TELSTRA PURPLE ENTERPRISE AGREEMENT 2021-2023
PDF Copy of 2021 Purple EBA
INDEX TO EBA
This agreement will be known as the Telstra Purple Enterprise Agreement 2021-2023.
Some words and phrases have a specific meaning. These words and phrases are in italics in this Agreement and are defined in the Dictionary at the back.
This Agreement covers:
4. Relationship to Awards and the National Employment Standards (NES)
The awards that underpin this Agreement are:
a) Clerks-Private Sector Award 2020;
b) Professional Employees Award 2020; and
c) Commercial Sales Award 2020
These awards do not apply to employees while the Agreement operates.
Where this Agreement deals with a subject also dealt with in the National Employment Standards (NES), you will be entitled to the greater of the NES or Agreement benefit.
This Agreement operates from the Commencement Date. The nominal expiry date will be 3 years from the Fair Work Commission approval date.
6. Types of working arrangements
You may be employed:
Full-time employees
Your ordinary hours of work will be an average of 38 hours each week over a period of up to 4 weeks.
You may also be required to work reasonable additional hours in accordance with clause 9.
Part-time employees
If you work part-time, you will be engaged to work fewer than 38 ordinary hours each week. Each time you
work, you will be engaged for at least 3 consecutive hours.
Your days, hours and pattern of work (start and finish times) will be set out in your contract of
employment. They can only be changed by agreement in writing with you.
All of the benefits in this Agreement are set out for full-time employees. If you are a part-time employee,
you will be entitled to these on a pro rata basis, based on your ordinary hours of work.
Casual employees
Casual employees are:
Casual employees are not covered by the following sections of this Agreement:
Refer to Appendix 3 for more detail on casual employment at Telstra Purple.
Your ordinary hours of work will be worked between 7.00 am to 7.00 pm Monday to Friday.
If you are a Level 1 or 2 employee, you won't be required to work more than 10 ordinary hours (exclusive
of breaks) on any day.
We work a professional day at Telstra Purple, and we trust you to take breaks as needed in consideration
of the requirements of your role. You can agree the specifics with your leader, but in the absence of an
agreement, you are an entitled to take a 30-minute unpaid meal break within the first 5 hours of work.
Rest period after additional hours
If you are required to work additional hours, wherever reasonably practical, you should have at least 10
consecutive hours off between hours worked on successive days, without loss of pay for any of your
ordinary hours not worked (to provide this time off).
If this is not possible, and you are required to resume work without having at least 10 consecutive hours
off, whilst your remuneration adequately compensates for the rare occasions you might be required to
return to work without having this rest period, you can agree an appropriate amount of time off in lieu
(TOIL) with your leader.
We may require you to work reasonable additional hours. If we ask you to work additional hours you may
refuse to work them if the request is unreasonable.
If we require you to work additional hours, and your Fixed Remuneration is less than $98,000 per year,
the additional payments below will apply (unless you're a casual employee or a shift worker):
TOIL is taken on an hour for hour basis and must be approved by your leader.
The above payments do not apply to you if your Fixed Remuneration is $98,000 or greater as your
remuneration adequately compensates for the requirement to work reasonable additional hours. However,
if, during certain periods, you're requested to work excessive or unsociable hours, you:
Payment arrangements for additional hours worked by shift workers are set out in Appendix 4 of this
Agreement.
Part-time employees
If you are a part-time employee, and your Fixed Remuneration is less than $98,000 a year on a pro rata
basis, you are entitled to compensation for additional hours worked beyond your ordinary hours of work at
the rates set out in the table above.
Recall to work additional hours
If you are required to return to work after the usual finishing hour of work for that day, you will be paid a
minimum payment of 3 hours, and at the additional hours rate specified above, unless your Fixed
Remuneration is $98,000 or more per year. This includes where additional hours are worked from home.
This doesn't apply where:
Depending on the nature of your role, you may be required to provide on-call support to our customers by
being contactable and available to perform work. Decisions about on-call arrangements will be made by
your leader, taking into account business needs and your ability to meet the requirements. For further
detail, including related payments, please refer to Telstra Purple policy.
Telstra Purple does not envisage engaging shift workers in the future, but if we do, we commit to applying
the terms and conditions outlined within Appendix 4.
We may require you to perform another role that you are capable of performing (either now or after
training) on a permanent or temporary basis. Where this occurs, you will be paid the higher of your current
remuneration or the appropriate minimum rate for the new role.
We will not require you to relocate your residence for work purposes unless you agree. If you do agree to
relocate regionally, interstate or internationally, you will be reimbursed reasonable relocation costs for
yourself, and for members of your immediate dependent family within your household. Reasonable costs
must be agreed between you and Telstra Purple in writing prior to any relocation.
14. Flexible working arrangements
We recognise that sometimes you would like the flexibility to balance your work with your commitments
outside of work such as family, carer or lifestyle commitments.
You can ask for a change in your working arrangements, such as the hours or pattern of work, or your
work location, if you are a permanent employee or an eligible casual employee, and you:
If you want to ask for a change in your working arrangements, you should make your request in writing to
your leader, setting out the details of the change sought and the reasons for the change.
We will:
Telstra Purple policy provides more information on flexible work arrangements, including the dispute
resolution process if you need to dispute the decision made.
15. Individual flexibility agreements
You and Telstra Purple may agree to make an individual flexibility arrangement to vary the effect of terms
of this Agreement if:
We must ensure that the terms of the individual flexibility agreement:
We also must ensure the individual flexibility arrangement is in writing, includes the names and signatures
of a representative of Telstra Purple, you, and, if you are under 18 years of age, the name and signature
of your parent or guardian, and:
We will give you a copy of the individual flexibility arrangement within 14 days of it being agreed to and
also keep the agreement on our records.
And finally, either party may terminate the individual flexibility arrangement:
You will be paid monthly into your nominated bank account.
At Telstra Purple we set remuneration referencing market data to attract, motivate, and retain highly
skilled employees. The table below table sets out the minimum annual Fixed Remuneration that can be
paid under this agreement.
In addition to applying a 1% increase to your Fixed Remuneration with effect from 1 January 2021 (before
the Commencement Date of this Agreement), we will guarantee the following overall pay pools for the
purposes of applying annual pay increases under this Agreement, effective from:
Your leader will review your Fixed Remuneration and determine your increase taking into account your
performance and current remuneration in accordance with Telstra Purple policy.
Pay pools are calculated by totalling the Fixed Remuneration of all employees covered by this Agreement
and multiplying it by the percentage set out above.
Telstra Purple will operate a short-term incentive (STI) plan for FY21, FY22 and FY23 with a $10,000 'at
target' amount payable to eligible employees. The STI plan (including eligibility criteria, calculation
methodology, and metrics and gates) and any payments under the STI Plan do not form part of, and are
not governed by, this Agreement. For further detail, please refer to Telstra Purple's STI policy.
Superannuation contributions are dealt with, and governed by, the Superannuation Guarantee legislation
as varied from time to time.
Subject to the rules of your superannuation fund, you can authorise Telstra Purple to make voluntary
contributions on your behalf. For further detail, please refer to Telstra Purple policy.
We'll provide or pay for all tools, equipment, professional development, clothing and footwear we require
you to have to perform your role, at no cost to you.
If you're required to travel for work purposes, we'll provide transport, meals, and accommodation, or pay
for reasonable expenses incurred in line with our policy.
Higher duties allowance
If you are a Business & Administration employee and we require you to perform work of a higher classified
role on a temporary basis (at least one day), you will be paid at least the minimum rate applicable for the
higher classification for the time undertaking those higher duties. If you are performing some (but not all)
of the work of the higher classified role, Telstra Purple will set the amount of the allowance.
Vehicle related expenses
Where you are required to use your private vehicle for business purposes, you will be paid $0.84 per
kilometre travelled. For further detail, please refer to Telstra Purple policy.
1Additional travel from your place of residence to and from client sites is also covered byTelstra Purple
policy.
First aid allowance
If you hold an appropriate first aid qualification and are appointed by us to perform first aid duties, you will
receive a weekly allowance of $14.11.
You will receive 4 weeks of paid annual leave each year. This leave accrues progressively according to
your ordinary hours of work throughout the year and accumulates from year to year.
Taking annual leave
You can take annual leave when it is agreed between you and your leader.
If we give you at least four weeks' notice and it's reasonable to do so, we may direct you to take annual
leave. Examples of when we may direct you to take leave include:
Cashing out of annual leave
You and Telstra Purple may agree that you will cash out an amount(s) of annual leave so long as you still
have at least 4 weeks of accrued annual leave remaining. There must be a separate written agreement
between you and Telstra Purple each occasion that you cash out leave. The maximum amount of accrued
paid annual leave that may be cashed out in any period of 12 months is 2 weeks. You will be paid at least
the full amount that would have been payable to you if you had taken the leave that you forego by cashing
out.
For further detail, please refer to Telstra Purple policy.
You receive 15 days of paid personal/carer's leave each year. This leave accrues progressively according
to your ordinary hours of work throughout the year and accumulates from year to year.
You can use this leave if you are sick or injured; or to care for a member of your immediate family or
household who is sick or injured or where they are the subject of an unexpected emergency.
If your leader asks, you will need to provide reasonable evidence of your need to take this leave (this may
be after the leave has commenced), such as a medical certificate verifying your illness or injury (or that of
an immediate family or household member in the case of carer's leave).
You can take 3 days of paid bereavement/compassionate leave on each occasion you need it:
If you are a parent who has or will have caring responsibilities for your eligible child, and have continuous
service of 12 months or more, you can access up to 16 weeks paid leave within 12 months of birth or
placement of an eligible child.
Parents can also access a period of unpaid leave, resulting in a total absence of 12 months (inclusive of
any paid parental leave). You may also request an additional 12 months unpaid leave, to be taken within
the first 24 months of your child's arrival.
For further detail, please refer to Telstra Purple policy.
You will be entitled to long service leave in accordance with the legislation that applies where you usually
work.
27. Leave to deal with family and domestic violence
We recognise the negative impacts that family and domestic violence can cause in the broader
community and the workplace. We support efforts to reduce the impact of family and domestic violence
and will provide employees experiencing the effects of family and domestic violence with up to 10 days
paid leave per calendar year to attend medical appointments, counselling, legal proceedings, relocation
activity and/or any other activities related to the effects of family and domestic violence.
If you are supporting an immediate family member or a member of your household experiencing the
effects of family and domestic violence you may apply for carer's leave.
For further detail, please refer to Telstra Purple policy.
You are entitled to be absent from work on public holidays identified under the NES that are observed
where you usually work. However, we may require you to work so long as the request is reasonable,
unless you reasonably refuse. In determining reasonableness of the request or refusal, we will consider
the factors outlined in section 114(4) of the Fair Work Act 2009.
Another day can be substituted as the public holiday by agreement between you and your leader. The
same applies to part-day public holidays.
Employees who are required to work on a public holiday are entitled to take TOIL of the hours worked on
a public holiday, at a time agreed with their leader. If you are a Business & Administration or Sales
employee earning less than $98,000 Fixed Remuneration per year and you are required to work on a
public holiday or a substituted day, you will be paid at 250% for a minimum of 4 hours instead of receiving
TOIL.
For detail on the operation of part-day public holidays, please refer to Appendix 2.
You are entitled to take an additional paid day off each calendar year. You can choose the timing of this
day, subject to your leader's approval.
If you do not take this day within the calendar year, you lose it. It will not accrue.
For further detail, please refer to Telstra Purple policy.
Part 5: Ending your employment
To resign from your employment with us, you must give one month's notice, except where you are in your
probation period (in which case 1 weeks' notice will apply).
To terminate your employment, Telstra Purple must give you one month's notice or payment in lieu of
notice (or 5 weeks' notice if you are over 45 years of age and have been in your job for at least 5 years),
except where you are in your probation period (in which case 1 weeks' notice or payment in lieu of notice
will apply to you).
We may end your employment without notice if you commit serious misconduct as per your contract of
employment.
Where you have been given notice of termination, you will be allowed up to one day off without loss of pay
for the purpose of seeking other employment, taken at mutually agreeable times for you and your leader.
When a job is redundant
A job may be redundant if:
Redundancy pay
If your employment is terminated at Telstra Purple's initiative because your job is redundant, you'll receive
redundancy pay based on your period of continuous service. This amount is paid at your base pay rate for
ordinary hours worked.
Leaving us during the period of notice
If you have been given notice of termination in circumstances of redundancy, you may terminate your
employment during the period of notice. In this case, you'll receive the benefits and payments you would
have received had you remained in employment until the expiry of the notice but are not entitled to
payment for any remaining period of notice.
Job search entitlement
If you are given notice of termination in the circumstances of redundancy you will be offered career
transition services that may include assistance with: finding another job within or outside of Telstra Purple,
preparing job applications and interview techniques, reasonable paid time off for attending interviews, and
transitioning to another employer or out of the workforce.
Payment on termination
You will receive your final pay no later than 7 days after the day on which your employment terminates.
32. Calculation of benefits under this Agreement
All salary related benefits will be calculated by reference to your base rate of pay not including Telstra
Purple's superannuation contribution or incentive-based payments and bonuses.
The application of this Agreement is supported by Telstra Purple policies. This Agreement prevails over
Telstra Purple policies to the extent of any inconsistency.
Telstra Purple policies are not incorporated as terms of this Agreement.
Should a dispute arise about a matter under this Agreement or in relation to the NES, you must follow this
process to resolve it.
Step 1 - in the first instance, try to resolve it at the workplace level by discussions between you
(and any other relevant employees) and your leader(s).
Step 2 - If discussions with your leader don't resolve the dispute within 5 working days, you can
ask your 2-up leader to try to resolve it.
Step 3 - If the dispute still hasn't been resolved, ask the Head of People & Culture to resolve the
dispute. You must do this within 5 working days (or such time as is reasonable in the individual
circumstances) of your 2-up leader being unable to resolve the dispute.
Step 4 - If the dispute is not resolved within 5 working days of you asking the Head of People &
Culture to resolve it at Step 3, you can refer the matter to the Fair Work Commission. The Fair
Work Commission may use mediation, conciliation and/or consent arbitration to resolve the
dispute.
While we're trying to resolve the dispute:
You may appoint a representative at any stage of the process.
You, your representative (if any) and Telstra Purple must follow each step of the process, unless all
parties agree not to.
Consultation about major change
Where we have made a definite decision to introduce a major change in production, program,
organisation, structure or technology that is likely to have a significant effect on our employees, we will
notify those who may be affected by the proposed changes (and their representatives if any are
appointed).
As soon as possible after making our decision, we will consult on:
We will consider your views and take into account matters raised by you and your representatives (if any)
about the major change.
Consultation about changes to regular rosters or ordinary hours of work
Where we propose to change a regular roster, or ordinary hours of work, we will consult with affected
employees and their representatives (if any are appointed).
We also will:
The requirement to consult under this clause does not apply to employees with irregular, sporadic or
unpredictable working hours.
These provisions are to be read in conjunction with other Agreement provisions in relation to scheduling of
work and notice requirements.
General principles of consultation:
The Dictionary sets out the meanings of certain words or phrases used in this Agreement. A word or
phrase that has a dictionary definition will be in italics within the Agreement.
Word/phrase Meaning
Agreement The Telstra Purple Enterprise Agreement 2021 - 2023.
Commencement Date The Commencement Date is 7 days after the Fair Work Commission
approves the Agreement.
Continuous Service Continuous Service has the meaning given to it in Part 1-2 of the Fair
Work Act 2009 (Cth).
Eligible child
Eligible casual employee An employee who has at least 12 months of continuous service with
Telstra Purple and who has a reasonable expectation of further
employment with Telstra Purple.
Family and domestic violence
Violence, and/or threatening/other abusive behaviour by a family
member or current or former intimate partner (of the same or opposite
sex). This may involve attempts to gain and/or maintain power and
control over another through a range of abusive behaviours.
Family member or current or
former intimate partner
Fixed Remuneration A component of remuneration which includes an employee's base
salary, annual leave loading (17.5% of your base pay for 4 weeks) and
Telstra Purple's contribution (or notional contribution) to
superannuation.
Leader Leader roles are those which involve duties in the management of
employees, which (among other things) would typically involve
conducting performance reviews and approving timesheets and leave
applications.
NES The National Employment Standards as contained in the Fair Work
Act 2009 (Cth), as amended or replaced from time to time.
Parent/s For the purposes of this Agreement, the concept of parenthood is to
be liberally construed encompassing legal carers, same-sex parents,
and stepparents.
Parties Telstra Purple Pty Ltd, and the employees covered by the Agreement.
Placement (in relation to
parental leave)
The day of placement, in relation to the adoption of an eligible child by
an employee, means the earlier of the following days:
Technical employee An employee engaged to undertake professional information
technology duties, who has sufficient qualifications and/or experience
to be a Certified Professional of the Australian Computer Society.
Business & Administration
employee
Employees who are not defined as Sales or Technical employees.
Sales employee An employee engaged to sell our services.
Below outlines the Telstra Purple classification structure:
Appendix 2 - Part-day public holidays
Part-day public holidays
Where a part-day public holiday is declared or prescribed between 6.00 pm and midnight, or 7.00 pm and
midnight on Christmas Eve (24 December in each year) or New Year's Eve (31 December in each year)
the following will apply on Christmas Eve and New Year's Eve:
a) In the unlikely event that we require you to work on a part-day public holiday, you have the
right to refuse to work if the request is not reasonable or your refusal is reasonable.
b) If your rostered ordinary hours of work fall on the declared or prescribed part-day public
holiday, but as a result of exercising your right under the NES you don't work, you will be paid
your ordinary rate of pay for such hours not worked.
c) If your rostered ordinary hours of work fall on the declared or prescribed part-day public
holiday, but you are on annual leave and do not work, you will be paid your ordinary rate of
pay for such hours.
d) If your rostered ordinary hours of work fall on the declared or prescribed part-day public
holiday, but due to a rostered day off (RDO) you do not work, you will be paid your ordinary
rate of pay for those hours.
e) If you are an employee who earns less than $98,000 Fixed Remuneration per year and:
f) If you are not rostered to work on the declared or prescribed part-day public holiday, you will
not be entitled to another day off, another day's pay or another day of annual leave as a result
of the part-day public holiday.
Appendix 3 - Casual employment
Penalty rates payable
If you are a casual employee, and work falls on any of the following days, you will be paid the following
(inclusive of the 25% casual loading):
Personal/carer's leave and compassionate leave
If you are a casual employee, you are entitled to be absent from work (whether by making yourself
unavailable for work, or by leaving work) for up to 48 hours to care for someone who requires care or
support because of illness or an injury, or an emergency. By agreement with Telstra Purple, your absence
could be extended. You will not be paid for time away from work for this purpose.
Right to request casual conversion
If you are a regular casual employee, you may ask to be converted to full-time or part-time employment.
A regular casual employee is a casual employee who has in the preceding period of 12 months worked a
pattern of hours on an ongoing basis which, without significant adjustment, the employee could continue
to perform as a full-time employee or part-time employee under this Agreement.
Make your request in writing to your leader, and a response will be provided in writing within 21 days. If we
refuse it can only be on reasonable grounds, and only after consultation with you. Reasonable grounds
might include:
Where it is agreed that your casual employment will be converted to full-time or part-time employment,
we will confirm this and the conversion date in writing.
Once you have converted to full-time or part-time employment, you may revert to casual employment with
the written agreement of Telstra Purple.
A shiftworker is a 7-day shiftworker who is regularly rostered to work on Sundays and public holidays.
This section applies where you are a shift worker and required to work your ordinary hours as part of:
The spread of these hours on shifts can be altered by up to one hour at either end:
Ordinary hours
The following applies:
Penalty rates
The following penalty rates apply:
Breaks
We work a professional day at Telstra Purple and trust you to take breaks as needed, but in the absence
of agreement;
a) If you are a Sales or Technical employee, breaks are to be taken as needed in consideration
of the requirements of your role.
b) If you are a Business & Administration employee, you are entitled to take a 20-minute paid
meal break within the first 5 hours of work, and one unpaid 10-minute rest break within the
first 8 hours of work. Also, if you work:
Additional hours
The following rates will apply:
You will be paid a minimum of 4 hours at the rate specified above if:
Time off in lieu (TOIL)
If you would prefer to take TOIL instead of payment for additional hours, you can request this. TOIL is
taken on an hour for hour basis and must be approved by your leader and taken within 6 months of the
additional hours worked.
Rest period after working additional hours for shiftwork
When working additional hours is necessary, employees must, where practical, have at least 8
consecutive hours off between shifts on successive days, without loss of pay for ordinary hours not
worked.
If this is not possible, and you are required to resume work without having at least 8 consecutive hours off:
a) engaged on an hourly basis;
b) entitled to a minimum payment of 3 hours' work at the applicable rate;
c) are paid a minimum loading of 25% in addition to the ordinary rate of pay. This loading is
instead of entitlements to certain benefits such as annual leave and personal/carer's leave;
and
d) entitled to unpaid parental leave, unpaid carer's leave and unpaid compassionate leave, and
are entitled to be absent on public holidays as set out in the Fair Work Act 2009.
Additional payment Minimum
engagement
period
Monday - Friday (work outside the 50% for the first 2 hours of
span of ordinary hours, or outside the additional time worked and
regularly scheduled ordinary hours) 100% thereafter N/A
Saturday 50% for the first 2 hours of
additional time worked and
100% thereafter 3 hours
Sunday 100% 4 hours
Public holiday 150% 4 hours
If you would prefer to take TOIL instead of payment for additional hours worked, you can request this.
a) may refuse to work them if the request is unreasonable; and
b) will be provided with TOIL for working these additional hours if the TOIL has been agreed with
your manager in accordance with the Telstra Purple policy.
a) are the parent, or have responsibility for the care, of a child who is of school age or younger;
b) are a carer (within the meaning of the Carer Recognition Act 2010);
c) have a disability;
d) are 55 or older;
e) are experiencing family and domestic violence, or
f) provide care or support to a member of your household or immediate family who requires
care and support because of family and domestic violence.
a) discuss the request with you and try to reach agreement on a change in working
arrangements that will reasonably accommodate your circumstances;
b) provide a written response to your request, including a decision and reasoning if your request
is declined, within 21 days of your request; and,
c) only refuse your request if there are reasonable business grounds to do so.
a) the arrangement deals with one or more of the following:
i) when work is performed;
ii) payment for additional hours;
iii) penalty rates; and/or
iv) allowances;
b) the arrangement genuinely meets the needs of both parties and is genuinely agreed to by
Telstra Purple and you.
a) are about permitted matters and are not unlawful terms under the Fair Work Act 2009; and
b) result in you being better off overall than you would be if no arrangement was made.
a) state what has been agreed to be varied and how;
b) detail how the agreement results in you being better off overall in relation to your terms and
conditions of employment; and
c) state the date the agreement commences.
a) by giving 28 days written notice to the other party to the arrangement; or
b) at any time if both parties agree in writing.
Employee type
Telstra Purple Business & Admin Technical Sales
Classification
Level 1 $ 58,000 $ 72,000 $ 53,000
Level 2 $ 72,000 $ 81,000 $ 59,000
Level 3 $ 82,000 $ 91,000 $ 68,000
More detail on this structure can be found in Appendix 1 - Classifications.
a) to spend time with a member of your immediate family or household who has sustained an
injury or contracted or developed an illness that poses a serious risk to their life; or
b) after the death of a member of your immediate family or household.
If your leader asks, you will need to provide reasonable evidence (this may be after the leave has
commenced) of your need to take this leave.
a) for operational, economic, technical or structural reasons, our requirement for work of a
particular kind has ceased or significantly reduced, or
b) we have decided to no longer carry out the function associated with your job or will no longer
carry it out at your work location.
Period of continuous service Redundancy pay
Less than 1 year No redundancy pay
At least 1 year but less than 2 years 4 weeks
At least 2 years but less than 3 years 6 weeks
At least 3 years but less than 4 years 7 weeks
At least 4 years but less than 5 years 8 weeks
At least 5 years but less than 6 years 10 weeks
At least 6 years but less than 7 years 11 weeks
At least 7 years but less than 8 years 13 weeks
At least 8 years but less than 9 years 14 weeks
At least 9 years but less than 10 years 16 weeks
At least 10 years 12 weeks
If you are entitled to be paid an amount of redundancy pay, and Telstra Purple finds other acceptable
employment for you, we can apply to the Fair Work Commission to reduce the amount of redundancy pay
to an amount which the Commission considers appropriate.
a) you need to continue to perform your work as you would normally, unless you have a
reasonable concern about risks to your health or safety; and
b) subject to applicable health and safety legislation, you cannot unreasonably fail to comply
with a direction given by us to perform work, whether at the same or another workplace, that
is safe and appropriate for you to perform.
a) the introduction of the major change;
b) the effect the major change is likely to have on employees; and
c) the measures that we will take to avoid or reduce the adverse effects of the major change to
employees.
a) provide information about the change;
b) invite you to give your views about the impact of the change (including any impact in relation
to your family or carer's responsibilities); and
c) consider your views about the impact of the change.
Placement in relation to surrogacy is that date of birth or date
otherwise specified in the Parentage Order.
Telstra Purple Telstra Purple Pty Ltd
We, us, or our Telstra Purple
People Agreement Classification Level 1
Descriptor Detailed description Example Purple Roles
Entry level Under supervision, performs routine tasks Associate Consultant
to Established within defined parameters. Admin Assistant
Operational Applies practical
knowledge to commonly encountered
routine/standard business
or technical issues.
People Agreement Classification Level 2
Descriptor Detailed description Example Purple Roles
Specialised Generally works independently; Sales Consultant
Operational to may provide team leadership or technical Sales Consultant
Experienced - advice to operational roles, and has Billing Consultant
Specialist in depth/established knowledge of concepts, Assistant Accountant
processes & policy.
People Agreement Classification Level 3
Descriptor Detailed description Example Purple Roles
Senior First level of management or seasoned Lead Consultant
Specialists/ specialist recognised as an expert in Managing Consultant
Leads/First their field with senior specialised
level knowledge of concepts, processes &
Management policy.
People Agreement Classification Level 4
Descriptor Detailed description Example Purple Roles
Principal Influences company strategic thinking and Executives
Specialist/ is the custodian of delivery through a deep Principals
Management understanding of Purple and customer Squad Leads
businesses, advocating for our people, Territory Sales Leads
and setting up projects for success. (roles that are similar in
terms of the role size,
purpose,accountabilities
and skills/experience/
capabilities to undertake
that role)
*Included in this table for completeness only - level 4 employees are not covered by this Agreement.
i) are a Business & Administration or Sales employee, any hours worked on the
declared or prescribed part-day public holiday will be paid at 250% of your normal
rate of pay for those hours worked;
ii) are a Technical employee, you are entitled to TOIL or additional prorated annual
leave equivalent to those hours worked.
Day % of hourly base rate
Saturdays 175%
Sundays 225%
Public holidays 275%
If you are a Business & Administration employee, a 3-hour minimum engagement applies Monday to
Saturday, and a 4-hour minimum engagement period applies for work on a Sunday.
a) that you are not a regular casual employee (as defined above);
b) it is known or reasonably foreseeable your position will cease to exist within the next 12
months;
c) it is known or reasonably foreseeable that the hours of work you are required to perform will
be significantly reduced in the next 12 months; or
d) it is known or reasonably foreseeable that there will be a significant change in the days and/or
times your work is required to be performed in the next 12 months which cannot be
accommodated within the days and/or hours during which you are available to work.
a) a shift finishing after 7.00 pm and at or before midnight (afternoon shift);
b) a shift finishing after midnight, and at or before 7.00 am (night shift);
c) a night shift which does not rotate with another shift or shifts or day work and which continues
for a period of 4 consecutive weeks or longer (permanent night shift).
a) by agreement with the majority of employees concerned; or
b) by individual agreement directly with an employee.
Shift Penalty rate
(% of ordinary hourly rate)
Afternoon or night 115
Permanent night 130
Saturday, Sunday or public holiday 150
i) more than 8 hours, you are entitled to an additional 10-minute paid rest break; and
ii) more than 4 additional hours on Saturday, you are entitled to an additional 10-minute
paid rest break.
For all time worked: Rate For all time worked:
(% of minimum
hourly rate)
In excess of 38 hours per week First 3 hours 150%
over a 4-week period, or an
average of 38 hours over a After 3 hours 200%
roster period:
In excess of ordinary daily hours First 2 hours 150%
on an ordinary shift:
After 2 hours 200%
Saturday, Sunday or public holiday
that is not an ordinary working day: 200%
Penalty rates for shiftwork are not cumulative on additional hours rates.
a) you are required to work additional hours on a Saturday, a Sunday or a public holiday; and
b) you would not have been ordinarily rostered to work that day; and
c) the work is not continuous with the start or finish your ordinary shift.
a) you'll be paid at 200% of your normal rate of pay until you are released from work; and
b) you will then have at least 8 consecutive hours off work, without loss of pay for ordinary hours
not worked in taking this rest period.
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