TZV (ESTA) EBA - AGREEMENT IN PRINCIPLE

Late last week all parties reached an agreement in principle. Sue Riley reports that the draft agreement is going through the process of being confirmed by the principals. A copy of the draft is expected to be available mid this week.
The next step is the vote. Once all staff have had an opportunity to see the agreement and raise any issues, a ballot of all staff is conducted by an independent body. An agreement is "made" if 50% plus 1 of the staff vote for the agreement.

NBN MEMBER HOOKUP - NBN FIELD ENGINEERS

This week a large number of field engineers met on Zoom to discuss the issues arising from recent NBN proposals. We are having a Branch meeting and Zoom hookup this week to answer questions and take on concerns. (see below). We will be meeting NBN HR shortly to discuss members demands.
Our advice: Do not sign any new contract without getting advice.

NBN MEMBERS NOTE

Our Branch has historically represented technicians in the Communications sector and employs very experienced staff.
We have Sue Riley (ex Telstra), John Ellery (ex Telstra Senior Tech, Dan Dwyer (ex OTC Senior Tech and practicing lawyer).
To join us and your colleagues with this exercise, join our Branch. See Home Page to Join

NBN HOOK-UP WITH OUR LAWYER - NBN FIELD ENGINEERS

All staff of NBN (whether a member or not) are invited to a Zoom meeting to discuss the NBN proposals to change employment contracts. This is a workers only meeting, and HR reps are not invited.
NBN IN PERSON AND ZOOM MEETING -
WEDNESDAY - 3 APRIL AT 4.30PM AT CWU OFFICE TRADES HALL CARLTON SOUTH
(See Email for Zoom details - not published on web)

POST EBA

Negotiations continue but no technical matters have been discussed to date. The Log of Claims has been served on Post. See the CEPU Postal Database - Log of Claims

TELSTRA EBA

We have discussed issues regarding changes to the Retail Agreement and the transfer of Telstra Purple Pty Ltd staff to the Telstra Limited EBA. We have yet to see more on the TPPL transfer. A proposal to change access to a day-in-lieu when a public holiday falls on an RDO is being opposed. The next meeting is on Monday 8 April. The Log of Claims is still being prepared.

POST SPF SWLF STRUCTURES

We will meet again with Post seeking the following:
- an explanation of the proposed changes in roles particularly relating to PTO7 and PTO6
- an explanation of the impact on classifications and Job Descriptions
- the role of the outstation staff including our call that there should be a PTO5 at each outstation

CORRECTION TO POST LOG

Last week we reported on the Log of Claims and found that the Log had incorrectly claimed the Teams allowance for PTO6 and below. We have made the correction to cover the PTO7.
We are seeking for PTO 7, PTO 6, SMEs and 2ICs in the technical and engineering workgroup to be eligible for team skills.

TELSTRA JOB DESCRIPTION REVIEW

We had a meeting this week to discuss the proposed new Job Descriptions. Telstra had already given the game away when they announced simultaneously that anyone downgraded would be grandfathered. Well, on our reading John Ellery reports that Telstra is seeking to downgrade many roles. No agreement was reached at the meeting.

`ROSTER JUSTICE' NEEDED SO WORKERS CAN PLAN THEIR LIVES

The ACTU has used its reply submission on the work and care stream of the Fair Work Commission's Modern Awards Review 2023-24 to call for "roster justice" and to highlight the impact that unfair rostering can have on workers. They hit out at the position adopted by employer organisations that employers should have the unilateral right to vary work rosters with limited notice to workers.
Many workers lack control over their hours of work due to short notice changes to their rostered hours, resulting in losses in pay and a worsened work-life balance, particularly for those with caring responsibilities, who are mainly women.
These issues are compounded by limited access to affordable and quality early childhood education and care; the impact of precarious, insecure, and casual work on low-paid and women workers; and the use of unfair rostering which discriminates against workers with caring responsibilities and pregnant workers.
In their submissions to the FWC, some employer groups have called for awards to be varied, to increase "flexibility." When employers use the term flexibility, they mean less security, predictability, and control for working people. They seek `flexibilities' that give employers ultimate scheduling control, while taking away important protections, rights, and entitlements from workers, which undermines their job security. These proposals would impact most on women workers and carers.
The ACTU is calling for a `right to say no' to extra hours with protection from negative consequences, so workers with caring responsibilities can be accommodated.
The ACTU also argues that any changes to regular rosters should involve the agreement of the workers and inform workers on how those changes will affect their earnings. The ACTU argues that workers should be able to bring rostering disputes to the Fair Work Commission.
ACTU President Michele O'Neil: "Once again, we see proposals from employers that seek to take away workers' rights and entitlements, which will only serve to negatively impact women and carers in the workforce. If we are to tackle the gender pay gap in Australia, we should be looking to remove barriers to work, not put up more roadblocks.