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CWU T&S WEEKLY BULLETIN NO 135
21-12-18

WE ARE AVAILABLE DURING THE XMAS BREAK

The Office will be open through the holiday break for industrial matters. Call us on 02 9281 2811.

TAX ON REDUNDANCY

DISCLAIMER: We do not give tax opinions. This is general advice only - you must get professional advice and check before acting

Your Redundancy payment and payment in lieu of notice will be taxed if it exceeds a certain amount. The current rates are these: The tax free component of your termination payment is based on a $10,399 threshold plus $5,200 for each completed year of continuous service. (i.e. $10,399 +($5,200 x years of service). The remainder of your termination payment is taxed at 32c in the dollar.

For example: If after 10 completed years of service, you receive a $70,000(redundancy) termination payment, the tax free component is $10,399 + ($5,200 x 10) = $62,399. The remainder of the $70,000 is $7,601. The remainder is taxed at 32c so the tax on $7601 is $2432.32. So the total tax on the $70,000 redundancy payment is $2432.32.

Note that different rules apply to untaken Annual Leave and Long Service Leave.

COERCION TO TAKE LSL

We are still receiving reports of Telstra trying to force staff to take LSL. We wrote to Telstra this week to resolve it. Our Letter stated:

    I refer to our meeting with Telstra and discussions re the requirement to take LSL. The NSW T&S Branch maintains its view that Telstra has no right to direct staff to take LSL. I note that Telstra has deferred the matter until the end of 2019.
    Notwithstanding the Telstra advice (from D Fewster) we still receive complaints from members that they are being coerced to take LSL. For example, in Wideband NSW members received the following direction:

      "You have been identified as having in excess of 90 days LSL. Under Telstra's recently revised LSL policy there is now a requirement to proactive manage LSL liabilities. All staff in excess of 90 days must take a minimum of 9 days per year in addition to your annual leave. A 3 month notification period is beginning from today. You will be required to submit a LSL request for a least 9 days. You can be directed to take leave after the 3 month notification period expires but it would be preferable that you schedule this leave this FY at a time that suits you and the business."

    The manager . appears to be just following the script. Would you kindly clarify the situation urgently?"

TELSTRA RESPONSE ON LSL - NOT REQUIRED TO TAKE LSL

Telstra responded promptly confirming that Telstra will not be forcing staff to take LSL

    Hi Dan, I have looked into this matter for you. I confirm that Telstra's policy position is that employees must not be directed to take Long Service leave between 1 Sept 2018 (commencement of the policy) and 2019. This has been communicated to all People Leaders. Since the time the communication you shared below was distributed, this policy position has been clarified and cascaded via the leadership team within Wideband. I trust this resolves the matter.

AUS POST MANAGEMENT PRACTICES SWLF

We have written to the SWLF Manager seeking a meeting to discuss a number of issues affecting Technical staff. Our letter stated (in part):

    Thank you for your response. Unfortunately this seems to raise more concerns than it resolves. We believe the manager ... has introduced the following changes without proper consultation. The changes traverse rights and obligations contained in the EBA. A number are unreasonable.
    1. Changing of shift patterns.
    2. Introduction of Teams.
    3. Changing of shift starting times.
    4. Abolition of a technical presence in the control tower.
    5. Abolition of shift swaps.
    6. Introduction of a recruitment policy not in line with the expectations and assurances given to Alex Jansen when he was performing my current role.
    7. Commencement of the "migration of minor intervention tasks" against Lee Walkington's express request this does not go ahead.
    8. Employment of under skilled staff.
    9. Unsafe work practices
    We believe these so called "achievements" ... were simply unilateral decisions by him, in breach of the consultation process.
    We seek a meeting with you to discuss the following
    1. Review any written agreements re the above
    2. Review minutes of the consultation processes and working parties
    3. Review qualifications of new staff.
    4. Review suitability of the employed staff categories eg electrician v fitter.
    5. Review of safety practices particularly control by staff who do not know the job
    In those reviews, we seek to identify any discriminatory practices, failure to follow consultative processes and inefficiencies caused by unsuitability qualified staff.

ISGM CLASS ACTION: FREE INFORMATION SESSIONS

The ISGM class action is moving on with a number of meetings of ISGM employees and contractors and Shine. The matter is in the Federal Court today (Friday) for a directions hearing. See CWU Tandem page.

AUSTRALIA POST ACQUIRES FULL OWNERSHIP OF ARAMEX

Australia Post is strengthening its international capability by securing full ownership of Aramex Global Solutions (AGS), which provides end-to-end cross-border logistics solutions to a portfolio of ionic global eCommerce merchants. Australia Post has reached in-principle agreement to purchase from its joint venture partner Aramex PJSC the 60% of AGS it does not o1ready own for approximately US$20 million.

THE FINAL WORD FOR 2018

Our Branch has changed. We trust you enjoy the Bulletins. We have a Telstra EBA fight next year. We look forward to an active 2019. We also need your continued support and an influx of new members to improve your bargaining power. Merry Xmas and all the best in 2019.

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



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