CWU T&S WEEKLY BULLETIN NO 2019/
16 FEB 2019
HAVE YOU VOTED? VOTE CLOSES 25 FEB
We have hit the phones. You may be contacted by us encouraging you to return your ballot paper with a YES vote. Or you can help us and email (by reply or to firstname.lastname@example.org ) with one word "voted".
TELSTRA ANNUAL LEAVE
Another attack on our conditions begins:
We have received direction from senior management that the office will be closed between Easter and ANZAC covering from Friday 19/04/2019 to Friday 26/04/2019 inclusive. There are a total of 3 public holidays during this period leaving the requirement for you to request 3 days off.
We believe, despite the EBA clause, that this is a breach of the EBA as it is not a shut-down.
We advise members NOT to request ARL (unless you want the time off). If Telstra close, then they need to give you paid leave. We ask that you (member or non-member) advise us of any problems as we will take the matter to the Fair Work Commission if necessary.
We met with BAI on Monday 11 Feb to discuss the proposed reorganisation.
The current Structure has 3 x Regions with Managers and 9 x Field supervisors.
The new Structure will have 2 x Managers (a National Field and a Business Improvement Manager) and 6 x Area Managers - the areas have yet to be determined. BAI has opened up Voluntary Redundancies for the 9 supervisors and 3 regional managers.
BAI expect to conclude this by mid-March and then look at consultation and changes for field staff. The next update will be in April with an expected implementation by December. If reductions are needed, there will be Voluntary Redundancies.
No change suggested to the NOCs. They cannot be combined for contractual reasons.
BAI reported very long term contracts and Service Level Agreements are in place with no changes to SLA. BAI looking at more reliable and more equipment redundancy eg the FM Radio upgrade and back up transmitters. BAI would not elaborate but it is obvious that they would be chasing work at the commercial transmitters.
I raised the issue of a shortage of staff in NSW following Orange/Dubbo reductions. BAI acknowledge the issue and are looking at the issue. I suggested that this was a priority matter given the workload and travel in NSW Nth.
I sought some further information which they agreed to provide. We will meet again in April.
POST PARCEL FACILITY SHIFT SWAPS
I wrote to and spoken with AP management about our concerns. We reached an interim agreement set out below. Post has since reneged on this agreement. We are following up.
1. The meeting will be delayed as I will be away on the other dates suggested.
2. I have insisted that an interim arrangement be put in place re shift swaps.
3. Following discussions, it is agreed that any person seeking a swap should make the arrangement and advise tem acting manager. We do not expect any issues.
4. The guidelines will be finalised at the next meeting.
With the staff cuts, we see more "graveyards" for unused Telstra vehicles.
They appear to be leased but unused. See the photos at this page. Send us your "graveyard photo.
THE RUMOURS ABOUT TELSTRA REDUNDANCY:
The CEO and Management might want to reduce the redundancy benefits but they have a problem. There is a law in place called an Enterprise Agreement (EBA) which states that the redundancy benefit is 80 weeks max or 81 weeks if over 45. Union members have protected this benefit for many years now. The Fair Work Act states that after the nominal expiry date (NED), the EBA stays in force until replaced or terminated.
EBA Replacement: We are currently trying to replace the Telstra EBA. It had passed the NED but remains in force. Telstra is not seeking to change the redundancy benefits (at this stage). Union bargaining power is critical in this campaign. Our Protected Action Ballot will close on Monday 25 February.
EBA Termination: There is a remote possibility down the track that the EBA could be terminated. The FWC is involved and would decide the matter. If the EBA is terminated, then you fall back to your Telstra Modern Enterprise Award. See https://cwunion.net/telecom/eawd500.htm. This is a safety net Award setting minimum conditions. The maximum redundancy in the Award is 44 or 45 weeks. This was established by a Full Bench several years ago. Note that this is a far better safety net compared to the majority of Awards which are 12 weeks max plus notice.
The best way to protect your conditions is to strengthen the bargaining power of Union members with 100% membership. Make sure that the Redundancy is protected by joining us - ask your fellow workers to join you in this campaign. Go to https://cwunion.net/cepu/cepu303.htm to join CWU. Only a Union can protect these conditions.
Prepared by Dan Dwyer Lawyer/Branch Secretary NSW T&S Branch https://cwunion.net
VIP - CONTACTING US - NEW PHONE NUMBER
0428 942 878
Dan Dwyer Secretary/Lawyer - for industrial matters & advice
02 9281 2811
Administrative eg payments, applications, change of details
Authorised by Dan Dwyer Branch Secretary
CWU Telecommunications & Services Branch, Leichhardt, NSW.