed to take 26 weeks off at half pay, his or her long service leave balance is only reduced by 13 weeks. 17.1.3 Employees may elect to receive their pay in advance, or as it falls fortnightly or one full pay each fortnight (if taking double leave at half pay).

17.1.4 Where a part-time employee has Long Service Leave accrued and has had their hours reduced, they shall be paid the Long Service Leave at the rate applicable before the reduction in hours. Such leave is to be taken no later than 6 months from when an employee’s reduction in hours came into effect.

DAVID JONES ENTERPRISE AGREEMENT 2012 32 18. NATURAL DISASTER LEAVE 18.1 Entitlement A permanent employee may be prevented from attending work as a result of a natural disaster, such as a bushfire or flood threatening their property or severing transport links to work, or they may be required to look after their children as a result of the natural disaster. A permanent employee is entitled to up to 3 days leave of absence in the event of a natural disaster, without loss of pay for rostered ordinary hours falling during such absence. The employee shall, where possible, keep David Jones informed of the progress of the situation.

18.2 Notice Required An employee must notify David Jones as soon as possible of being unable to attend work or the need to leave work. The employee shall provide such proof as David Jones reasonably requires that the absence was a result of a natural disaster. 19. PARENTAL LEAVE Permanent employees with at least 12 months’ continuous employment and casual employees with 12 months’ service are entitled to parental leave in accordance with Appendix D. 20. PERSONAL BUSINESS LEAVE 20.1 Entitlement 20.1.1 There are occasions where employees take time off work to deal with personal matters and obtain payment for these days by taking a “sickie”. This practice disrupts the effective running of operations and is a misuse of personal/carer’s leave.

20.1.2 To redress this situation permanent employees may convert up to 3 single days (not available in conjunction with any other type of leave) per year of personal/carer’s leave to paid personal business leave. 20.1.3 Such converted Personal Business Leave days may be taken in periods of half day or full day lots (i.e. 6 single half days or 3 single full days) 20.1.4 Each year’s personal business leave stands alone. 20.2 Granting of Leave 20.2.1 An employee must notify David Jones as soon as possible of the intent to take Personal Business Leave.

20.2.2 David Jones will automatically approve personal business leave where the employee provides 2 weeks’ notice.

DAVID JONES ENTERPRISE AGREEMENT 2012 33 20.2.3 David Jones will approve applications made up to 48 hours in advance unless in the opinion of the store manager the operation of the store will be affected by the absence. 21. PRE-NATAL AND PRE-ADOPTION LEAVE 21.1 Entitlement A permanent employee who is pregnant or whose partner is pregnant, or who is seeking to adopt a child, may access their accrued personal leave for pre- adoption interviews or medical appointments associated with the pregnancy. 21.2 Notice Required An employee will inform David Jones as soon as possible of a requirement to attend a medical or pre-adoption appointment.

21.3 Proof of Attendance An employee will provide proof of attendance if requested by David Jones. 22. PUBLIC HOLIDAYS 22.1 General Public Holidays 22.1.1 Public holidays are recognised days, which if entitled, permanent employees have off without loss of pay or receive penalty rates if they work. 22.1.2 The following days are public holidays for the purposes of this Agreement: (i) New Years Day (ii) Good Friday (iii) Easter Saturday (iv) Easter Monday (v) ANZAC Day (vi) Christmas Day (vii) Boxing Day (Proclamation Day in South Australia) (viii) the days observed by the State or Territory for Australia Day, Queen’s Birthday and Labour Day (8 Hour Day). 22.2 State and Territory Public Holidays 22.2.1 The following days are additional public holidays in the locations indicated: (i) Victoria - Melbourne Cup Day; (ii) South Australia - Adelaide Cup Day;

DAVID JONES ENTERPRISE AGREEMENT 2012 34 (iii) Western Australia - Foundation Day; (iv) Australian Capital Territory - Canberra Day, Family and Community Day; (v) Queensland - Exhibition Day or, in areas where Show Day is not declared, Melbourne Cup Day; and (vi) New South Wales - the first Tuesday in November (Melbourne Cup Day). 22.2.2 Where in a state, territory, or locality public holidays are declared or prescribed on days other than those set out above those days shall be additional holidays for the purpose of this Agreement. Provided that in the case of Newcastle Show Day (Kotara and Newcastle Stores only) permanent employees are entitled to an additional day without loss of pay as described below: (a) Store opens and permanent employees who volunteer to work receive an alternate day off without loss of pay to be taken within 28 days as mutually agreed or an additional day added to annual leave.

(b) Store remains closed permanent employees rostered on receive the day off without loss of ordinary pay for the hours rostered. (c) For the purposes of Clauses 6.3.5 and 22.2.2 Newcastle Show Day is not regarded as a public holiday. 22.3 Substitute Days 22.3.1 If a day is substituted by State or Territory legislation, then the substituted day will be the public holiday. 22.3.2 Where such a substitution occurs and a store opens for trade on the actual day then staff have the following options depending on their circumstances: (a) If the employee is rostered to work on both days then the employee elects which day he or she wishes to apply public holiday conditions to and works the other day as a normal rostered day.

(b) If the employee is rostered to work on the substituted day and not the actual day or vice versa, then he or she receives public holiday conditions on the day they are rostered to work. 22.3.3 At store level, by agreement between David Jones and a majority of employees, another day may be substituted for the actual days listed. 22.3.4 In the case of Christmas Day where a substitution occurs, work on December 25 will attract a loading of 50% of the ordinary rate that is in addition to the actual rate, including Sunday penalties and the employee is also entitled to the benefits of the substituted day.

DAVID JONES ENTERPRISE AGREEMENT 2012 35 22.4 Work on a Public Holiday 22.4.1 Work on a public holiday is voluntary for permanent and casual employees and if they elect to work they are paid the ordinary hourly rate plus 150% for all time worked. 22.4.2 The minimum engagement on a public holiday is 3 hours or payment for 3 hours. 22.4.3 If an employee is absent for a rostered shift the day before or the day after a public holiday they shall show David Jones that the absence was caused through illness or other acceptable reason. Where a store does not open for trade on a public holiday David Jones will allow staff to be absent for the day without loss of ordinary pay for hours rostered to work.

22.4.4 Public holidays falling on non-working days will be treated as shown below: (a) A full-time employee, and a part-time employee working an average of 5 days per week, whose non-working day falls on a public holiday will receive either an additional day’s wages, an additional day off or an additional day of annual leave, as mutually agreed. (b) A part-time employee not covered by sub-clause (a) above is entitled to the benefit of sub-clause (a) where the employee works an alternating roster and the public holiday falls on a day on which the employee works in any week of their roster cycle. (c) For the purpose of this sub-clause, a “day” will mean the average number of ordinary hours worked by an employee in the roster cycle immediately prior to the day on which the holiday falls.

22.5 Work on Easter Sunday if not a Public Holiday 22.5.1 If Easter Sunday is not a Public Holiday, it is recognised that it is a day when employees wish to spend time with their families or take advantage of a longer break from work. Work on Easter Sunday will be voluntary in accordance with the provisions of this clause. (a) David Jones will call for volunteers to work on Easter Sunday where a store is open for trade. (b) Where insufficient numbers of employees volunteer to work on Easter Sunday, then those employees who were originally rostered to work may be required to work. The requirement to work will apply on a departmental basis and not on a store wide basis.

(c) David Jones will take into account employees preferences when deciding how make up time shifts and hours are allocated (d) David Jones has sole discretion in setting staffing levels for Easter Sunday trading.

DAVID JONES ENTERPRISE AGREEMENT 2012 36 (e) Where employees are released from rostered work on Easter Sunday they will either work a make up shift on one of their days off or additional hours on a number of days to make up their ordinary hours as mutually agreed. Employees will not receive Sunday penalty rates for this make up time unless it is worked on a Sunday Employees may elect to not work make up time and forego payment for hours missed. 23. PERSONAL (SICK) / CARER’S LEAVE 23.1 Entitlement 23.1.1 A full-time employee is entitled to: (i) 76 hours paid personal/carer’s leave per year of employment. This entitlement will accumulate progressively during the first 12 months of employment.

(ii) 76 hours of paid personal/carer’s leave per year for each year of employment beyond the first year, available upon the anniversary of commencement of employment each year. 23.1.2 Unused personal/carer’s leave accumulates from year to year. 23.1.3 An employee may use their personal/carer’s leave to provide care to an immediate family member, as defined in clause 1.9.4 or member of their household who is ill and is the responsibility of the employee. 23.1.4 A part-time employee is entitled to the same personal/carer’s leave entitlement as full-time employees on a pro rata basis.

23.1.5 Accrued personal/carer’s leave entitlements of existing employees (including employees who are no longer entitled to sick leave by reason of this Agreement) shall be unaffected by this Agreement. 23.1.6 No payment for untaken personal/carer’s leave is made on termination. 23.2 Notice Required To qualify for payment of personal/carer’s leave employees will notify their manager within 24 hours of the commencement of the absence or at the earliest opportunity practicable, of their inability to attend work because of illness, injury or carer’s responsibilities. The employee will also advise their manager as far as possible of the likely duration of the absence including updates as circumstances of the illness, injury or carer’s responsibilities change.

23.3 Proof of Absence 23.3.1 An employee may take up to 3 single days’ Personal Leave in each anniversary year without the need to provide proof of absence.

DAVID JONES ENTERPRISE AGREEMENT 2012 37 23.3.2 In all other instances the employee will provide such evidence as David Jones reasonably requires that they were unable to attend work due to illness or injury on the day or days Personal Leave is claimed. 23.3.3 In the event of Carer’s Leave being required, an employee must provide a satisfactory explanation of the occasion when requested by David Jones. 23.3.4 As evidence, David Jones may require any of the following: (i) certificates from doctors, or (ii) certificates from health therapists other than doctors including, physiotherapists, chiropractors, naturopaths, homeopaths, podiatrists, etc. who are recognised by major health funds, or (iii) Statutory declarations by employees.

23.3.5 Following 3 single day absences, David Jones may notify the employee that in the future the employee shall need to provide a medical certificate. 23.4 Unpaid Personal / Carer’s Leave 23.4.1 A permanent employee is entitled to 2 days of unpaid carer’s leave for each occasion when a member of the employee’s immediate family, as defined in clause 1.9.4 or household requires care or support because of a personal illness or injury, or in the event of an unexpected emergency affecting the family or household member. 23.4.2 Once a permanent employee’s paid personal carer’s leave is exhausted, the employee is entitled to up to 2 days’ unpaid leave per occasion.

23.4.3 Casual employees are entitled to 2 days’ unpaid carer’s leave per occasion. 23.4.4 An employee must provide a satisfactory explanation of the occasion when requested by David Jones. 24. LEAVE WITHOUT PAY 24.1 Entitlement 24.1.1 Subject to David Jones approval, a permanent employee with more than one 1 year of continuous service may take a period of unpaid leave, which must be authorised by the nominated General Manager. 24.1.2 Unpaid leave is granted at the discretion of David Jones. 24.1.3 A minimum of 1 week and up to a maximum of 6 months’ unpaid leave can be taken after all other entitlements to paid leave have been taken.

DAVID JONES ENTERPRISE AGREEMENT 2012 38 24.1.4 All accruals are frozen from the date of commencement of the unpaid leave until the date of completion, and while this period of unpaid leave does not break continuity of service it does not count as service for any other purpose. 24.1.5 The employee must accept that the job they return to after unpaid leave will be at the same level as the job they left but will not necessarily be the same as the job they left. 24.1.6 In circumstances where an employee has already booked holidays prior to the offer of employment with David Jones, the parties will agree to provision of leave to cover the already booked holiday. 25. ALLOWANCES 25.1 Temporary Transfer to another Store 25.1.1 Where an employee is temporarily transferred, at company request, to another store, they will be entitled to the following: (a) the additional cost of any fares for public transport; or (b) the cost of additional kilometres travelled at the rate per kilometre shown below; Commencement of Agreement 1/7/2013 1/8/2014 Temporary transfer to another store 68 cents 70 cents 72 cents and; (c) payment of additional travelling time at the ordinary rate except on Sundays and Public holidays where payment shall be at 1.5 times the ordinary time rate.

25.1.2 An employee shall provide such evidence, as David Jones shall reasonably require, of the increased cost of the journey to the temporary store. 25.1.3 This Clause does not apply where: (a) the employee requests the transfer; or (b) the transfer is on a permanent basis; or (c) a temporary transfer becomes permanent.

DAVID JONES ENTERPRISE AGREEMENT 2012 39 25.2 Travel Allowance An employee, requested by David Jones and who agree to use their private vehicle for a purpose connected with their employment, an allowance per kilometre at the rate shown below: Commencement of Agreement 1/7/2013 1/8/2014 Temporary transfer to another store 68 cents 70 cents 72 cents 25.3 Laundry Allowance See clause 5.5. 26. OCCUPATIONAL HEALTH AND SAFETY AND RELATED MATTERS 26.1 Occupational Health and Safety 26.1.1 David Jones will at all times maintain a safe and hazard free workplace and will comply with the applicable occupational health and safety legislation in each jurisdiction and with the David Jones occupational health and safety policy statement. 26.1.2 Employees shall at all times conduct themselves in a safe and responsible manner.

26.1.3 David Jones shall encourage employees to take a constructive role in promoting improvements in occupational health, safety and welfare and to assist David Jones to achieve a healthy and safe working environment. 26.1.4 David Jones shall institute appropriate measures to minimise any health and safety concerns resulting from renovations to stores. In particular, David Jones will: (a) introduce a renovations component into its occupational health and safety policy statement; (b) advise the Occupational Health and Safety Committee/ Representatives, the Store Consultative Committee, the employees affected and the Union in writing as soon as practicable after a decision has been made to undertake the renovation of premises; and (c) take appropriate measures to minimise, and where possible, eliminate any adverse effects on employees caused by the renovations and advise the Occupational Health and Safety Committee/Representatives, the Store Consultative Committee, the employees affected and the Union of the steps taken by David Jones in this regard.

DAVID JONES ENTERPRISE AGREEMENT 2012 40 26.1.5 Any disputes arising under this clause shall be resolved in accordance with the issue resolution procedure in clause 3.1. 26.2 Protective Clothing 26.2.1 Where the work performed by employees is of a nature that it requires protective clothing, e.g. it is dirty, wet or obnoxious then the company will supply and maintain all protective clothing and tools. Safety boots with steel cap toes will be provided by David Jones to employees working on back docks. 26.2.2 Employees must accept that where they are provided protective clothing or footwear by the company they will keep it in good condition, fair wear and tear excluded. Protective clothing and tools shall remain the property of the company.

26.3 Accident Make Up Pay 26.3.1 This clause only applies to employees engaged and located in Victoria. 26.3.2 If following an accident or injury, an employee receives weekly compensation payments under the Accident Compensation Act 1985 (as amended), then the compensation payments will be increased by David Jones to the amount of the ordinary weekly rate for the average rostered hours worked by the employee at the time of the accident. 26.3.3 The payments made by David Jones under this clause shall be paid for a maximum of 39 weeks.

26.3.4 This clause will not apply in respect of an injury during the first 7 consecutive days (including non working days) of incapacity. 26.3.5 This clause will not apply to any incapacity occurring during the first 2 weeks of employment unless such incapacity continues beyond the first 2 weeks and will only apply to the period of incapacity after the first 2 weeks. 26.3.6 Industrial diseases contracted by a gradual process or injuries subject to recurrence, aggravation or acceleration (as provided in section 3 of the Accident Compensation Act 1985 (as amended)) shall not be subject to accident pay unless the employee has been employed with David Jones at the time of the incapacity for a minimum period of one month.

DAVID JONES ENTERPRISE AGREEMENT 2012 41 26.4 First Aid A duly qualified employee who is appointed to act as a First Aid Attendant in accordance with David Jones’ policy will be paid an allowance as shown below. The maximum allowance payable per week to part-time and casual employees is the full-time allowance. Commencement of Agreement 1/7/2013 1/8/2014 Full-time per week $10.70 $11.03 $11.37 Part-time & Casual per shift $2.41 $2.49 $2.56 26.5 Lockers David Jones will provide employees with a suitable lockable locker, for their individual use, as close to the employees actual work location in the store as reasonably practicable.

26.6 Safe Transport Home Where an employee works additional hours beyond their rostered shift without having been provided with either 24 hours’ notice or notice before the completion of the previous shift (whichever is the lesser), and they are unable to obtain their regular form of transport home, David Jones shall arrange at its own cost, an alternative safe form of transport for the employee. David Jones will allow employees prior to dark to move their vehicle closer to the store than maybe allowed in the earlier part of the day. If moving cars closer to the store is not feasible or prevented by centre by-laws, employees should be encouraged to leave the store in company of other employees to provide security in numbers. Where possible, David Jones will provide after dark, to employees who request it, an escort to their car or other mode of transport home.

Safety concerns regarding transport will be worked through co-operatively to find a solution. 27. AGREEMENT COMPLIANCE 27.1 Posting of Agreement A copy of this Agreement together with any variations made from time to time will be kept at the workplace readily accessible to all the employees covered by this Agreement. 28. SAVINGS PROVISION 28.1.1 David Jones will not oblige employees, engaged prior to the commencement of the David Jones Enterprise Agreement 1997, for whom work on a Saturday afternoon and Sunday was pursuant to their relevant award voluntary, to work rosters that involve work on a Saturday afternoon and Sunday.

DAVID JONES ENTERPRISE AGREEMENT 2012 42 28.1.2 In respect to Queensland: (a) Where employees current as at the date of certification of this Agreement were protected from working Sundays under their previous Award or Agreements, it shall remain voluntary for those employees to be rostered to work on Sundays. (b) For employees engaged in the Carindale, Toombul, Mt Gravatt and Toowong stores as at 4 August 2002 who have elected not to work regularly on Sundays, it shall remain voluntary to be rostered to work on Sundays.

(c) Where an employee protected by sub-clause (a) transfers at the employee’s own request to a store where Sunday trading is already lawful, the employee will not have the right to refuse to work on Sundays at the new store. (d) Where an employee protected by sub-clause (a), or an employee employed in a non-Sunday trading store transfers at the request of David Jones to another store where Sunday trading is already lawful, the employee will retain the right to refuse to work on Sunday at the new store.

28.1.3 A full-time employee working a 19 day month at the commencement of the 1997 Agreement will not be obliged to accept a roster specifying a number of starts which would not have been available under their previous award arrangements. Similarly a full-time employee working a 19 day month at the commencement of this Agreement will not be obliged to accept a roster specifying a number of starts which would not have been available under the 1997 Agreement. 28.1.4 Full-time employees who elected to reduce hours under the Full- Time Employees Voluntary Reduction in Hours clause of the David Jones Enterprise Agreement 2000 between 1 September 1999 and 30 September 2001 shall remain full-time for the purposes of this agreement (but for the reduction in average weekly hours). The decrease in average weekly hours under this clause affected other terms and conditions of employment that are expressed or capable of expression in hours, (e.g., personal leave and annual leave). 29. FLEXIBILITY PROVISION 29.1.1 David Jones and the union are committed to the objectives contained in Clause 1.8 of this agreement. In light of this David Jones and the union agree that should there be major changes in the department store sector of the retail industry which adversely affect David Jones’ capacity to trade effectively that it will be open to any party to this agreement to convene a meeting of the parties to this agreement to discuss the situation and any changes that might be made to this agreement to sustain employment and company viability. Where the parties to this agreement agree on changes to be made to this agreement, including any trials of proposed changes the following will apply:

DAVID JONES ENTERPRISE AGREEMENT 2012 43 Any changes, including any trials of proposed changes which are at variance with the provisions of this agreement may be implemented provided that: (a) Any changes to provisions of this agreement are voluntary for each employee affected; (b) An employee may elect to return to the current provision of the agreement provided 2 weeks’ notice is given by the employee; and (c) Any such changes would satisfy the Better Off Overall Test as contained in the Fair Work Act 2009 and accordingly be approved by Fair Work Australia according to the procedures laid down in the Fair Work Act 2009.

DAVID JONES ENTERPRISE AGREEMENT 2012 44 30. SIGNATORIES TO THE AGREEMENT Paula Bauchinger, as Group Executive, Human Resources, of David Jones Limited, who is duly authorised to sign this enterprise agreement on behalf of David Jones Limited. David Jones Limited 86-108 Castlereagh Street SYDNEY, NSW 2000 Date Ian Blandthorn, as National Assistant Secretary of the Shop, Distributive and Allied Employee’s Association, who is duly authorised to sign this enterprise agreement pursuant to the rules of the Shop, Distributive and Allied Employee’s Association.

Shop, Distributive and Allied Employee’s Association Level 6, 53 Queen Street MELBOURNE, VIC 3000 Date

DAVID JONES ENTERPRISE AGREEMENT 2012 45 APPENDIX A: CLASSIFICATION AND WAGE RATES A.1 Sales Classification Structure Level 1 means:- All employees not elsewhere defined and includes, employees engaged in performing the duties of Shop assistants, demonstrators, sales assistant, salespersons outdoor, employees using mechanical equipment as required, the role of Santa Claus, mannequins, order hands, reserve stock hands (including reserve stock hands in theatre distributing services), security personnel (including loss prevention officers, and watchman/doorkeepers), general hands, employees delivering goods (other than newspapers and the like) by bicycle or tricycle, employees engaged in the cooking or the preparation of provisions for sale persons employed on information desks and/or on customer services or as full-time messengers, employees engaged in the installation (other than installation requiring trade skill) servicing, stock, collection of money from, and preparation of commodities for sale in automatic vending devices, employees engaged in the pre-packing, weighing, pricing of fruit and/or vegetables on the shop premises, employees principally engaged in hiring out activities in a shop, and restaurant workers, employees principally engaged in window dressing, and or merchandising. Level 2 means:- Permanent employees appointed to level 2 by David Jones who are engaged in performing the duties of sales assistant as a home decorator, fashion consultant, trained children’s shoe fitter, trained prosthesis fitter, cosmetics counter managers (including all employees performing the duties of the Cosmetic Counter Manager), trained corsetry fitter, ladies fashion departments 15 and 18, men’s suits capable of pinning complex alterations, electrical goods, furniture, bridal registry, visual merchandiser, ticket writer, loss prevention officer, forklift driver. The percentage of employees appointed to specialist level will vary from store to store but across stores will be no less than 10% of all permanent employees in stores. Level 3 means:- Employees appointed by David Jones to supervise level 1 and level 2 employees in an area or areas of a store or warehouse.

Level 1/6/2012* 1/7/2013* 1/2/2014* 1/8/2014* 1/2/2015* Level 1 $704.00 $714.00 $726.00 $736.00 $748.00 Level 2 $739.20 $749.70 $762.30 $772.80 $785.40 Level 3 $774.40 $785.40 $798.60 $809.60 $822.80 * First full pay period on or after this date A.2 Clerical Classification Structure An employee’s grade is based on the skills he or she is required to exercise to perform their main function as determined by David Jones in accordance with the following: Clerk Level 1 Employees shall be graded at this level by David Jones where their main function as determined by the company requires the exercise of any one or more of the skills set out below:

DAVID JONES ENTERPRISE AGREEMENT 2012 46 Employees will posses sound interpersonal skills, exercise limited discretion and are responsible and accountable for their own work which is performed within established routines, methods, and procedures under routine supervision. That is, they will receive broad instructions on work to be performed and specific instructions when new or unusual work is required. Work may be checked. Skill Levels A working knowledge of departmental operating procedures Sort and process documents Acquire and use customer service skills and product knowledge Maintain established paper and electronically based files. Maintain manual and or computer based records Enter and retrieve data using computers and terminals Acquire and apply and information, for example, match and batch accounts either manually or electronically Copy typing using word processor or typewriter. Clerk Level 2 Employees shall be graded at this level by David Jones where their main function, as determined by the company, requires the exercise of any one or more of the skills set out below: Employees are required to exercise judgement and initiative within the range of their skills and knowledge. Employees in this level may be required to check the work of, and provide guidance and assistance to employees at this and lower levels, by means of personal instruction and demonstration. Employees at this level work under general supervision, that is, receiving specific instructions only when new procedures are introduced.

Skill Levels Use one or more software packages to create and operate a database file structure, spread sheet/work sheet graph, previously prepared spreadsheet, and standard graphics. Create, generate and maintain simple reports, follow standard procedures. Use one or more software packages to create, format, edit, proof read, correct print and save text documents. Acquire and apply specialised knowledge of procedures, products and services applicable in own section or store. Maintain payroll records.

DAVID JONES ENTERPRISE AGREEMENT 2012 47 Clerk Level 3 Employees shall be graded at this level by David Jones where their main function, as determined by the company, requires the exercise of any one or more of the skills set out below: The employees work is likely to be specialised or non routine and performed with limited supervision, that is, general guidance on progress and outcomes sought. Initiative, judgement and discretion are required. Skill Levels Use one or more software packages to create and operate a database file structure, spread sheet/work sheet graph, previously prepared spreadsheet, and standard graphics. Use soft ware packages at a higher level than a level 2 employee by performing advanced functions such as creating customised formats in spread sheets, word processing and database packages. Supervise employees in lower levels, allocate work tasks to individuals, and check work in progress and correct errors.

Undertake employees scheduling and planning Understand and apply terms and conditions of employment Calculate and administer wage and salary records including superannuation, commission, tax and termination. Level 1/6/2012* 1/7/2013* 1/2/2014* 1/8/2014* 1/2/2015* Level 1 $704.00 $714.00 $726.00 $736.00 $748.00 Level 2 $756.86 $767.61 $780.51 $791.26 $804.16 Level 3 $774.40 $785.40 $798.60 $809.60 $822.80 * First full pay period on or after this date A.3 Trade Qualified Chef and Trade Qualified Beauty Therapist A trade qualified beauty therapist performing the majority of his or her duties at trade level, and a trade qualified chef will receive payment at the level 2 clerical rate. A.4 Issue Resolution Employees who have concerns or issues with their classification must use Clause 3.1 Issue Resolution to resolve them.

DAVID JONES ENTERPRISE AGREEMENT 2012 48 APPENDIX B: TERMINATION CHANGE AND REDUNDANCY B.1 Termination of Employment B.1.1 Dismissal of Permanent Employees (a) David Jones may dismiss a permanent employee by giving the following notice: Period of Continuous Service Period of Notice Less than 1 year 2 weeks 1 year but less than 3 years 2 weeks 3 years but less than 5 years 3 weeks 5 years and over 4 weeks (b) In addition to the notice above, an employee over 45 years of age at the time of David Jones giving notice, with at least 2 years’ continuous service, will be entitled to an additional week’s notice.

(c) In lieu of notice, David Jones may make a payment to the employee or David Jones may give part of the applicable notice and part payment in lieu thereof. (d) David Jones will calculate any payment in lieu of notice using the wages the employee would have received for ordinary time had he or she worked during the period of notice. (e) Any payment payable by David Jones to the employee at the date of termination will be paid on or before the date of termination, provided that where an employee is summarily dismissed or an employee resigns without providing the requisite notice to David Jones, any payment payable by David Jones to the employee at the date of termination will be paid to the staff member on the pay day following the date of termination.

(f) The date of termination is the employee’s last day at work. B.1.2 Dismissal of a Permanent Staff member Please refer to B.1.1 of this provision above (Dismissal of Permanent employees). B.1.3 Dismissal of a Casual Staff Member A casual staff member can be dismissed without notice. B.1.4 Staff on Leave David Jones will not dismiss a staff member while the staff member is on approved leave.

DAVID JONES ENTERPRISE AGREEMENT 2012 49 B.1.5 Notice of Termination by Staff Member A permanent staff member will give 2 weeks’ notice of termination to David Jones. Subject to any financial obligations imposed on David Jones by any Act, David Jones may withhold monies due to a staff member who fails to give notice, up to the maximum amount the staff member would have been entitled to if the staff member was paid at the Ordinary Rate for the period of notice not given. B.1.6 Statement of Employment David Jones will, if requested by a staff member whose employment has been terminated, give the staff member a written statement specifying the period of his or her employment and the classification or the type of work performed.

B.1.7 Time Off During Notice Period Where David Jones has given notice of termination to a staff member, the staff member will be allowed up to one day’s time off without loss of pay for the purpose of seeking other employment. The time off will be taken at times that are convenient to the staff member after consultation with David Jones. B.1.8 Summary Dismissal Notwithstanding clause B1.1 hereof, David Jones shall have the right to dismiss any staff member without notice for conduct that justifies summary dismissal, and in such cases the wages shall be paid up to the time of dismissal only.

B.1.9 Unfair Dismissals Termination of employment by David Jones shall not be harsh, unjust or unreasonable. For the purposes of this clause, termination of employment shall include terminations with or without notice. Without limiting the above, except where a distinction, exclusion or preference is based on the inherent requirements of a particular position, termination on the ground of race, colour, sex, age, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction and social origin shall constitute a harsh, unjust or unreasonable termination of employment.

B.1.10 Dispute Settlement Procedures - Dismissals Any dispute concerning the dismissal of a staff member will be dealt with in accordance with the issue resolution clause of this agreement.

DAVID JONES ENTERPRISE AGREEMENT 2012 50 B.2 Introduction of Change B.2.1 David Jones’ Duty to Notify (a) Where David Jones has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on a staff member, David Jones will notify the staff who may be affected by the proposed changes and the Union. (b) “Significant effects” include termination of employment, major changes in the composition, operation or size of David Jones’ workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure- the alteration of hours of work- the need for retraining or transfer of staff to other work or locations and the restructuring of jobs. Provided that where the Agreement makes provision for alteration of any of the matters referred to herein an alteration will be deemed not to have significant effect. B.2.2 David Jones’ Duty to Discuss Change (a) David Jones will discuss with the staff affected and the union, inter alia, the introduction of the changes referred to in B2.1 (a), the effects the changes are likely to have on staff, measures to avert or mitigate the adverse effects of such changes on staff and give prompt consideration to matters raised by the staff and/or the union in relation to the changes. (b) The discussions will commence as early as practicable after a definite decision has been made by David Jones to make the changes referred to in B2.1 (a).

(c) For the purpose of such discussion, David Jones will provide in writing to the staff concerned and the union, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on staff and any other matters likely to affect staff provided that David Jones will not be required to disclose confidential information the disclosure of which would be inimical to David Jones’ interests. B.3 Redundancy B.3.1 Discussions before Termination (a) Where David Jones has made a definite decision that David Jones no longer wishes the job a staff member has been doing to be done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, David Jones will hold discussions with the staff directly affected and with the union.

DAVID JONES ENTERPRISE AGREEMENT 2012 51 (b) The discussions will take place as soon as is practicable after David Jones has made a definite decision which will invoke the provision of B.3.1 (a) and will cover, inter alia, any reasons for the proposed termination’s, measures to avoid or minimise the termination’s and measures to mitigate any adverse effects of any termination’s on the staff member(s) concerned. (c) For the purposes of the discussion David Jones will, as soon as practicable, provide in writing to the staff member(s) concerned and the union, all relevant information about the proposed termination’s including the reasons for the proposed termination’s, the number and categories of staff likely to be affected, and the number of workers normally employed and the period over which the termination’s are likely to be carried out. Provided that David Jones will not be required to disclose confidential information the disclosure of which would be adverse to David Jones’ interests. B.3.2 Transfer to Lower Paid Duties Where a staff member is transferred to lower paid duties for reasons set out in B3.1 (a) the staff member will be entitled to the same period of notice of transfer as he/she would have been entitled to if his/her employment had been terminated and David Jones may, at David Jones’ option, make payment in lieu thereof of an amount equal to the difference between the former ordinary time rate of pay and the new lower ordinary time rates for the number of weeks of notice still owing.

B.3.3 Transmission of Business (a) Where a business is before, on or after the date of this Agreement, transmitted from one employer (in this sub-clause called “the transmittor”) to another employer (in this sub- clause called “the transmittee”) and an employee who at the time of such transmission was an employee of the transmittor in that business becomes an employee of the transmittee: (i) the continuity of the employment of the employee shall be deemed not to have been broken by reasons of such transmission; and (ii) the period of employment which the employee has had with the transmittor or any prior transmittor will be deemed to be service of the employee with the transmittee. (b) In this sub-clause “business” includes trade, process, business or occupation and includes part of any such business and “transmission” includes transfer, conveyance, assignment or succession whether by agreement or by operation of law and “transmitted” has a corresponding meaning.

DAVID JONES ENTERPRISE AGREEMENT 2012 52 (c) The provisions of this clause are not applicable where a business is before or after the date of this Agreement, transmitted from an employer (in this subclause called the transmittor) to another employer (in this subclause called the transmittee), in any of the following circumstances. (i) Where the employee accepts employment with the transmittee which recognises the period of continuous service which the employee had with the transmitter and any prior transmitter to be continuous service of the employee with the transmittee or; (ii) Where the employee rejects an offer of employment with the transmittee: - in which the terms and conditions are substantially similar and no less favourable, considered on an overall basis, than the terms and conditions applicable to the employee at the time of ceasing employment with the transmitter; and - which recognise the period of continuous service which the employee had with the transmittor and any prior transmittor to be continuous service of the employee with the transmittee.

(d) The commission may vary B.3.3(c) if it is satisfied that this provision would operate unfairly in a particular case. B.3.4 Time Off Work During Notice Period (a) During the period of notice of termination given by David Jones, a staff member will be allowed up to one day’s time off without loss of pay during each week of notice for the purpose of seeking other employment. (b) If the staff member has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the staff member will, at the request of David Jones, be required to produce proof of attendance at an interview or he/she will not receive payment for the time absent. For this purpose a statutory declaration will be sufficient proof. B.3.5 Notice to Centrelink Where a decision has been made to terminate 15 or more staff in the circumstances outlined in B3.1(a), David Jones will notify Centrelink thereof as soon as possible, giving relevant information including the number and categories of the staff likely to be affected and the period over which the terminations are intended to be carried out.

DAVID JONES ENTERPRISE AGREEMENT 2012 53 B.3.6 Severance Pay In addition to the period of notice prescribed for ordinary termination in B1.1 of this Appendix, a permanent staff member whose employment is terminated for reasons set out in B3.1(a) hereof will be entitled to the following amount of severance pay in respect of a continuous period of service: Years of Service Severance Less than one year service Nil 1year and less than 2 years 4 weeks’ pay 2 years and less than 3 years 6 weeks’ pay 3 years and less than 4 years 7 weeks’ pay 4 years and less than 5 years 8 weeks’ pay 5 years and less than 6 years 10 weeks’ pay 6 years and less than 7 years 12 weeks’ pay 7 years and less than 8 years 13 weeks’ pay 8 years and less than 9 years 14 weeks’ pay 9 years and less than 10 years 16 weeks’ pay 10 years and less than 15 years 16 weeks pay 15 years and less than 20 years 19 weeks’ pay 20 years and over 24 weeks’ pay “Weeks pay” means the ordinary hourly rate for ordinary hours for permanent staff member.

Provided that the severance payments will not exceed the amount which the staff member would have earned if employment with David Jones had proceeded to the staff member’s normal retirement date. B.3.7 Staff Member Leaving During Notice Period A staff member whose employment is terminated for reasons set out in B3.1(a) may terminate his/her employment during the period of notice and, if so, will be entitled to the same benefits and payments under this clause had he/she remained with David Jones until the expiry of such notice. Provided that in such circumstances the staff member will not be entitled to payment in lieu of notice. B.3.8 Incapacity to Pay David Jones, in a particular redundancy case, may make an application to Fair Work Australia to have the general severance pay prescription varied on the basis of David Jones’ incapacity to pay. B.3.9 Alternative Employment David Jones, in a particular redundancy case, may make an application to Fair Work Australia to have the general severance pay prescription varied if David Jones obtains acceptable alternative employment for a staff member.

DAVID JONES ENTERPRISE AGREEMENT 2012 54 B.3.10 Staff Exempted This clause will not apply where employment is terminated as a consequence of gross misconduct, nor will it apply in the case of casual staff, apprentices, or staff engaged for a specific period of time or for a specified task or tasks. B.3.11 Staff With Less Than 1 Year’s Service This clause will not apply to a staff member with less than one year’s continuous service and the general obligation on David Jones should be no more than to give the relevant Staff member an indication of the impending redundancy at the first reasonable opportunity, and to take such steps as may be reasonable to facilitate the obtaining by the staff member of suitable alternative employment.

DAVID JONES ENTERPRISE AGREEMENT 2012 55 APPENDIX C: GUIDELINES CONCERNING SECURITY PROCEDURES The following guidelines are designed to deal with situations where security measures are taken by David Jones concerning a staff member suspected of dishonest practices. They should be honoured in the spirit rather than in the letter. They should have application in normal situations but if abnormal situations arise making it impossible for them to be adhered to, the Union will accept, in place of the guidelines, such protective measures as are within the spirit of the guidelines but which may not be embraced within their written terms.

The guidelines have no relevance to the questioning of staff in the ordinary course of employment concerning security matters unconnected with any liability by a staff member whose assistance is being sought by the security personnel. C.1 Basis of Guidelines (a) The Union recognises that David Jones has the right to protect its property, interests and effects and has the right to establish and maintain proper security precautions to this end. (b) The Union recognises that such security precautions will include the employment of trained security personnel, charged with the responsibility of carrying out security investigations in a responsible manner.

(c) The Union unreservedly states that it does not condone or countenance dishonesty, or any other form of malpractice in the industry. (d) The Union recognises that its members have an obligation under their employment contracts to carry out their duties of fidelity to David Jones’ interests and that members of the Union will at all times act to protect the property, interests and effects of David Jones against theft or dishonesty by any person. (e) Within these general principles the Union is concerned to ensure that proper regard is paid to its members’ particular interests and liberties and, to this end, agree to these guidelines as normally regulating security matters touching the employment of their members. C.2 Employee Interviews (a) When David Jones is trying to discover whether, or by whom, an offence or breach of company security has been committed it is entitled to question any staff member, whether suspected or not, from whom it thinks that useful information may be obtained. (b) As soon as David Jones has reasonable grounds for suspicion that a staff member has committed an offence it will ask the employee whether he or she will agree to be questioned in connection with the matter. If the employee agrees to be questioned, David Jones shall caution the employee before putting to him or her any questions, or further questions, relating to the matter.

DAVID JONES ENTERPRISE AGREEMENT 2012 56 The caution shall be in the following terms – “You are not obliged to say anything unless you wish to do so but what you say may be put into writing and given in evidence.” After giving the above caution, David Jones shall then inform the employee that they have the right under these guidelines to ask for the attendance of a nominated employee who is immediately available to be present as a witness during the course of the interview. (c) David Jones may object to the presence of any particular person as a witness at an interview if there is reason to believe that the witness may be in some way involved in the subject matter of the interview. The attendance of a staff member as a witness at a security interview shall be on the understanding that the witness will not reveal to any person not involved in the interview what has taken place or been said in the course of such interview and that the witness shall not interrupt or frustrate the course of the interview. (d) During the course of any such interview management or security personnel shall conduct themselves in a courteous manner toward the employee being interviewed.

(e) Where a security Investigation involves an employee remaining at David Jones’ premises, or elsewhere at David Jones’ direction, outside of the staff member’s ordinary working time, the staff member shall be paid overtime, in accordance with, the Agreement for all time so spent. (f) As a general principle employees who have been interviewed with regard to a security matter should not be transferred to another work place, have a change of duties or sustain any disciplinary action until the security investigation has been completed. However in the spirit of these guidelines it is acknowledged that there may be circumstances in which it is desirable to transfer a staff member, or change his or her duties. In such a case maximum care is to be exercised by David Jones to prevent any odium attaching to the employee as a result of the transfer or change in duties. In such a case the Union shall be advised of such transfer, change of duties or disciplinary action.

C.3 Cash Shortages (a) Employees whose duties involve the handling of money shall not be held responsible for the repayment of any shortages which may occur unless the staff member has sole access to the money. (b) This provision shall not affect David Jones’ rights to take such disciplinary or legal action as it considers necessary.

DAVID JONES ENTERPRISE AGREEMENT 2012 57 C.4 Security Check of Bags, Parcels and/or Lockers (a) David Jones is entitled to conduct routine security checks of employee bags and/or parcels at points of exit and entry used by employees. (b) Individual security checks of bags, parcels and/or lockers shall not take place unless the employee concerned is present, or alternatively has given permission for such search to take place in his or her absence. (c) Where a search or check is to take place in the employee absence, the employee may nominate some other responsible employee to be present during the proposed search or check.

C.5 Carrying of Moneys Employees involved in carrying moneys belonging to David Jones, to or from a bank or other institution, shall be accompanied by a responsible fellow employee. David Jones shall not require an employee to have money chained, handcuffed or fastened to their person, unless the employee has access to a quick-release mechanism. C.6 Staff Entrances and Exits David Jones may require employees to use staff entrances and exits while entering or leaving the store during the times that the staff member is rostered to work. David Jones shall not require an employee to use staff entrances and exits in a store when an employee wishes to enter the store as a customer on rostered days off, or during periods of annual or long service leave or other leave.

DAVID JONES ENTERPRISE AGREEMENT 2012 58 APPENDIX D: PARENTAL LEAVE Permanent employees, with 12 months’ continuous service as permanent staff and casual employees with 12 months’ service are entitled to unpaid parental leave to a maximum of 104 weeks in connection with the birth or adoption of a child. The entitlements in this Appendix supplement those in the NES. D.1 Parental Leave D.1.1 Nature of Leave Parental leave is unpaid leave. D.1.2 Definitions In this Appendix: “adoption-related leave” means leave of either unpaid parental leave taken in association with the placement of a child for adoption or unpaid pre-adoption leave.

“birth-related leave” means leave of either unpaid parental leave taken in association with the birth of a child or unpaid special maternity leave. “day of placement”, in relation to the adoption of a child by an employee, means the earlier of the following days: (a) the day on which the employee first takes custody of the child for the adoption; (b) the day on which the employee starts any travel that is reasonably necessary to take custody of the child for the adoption. “child”, in relation to the adoption of a child by an employee, means a person under the age of 16 years who is placed with the Employee for the purposes of adoption and who has not previously lived continuously with the Employee for a period of 6 months or more and is not a child or stepchild of the Employee or of the spouse of the Employee.

“continuous service” means service under an unbroken contract of employment and includes: (a) any period of leave taken in accordance with this Part; and (b) any period of leave or absence authorised by David Jones or by this Agreement; and (c) any period of part-time or fixed term employment that is contiguous with the contract of employment in accordance with this Agreement (including part-time employment as a replacement Employee).

DAVID JONES ENTERPRISE AGREEMENT 2012 59 “expected date of birth”, in relation to a female employee, means a date certified by a registered medical practitioner to be the date on which the registered medical practitioner expects the employee to give birth to her child. “parental leave” means leave associated with the birth of a child of the employee or the employee’s spouse, or the placement of a child with the employee for adoption, where the employee has or will have a responsibility for the care of the child.

“part-time employment” means work of a lesser number of hours than constitutes full-time work under this Agreement, but does not include casual or temporary work. “primary care-giver” means a person who assumes the principal role of providing care and attention to a child. “spouse” includes a de facto partner and a former spouse. D.1.3 Eligibility for Parental Leave (a) An employee with at least 12 months of continuous service with David Jones immediately preceding: the date of birth, or expected date of birth of the child (for birth-related leave); or the day of placement, or expected day of placement of the child (for adoption-related leave); or if the leave is to start on a later date within 104 weeks of the child’s birth/placement, the date on which the employee’s parental leave is to start; is entitled to up to 104 weeks of parental leave (although the period of leave cannot extend beyond 24 months after the date of birth or the day of placement of the child). Provided that, if an employee has 6 months’ continuous service immediately preceding the date, or expected date, or birth or placement, or immediately before the commencement of leave, the employee will be entitled to a combined total of 26 weeks’ parental leave in accordance with the provisions of this Appendix.

(b) The entitlement to parental leave under this clause is to be reduced by any period of parental leave taken by the employee’s spouse in relation to the same child. Up to 12 months of parental leave can be taken concurrently between both parents. (c) Subject to clause D.1.6 (Transfer to Safe Job) and D.1.9 (Special Maternity & Sick Leave), the period of parental leave is to be taken in a single continuous period.

DAVID JONES ENTERPRISE AGREEMENT 2012 60 D.1.4 Certification for Parental Leave When applying for parental leave, an employee must, at the time specified in clause D1.5, produce to David Jones evidence that would satisfy a reasonable person: (a) if the leave is birth-related – of the date of birth, or the expected date of birth of the child; or (b) if the leave is adoption-related: (i) of the day of placement, or expected day of placement of the child; and (ii) that the child is or will be, under 16 as at the day of placement (c) further information: (i) stating particulars of any period of parental leave sought or taken by the employee’s spouse, and (ii) stating her/his agreement that for the period of parental leave she/he will not engage in any conduct inconsistent with her/his contract of employment.

D.1.5 Notice Requirements (a) An employee is not in breach of this clause as a consequence of failure to give the stipulated periods of notice if it is not practicable to do so, in which case, the employee must give notice as soon as practicable (which may be a time after the leave has started). (b) An employee must give David Jones the relevant evidence (as described in D1.4) and notice of the taking of parental leave at least 10 weeks before the intended start of the leave. The notice must specify the intended start and end dates of the leave.

(c) An employee must, not less than 4 weeks before she/he proposes to commence parental leave, confirm in writing the intended start and end dates of the leave, or advise David Jones of any changes to the intended start and end dates. (d) Where an employee continues to work within the 6 week period immediately prior to the expected date of birth, David Jones may require the employee to provide a medical certificate stating that she is fit to work on her normal duties. D.1.6 Transfer to a Safe Job – for Pregnant Employees (a) If, in the opinion of a registered medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the employee to continue at her present work, David Jones must, if

DAVID JONES ENTERPRISE AGREEMENT 2012 61 practicable, transfer the Employee to a safe job at the rate and on the conditions attaching to her present work until the commencement of maternity leave. (b) If the transfer to a safe job is not practicable, the Employee may, or David Jones may require the Employee to, take leave on full pay for such period as is certified necessary by a registered medical practitioner. Such leave is not to be treated as maternity leave for the purposes of this Appendix. If an employee is on such leave during the 6 week period before expected date of birth of the child, David Jones may ask the employee to provide a medical certificate stating whether the employee is fit for work. If the employee does not provide the requested certificate within 7 days of the request, or the certificate states that the employee is not fit for work, David Jones may require the employee to commence parental leave. D.1.7 Variation of Period of Parental Leave (a) So long as the maximum period of parental leave does not exceed the period to which the Employee is entitled under clause D1.3; (i) the period of parental leave may be lengthened once only by the Employee giving to David Jones not less than 14 days’ notice in writing stating the period by which the leave is to be lengthened; and (ii) the period may be further lengthened by agreement between David Jones and the Employee.

(b) The period of parental leave may, with the consent of David Jones, be shortened by the Employee giving to David Jones not less than 14 days’ notice in writing stating the period by which the leave is to be shortened. D.1.8 Employee Ceasing to have Responsibility for Care For Birth-Related Leave (a) Parental leave, applied for but not commenced, is cancelled should the pregnancy of an employee, or employee’s partner, terminate otherwise than by the birth of a living child. (b) If the pregnancy of an employee/employee’s partner then on parental leave terminates otherwise than by the birth of a living child, or in the case of infant death, it is the right of the employee to resume work at a time nominated by David Jones which must be no later than 4 weeks after the date of notice in writing by the employee to David Jones that she/he desires to resume work.

For Adoption-Related Leave (a) Adoption leave, applied for but not commenced, is cancelled should the placement of the child not proceed.

DAVID JONES ENTERPRISE AGREEMENT 2012 62 (b) If the placement of a child for adoption purposes with a staff member then on adoption leave does not proceed or continue, the Employee must notify David Jones forthwith and David Jones must nominate a time not exceeding 4 weeks from receipt of the notification for the resumption of work by the Employee. D.1.9 Special Maternity Leave and Personal Leave (a) If the pregnancy of a female employee not then on parental leave terminates within 28 weeks before the expected date of birth otherwise than by the birth of a living child, then: (i) she is entitled to such period of unpaid leave (referred to in this Appendix as “special maternity leave”) as a medical practitioner certifies to be necessary before her return to work; or (ii) for illness other than the normal consequences of birth or pregnancy she is entitled, either instead of or in addition to special maternity leave, to such paid personal leave as she is then entitled to and as a registered medical practitioner certifies to be necessary before her return to work.

(b) If an employee not then on parental leave suffers illness related to her pregnancy, she may take such paid personal leave as she is then entitled to and such further unpaid leave (referred to in this Appendix as “special maternity leave”) as a registered medical practitioner certifies to be necessary before her return to work. (c) For the purposes of this Appendix, a period of special maternity leave forms part of an employee’s entitlement to parental leave (but special maternity leave is not required to be taken in a continuous period with parental leave).

D.1.10 Special Adoption Leave (a) David Jones must grant to any employee who is seeking to adopt a child any unpaid leave not exceeding 2 days that is required by the Employee to attend any interviews or examinations that are necessary as part of the adoption procedure. (b) If paid leave is available to the employee, David Jones may require the Employee to take such leave instead of special adoption leave.

DAVID JONES ENTERPRISE AGREEMENT 2012 63 D.1.11 Parental Leave and Other Leave Entitlements (a) So long as the aggregate of any leave, including leave taken under this Appendix, does not exceed the period to which the Employee is entitled under clause D1.3, a staff member may, instead of or in conjunction with parental leave, take any annual leave or long service leave or any part of it to which she/he is entitled. (b) Except as provided in D.1.9, paid sick leave or other paid absences (excluding annual leave or long service leave) are not available to a staff member during her/his absence on parental leave.

D.1.12 Effect of Parental Leave on Employment Subject to this Appendix, despite any or other provision to the contrary, absence on parental leave does not break the continuity of service of an employee but is not to be taken into account in calculating the period of service for any other purpose pursuant to this agreement. D.1.13 Termination of Employment (a) An employee on parental leave may terminate her/his employment at any time during the period of leave by notice given in accordance with this agreement.

(b) David Jones must not terminate the employment of an employee on the ground of pregnancy, or on the ground of a spouse’s pregnancy, or on the ground of absence on parental leave, but otherwise the rights of David Jones in relation to termination of employment are not affected by this Appendix. D.1.14 Return to Work after Parental Leave (a) An employee must confirm her/his intention of returning to work by notice in writing to David Jones given not less than 4 weeks before the end of her/his period of parental leave. (b) An employee, on returning to work after parental leave or the expiration of the notice required by sub-clause (a), is entitled: (i) to the position which she/he held immediately before commencing parental leave; or (ii) in the case of an employee who was transferred to a safe job under clause D1.6, to the position which she held immediately before that transfer; or (iii) in the case of an employee who has worked part-time during the pregnancy, to the position which she held immediately before commencing the part-time employment.

DAVID JONES ENTERPRISE AGREEMENT 2012 64 (c) If the position no longer exists but there are other positions available which the Employee is qualified for and is capable of performing, David Jones must make available to the Employee a position as nearly as possible comparable in status and pay to that of her/his former position. D.1.15 Replacement Staff (a) A replacement employee is a staff member specifically engaged as a result of a staff member proceeding on parental leave. (b) Before David Jones engages a person to replace a staff member temporarily promoted or transferred in order to replace a staff member exercising her/his rights under this Schedule, David Jones must inform that person of the temporary nature of the promotion or transfer and of the rights of the employee who is being replaced.

(c) Nothing in this Appendix is to be construed as requiring David Jones to engage a replacement employee. D.1.16 Communication whilst on Parental Leave If an employee is on parental leave and David Jones makes a decision that will have a significant effect on the status, pay or location of the employee’s pre-parental leave position, David Jones will take all reasonable steps to give the employee information about, and an opportunity to discuss, the effect of the decision on that position. D.2 Part-time Employment D.2.1 Entitlement With the agreement of David Jones: (a) a female employee may work part-time in one or more periods while she is pregnant if part-time employment is, because of the pregnancy, necessary or desirable; or (b) an employee may work part-time in one or more periods at any time from the date of birth/placement of the child until 2 years after returning from parental leave.

D.2.2 Return to Former Position (a) An employee who has had at least 12 months continuous service with David Jones immediately before commencing part- time employment after the birth or placement of a child has, at the end of the period of part-time employment or the first period, if there is more than one, the right to return to his or her former position.

DAVID JONES ENTERPRISE AGREEMENT 2012 65 (b) Nothing in sub-clause (a) prevents David Jones from permitting the employee to return to his or her former position after a second or subsequent period of part-time employment. D.2.3 Effect of Part-time Employment on a Continuous Service Despite any employment agreement or other provision to the contrary, commencement on part-time employment under this Appendix, and return from part-time employment to full-time employment under this Appendix does not break the continuity of service of an employee.

D.2.4 Pro Rata Entitlements Subject to this Appendix and the matters agreed in the part-time employment agreement under clause D.2.7, the accrual of entitlements to leave while an employee is undertaking part-time employment is to be pro rata in accordance with the provisions of this Agreement. D.2.5 Transitional Arrangements - Annual Leave (a) An employee working part-time under this Schedule is to be paid for and take any annual leave accrued in respect of a period of full-time employment, in such periods and manner as is specified in clause 7.9 of this Agreement, as if the Employee were working full-time in the class of work the employee was performing as a full-time employee immediately before commencing part-time employment under this Schedule. (b) A full-time employee is to be paid for and take any annual leave accrued in respect of a period of part-time employment under this Schedule, in such periods and manner as is specified in clause 7.9 of this Agreement, as if the employee were working part-time in the class of work the employee was performing as part-time employee immediately before resuming full-time work. (c) By agreement between David Jones and the employee, the period over which leave is taken under sub-clause (b) may be shortened to the extent necessary for the employee to receive pay at the employee’s current full-time rate. D.2.6 Transitional Arrangements - Sick Leave (a) An employee working part-time under this Appendix is to have sick leave entitlements which have accrued under this Agreement applicable to the work concerned including any entitlement accrued in respect of previous full-time employment converted into hours.

(b) When this entitlement is used, whether as a part-time employee or as a full-time employee, it is to be debited for the ordinary hours that the employee would have worked during the period of absence.

DAVID JONES ENTERPRISE AGREEMENT 2012 66 D.2.7 Part-time Employment Agreement (a) Before commencing a period of part-time employment under this Schedule the employee and David Jones must agree- (i) that the Employee may work part-time; and (ii) on the hours to be worked by the Employee, the days on which they will be worked and commencing times for the work- and (iii) on the classification applying to the work to be performed- and (iv) on the period of part-time employment. (b) The terms of this agreement may be varied by consent. (c) The terms of this agreement or any variation to it must be put in writing and retained by David Jones. A copy of the agreement and any variation to it must be provided to the Employee by David Jones.

D.2.8 Termination of Employment (a) The employment of a part-time Employee under this Appendix may be terminated in accordance with the provisions of this Agreement but must not be terminated by David Jones because the Employee has exercised or proposes to exercise any rights arising under this Appendix or has enjoyed or proposes to enjoy the benefits arising under this Appendix. (b) Any termination entitlements payable to an employee whose employment is terminated while working part-time under this Appendix, or while working full-time after transferring from part- time employment under this Appendix, are to be calculated by reference to the full-time rate of pay at the time of termination and by regarding all service as a full-time Employee as qualifying for a termination entitlement based on the period of a full-time employment and all service as a part-time Employee as qualifying on a pro rata basis.

D.2.9 Extension of Hours of Work David Jones may request, but not require, an employee working part- time under this Part to work overtime. D.2.10 Nature of Part-time Employment The work to be performed part-time need not be the work performed by the Employee in his or her former position.

DAVID JONES ENTERPRISE AGREEMENT 2012 67 D.2.11 Inconsistent Provisions (a) An employee may work part-time under this Appendix despite any other provision of this Agreement which limits or restricts the circumstances in which part-time employment may be worked or the terms on which it may be worked including any provision: (i) limiting the number of staff who may work part-time; or (ii) establishing quotas as to the ratio of part-time to full-time staff; or (iii) prescribing a minimum or maximum number of hours a part-time employee may work; or (iv) requiring consultation with, the consent of or monitoring by, the Union, and such provisions do not apply to part-time employment under this Appendix.

D.2.12 Replacement Staff (a) A replacement Employee is a staff member specifically engaged as a result of a staff member working part-time under this Appendix. (b) A replacement Employee may be employed part-time. Subject to this Appendix, clauses D.2.4 to D.2.9 and D.2.11 apply to the part-time employment of a replacement Employee. (c) Before David Jones engages a replacement Employee under this Appendix, David Jones must inform the person of the temporary nature of the employment and of the rights of the Employee who is being replaced.

(d) Nothing in this Appendix is to be construed as requiring David Jones to engage a replacement Employee.

DAVID JONES ENTERPRISE AGREEMENT 2012 68 APPENDIX E: WORKERS ELIGIBLE FOR A SUPPORTED WAGE E.1 Application This Schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this Agreement. In the context of this Schedule, the following definitions will apply: (a) “Supported Wage System” means the Commonwealth Government System to promote employment for people who cannot work at full agreement wages because of a disability, as documented in “Supported Wage System Handbook, available from the following website: www.jobaccess.gov.au” (b) “Approved Assessor” means a person accredited by the management unit established by the Commonwealth under the Supported Wage System to perform assessments of an individual’s productive capacity within the Supported Wage System. (c) “Disability Support Pension” means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991 (the “Act”), as amended from time to time, or any successor to that scheme.

(d) “Assessment Instrument” means the tool provided for under the Supported Wage System that records the assessment of the productive capacity of the persons to be employed under the Supported Wage System. (e) “Unions” means the SDA and the ASU. E.2 Eligibility Criteria Staff members covered by this Schedule will be those who are unable to perform the range of duties to the competence level required of an employee because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a Disability Support Pension. (The Schedule does not apply to any existing Employee who has a claim against David Jones which is subject to the provisions of workers’ compensation legislation or any provision of this Agreement relating to the rehabilitation of employees who are injured in the course of their current employment).

E.3 Supported Wage Rates Staff members to whom this Schedule applies will be paid the applicable percentage of the minimum rate of pay prescribed by this Agreement for the employee position according to the following schedule:

DAVID JONES ENTERPRISE AGREEMENT 2012 69 Assessed Capacity (sub-clause (d)) % of Employee Rate of Pay 10%* 10% 20% 20% 30% 30% 40% 40% 50% 50% 60% 60% 70% 70% 80% 80% 90% 90% (Provided that the minimum amount payable will be not less than $75 per week). * Where a person’s assessed capacity is 10%, they will receive a high degree of assistance and support. E.4 Assessment of Capacity For the purpose of establishing the percentage of the employee rate to be paid to an employee in accordance with this Schedule, the productive capacity of the employee will be assessed in accordance with the Supported Wage System and documented in an assessment instrument by either. (a) David Jones and the Unions, in consultation with the employee or, if desired by any of these.

(b) David Jones and an accredited Assessor from a panel agreed by the parties to the Agreement and the employee. E.5 Lodgement of Assessment Instrument (a) All assessment instruments under the conditions of this Schedule, including the appropriate percentage of the agreement wage to be paid to the employee, will be lodged by David Jones with the Registrar of Fair Work Australia. (b) All SWS assessment agreements must be agreed and signed by David Jones and the staff member parties to the assessment. Where a union is not party to the assessment, the assessment will be referred to Fair Work Australia by the union by certified mail and the agreement will take effect unless an objection is notified to Fair Work Australia within 10 working days.

DAVID JONES ENTERPRISE AGREEMENT 2012 70 E.6 Review of Assessment The assessment of the applicable percentage should be subject to annual review or earlier on the basis of a reasonable request for such a review. The process of review will be in accordance with the procedures for assessing capacity under the Supported Wage System. E.7 Other Terms and Conditions of Employment Where an assessment has been made, the applicable percentage will apply to the wage rate only. Staff members covered by the provisions of this Schedule will be entitled to the same terms and conditions of employment as all other employees covered by this Agreement, paid on a pro rata basis. E.8 Workplace Adjustment If David Jones wishes to employ a person under the provisions of this Schedule, it will take reasonable steps to make changes in the workplace to enhance the person’s capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other employees in the area. E.9 Trial Period (a) In order for an adequate assessment of the employee’s capacity to be made, David Jones may employ a person under the provisions of this Schedule for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding 4 weeks) may be needed.

(b) During the trial period the assessment of capacity will be undertaken and the proposed wage rate for a continuing employment relationship will be determined. (c) The minimum amount payable to an employee during that period will be no less than $75.00 per week. (d) Work trials should include induction or training as appropriate to the job being trialled. (e) Where David Jones and an employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment will be entered into based on the outcome of assessment under subclause E.4 hereof.

Schedule 2.2 Model flexibility term (regulation 2.08) Model flexibility term (1) An employer and employee covered by this enterprise agreement may agree to make an individual flexibility arrangement to vary the effect of terms of the agreement if: (a) the agreement deals with 1 or more of the following matters: (i) arrangements about when work is performed; (ii) overtime rates; (iii) penalty rates; (iv) allowances; (v) leave loading; and (b) the arrangement meets the genuine needs of the employer and employee in relation to 1 or more of the matters mentioned in paragraph (a); and (c) the arrangement is genuinely agreed to by the employer and employee. (2) The employer must ensure that the terms of the individual flexibility arrangement: (a) are about permitted matters under section 172 of the Fair Work Act 2009 ; and (b) are not unlawful terms under section 194 of the Fair Work Act 2009 ; and (c) result in the employee being better off overall than the employee would be if no arrangement was made.

(3) The employer must ensure that the individual flexibility arrangement: (a) is in writing; and (b) includes the name of the employer and employee; and (c) is signed by the employer and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee; and (d) includes details of: (i) the terms of the enterprise agreement that will be varied by the arrangement; and (ii) how the arrangement will vary the effect of the terms; and (iii) how the employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement; and (e) states the day on which the arrangement commences. (4) The employer must give the employee a copy of the individual flexibility arrangement within 14 days after it is agreed to.

(5) The employer or employee may terminate the individual flexibility arrangement: (a) by giving no more than 28 days written notice to the other party to the arrangement; or (b) if the employer and employee agree in writing – at any time.

1 Letter of Understanding 2012 The following issues have been agreed between David Jones and the Shop, Distributive & Allied Employees’ Association as outcomes of recent negotiations. Notification of Rosters Where David Jones seeks to modify a roster on short notice, David Jones shall directly contact the affected employee and inform them of the change in roster. Applying for Leave When reviewing requests for leave, David Jones will include consideration of school holidays. Online Training - part-time and casual employees David Jones will continue to offer training to part-time and casual employees pursuant to the provisions of the David Jones Enterprise Agreement 2012 (“the Agreement”). However, due to the nature and duration of some training modules, David Jones may offer such employees the option to undertake training online (“Online Training”) at the store or away from the store. When an employee, at their convenience, chooses to undertake training modules online and away from the store, eg, at home, they may undertake such training in blocks of less than 2 hours.

Online training may be conducted in blocks of less than 2 hours and managed in the relevant pay cycle on the proviso that within a 12 month period any training equates to no less than 2 hours, or alternatively the employee is paid in accordance with the relevant minimum call. The minimum training engagement will apply for a maximum of 6 training engagements in any one year as per clause 7.4.1 of the Agreement. Where and employee does not elect to undertake Online Training away from their store, David Jones will ensure that employees will be able to complete Online Training at their store. Any Online Training sessions undertaken at the store will be pursuant to the provisions of the Agreement.

David Jones will offer support to employees who may require assistance in undertaking Online Training or who elect to undertake training in store. Long Service Leave Employees taking their LSL as double time at half pay may elect to receive a full pay every second fortnight (the options of pay in advance or pay each fortnight remain).

2 Conversion of Casuals to Part timers Twice a year a sweep of the payroll system will be done to identify any regular casuals who are working in a part time work pattern. A part-time pattern means the employee is working a minimum average of 10 hours per week and has a regular roster that is not subject to frequent variation from cycle to cycle. Subject to the needs of the business, David Jones shall review and, where appropriate, offer these employees a permanent position working similar hours. Number of Specialists In February of each year David Jones will provide to the SDA National Office the number and percentage of specialists on a store by store basis. David Jones is obliged under the Agreement to appoint at least 10% of all permanent employees across all stores to the specialist level. The Union recognises that if this commitment is met, there will be employees working in departments from which David Jones selects specialists who are themselves not appointed to this level and are paid the level 1 rate.

Drinking Water Staff will be permitted to take drinking water into areas near their work so they can have a drink quickly without having to go the lunchrooms. Mystery Shoppers Mystery Shoppers will not be used as a source of counselling and disciplinary procedures. Discount on Clothing David Jones has agreed to extend the 20% staff work clothing discount to the include the following items for employees: For Men: shirts For Women: 20 pairs per year of stockings, pantyhose and/or knee-high’s New Employees Every month the Union will be given the opportunity to conduct meetings for new employees to explain the SDA, its benefits and to show the union video etc. The process for these monthly meetings (ie notifying SDA, arranging times) will be arranged on an individual store basis between the organiser and store manager. These meetings will not exceed 15 minutes. This meeting will count as one of the 15 minute paid union meetings the employee is entitled to attend per year.

3 Part-Time reduction of Hours – Exclusion for Victorian Employees Part-time employees engaged in Victoria prior to the commencement of the David Jones Enterprise Agreement 1997 may not have their hours reduced under the provision of Clause 7.4.7 (of the David Jones Enterprise Agreement 2012). Traineeships The following arrangements have been agreed to in relation to Trainee employees of David Jones: a. David Jones can employ approved Trainees under the conditions of the National Training Wage Award 2000 except where there is no provision under that Award, then the provisions of the David Jones Enterprise Agreement 2012 will apply.

b. Wages for New Apprenticeship Trainees will be at the Agreement wage rate applicable for the employees’ age. New Apprentice Trainees will only be paid for hours worked. c. Upon successful completion of a Traineeship (New Apprenticeship) program, and meeting David Jones performance criteria, the employee shall be offered on-going permanent employment with David Jones for at least as many hours as they spent on the job (on an average per week basis) during their Traineeship. Provided the employee is available to work their previous roster or some other agreed roster. Notwithstanding this initial guarantee of hours, if employed on a part-time basis the employee shall be subject to Clause 7.4.7.

Indicative Rosters for Casual Employees David Jones shall provide casual employees with indicative rosters. Indicative rosters shall not alter the employment status of a casual employee. Union Membership David Jones recognises that the SDA is the Union which represents employees subject to this Agreement. David Jones recognises and supports each individual employee’s right to choose whether or not to join a union. David Jones will advise employees of the right of coverage. David Jones will make available, at the point of recruitment, membership application cards and services leaflets provided by the Union.

Upon employees’ written authorisation, David Jones will deduct Union membership dues, as levied by the Union in accordance with its rules, from the pay of staff who are members of the Union. David Jones will forward to the Union at the beginning of

4 each month such monies collected, together with all necessary information to enable the reconciliation and crediting of subscriptions to members’ accounts. Union Representatives The Union shall notify the store and the HR Manager - Employee Relations of who are the duly elected union delegates. David Jones shall recognise duly elected union delegates and allow delegates time to discuss work related matters of a general concern with employees. Employees shall recognise that store operations take preference over discussions with delegates and organise to see delegates during their breaks.

David Jones shall allow delegates time during working hours to discuss matters of concern with store management. Union representatives and delegates shall facilitate and ensure discussions with employees take place at a time and location convenient to the store operations, and in a manner that does not interfere with store operations. The Union and delegates shall inform store management of any issues of concern to employees and arrange to discuss them at a time convenient to store operations. The parties agree to the follow the issue resolution procedure. Store Visits by Union Officials Accredited officials will notify store management of the general intent of any store visits and the estimated duration of the visit.

Accredited officials will advise store management of their departure from the store and where appropriate of any issues or grievances arising out of the visit. Union Meetings David Jones shall provide a maximum of two fifteen minute or one 30 minute paid union meeting per store per year for the purpose of discussing the implementation, operation and review of this agreement. Prior to holding the meeting David Jones shall be informed by the Union whether the meeting duration is 15 or 30 minutes. David Jones shall allow all employees, whether members of the Union or not, to attend paid Union meetings. Paid Union meetings to be held on company premises.

5 Union Notices David Jones shall provide appropriate space on company notice boards of reasonable dimensions in all store staff lounges for the purpose of displaying Union notices authorised by the secretary of the Union. The Union and delegates shall refer to David Jones before posting on the notice board Union notices authorised by the secretary of the Union accept that any notice not authorised by David Jones will be removed. Trade Union Training Leave Entitlement David Jones shall provide non cumulative paid trade union training leave on the following basis: Stores with less that 100 employees – 5 days leave per year Stores with 100 to 299 employees – 10 days per year Stores with 300 or more employees – 15 days per year Example: In a 250 person store there is 10 days trade union training per year available for SDA delegates and 10 days trade union training for ASU delegates. Notice Requirement The Union shall provide four weeks’ written notice to David Jones of such trade union training.

Replacement of Agreement The parties agree to commence discussions on a subsequent agreement three months prior to the nominal expiry of this Agreement.

DAVID JONES ENTERPRISE AGREEMENT 2012 RATES OF PAY Rates Payable On or After: Page No. 1 June 2012 . . 1 1 July 2013 . . 5 1 February 2014 . . 9 1 August 2014 . . 13 1 February 2015 . . 17

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 JUNE 2012 Page 1 of 20 LEVEL 1 SALES EMPLOYEES Includes Shop Assistants, Demonstrators & Security Personnel FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 352.00 9.26 11.58 13.89 23.16 13.89 18.53 At 17 yrs 422.40 11.12 13.89 16.67 27.79 16.67 22.23 At 18 yrs 492.80 12.97 16.21 19.45 32.42 19.45 25.94 At 19 yrs 563.20 14.82 18.53 22.23 37.05 22.23 29.64 20 yrs & over 704.00 18.53 23.16 27.79 46.32 27.79 37.05 LEVEL 1 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.12 12.51 15.75 23.16 13.89 18.53 At 17 yrs 13.34 15.01 18.90 27.79 16.67 22.23 At 18 yrs 15.56 17.51 22.05 32.42 19.45 25.94 At 19 yrs 17.79 20.01 25.20 37.05 22.23 29.64 20 yrs & over 22.23 25.01 31.49 46.32 27.79 37.05 LEVEL 2 SALES EMPLOYEES Includes Visual Merchandisers, Ticket Writers & Specialist Sales Assistants FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 739.20 19.45 24.32 29.18 48.63 29.18 38.91 LEVEL 2 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 23.34 26.26 33.07 48.63 29.18 38.91

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 JUNE 2012 Page 2 of 20 LEVEL 3 SALES EMPLOYEES Includes Supervisors of Level 1 & 2 Staff FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 774.40 20.38 25.47 30.57 50.95 30.57 40.76 LEVEL 3 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 24.45 27.51 34.64 50.95 30.57 40.76 LEVEL 1 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 352.00 9.26 11.58 13.89 23.16 13.89 18.53 At 17 yrs 422.40 11.12 13.89 16.67 27.79 16.67 22.23 At 18 yrs 492.80 12.97 16.21 19.45 32.42 19.45 25.94 At 19 yrs 563.20 14.82 18.53 22.23 37.05 22.23 29.64 20 yrs & over 704.00 18.53 23.16 27.79 46.32 27.79 37.05 LEVEL 1 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.12 12.51 15.75 23.16 13.89 18.53 At 17 yrs 13.34 15.01 18.90 27.79 16.67 22.23 At 18 yrs 15.56 17.51 22.05 32.42 19.45 25.94 At 19 yrs 17.79 20.01 25.20 37.05 22.23 29.64 20 yrs & over 22.23 25.01 31.49 46.32 27.79 37.05

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 JUNE 2012 Page 3 of 20 LEVEL 2 CLERICAL EMPLOYEES Includes Trade Qualified Chef and Trade Qualified Beauty Therapist FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 378.43 9.96 12.45 14.94 24.90 14.94 19.92 At 17 yrs 454.12 11.95 14.94 17.93 29.88 17.93 23.90 At 18 yrs 529.80 13.94 17.43 20.91 34.86 20.91 27.88 At 19 yrs 605.49 15.93 19.92 23.90 39.83 23.90 31.87 20 yrs & over 756.86 19.92 24.90 29.88 49.79 29.88 39.83 LEVEL 2 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.95 13.44 16.93 24.90 14.94 19.92 At 17 yrs 14.34 16.13 20.32 29.88 17.93 23.90 At 18 yrs 16.73 18.82 23.70 34.86 20.91 27.88 At 19 yrs 19.12 21.51 27.09 39.83 23.90 31.87 20 yrs & over 23.90 26.89 33.86 49.79 29.88 39.83 LEVEL 3 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 387.20 10.19 12.74 15.28 25.47 15.28 20.38 At 17 yrs 464.64 12.23 15.28 18.34 30.57 18.34 24.45 At 18 yrs 542.08 14.27 17.83 21.40 35.66 21.40 28.53 At 19 yrs 619.52 16.30 20.38 24.45 40.76 24.45 32.61 20 yrs & over 774.40 20.38 25.47 30.57 50.95 30.57 40.76

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 JUNE 2012 Page 4 of 20 LEVEL 3 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 12.23 13.76 17.32 25.47 15.28 20.38 At 17 yrs 14.67 16.51 20.79 30.57 18.34 24.45 At 18 yrs 17.12 19.26 24.25 35.66 21.40 28.53 At 19 yrs 19.56 22.01 27.72 40.76 24.45 32.61 20 yrs & over 24.45 27.51 34.64 50.95 30.57 40.76 WORK RELATED ALLOWANCES First Aid Attendant $10.70 per week or $2.41 per shift (max $10.70 per week) Meal Allowance $13.00 Use of Private Vehicle and Temporary Transfer $0.68 per kilometre Laundry Allowance for uniform - Full Time Employees $ 9.10 per week - Part Time and Casual Employees $ 3.03 per shift (max $9.10 per week)

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 JULY 2013 Page 5 of 20 LEVEL 1 SALES EMPLOYEES Includes Shop Assistants, Demonstrators & Security Personnel FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 357.00 9.39 11.74 14.09 23.49 14.09 18.79 At 17 yrs 428.40 11.27 14.09 16.91 28.18 16.91 22.55 At 18 yrs 499.80 13.15 16.44 19.73 32.88 19.73 26.31 At 19 yrs 571.20 15.03 18.79 22.55 37.58 22.55 30.06 20 yrs & over 714.00 18.79 23.49 28.18 46.97 28.18 37.58 LEVEL 1 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.27 12.68 15.97 23.49 14.09 18.79 At 17 yrs 13.53 15.22 19.17 28.18 16.91 22.55 At 18 yrs 15.78 17.76 22.36 32.88 19.73 26.31 At 19 yrs 18.04 20.29 25.55 37.58 22.55 30.06 20 yrs & over 22.55 25.37 31.94 46.97 28.18 37.58 LEVEL 2 SALES EMPLOYEES Includes Visual Merchandisers, Ticket Writers & Specialist Sales Assistants FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 749.70 19.73 24.66 29.59 49.32 29.59 39.46 LEVEL 2 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 23.67 26.63 33.54 49.32 29.59 39.46

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 JULY 2013 Page 6 of 20 LEVEL 3 SALES EMPLOYEES Includes Supervisors of Level 1 & 2 Staff FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 785.40 20.67 25.84 31.00 51.67 31.00 41.34 LEVEL 3 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 24.80 27.90 35.14 51.67 31.00 41.34 LEVEL 1 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 357.00 9.39 11.74 14.09 23.49 14.09 18.79 At 17 yrs 428.40 11.27 14.09 16.91 28.18 16.91 22.55 At 18 yrs 499.80 13.15 16.44 19.73 32.88 19.73 26.31 At 19 yrs 571.20 15.03 18.79 22.55 37.58 22.55 30.06 20 yrs & over 714.00 18.79 23.49 28.18 46.97 28.18 37.58 LEVEL 1 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.27 12.68 15.97 23.49 14.09 18.79 At 17 yrs 13.53 15.22 19.17 28.18 16.91 22.55 At 18 yrs 15.78 17.76 22.36 32.88 19.73 26.31 At 19 yrs 18.04 20.29 25.55 37.58 22.55 30.06 20 yrs & over 22.55 25.37 31.94 46.97 28.18 37.58

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 JULY 2013 Page 7 of 20 LEVEL 2 CLERICAL EMPLOYEES Includes Trade Qualified Chef and Trade Qualified Beauty Therapist FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 383.81 10.10 12.63 15.15 25.25 15.15 20.20 At 17 yrs 460.57 12.12 15.15 18.18 30.30 18.18 24.24 At 18 yrs 537.33 14.14 17.68 21.21 35.35 21.21 28.28 At 19 yrs 614.09 16.16 20.20 24.24 40.40 24.24 32.32 20 yrs & over 767.61 20.20 25.25 30.30 50.50 30.30 40.40 LEVEL 2 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 12.12 13.64 17.17 25.25 15.15 20.20 At 17 yrs 14.54 16.36 20.60 30.30 18.18 24.24 At 18 yrs 16.97 19.09 24.04 35.35 21.21 28.28 At 19 yrs 19.39 21.82 27.47 40.40 24.24 32.32 20 yrs & over 24.24 27.27 34.34 50.50 30.30 40.40 LEVEL 3 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 392.70 10.33 12.92 15.50 25.84 15.50 20.67 At 17 yrs 471.24 12.40 15.50 18.60 31.00 18.60 24.80 At 18 yrs 549.78 14.47 18.08 21.70 36.17 21.70 28.94 At 19 yrs 628.32 16.53 20.67 24.80 41.34 24.80 33.07 20 yrs & over 785.40 20.67 25.84 31.00 51.67 31.00 41.34

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 JULY 2013 Page 8 of 20 LEVEL 3 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 12.40 13.95 17.57 25.84 15.50 20.67 At 17 yrs 14.88 16.74 21.08 31.00 18.60 24.80 At 18 yrs 17.36 19.53 24.60 36.17 21.70 28.94 At 19 yrs 19.84 22.32 28.11 41.34 24.80 33.07 20 yrs & over 24.80 27.90 35.14 51.67 31.00 41.34 WORK RELATED ALLOWANCES First Aid Attendant $11.03 per week or $2.49 per shift (max $11.03 per week) Meal Allowance $13.41 Use of Private Vehicle and Temporary Transfer $0.70 per kilometre Laundry Allowance for uniform - Full Time Employees $ 9.38 per week - Part Time and Casual Employees $ 3.12 per shift (max $9.38 per week)

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 FEBRUARY 2014 Page 9 of 20 LEVEL 1 SALES EMPLOYEES Includes Shop Assistants, Demonstrators & Security Personnel FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 363.00 9.55 11.94 14.33 23.88 14.33 19.11 At 17 yrs 435.60 11.46 14.33 17.19 28.66 17.19 22.93 At 18 yrs 508.20 13.37 16.72 20.06 33.43 20.06 26.75 At 19 yrs 580.80 15.28 19.11 22.93 38.21 22.93 30.57 20 yrs & over 726.00 19.11 23.88 28.66 47.76 28.66 38.21 LEVEL 1 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.46 12.90 16.24 23.88 14.33 19.11 At 17 yrs 13.76 15.48 19.49 28.66 17.19 22.93 At 18 yrs 16.05 18.05 22.74 33.43 20.06 26.75 At 19 yrs 18.34 20.63 25.98 38.21 22.93 30.57 20 yrs & over 22.93 25.79 32.48 47.76 28.66 38.21 LEVEL 2 SALES EMPLOYEES Includes Visual Merchandisers, Ticket Writers & Specialist Sales Assistants FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 762.30 20.06 25.08 30.09 50.15 30.09 40.12 LEVEL 2 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 24.07 27.08 34.10 50.15 30.09 40.12

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 FEBRUARY 2014 Page 10 of 20 LEVEL 3 SALES EMPLOYEES Includes Supervisors of Level 1 & 2 Staff FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 798.60 21.02 26.27 31.52 52.54 31.52 42.03 LEVEL 3 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 25.22 28.37 35.73 52.54 31.52 42.03 LEVEL 1 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 363.00 9.55 11.94 14.33 23.88 14.33 19.11 At 17 yrs 435.60 11.46 14.33 17.19 28.66 17.19 22.93 At 18 yrs 508.20 13.37 16.72 20.06 33.43 20.06 26.75 At 19 yrs 580.80 15.28 19.11 22.93 38.21 22.93 30.57 20 yrs & over 726.00 19.11 23.88 28.66 47.76 28.66 38.21 LEVEL 1 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.46 12.90 16.24 23.88 14.33 19.11 At 17 yrs 13.76 15.48 19.49 28.66 17.19 22.93 At 18 yrs 16.05 18.05 22.74 33.43 20.06 26.75 At 19 yrs 18.34 20.63 25.98 38.21 22.93 30.57 20 yrs & over 22.93 25.79 32.48 47.76 28.66 38.21

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 FEBRUARY 2014 Page 11 of 20 LEVEL 2 CLERICAL EMPLOYEES Includes Trade Qualified Chef and Trade Qualified Beauty Therapist FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 390.26 10.27 12.84 15.40 25.67 15.40 20.54 At 17 yrs 468.31 12.32 15.40 18.49 30.81 18.49 24.65 At 18 yrs 546.36 14.38 17.97 21.57 35.94 21.57 28.76 At 19 yrs 624.41 16.43 20.54 24.65 41.08 24.65 32.86 20 yrs & over 780.51 20.54 25.67 30.81 51.35 30.81 41.08 LEVEL 2 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 12.32 13.86 17.46 25.67 15.40 20.54 At 17 yrs 14.79 16.64 20.95 30.81 18.49 24.65 At 18 yrs 17.25 19.41 24.44 35.94 21.57 28.76 At 19 yrs 19.72 22.18 27.93 41.08 24.65 32.86 20 yrs & over 24.65 27.73 34.92 51.35 30.81 41.08 LEVEL 3 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 399.30 10.51 13.13 15.76 26.27 15.76 21.02 At 17 yrs 479.16 12.61 15.76 18.91 31.52 18.91 25.22 At 18 yrs 559.02 14.71 18.39 22.07 36.78 22.07 29.42 At 19 yrs 638.88 16.81 21.02 25.22 42.03 25.22 33.63 20 yrs & over 798.60 21.02 26.27 31.52 52.54 31.52 42.03

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 FEBRUARY 2014 Page 12 of 20 LEVEL 3 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 12.61 14.19 17.86 26.27 15.76 21.02 At 17 yrs 15.13 17.02 21.44 31.52 18.91 25.22 At 18 yrs 17.65 19.86 25.01 36.78 22.07 29.42 At 19 yrs 20.18 22.70 28.58 42.03 25.22 33.63 20 yrs & over 25.22 28.37 35.73 52.54 31.52 42.03 WORK RELATED ALLOWANCES First Aid Attendant $11.03 per week or $2.49 per shift (max $11.03 per week) Meal Allowance $13.41 Use of Private Vehicle and Temporary Transfer $0.70 per kilometre Laundry Allowance for uniform - Full Time Employees $ 9.38 per week - Part Time and Casual Employees $ 3.12 per shift (max $9.38 per week)

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 AUGUST 2014 Page 13 of 20 LEVEL 1 SALES EMPLOYEES Includes Shop Assistants, Demonstrators & Security Personnel FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 368.00 9.68 12.11 14.53 24.21 14.53 19.37 At 17 yrs 441.60 11.62 14.53 17.43 29.05 17.43 23.24 At 18 yrs 515.20 13.56 16.95 20.34 33.89 20.34 27.12 At 19 yrs 588.80 15.49 19.37 23.24 38.74 23.24 30.99 20 yrs & over 736.00 19.37 24.21 29.05 48.42 29.05 38.74 LEVEL 1 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.62 13.07 16.46 24.21 14.53 19.37 At 17 yrs 13.95 15.69 19.76 29.05 17.43 23.24 At 18 yrs 16.27 18.30 23.05 33.89 20.34 27.12 At 19 yrs 18.59 20.92 26.34 38.74 23.24 30.99 20 yrs & over 23.24 26.15 32.93 48.42 29.05 38.74 LEVEL 2 SALES EMPLOYEES Includes Visual Merchandisers, Ticket Writers & Specialist Sales Assistants FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 772.80 20.34 25.42 30.51 50.84 30.51 40.67 LEVEL 2 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 24.40 27.45 34.57 50.84 30.51 40.67

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 AUGUST 2014 Page 14 of 20 LEVEL 3 SALES EMPLOYEES Includes Supervisors of Level 1 & 2 Staff FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 809.60 21.31 26.63 31.96 53.26 31.96 42.61 LEVEL 3 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 25.57 28.76 36.22 53.26 31.96 42.61 LEVEL 1 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 368.00 9.68 12.11 14.53 24.21 14.53 19.37 At 17 yrs 441.60 11.62 14.53 17.43 29.05 17.43 23.24 At 18 yrs 515.20 13.56 16.95 20.34 33.89 20.34 27.12 At 19 yrs 588.80 15.49 19.37 23.24 38.74 23.24 30.99 20 yrs & over 736.00 19.37 24.21 29.05 48.42 29.05 38.74 LEVEL 1 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.62 13.07 16.46 24.21 14.53 19.37 At 17 yrs 13.95 15.69 19.76 29.05 17.43 23.24 At 18 yrs 16.27 18.30 23.05 33.89 20.34 27.12 At 19 yrs 18.59 20.92 26.34 38.74 23.24 30.99 20 yrs & over 23.24 26.15 32.93 48.42 29.05 38.74

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 AUGUST 2014 Page 15 of 20 LEVEL 2 CLERICAL EMPLOYEES Includes Trade Qualified Chef and Trade Qualified Beauty Therapist FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 395.63 10.41 13.01 15.62 26.03 15.62 20.82 At 17 yrs 474.76 12.49 15.62 18.74 31.23 18.74 24.99 At 18 yrs 553.88 14.58 18.22 21.86 36.44 21.86 29.15 At 19 yrs 633.01 16.66 20.82 24.99 41.65 24.99 33.32 20 yrs & over 791.26 20.82 26.03 31.23 52.06 31.23 41.65 LEVEL 2 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 12.49 14.06 17.70 26.03 15.62 20.82 At 17 yrs 14.99 16.87 21.24 31.23 18.74 24.99 At 18 yrs 17.49 19.68 24.78 36.44 21.86 29.15 At 19 yrs 19.99 22.49 28.32 41.65 24.99 33.32 20 yrs & over 24.99 28.11 35.40 52.06 31.23 41.65 LEVEL 3 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 404.80 10.65 13.32 15.98 26.63 15.98 21.31 At 17 yrs 485.76 12.78 15.98 19.17 31.96 19.17 25.57 At 18 yrs 566.72 14.91 18.64 22.37 37.28 22.37 29.83 At 19 yrs 647.68 17.04 21.31 25.57 42.61 25.57 34.09 20 yrs & over 809.60 21.31 26.63 31.96 53.26 31.96 42.61

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 AUGUST 2014 Page 16 of 20 LEVEL 3 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 12.78 14.38 18.11 26.63 15.98 21.31 At 17 yrs 15.34 17.26 21.73 31.96 19.17 25.57 At 18 yrs 17.90 20.13 25.35 37.28 22.37 29.83 At 19 yrs 20.45 23.01 28.98 42.61 25.57 34.09 20 yrs & over 25.57 28.76 36.22 53.26 31.96 42.61 WORK RELATED ALLOWANCES First Aid Attendant $11.37 per week or $2.56 per shift (max $11.37 per week) Meal Allowance $13.81 Use of Private Vehicle and Temporary Transfer $0.72 per kilometre Laundry Allowance for uniform - Full Time Employees $ 9.67 per week - Part Time and Casual Employees $ 3.22 per shift (max $9.67 per week)

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 FEBRUARY 2015 Page 17 of 20 LEVEL 1 SALES EMPLOYEES Includes Shop Assistants, Demonstrators & Security Personnel FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 374.00 9.84 12.30 14.76 24.61 14.76 19.68 At 17 yrs 448.80 11.81 14.76 17.72 29.53 17.72 23.62 At 18 yrs 523.60 13.78 17.22 20.67 34.45 20.67 27.56 At 19 yrs 598.40 15.75 19.68 23.62 39.37 23.62 31.49 20 yrs & over 748.00 19.68 24.61 29.53 49.21 29.53 39.37 LEVEL 1 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.81 13.29 16.73 24.61 14.76 19.68 At 17 yrs 14.17 15.94 20.08 29.53 17.72 23.62 At 18 yrs 16.53 18.60 23.42 34.45 20.67 27.56 At 19 yrs 18.90 21.26 26.77 39.37 23.62 31.49 20 yrs & over 23.62 26.57 33.46 49.21 29.53 39.37 LEVEL 2 SALES EMPLOYEES Includes Visual Merchandisers, Ticket Writers & Specialist Sales Assistants FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 785.40 20.67 25.84 31.00 51.67 31.00 41.34 LEVEL 2 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 24.80 27.90 35.14 51.67 31.00 41.34

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 FEBRUARY 2015 Page 18 of 20 LEVEL 3 SALES EMPLOYEES Includes Supervisors of Level 1 & 2 Staff FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 822.80 21.65 27.07 32.48 54.13 32.48 43.31 LEVEL 3 SALES EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 20 yrs & over 25.98 29.23 36.81 54.13 32.48 43.31 LEVEL 1 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 374.00 9.84 12.30 14.76 24.61 14.76 19.68 At 17 yrs 448.80 11.81 14.76 17.72 29.53 17.72 23.62 At 18 yrs 523.60 13.78 17.22 20.67 34.45 20.67 27.56 At 19 yrs 598.40 15.75 19.68 23.62 39.37 23.62 31.49 20 yrs & over 748.00 19.68 24.61 29.53 49.21 29.53 39.37 LEVEL 1 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 11.81 13.29 16.73 24.61 14.76 19.68 At 17 yrs 14.17 15.94 20.08 29.53 17.72 23.62 At 18 yrs 16.53 18.60 23.42 34.45 20.67 27.56 At 19 yrs 18.90 21.26 26.77 39.37 23.62 31.49 20 yrs & over 23.62 26.57 33.46 49.21 29.53 39.37

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 FEBRUARY 2015 Page 19 of 20 LEVEL 2 CLERICAL EMPLOYEES Includes Trade Qualified Chef and Trade Qualified Beauty Therapist FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 402.08 10.58 13.23 15.87 26.45 15.87 21.16 At 17 yrs 482.50 12.70 15.87 19.05 31.74 19.05 25.39 At 18 yrs 562.91 14.81 18.52 22.22 37.03 22.22 29.63 At 19 yrs 643.33 16.93 21.16 25.39 42.32 25.39 33.86 20 yrs & over 804.16 21.16 26.45 31.74 52.91 31.74 42.32 LEVEL 2 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 12.70 14.28 17.99 26.45 15.87 21.16 At 17 yrs 15.24 17.14 21.59 31.74 19.05 25.39 At 18 yrs 17.78 20.00 25.18 37.03 22.22 29.63 At 19 yrs 20.32 22.86 28.78 42.32 25.39 33.86 20 yrs & over 25.39 28.57 35.98 52.91 31.74 42.32 LEVEL 3 CLERICAL EMPLOYEES FULL TIME AND PART TIME EMPLOYEES Age (yrs) Weekly Ordinary Saturday Sunday Public First 2 hrs After first 2 Rate Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 411.40 10.83 13.53 16.24 27.07 16.24 21.65 At 17 yrs 493.68 12.99 16.24 19.49 32.48 19.49 25.98 At 18 yrs 575.96 15.16 18.95 22.74 37.89 22.74 30.31 At 19 yrs 658.24 17.32 21.65 25.98 43.31 25.98 34.64 20 yrs & over 822.80 21.65 27.07 32.48 54.13 32.48 43.31

DAVID JONES ENTERPRISE AGREEMENT 2012 THE FOLLOWING RATES ARE PAYABLE FROM THE FIRST COMPLETE PAY PERIOD TO COMMENCE ON OR AFTER 1 FEBRUARY 2015 Page 20 of 20 LEVEL 3 CLERICAL EMPLOYEES CASUAL EMPLOYEES Age (yrs) Ordinary Saturday Sunday Public First 2 hrs After first 2 Hourly 10pm to 8am to 7pm Holiday overtime hrs overtime Rate Midnight Mon-Sat Mon-Sat & overtime Sun $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) $ (per hr) 16 yrs & under 12.99 14.62 18.40 27.07 16.24 21.65 At 17 yrs 15.59 17.54 22.09 32.48 19.49 25.98 At 18 yrs 18.19 20.46 25.77 37.89 22.74 30.31 At 19 yrs 20.79 23.38 29.45 43.31 25.98 34.64 20 yrs & over 25.98 29.23 36.81 54.13 32.48 43.31 WORK RELATED ALLOWANCES First Aid Attendant $11.37 per week or $2.56 per shift (max $11.37 per week) Meal Allowance $13.81 Use of Private Vehicle and Temporary Transfer $0.72 per kilometre Laundry Allowance for uniform - Full Time Employees $ 9.67 per week - Part Time and Casual Employees $ 3.22 per shift (max $9.67 per week)

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