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BULLETIN NO 118 Dated 11-07-18

2018 Telstra Enterprise Agreement.

Telstra's devastating job cuts announcement hasn't gone without notice at the bargaining table.

UNION CLAIMS PRESENTED TO TELSTRA

The combined Unions single bargaining unit (SBU), presented Telstra with a set of claims which focuses on job security, retraining and a fair pay increase for all employees - not just for those the boss chooses.

Amongst other things, the SBU is seeking, on behalf of members:

  • All employees, whether on Job Family, Workstream, AWA or ITEA receive a fair and reasonable non-- discretionary wage rise;
  • To reinforce the preference for voluntary retrenchments employing a comprehensive swaps process;
  • To strengthen the transition services available to staff in the Placement Period in order to maximise opportunities for redeployment within Telstra and employment outside it;
  • To broaden access to the 9--day fortnight work arrangements;
  • To disallow management directing members to avail of long service leave;
  • Overtime pay for part--time members for any hours worked in excess of ordinary hours; and
  • Allowances for members required to keep their Telstra vehicle and other stores at their home.

Telstra proposed a number of minor changes that seek to clarify clauses and terminology in the current EBA.

Many of these changes have been accepted by the SBU as they are inconsequential amendments.

REDUNDANCY PAY MAY BE SAFE, BUT TRIGGERS ARE UNDER THREAT

Telstra's most controversial proposal is the introduction of provisions which deal with transfer of business and

transfer of employment situations. Telstra's proposed changes essentially absolve Telstra from paying redundancy benefits in situations where:

  • A member becomes employed by another company that is part of the Telstra Group;
  • A member becomes employed, performing substantially the same job, at another company which agrees to recognise the member's service with Telstra; or
  • A member is offered a suitable position with another company, whether or not the member accepts that offer.

Clearly this proposal raises many concerns for the Union and its members. It raises a myriad of questions and complexities about its intended use and the potential for its misuse - particularly in light of the company embarking on one of the largest job cuts in Australian corporate history. The Union will obviously be opposing these changes.

Authorised by Alex Jansen State Secretary
CWU Telecommunications & Services Branch



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