The second is that boot requires an overall assessment. This means that the Commission must determine which conditions are more advantageous for a worker, which conditions are less advantageous and an overall assessment of a worker`s best situation under the agreement. If the conditions of comparison are settled directly on the compensation of employees, this is essentially a mathematical assessment. However, the situation becomes more complex when an agreement contains provisions that are superior or not to the right to the reference Rights to non-monetary benefits, to benefits available at the worker`s choice or to cash benefits that depend on the survival of certain events. Although the Commission must take these requirements into account when assessing boot, it can be difficult to determine the value given to them. It is unlikely that a non-monetary, optional or conditional right to the agreement will sufficiently compensate for the disadvantage for all the workers concerned. The claims raise all questions about how the „better off combination test“ should be applied to an agreement that wraps penalties and other benefits into encumbered wage rates. Re Loaded Rates Agreements (AG2017/1925 AG2017/1943 AG2017/3865 AG2017/4096 AG2017/4671) (2018) FWCFB 2732 AG2017/1925, AG2017/1943, AG2017/2228, AG2017/3027, AG2017/2569, AG2017/2558 The SDA still questions the approval of Aldi`s WA and SA agreements three years ago due to their use of the term „Leader“ and the failure of the best overall test. „There are two other demands from Aldi for the jandakot and Regency Park non-union agreements, which are still ahead of the FWC, which are also affected by poor communication of workers` representation rights.“ Allied Security Management Enterprise Agreement 2017 The Assembly found that Aldi could not demonstrate a jurisdictional error and refused to declare its communications regarding other Aldi agreements in Queensland, Western Australia and Southern Australia compliant. . .