SEASONS GREETINGS
This will be our 50th and last weekly Bulletin this year. We trust you enjoyed the contents and the presentation.
On behalf of the CWU NSW T&S Branch I hope you have a Merry Christmas and enjoy some time with those you love. We will be contactable on our usual numbers.

SPF UPDATE - 16 DEC
We met with Post and the Parramatta Branch by phone this afternoon. We proposed that any implementation cease, and that the State WP meet face to face, identify all the issues and deal with them. Then the outcome could be given to the LWG to deal with the details. Post respectively declined.
Post proposed that the unions (Us and CWU Parramatta) meet with the LWG and tell them that we support the EOI. Also that we meet and advise staff that we support the EOI etc. I respectfully declined.
Where to now? It appears that a meeting will be held Friday with the LWG and CWU Parramatta will be attending.
I advised that I will escalate the matter to the Fair Work Commission. I expect that it will be filed Tuesday.

SPF UPDATE - 17 DEC
We advise that the T&S Branch of the union has this morning (Tue 17 Dec) filed a dispute with the Fair Work Commission re SPF and SGF.
We are disputing a number of matters including SGF, Fixed rosters, unpaid meal breaks, reduction in remuneration, TL Redundancy, classifications, shift swaps etc. We have also advised that staff are being harassed to return the EOI.
We are seeking that no further action be taken by Post until there has been a proper opportunity for consultation and the issues resolved.
The first step in the dispute resolution process involving the FWC is conciliation. Conciliation provides for an independent person (FWC) to hear the parties and attempt to resolve the issues. The matter is likely to be listed at least for a short conference before Xmas.
If Conciliation fails, the matter can go to Mediation and if that fails, to arbitration. See Clause 42 in the EBA.
Please note the following clause re status quo:

42.1.2 While the parties are attempting to resolve the matter, the employee(s) will continue to work in accordance with the Agreement and their contract of employment, unless the employee(s) has a reasonable concern about an immediate threat to their health or safety.
In such circumstances and subject to Part 5. Division 6 - Right to Cease or Direct Cessation of Unsafe Work of the WHS Act, the employee(s) must not unreasonably fail to comply with a direction by Australia Post to perform other available work that is appropriate for the employee(s) to perform.

SPF FWC CONCILIATION
The FWC has advised that the dispute is listed for Conference, in person, before Deputy President Sams at 11:30 am on Thursday, 16 January 2020 at the Fair Work Commission Terrace Tower 80 William Street East Sydney.

MORRISON WRONG ON WAGE GROWTH, AGAIN
The Morrison Government has been forced to reduce projected wage growth again, the 33rd time this government has misled the Australian people about wage growth. The RBA has warned for years that the national economy is stalled due to low wage growth, yet the Morrison Government continues to attack unions, but it is unions that raise wages.
ACTU Secretary Sally McManus: The Australian union movement delivers real wage increases. Union members, on average, earn $275 a week more than non-members.

A SECRET LET OUT
At the CEPU Divisional Conference a week ago, NSW Secretary Shane Murphy said that Telstra told him that there would be bigger pay rise in the next EBA! Unfortunately we fear that most of us will not be working for Telstra by then - thanks to the new subsidiary clause.

TELSTRA EMPLOYEES VOTE FOR RETROGRESSIVE AGREEMENT
(From our Vic Branch) Notwithstanding the two CWU Vic Branches and T&S NSW branch campaigning for a better agreement, the EBA was voted up. The other four CWU branches actively campaigned for a YES vote, by joining in meetings with the boss to sell this repressive agreement, somehow convincing members it was a good deal. It's NOT. (The same leadership group was also responsible for diminishing the redundancy entitlements from 80 weeks to 76 weeks.) This means:
+ The right to stay a Telstra employee, if it is deemed by Telstra that there is a suitable offer of employment in a subsidiary of Telstra, is surrendered.
+ The right to banking your long service leave entitlement each year once 90 days is accrued is surrendered.
+ You receive a stingy 1.8% pay rise compared to a generous 34% for your CEO.
With such a short duration, the Agreement expires in 2021, who knows what shape Telstra will be in by then? Jobs have already been slashed and the once great company who employed thousands will potentially be a shell of what was.
I take this opportunity to thank you for your ongoing support and commitment. Never give up on the fight worth fighting.

OHS - SMOKE AND HEAT - ACTU POLICY

OHS laws which are designed to keep workers safe at work need to be updated to deal with the reality of climate change, which will mean hotter days and more bushfires, resulting in conditions which are hazardous to workers, especially those who work outside. The ACTU has released two safety alerts, one regarding smoke and one regarding heat.
ACTU Secretary Sally McManus: We have seen reports of workers being ordered to keep working. This is completely unacceptable. No worker should be forced to work in dangerous conditions, regardless of what industry they are in or what work they do.
See the ACTU Smoke Haze Policy
See the ACTU Heat Policy

VIP - CONTACTING US - NEW PHONE NUMBER
Please note the following changes as we simplify our phone numbers
0428 942 878 dan.dwyer@cwunion.net Dan Dwyer Secretary/Lawyer - for industrial matters & advice
0447 365 443 reception@cwunion.net Administrative eg payments, applications, change of details

Authorised by Dan Dwyer Branch Secretary
CWU Telecommunications & Services Branch, Sydney City, NSW.