SUPERANNUATION PART 5
Superannuation must be considered a long term investment. Figures used suggest 6-7% returns per annum over the long term. But as you have seen this year, there are down turns and upturns. As an example, Australian super reported as follows:

Despite recent market volatility, the Balanced investment option has only declined 3.28% for the financial year-to-date to 30 April 2020. It's also worth noting that Australian Super's PreMixed investment options are above where they were at the start of 2019. And over the long-term, the Balanced investment option has provided returns of 8.00% per annum over the last 10 years to 30 April2020 - after tax and investment fees. That's a cumulative return of 116% over the past decade.

TELSTRA ANNUAL LEAVE - FORM OUT VIC T&S BRANCH

There appears to be further pressure on Telstra staff, of accumulating Annual Leave credits as we approach this coming Sept that contradict the EBA . Various Telstra areas have applied different sorts of pressure on staff, ranging from requesting to outright bullying and threats to ensure staff put in Annual Leave applications , not necessarily at their time of choosing. There are only 2 circumstances where a lawful direction can be given:

1) If there is a shutdown - and the argument about what is the definition of a shutdown has been had almost yearly since this clause was implemented a number of EA's ago. The intent of the shutdown clause was to ensure the network was not placed at risk during the "embargo" period where planned network upgrades were forbidden. This was usually at Christmas/New year. Ultimately, the shutdown means that the place is shut down, no one is at work, and the doors are closed.

2) If you have excessive leave credits - again to be clear, the current EBA stipulates that you can build a bank of Annual Leave that is up to 6 weeks of credits, and 7 if you are a shift worker and only if it is "REASONABLE" in the circumstances, you MAY (not will) be legally directed to reduce this. However, you may only be directed to reduce this down to 4 weeks leave credits (or 5 if you are a shift worker)

So if the Management "request" you reduce your Annual Leave credits, you can politely refuse that request, if it doesn't suit you at the time. You may request a period that suits you, after all, it is your entitlement, and it requires you to initiate the request, subject only to the Manager approving it. It is not the other way around,

Contact the Branch if you have any queries about this, or if you have been bullied, harassed or threatened in relation to this matter.

HILLS TRAVEL RESPONSE
Despite the 15% or more pay cut Hills will not agree to procedure where staff are given travel expenses in advance, or a credit card. Effectively, you have to justify the claim for an advance. Their detailed reply to our letter said (in full):

If our employees have concerns over working arrangements we encourage them to discuss these with their manager or myself directly.

COURT CONFIRMS PERMANENT WORKERS CANNOT BE CASUALS
The Federal Court has ruled to protect the rights of working people who are labelled casuals purely to strip them of job security, rights and pay in a landmark ruling in the case of WorkPac v Rossato. This decision is a massive step forward in the fight for more secure work for Australian workers. The case involved a casual with set shifts. It is likely to be appealed and the Liberal Government is being urged to change the law.

VIP - CONTACTING US - NEW PHONE NUMBER
Please note the following changes as we simplify our phone numbers
0428 942 878 dan.dwyer@cwunion.net Dan Dwyer Secretary/Lawyer - for industrial matters & advice
0447 365 433 reception@cwunion.net Administrative eg payments, applications, change of details

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