TELSTRA ENTERPRISE AGREEMENT 2012-2015
Appendix A: Pay for Job Family Employees
Telstra will guarantee an overall pay pool that will be distributed on an individual basis, as outlined in the table below. Your manager will review your Fixed Remuneration each year in line with this pay pool and your actual increase will depend on your individual performance and current remuneration. Telstra will set out any change to your pay in a new Remuneration Summary; any change is at Telstra's discretion. You will be notified of any change to your pay in around September each year and increases will apply from 1 October each year.
Your manager will have given you a letter in the first half of September 2012, which sets out any pay increase for the 1 July 2011-30 June 2012 performance year. Your new Fixed Remuneration will apply from 1 October 2012.
Performance year Guaranteed pay pool Increases effective 1 July 2011-30 June 2012 3.5% 1 October 2012 1 July 2012-30 June 2013 3% 1 October 2013 1 July 2013-30 June 2014 3% 1 October 2014
In addition, Telstra will increase your Fixed Remuneration as follows:
Date Increase 1 July 2013 0.25% 1 July 2014 0.25% 1 July 2015 0.5%
A2 How the pay pool is calculated and distributed
The pay pool for 1 October 2012 has already been calculated and distributed. As outlined above, your manager will have given you a letter in the first half of September 2012, which sets out any pay increase for the 1 July 2011-30 June 2012 performance year.
The following will apply for the 1 October 2013 and 1 October 2014 increases:
- Telstra is committed to ensuring that the remuneration review process is transparent and understood by you.
- Telstra will calculate the overall pay pool for Job Family Employees by totalling the Fixed Remuneration of all Job Family Employees and multiplying it by the percentage set out in the above table.
- Telstra will publish on the intranet during the annual review period each year a pay increase matrix which guides managers on how the pay pool should be distributed. The matrix will set out guidance on the % increase that managers should apply, having regard to your current pay and your performance rating.
- Your manager will be allocated a remuneration increase budget based on the overall pay pool, the pay increase matrix and the distribution of performance ratings and current remuneration in your manager's team. While your actual pay increase will be set by your manager, Telstra expects managers broadly to follow the guidance in the pay increase matrix.
- Before publishing the final matrix, Telstra will consult about the matrix with the Telstra Unions (see Section 6).
- Your manager will notify you of your performance rating and the outcome of your remuneration review in September each year. If you are unhappy with your rating or remuneration review, you can ask for either (or both) to be reviewed under Telstra's internal resolution process (which includes an independent review as its final stage).
- Following the end of the remuneration review period (in around October each year) Telstra will provide the Telstra Unions with a summary of the distribution of performance ratings and the way in which the pay pool was distributed.
A3 New employees and newly promoted employees
If you start employment or are promoted into a new role between 1 July and 30 September in any year you may not receive a pay increase on 1 October. Your remuneration will have been set at a level that takes account of the 1 October pay increase and, in the case of promotions, your performance in the previous year.
Telstra also pays most Job Family Employees variable remuneration, which is a portion of your pay linked to performance. Variable remuneration is determined in accordance with rules set by Telstra from time to time and is at Telstra's discretion. Variable remuneration is not governed by this Agreement. However, you will continue to receive your current variable remuneration after the Commencement Date - as set out in your Remuneration Summary.
The following table sets out the minimum salary rate for each Job Family and Band. These rates are derived from the pay rates set out in the awards that cover Telstra employees (see Appendix E). These rates are included in the Agreement to ensure that it passes the "better off overall test" under the Fair Work Act 2009.
Band Customer Customer Professional Corporate Sales Job Family Support Support Technical Support ---------------- (Technical) (Non- Services Services Office Field Job Family Technical Job Family Job Family based based Job Family 2 $83,850 $80,560 $85,050 $83,580 $65,000 $69,700 3i $73,030 $62,570 $74,590 $67,530 $58,200 $58,200 3ii $52,020 $47,070 $51,010 $48,900 $41,300 $41,300 4i $44,040 $38,300 N/A $39,090 $37,850 N/A 4ii $35,050 $35,050 N/A $35,050 N/A N/A
Appendix B - Transition to Fixed Remuneration
All Workstream Employees will move to a fixed remuneration structure in July 2013.
Telstra will set a Fixed Remuneration rate for each employee, which will apply from 1 July 2013, using the following formula:
Your base salary as at 1 July 2013 + Your Telstra superannuation contribution as at 1 July 2013 + An amount representing annual leave loading (see below).
If you are a member of an Accumulation Fund, the Telstra superannuation contribution will be the actual contribution.
If you are a member of a Defined Benefit Fund, the Telstra superannuation contribution will be the notional contribution.
If you receive a grandfathered allowance, it will not be included in your new Fixed Remuneration. However, you will continue to receive the allowance, on top of your new Fixed Remuneration, from 1 July 2013.
Annual leave loading
This amount will be based on 17.5% of base salary subject to a maximum payment of the equivalent of the Australian Bureau of Statistics Male Average Weekly Total Earnings for the September 2012 quarter.
For all employees except continuous shiftworkers the calculation will be 0.01342, which reflects 17.5% on 4 weeks annual leave.
For continuous shiftworkers the calculation will be 0.01678, which reflects 17.5% on 5 weeks annual leave.
The Parties are committed to a transparent process that enables employees fully to understand the transition to a Fixed Remuneration structure.
No later than 31 May 2013, Telstra will give each Workstream Employee a summary setting out what their new Fixed Remuneration will be from 1 July 2013 and how it was calculated (including clearly setting out each of the amounts in the formula above).
Telstra will ensure that there is a process for employees and their representatives to ask questions about the fixed remuneration calculation. Any disputes will be processed under the dispute resolution process (see Section 6).
Appendix C: Pay for Workstream Employees
Telstra will increase your pay as follows:
If you receive an annual performance rating of Significantly Exceeds Expectations (SE) or Exceeds Expectations (EE), Telstra will pay you a bonus (calculated as a percentage of your Fixed Remuneration, or for the 2012 payment, your Company Rate including any 2011 increase - in each case as at 30 June in the relevant performance year) as follows:
The following minimum salary rates (which include a 2.37% increase for former EA Category 1 employees) apply to Workstream Employees from 1 October 2012:
Note: The figures in the tables below represent minimum Fixed Remuneration amounts, based on the minimum Telstra superannuation contribution. Your actual Fixed Remuneration may be higher - including if you currently receive more than the minimum superannuation contribution.
Telstra will tell you, in advance of 1 July 2013, what your actual Fixed Remuneration will be from 1 July 2013 - see Appendix B which sets out this process.
Appendix D: Workstream arrangements
Telstra will allocate a Workstream Employee to a Workstream (see the Dictionary for Workstream definitions).
The following principles apply:
In the CFW, the basic field workforce structure is a team. A team will:
D3 Multifunctional work provisions
Telstra may ask a CFW, TW or TPW employee to perform any function in their Workstream at or below the employee's work Band. If they have the necessary tool set (i.e., training, competency, tools, required equipment, vehicle etc), the employee will use their skills and ability to complete the job competently.
Telstra may ask an employee to perform higher level functions, typical of higher Bands in their Workstream, in a temporary capacity in times of peak work load or for employee development purposes, where the employee has the appropriate tool set. These requests would be the exception, rather than the rule, in work allocation and would usually result from jeopardy avoidance or an urgent, first-in response requirement. Employees are expected to use their skills and abilities to complete the job competently. If an employee is required to work frequently at a higher Band, Telstra will consider whether there is an ongoing requirement for a higher Band job.
Where there is an inconsistency between the multifunctional work provisions and the higher duties allowance provisions in Section 11, the multifunctional work provisions will prevail.
Continuation of grandfathering arrangements
If Telstra was paying you a Grandfathered Allowance just before the Commencement Date, it will continue to pay it to you under this Agreement.
To avoid doubt, the pay increases under this Agreement do not apply to your Grandfathered Allowance. Your Grandfathered Allowance will continue to be paid in addition to your Fixed Remuneration (or prior to 1 July 2013 your Company Rate plus, for former employee collective agreement employees, your 2011 increase).
Moving between jobs - special rules for grandfathered employees
These rules vary the rules set out under 'Moving between jobs' in Section 3.
If you receive a Grandfathered Allowance and you choose to move to or are promoted to another job:
If you currently receive a Grandfathered Allowance and Telstra transfers you to a new job where the work is substantially the same and your Actual Salary for your old job is greater than the minimum rate for your new job set out in Appendix C:
Higher duties
If you receive a Grandfathered Allowance and are temporarily receiving a higher duties allowance (see Section 11), your Grandfathered Allowance will automatically adjust to ensure your Actual Salary is maintained for the period you are performing higher duties.
D5 Salary maintenance rules for Workstream Employees
Telstra will continue to pay you at your current Fixed Remuneration* (prior to 1 July 2013, your Company Rate plus any 2011 increase for former employee collective agreement employees) if:
If this happens, you will not be entitled to any increase in your Actual Salary until the applicable minimum rate for the redeployment job is equal to or exceeds the minimum rate for your redundant job.
If you are a Workstream Employee who receives a Grandfathered Allowance and you are redeployed, your Actual Salary will not be reduced and your Grandfathered Allowance will adjust up or down in accordance with the rules set out above.
Telstra Corporation General Conditions Award 2001
Date from which Increase What does this mean for my pay?
increase applies
1 October 2012 3.5% You will move to at least the minimum salary
rate in the table below. If applying the
increase to your current base salary
(including any 2011 increase) would result
in a figure higher than this, you will move
to that higher salary.
1 October 2013 3% You will move to the minimum Fixed
Remuneration in the table below. If applying
1 October 2014 3% the increase to your Fixed Remuneration
immediately before the increase date would
result in a figure higher than this, you
will move to that higher Fixed Remuneration.
In addition, Telstra will increase your Fixed Remuneration as follows:
Date Increase
1 July 2013 0.25%
1 July 2014 0.25%
1 July 2015 0.5%
Exceeds Significantly Exceeds
Expectations (SE) Expectations (SE)
In each performance year:
1 July 2011 - 30 June 2012,
1 July 2012 - 30 June 2013
and 1 July 2013 - 1 July 2014 1% 2%
Telstra will pay any performance bonus by the October following the end of the performance year, providing you still remain employed at that date. It does not form part of your salary.
Band CSSW SW TW TPW CFW
1 $ 43,397 $ 44,380 $ 43,456 N/A $ 43,456
2 $ 45,566 $ 47,927 $ 52,393 N/A $ 52,393
3 $ 48,459 $ 49,746 $ 56,256 N/A $ 56,256
4 $ 49,904 $ 52,182 $ 61,442 N/A $ 61,442
5 $ 52,075 $ 56,557 $ 69,580 N/A $ 69,580
6 $ 63,649 $ 62,408 $ 72,656 N/A $ 72,656
7 $ 69,435 $ 68,449 $ 75,803 N/A $ 75,803
8 $ 75,220 $ 76,171 $ 83,785 $ 83,785 $ 83,785
9 N/A $ 83,723 $ 94,205 $ 94,205 $ 90,487
10 N/A $ 97,104 $ 101,071 $112,830 $ 95,752
11 N/A $ 102,300 N/A $118,617 N/A
12 N/A N/A N/A $120,206 N/A
Following the conversion of all Workstream Employees to a Fixed Remuneration structure on 1 July 2013, the following minimum Fixed Remuneration amounts will apply:
1 July 2013 - 30 September 2013:
Band CSSW SW TW TPW CFW
1 $ 47,994 $ 49,081 $ 48,059 N/A $ 48,059
2 $ 50,393 $ 53,004 $ 57,943 N/A $ 57,943
3 $ 53,592 $ 55,016 $ 62,215 N/A $ 62,215
4 $ 55,190 $ 57,710 $ 67,950 N/A $ 67,950
5 $ 57,591 $ 62,548 $ 76,950 N/A $ 76,950
6 $ 70,391 $ 69,019 $ 80,352 N/A $ 80,352
7 $ 76,790 $ 75,700 $ 83,833 N/A $ 83,833
8 $ 83,188 $ 84,240 $ 92,660 $ 92,660 $ 92,660
9 N/A $ 92,591 $104,164 $104,164 $100,072
10 N/A $107,332 $111,665 $124,512 $105,854
11 N/A $113,008 N/A $130,834 N/A
12 N/A N/A N/A $132,570 N/A
1 October 2013 - 30 June 2014:
Band CSSW SW TW TPW CFW
1 $ 49,434 $ 50,554 $ 49,501 N/A $ 49,501
2 $ 51,905 $ 54,595 $ 59,682 N/A $ 59,682
3 $ 55,200 $ 56,667 $ 64,082 N/A $ 64,082
4 $ 56,846 $ 59,442 $ 69,989 N/A $ 69,989
5 $ 59,319 $ 64,425 $ 79,259 N/A $ 79,259
6 $ 72,503 $ 71,090 $ 82,763 N/A $ 82,763
7 $ 79,094 $ 77,971 $ 86,348 N/A $ 86,348
8 $ 85,684 $ 86,768 $ 95,440 $ 95,440 $ 95,440
9 N/A $ 95,369 $107,289 $107,289 $ 103,075
10 N/A $ 110,552 $115,015 $128,248 $ 109,030
11 N/A $ 116,399 N/A $134,760 N/A
12 N/A N/A N/A $136,548 N/A
1 July 2014 - 30 September 2014:
Band CSSW SW TW TPW CFW
1 $ 49,558 $ 50,681 $ 49,625 N/A $ 49,625
2 $ 52,035 $ 54,732 $ 59,832 N/A $ 59,832
3 $ 55,338 $ 56,809 $ 64,243 N/A $ 64,243
4 $ 56,989 $ 59,591 $ 70,164 N/A $ 70,164
5 $ 59,468 $ 64,587 $ 79,458 N/A $ 79,458
6 $ 72,685 $ 71,268 $ 82,970 N/A $ 82,970
7 $ 79,292 $ 78,166 $ 86,564 N/A $ 86,564
8 $ 85,899 $ 86,985 $ 95,679 $ 95,679 $ 95,679
9 N/A $ 95,608 $107,558 $107,558 $103,333
10 N/A $110,829 $115,303 $128,569 $109,303
11 N/A $116,690 N/A $135,097 N/A
12 N/A N/A N/A $136,890 N/A
1 October 2014 - 30 June 2015:
Band CSSW SW TW TPW CFW
1 $ 51,045 $ 52,202 $ 51,114 N/A $ 51,114
2 $ 53,597 $ 56,374 $ 61,627 N/A $ 61,627
3 $ 56,999 $ 58,514 $ 66,171 N/A $ 66,171
4 $ 58,699 $ 61,379 $ 72,269 N/A $ 72,269
5 $ 61,253 $ 66,525 $ 81,842 N/A $ 81,842
6 $ 74,866 $ 73,407 $ 85,460 N/A $ 85,460
7 $ 81,671 $ 80,511 $ 89,161 N/A $ 89,161
8 $ 88,476 $ 89,595 $ 98,550 $ 98,550 $ 98,550
9 N/A $ 98,477 $110,785 $110,785 $ 106,433
10 N/A $114,154 $118,763 $132,427 $ 112,583
11 N/A $120,191 N/A $139,150 N/A
12 N/A N/A N/A $140,997 N/A
From 1 July 2015
Band CSSW SW TW TPW CFW
1 $ 51,301 $ 52,464 $ 51,370 N/A $ 51,370
2 $ 53,865 $ 56,656 $ 61,936 N/A $ 61,936
3 $ 57,284 $ 58,807 $ 66,502 N/A $ 66,502
4 $ 58,993 $ 61,686 $ 72,631 N/A $ 72,631
5 $ 61,560 $ 66,858 $ 82,252 N/A $ 82,252
6 $ 75,241 $ 73,775 $ 85,888 N/A $ 85,888
7 $ 82,080 $ 80,914 $ 89,607 N/A $ 89,607
8 $ 88,919 $ 90,043 $ 99,043 $ 99,043 $ 99,043
9 N/A $ 98,970 $111,339 $111,339 $106,966
10 N/A $114,725 $119,357 $133,090 $113,146
11 N/A $120,792 N/A $139,846 N/A
12 N/A N/A N/A $141,702 N/A
Telstra/CPSU Award 2001
Telstra/CPSU Sales Award 2004
Telstra/APESMA Award 2001
Telstra/AMWU Award 2001
Telstra/CEPU Technical and Trades Staff (Salaries and Specific Conditions of Employment) Award 2001
Telstra/CEPU Lines and General (Salaries and Specific Conditions of Employment) Award 2001
Telstra/CEPU Operators (Salaries and Specific Conditions of Employment) Award 2001
Telstra Employees (Conditions of Redundancy) Award 2003
Telstra/MEAA Award 2003
Telstra (Remote Localities Award) 2002
General Retail Industry Award 2010
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