TELSTRA ENTERPRISE AGREEMENT 2012-2015
Section 1: About this Agreement
This is the Telstra Enterprise Agreement 2012-2015.
1.2 How this Agreement is organised
To help you find your way around the Agreement, it is divided into Sections. You will find a table of contents at the front.
1.3 How certain words/phrases are defined
You will find some words and phrases have a specific meaning. These words and phrases are in italics in this Agreement. You can find their meaning in the Dictionary.
This Agreement covers:
- Telstra
- all employees of Telstra, except for:
- members of the Telstra Executive Team;
- employees in Band 1; and
- qualified legal practitioners working in Telstra's Legal Services business unit
- CEPU
- CPSU
- APESMA
1.5 Some important rules about how the Agreement operates
When this Agreement operates
The Agreement operates from the Commencement Date which is 7 days after Fair Work Australia approves it.
It has a nominal expiry date which is 30 September 2015.
Telstra will discuss replacing the Agreement with employees and their bargaining representatives no later than 4 months before the nominal expiry date.
This Agreement replaces existing collective agreements
This Agreement replaces all collective agreements that currently cover Telstra, including
Relationship with AWAs and ITEAs
If you are:
This means that your AWA/ITEA will continue to set your terms and conditions unless it is terminated (which you can choose to do - though you don't have to - once it has passed its nominal expiry date).
If your AWA/ITEA is terminated, then this Agreement will set your terms and conditions. There are some rules set out below about how Telstra will pay you if this happens.
Depending on when your AWA expired and what job you are in, you will either become a Job Family Employee or have a choice whether to become a Job Family Employee or a Workstream Employee. The definitions of Job Family Employee and Workstream Employee are in the Dictionary at the back of this Agreement. They set out what type of employee you would be if you terminate your AWA/ITEA. You can find further information about AWAs/ITEAs and your options on the intranet.
Relationship with awards
The awards that underpin this Agreement are set out in Appendix E.
These awards (and any modern Telstra enterprise award that is made during the life of this Agreement) do not apply to you when the Agreement operates. Fair Work Australia will check that you are better off overall under the Agreement compared to the awards in Appendix E when deciding whether to approve the Agreement.
Current arrangements
The Dictionary contains definitions of Job Family Employee and Workstream Employee.
Appendix D sets out some details in relation to the operation of the Workstreams.
Future arrangements
The Parties have had significant discussions during negotiations for this Agreement about the possibility of moving to one work model. The Parties commit to continuing these discussions during the life of this Agreement with a view, if agreement can be reached, to moving to one work model when this Agreement is replaced.
Moving between work models
A Workstream Employee may elect (but will not be required by Telstra) to become a Job Family Employee at any time, other than if the employee has been notified of termination of employment. An election takes effect at the beginning of the first full pay period after Telstra gives the employee written confirmation that it has processed the election.
Following this election, a Job Family Employee may elect to go back to being a Workstream Employee but:
Pay rates if you move between work models or terminate an AWA or ITEA
Moving between work models
If you move between work models Telstra will set your remuneration package at or above the minimum rates in Appendices A and C.
Former AWA/ITEA employees who become Job Family Employees
Telstra will pay you the same (or greater) Fixed Remuneration (unless you agree otherwise) that you were paid under your AWA or ITEA if:
Former AWA/ITEA employees who become Workstream Employees
Telstra will pay you at or above the minimum rates in Appendix C if:
Special pay rates apply to Job Family Employees who are casual employees working in retail outlets in place of these rules (see Section 9).
2.2 Pay rates for new employees & employees who move job
Telstra will pay new employees, or employees who move job, no less than the applicable minimum rates that are set out in Appendix A for Job Family Employees or Appendix B for Workstream Employees.
2.3 Transition to Fixed Remuneration
All Workstream Employees will transition to a Fixed Remuneration pay model in July 2013.The Parties agree that it is important that this process is transparent and that no employee is disadvantaged as a result of the transition. The Parties have agreed a process for this transition, which is set out in Appendix C.
Section 12 also sets out important rules about how benefits are calculated under this Agreement prior to 1 July 2013.
The Federal Government has mandated increases to the minimum superannuation contribution that Telstra must make from 1 July 2013 as follows:
Telstra will contribute at least the minimum contribution outlined above to your superannuation from the dates shown. The increases to Fixed Remuneration each July under this Agreement are intended to ensure that Telstra meets these contribution levels.
Where Telstra currently contributes more than the minimum contribution, the current contribution level will continue. If that level becomes less than the minimum contributions above, Telstra will increase its contribution to your superannuation to the minimum level above.
Explanatory example
Telstra currently contributes 9.5% to Ken's superannuation. Telstra will continue to contribute 9.5% to Ken's superannuation until 1 July 2015 when Telstra will increase its contribution to 10%.
You may choose to take advantage of salary packaging arrangements, which may change from time to time. Full details of what is available to salary package are set out in Telstra policy. There is currently a wide range of arrangements available, including salary packaged vehicles and Telstra products.
If you choose to salary package, Telstra will deduct an amount from your pay and contribute it on your behalf for the purpose of the packaged benefit.
2.6 Performance pay principles
Employees and managers know the rules
Telstra will take reasonable steps to ensure that employees understand the annual review process, including the interaction between corporate, business unit, team and individual objectives.
The details of the annual review process will be available to employees on the Telstra intranet. This will include the relationship between individual business and leadership outcomes in determining the performance rating.
Objective setting and employee involvement
Performance targets will be specific, clear, measurable and achievable. However, the setting of performance targets and employees' assessment against them are at Telstra's discretion and, as matters not covered by this Agreement, are subject to Telstra's internal resolution process.
Assessment process and employee support
Performance feedback will be provided to employees a minimum of twice a year.
Where an employee is dissatisfied with their final performance assessment rating or the assessment process they can seek a review of the decision by following the Telstra's internal resolution process (which includes an independent review as its final stage).
2.7 Customer Satisfaction Bonus
Telstra guarantees that it will continue to offer an annual bonus plan linked to customer satisfaction and/or net promoter score measures for the financial years ending on 30 June 2013, 2014 and 2015. Eligibility rules will be the same as or broadly similar to those under the bonus plan for the financial year ending on 30 June 2012 (details of which are on the intranet). The "on target" payout (inclusive of superannuation) will be at least that offered in the financial year ending on 30 June 2012 - that is:
The rules of the plan set out the detail of who is entitled to payment, what measures must be achieved and how the bonus is calculated and paid. These eligibility and payment rules will be available on the intranet but do not form part of this Agreement.
Telstra has recently launched Zing - the new peer-to-peer company wide recognition and reward program. Zing is intended to enable us to celebrate not just the big achievements of our people, but also the small ones that happen every day, in every area of Telstra. To demonstrate its commitment to Zing, Telstra guarantees that it will continue to fund Zing annually at the FY13 level until the nominal expiry date of this Agreement.
Section 3: Working arrangements
3.1 Types of working arrangements
Telstra can employ you:
Part time work
If you work part-time, Telstra will engage you to work fewer than 36ó hours each week.
All of the benefits in this Agreement are the benefits set out for full-time employees. You will be entitled to these benefits on a pro rata basis, based on your hours of work.
Telstra 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 Telstra transfers you to another role in this circumstance, you will be paid the higher of your current remuneration or the appropriate minimum rate for the new role. You will also be provided with reasonable relocation assistance if applicable.
Where you initiate a move to another role within Telstra, you will be covered by the appropriate employment arrangements of that area, including any terms and conditions related to remuneration. This means that if you decide to move to a higher or lower paid role, your remuneration may be adjusted in line with this.
Special rules apply if you are an employee who receives a Grandfathered Allowance (see Appendix D).
Telstra may engage Job Family Employees as casual employees.
Terms for all casual employees
Casual employees will:
Pay and other conditions for casual employees in retail outlets
Pay, overtime and penalty rates for casual employees working in retail outlets are set out in Section 9.
Pay and other conditions for casual employees not working in retail outlets
If a casual employee works in the Customer Support (Technical) or Professional Technical Services Job Family and works overtime, Telstra will pay 150% for the first three hours and 200% after that calculated on their hourly rate, not including Telstra superannuation contribution or casual loading. Overtime is payable when such an employee works:
If a casual employee works in the Customer Support (Technical) or Professional Technical Services Job Family and is a shift worker, Telstra will pay an additional 15% for ordinary shift hours between 7.00pm and 7.00am (6.30pm to 6.30am in the Northern Territory) calculated on their hourly rate, including casual loading but not including Telstra's superannuation contribution.
Section 4: Hours of work & scheduling
Full time employees
Your ordinary hours of work will be 36ó hours each week.
Part-time employees
If you work fewer than 36ó hours each week, Telstra will ensure that:
Telstra can change your hours of work:
If Telstra asks you or you ask Telstra to change your hours, Telstra will discuss the proposed change with you and will take into account your preferences and personal circumstances, including your family/carer responsibilities.
When we require you to work
Your ordinary hours of work will be worked between 7.00am and 7.00pm, Monday to Friday - other than in the Northern Territory where the daily span is 6.30am to 6.30pm.
Start and finish times
Telstra will tell you on which days you must work and what your start and finish times are. Your ordinary hours of work may change from time to time.
Telstra can ask you to work ordinary hours in any pattern which provides for an average of up to 36ó hours each week.
When Telstra sets hours of work and rosters, customers' needs and business requirements will be a significant consideration. However, Telstra will also consider personal circumstances of employees, including family/carer responsibilities and will make sure that outcomes are distributed fairly across the work group.
Rest Relief
You will have at least 10 consecutive hours off (inclusive of reasonable travel time) between periods of ordinary hours work. Where you resume or continue work without having 10 consecutive hours off Telstra will pay you at a rate of 200% until you cease that period of work. If you have to work overtime in these situations, Telstra won't require you to come to work again until you have had 10 consecutive hours off before commencing the next period of ordinary hours work, and you will not lose any ordinary hours pay.
Flexible Working Hours Scheme & 9-day fortnight
If you work in an area that works under the Flexible Working Hours Scheme or a 9 day fortnight, and you work under these arrangements when this Agreement comes into operation, you will continue to have access to these arrangements while you work in that area.
4.2 Scheduled work and shift work
Telstra may engage you to work variable hours as set out in this Section. If Telstra does this, your ordinary hours of work will be averaged over the cycle of the work scheduling period.
Common provisions for scheduled and shift work
Work schedules will take into account the needs of the business together with your needs and preferences. Telstra's intent is to minimise variations in individual start times where this is possible.
Unless you work in the Townsville consumer contact centre, Telstra will provide you with your schedule a minimum of 2 weeks in advance, and will include details of your start and finish times, your meal break, and any scheduled days off. If you work in the Townsville consumer contact centre, a minimum of 4 weeks applies. Scheduled days off are days that you could have been rostered to work ordinary hours, but were not scheduled to work.
If Telstra needs to change your schedule, Telstra will give you 7 days' notice where possible, or 3 days in circumstances where Telstra needs to cover unplanned leave.
You may initiate schedule swaps but you need prior approval from your manger to do this, and it must not impact the business.
Any unplanned leave you take will be recorded as equal to the amount of time you were scheduled to work that day.
You won't be required to work more than 10 ordinary hours at a time (unless you are working under 12 hour shift arrangements). Minimum engagement times will be 6 hours in the field and 4 hours in contact centres.
Scheduled work
These provisions about scheduled work apply only to contact centres.
Telstra may require you to work within the span of hours, but at variable times and patterns. Telstra will advise you of work scheduling arrangements where they apply, as set out in this clause.
If you work in a contact centre, roster arrangements will be prepared and communicated to you in line with the common provisions set out above.
Shiftwork
These provisions apply to employees who have been or are in future engaged as shiftworkers or who agree to become shiftworkers.
Telstra may engage you as a shiftworker if it regularly requires you to work outside the span of ordinary hours on Monday to Friday, or to work regularly on weekends.
Telstra may ask employees who are not shiftworkers to undertake shiftwork, in which case Telstra will call for volunteers. However, an employee who is not a shiftworker can't be required by Telstra to become a shiftworker.
Where Telstra wants to introduce shiftwork into an area where it doesn't already operate, Telstra will consult with employees in the area and with unions, under the consultation provisions in Section 6.
Temporary shift allowance
Sometimes Telstra may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra may call for volunteers. Where you and Telstra agree to you undertaking temporary shiftwork Telstra will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 for the amount of the allowance.
While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork.
You or Telstra can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before the completion of 3 months. Taking into account your particular circumstances, Telstra will not unreasonably refuse the request.
If you receive this allowance but unreasonably refuse to work shiftwork, Telstra may discontinue paying the allowance immediately and you will no longer be required to undertake temporary shiftwork.
Payment of the allowance will continue during periods of paid leave.
Payment for shiftwork
If any part of your shift on a Monday to Friday falls outside the span of hours, Telstra will pay you an additional payment of 15% for the whole shift.
If you work on a Saturday, Telstra will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday.
If you work on a Sunday, Telstra will pay you an additional payment of 100% for all time worked on that shift between midnight Saturday and midnight Sunday.
If you are required to work shifts that fall wholly between the hours of 6.00pm and 8.00am for a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all time worked on those shifts.
Additional payments are not cumulative. Only the highest applicable payment will apply.
12 hour shifts
The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements.
Meal breaks
You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour.
Rest breaks
If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions.
If you work in a contact centre (except E000) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break.
If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break.
If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks.
Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2-3 hours without a break.
If you work in E000:
Working additional hours
Telstra may require you to work reasonable additional hours, unless you are a part-time employee. Telstra can request but cannot require a part time employee to work additional hours.
If Telstra asks you to work additional hours you may refuse to work them if:
Matters to be taken into account when considering what's reasonable include:
Overtime Payments
If Telstra authorises you to work additional hours and you are not an Exempt Employee, Telstra will pay you:
If you work part-time, you will be paid at ordinary rates until you have worked ordinary hours equivalent to a full-time employee. After that, any additional hours worked will be paid at the above rates. Additional hours worked and paid at ordinary rates will count towards accrual of annual leave and personal leave.
Time in lieu
If you would prefer to take time in lieu instead of overtime payment for additional hours, you can request this. Time in lieu is taken on an hour for hour basis and must be approved by your manager. If the time off is not taken within 4 weeks, you will be paid for the additional hours at the above overtime rates.
Scheduled additional hours worked from home
If Telstra schedules you and you agree to work additional hours from home (not continuous with your ordinary hours) and you are not an Exempt Employee, Telstra will pay you an additional payment of 100%, subject to a minimum payment of 1 hour.
You will be given at least 2 working days' notice to work additional hours from home, unless you agree to a shorter period with your manager.
If you choose to work at a Telstra location instead of working from home, you will only be paid as if you worked from home.
If you work ordinary hours on a public holiday and you are not an Exempt Employee, Telstra will pay you an additional payment of 150% for all ordinary hours you work. This does not apply to scheduled additional hours worked from home.
Telstra recognises that sometimes employees need the flexibility to balance their work with their commitments outside of work such as family, carer or lifestyle commitments. Many types of flexible work - such as working away from your regular office - are dealt with elsewhere in this Agreement or in Telstra policy. You can visit the flexible working arrangements site on the intranet for more information. In addition, the following arrangements apply.
5.1 NES flexibility arrangements
You may request a change in working arrangements, such as hours of work, your pattern of work or work location if you:
You must make any request in writing, setting out the details of the change sought and the reasons for the change.
Telstra will provide a written response with reasons within 21 days and can only refuse your request if it has reasonable business grounds to do so.
5.2 Individual flexibility agreements
Telstra may agree with you, on an individual basis, to make an individual flexibility agreement. Telstra can do this to vary the effect of this Agreement so long as the arrangement is to meet Telstra's and your genuine needs and both Telstra and you genuinely agree to it.
You may be represented, including by a union, in any discussions you have with Telstra about an individual flexibility agreement.
An individual flexibility agreement can deal with any of the following:
It must:
Telstra must ensure that:
Telstra or you can end the individual flexibility agreement by agreement at any time or by giving the other person 28 days' written notice.
Any individual flexibility agreement in place immediately before this Agreement started to operate will continue as if it were made under this Agreement.
5.3 Group flexibility agreements
Sometimes, within a workgroup, Telstra or employees may want to vary the effects of the terms of this Agreement.
A workgroup and its manager can agree to change:
The limits within which the group flexibility agreement will apply are:
The agreement must:
Either Telstra or the employees in the workgroup (by majority vote) can end the agreement by giving the other person at least 14 days' written notice. If this happens, there will be no financial consequence (for example, no shift closure payments).
A group flexibility agreement overrides the effect of other terms of this Agreement to the extent of any inconsistency.
Any group flexibility agreements in place immediately before this Agreement started to operate will continue as if they were made under this Agreement.
If you agree under a group flexibility agreement to change the days of the week on which you perform your ordinary hours to a Saturday or Sunday, Telstra will pay you an additional payment of 50% for ordinary hours on a Saturday and an additional payment of 100% for ordinary hours on a Sunday. No overtime or penalty rates will apply to these hours.
Section 6: Consultation, dispute resolution and union matters
The telecommunications and information services industry is highly competitive and constantly changing. Telstra remains committed to providing secure employment but must also ensure that the business remains profitable and is managed in the interests of Telstra and employees.
Some business decisions will impact on employees' work and personal life. Telstra will try and minimize this impact as much as possible and the consultation arrangements in this Agreement will assist with this. Employees may have a representative of their choice, including a union, during consultation.
Consultation principle
Employee consultation means involving employees and their chosen representatives in the decision making process by seeking their views in relation to proposals that fall within these consultation provisions and giving them a bona fide opportunity to influence the decision maker.
Consultation about major changes
If Telstra proposes to introduce major changes which have a demonstrable impact on employees Telstra will consult with employees who may be affected and their union(s) as early as practicable.
Examples of situations where Telstra will consult include:
Telstra will consult about:
Telstra will consider any matters raised by employees and their unions about a major change and give reasons for Telstra's final decision.
Consultation about avoiding/reducing the effects of redundancies
Where a job is redundant Telstra will give the unions entitled to represent the employee the opportunity to consult with Telstra about the measures being taken to avoid or reduce the adverse effects of the redundancy. The consultation will not affect or delay the retrenchment process set out later in this Section.
Consultation about performance principles
Telstra will consult with the unions covered by this Agreement quarterly (or otherwise as agreed) about how the following matters apply to employees:
Telstra will consider and respond to the issues that unions raise during the meetings.
This consultation obligation will be about organisational level performance principles and practices only, not individual performance management or pay issues.
As part of this consultation, Telstra will meet with the unions to discuss Telstra's overall performance and the distribution of pay increases for Job Family Employees at an organisational level. Telstra will consult with the unions about the pay increase distribution matrix and will, following consultation, publish the matrix on the intranet.
6.2 Employee support, workplace delegates and union training
Union membership is a matter of choice. Telstra respects freedom of choice and an employee's choice to join or not join a union.
Telstra recognizes that employees are entitled to be supported by their union, or any other representative of their choice, in relation to matters affecting their employment.
Telstra acknowledges and respects the role played by workplace delegates accredited by a union covered by this Agreement in representing and supporting union members.
Workplace delegates, when acting on behalf of the union, have the right to be treated fairly and to perform their role as a workplace delegate without any discrimination in their employment.
Telstra agrees that workplace delegates can:
Unions and workplace delegates recognize the importance of customer service in the success of Telstra and will ensure that their activities do not impact on the efficient operation of Telstra.
Telstra and the unions will comply with the terms of the Fair Work Act 2009 regarding right of entry.
Workplace delegates will be able to attend formal union training courses on workplace relations during work time. Release from duties to attend the course will be arranged to minimize any adverse impact on Telstra's operational requirements.
A workplace delegate must give Telstra at least 6 weeks' notice, or less by agreement, of the intention to attend the training course, and will provide Telstra with details of course content and duration. Workplace delegates across the Telstra unions can access a pool of 260 days, each calendar year.
A workplace delegate attending a course will be paid all ordinary time earnings which are normally payable during the release period.
Telstra will permit access to or the erection of notice boards to facilitate communication between employee's and union representatives.
Telstra aims to provide a productive, safe and non discriminatory environment for its employees. This environment should be characterised by co-operation, mutual respect and open communication between employees and managers.
The Parties want to avoid disputes about things covered in this Agreement, or about the National Employment Standards. But if disputes occur, this is how they must be resolved.
You may be assisted by your union or another representative of your choice at any step in this process.
Step 1
Talk to your manager about the issue in dispute as soon as you can and ask him/her to resolve it. Your manager must try to resolve the dispute within 5 working days of you first asking for it to be resolved.
Step 2
If that doesn't resolve the dispute, ask your manager's manager (your 2-up manager) to resolve the dispute. You or your union/representative must do this within 5 working days (or such time as is reasonable in the individual circumstances) of your manager being unable to resolve the dispute. Your 2-up manager must try to resolve the dispute within 5 working days and may seek assistance from a more senior manager if required.
Step 3
If the dispute still hasn't been resolved, ask the Director/Executive Director of HR for your Business Unit and the Director - Workplace Relations to resolve the dispute. You or your union/representative must do this within 5 working days (or such time as is reasonable in the individual circumstances) of your 2-up manager being unable to resolve the dispute. The HR (Executive) Directors must try to resolve the dispute within 5 working days.
While steps 1 to 3 are being followed:
Step 4
If the dispute still hasn't been resolved, you or your union/representative or Telstra may refer the dispute to Fair Work Australia for conciliation. Fair Work Australia's role is limited to providing assistance in an attempt to resolve, if possible, the dispute.
Step 5
If conciliation does not resolve the dispute you or your union/representative or Telstra may ask Fair Work Australia to arbitrate the dispute and Fair Work Australia must do so.
While steps 4 and 5 are being followed, Telstra may implement anything that is in dispute. However, if Telstra does, it is not intended to influence the outcome of steps 4 and 5 in any way.
You, your union/representative (if you have one) and Telstra must follow each step and not skip any, regardless of the nature of the dispute.
You, your union/representative (if you have one) and Telstra must also follow all of the time limits in this dispute resolution process. This is because it is in everyone's interests that disputes are resolved quickly.
Occasionally, there may be a good reason why it is not possible to follow all of the steps or time limits. Accordingly:
Other rules applying to disputes
To avoid doubt, this process:
Section 7: Leave and public holiday entitlements
The Agreement offers a range of leave benefits, from annual leave, personal leave and parental leave through to study leave, volunteer leave and emergency leave.
Other than long service leave, this section does not apply to casual employees (see Section 3).
Some of the detail about leave entitlements is set out in Telstra policy, which you can find on the intranet. However, your entitlements and some important points about them are set out below.
7.1 How Telstra calculates leave entitlements
The entitlements set out in this Section are for full-time employees working standard hours, unless otherwise stated.
If you work part-time you get a reduced entitlement based on the hours you actually work.
If you don't work standard hours, you get leave equivalent to a full-time employee (or part-time employee, if you work part-time), but in most cases calculated on an hourly basis. By way of example, if you work an average 36ó hour week but work a 9-day fortnight you would get 147 hours of annual leave (which is 4 weeks x 36ó hours) and 110¬ hours personal leave (which is the equivalent of 15 days x 7.35hrs).
Section 12 explains how Telstra calculates your pay for the purposes of paying your leave entitlements.
Your entitlement
You get 4 weeks of paid annual leave each year. Your leave accrues progressively throughout the year, is credited to you monthly and is cumulative.
If you are a continuous shiftworker, you may get up to 1 additional week (7 consecutive days including non-working days) of paid annual leave each year. You will be entitled to the additional week after working 10 Sundays in any calendar year. If you work fewer than 10 Sundays, you will be given a pro rata entitlement of « day for each Sunday worked. If you work overtime on a Sunday, it will count towards your leave entitlement so long as your overtime period is at least as long as the normal rostered shift.
Taking annual leave
You must agree with your manager when you will take annual leave. Your manager will act reasonably when trying to accommodate requests, having regard to Telstra's business requirements.
Telstra may direct you to take leave if it's reasonable to do so. Examples of when Telstra might do this include:
If you are on annual leave and you need to take some other form of leave (for example, personal leave), Telstra will re-credit your annual leave if the other form of leave is approved.
Cashing out your annual leave
If you have more than 5 weeks of annual leave accrued, you can choose to cash out up to 2 weeks of leave so long as you still have at least 4 weeks of accrued annual leave left. You and Telstra must agree this in writing. You will be paid the full amount that you would have been paid if you had taken that annual leave. You can find more details in the relevant Telstra policy.
Leave loading
If you are a Workstream Employee you will receive a 17.5% leave loading each year, for the annual leave that you accrued in the previous calendar year. Where you are a shiftworker, you will receive the greater of the 17.5% loading or the additional amount that you would have received for working your ordinary hours on a Saturday or Sunday, had you not been on annual leave.
This payment will be made (pro rata) on the first instance of annual leave during the subsequent calendar year that the annual leave was accrued.
The 17.5% loading is subject to a maximum payment of the equivalent of the Australian Bureau of Statistics Male Average Weekly Total Earnings for the preceding September quarter.
Payments under this clause will cease when employees are under a Fixed Remuneration model, which incorporates annual leave loading (see Appendix C). Accordingly, Telstra will pay any accrued entitlements to annual leave loading as at 30 June 2013 irrespective of the leave being taken.
Once a year (usually in August/September), you can apply to buy extra leave. If your application to buy extra leave is approved, you salary sacrifice some of your pay in return for the extra leave. You cannot buy extra leave if you have an accrued annual leave balance of more than 5 weeks or an accrued long service leave balance of more than 3 months. You can find more details about buying extra leave in the relevant Telstra policy.
Your entitlement
You get 15 days of paid personal leave each year, which Telstra credits you with at the start of each leave year and which is cumulative. You will only be credited with a portion of this if you are engaged on a fixed term basis for less than 12 months.
You can use this leave:
Taking personal leave
You must provide your manager with medical evidence:
Telstra usually won't ask you to provide medical evidence for the first 5 days of paid personal leave each year. However, Telstra reserves the right to ask for medical evidence within one day of your return to work if your manager has a reasonable concern that you may not be entitled to take personal leave. If so and you are not able to provide medical evidence, Telstra will accept a statutory declaration that explains the reason you were unable to attend work.
7.5 Bereavement/compassionate leave
Your entitlement
You can take 3 days of paid bereavement/compassionate leave on each occasion you need it:
Taking bereavement/compassionate leave
You must provide Telstra with evidence that you need to take bereavement/compassionate leave if Telstra asks for it.
Your entitlement
The following table summarises what parental leave you get:
If you are not a birth mother, to qualify for paid leave:
All primary carers (including birth mothers) can choose to take double the period of paid leave and receive half-pay during this period.
You can take accrued annual leave or long service leave during any period of unpaid parental leave.
If a public holiday falls during your parental leave:
More detail on your parental leave entitlement is set out in Telstra policy.
Taking parental leave
You should refer to Telstra policy to find out how to take parental leave.
You get 3 months of long service leave after 10 years of service, and a further 9 days for each additional year of service.
Further details of your long service leave entitlement are set out in Telstra policy and in the Long Service Leave (Commonwealth Employees) Act 1976. This Act:
You can take a number of different types of community service leave to undertake an eligible community service activity, including jury service and some voluntary emergency management activities. You should refer to Telstra policies to find out how to take community service leave and in what circumstances it is paid.
Telstra will observe as public holidays: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, Queen's Birthday (on whichever day your State or Territory celebrates it), Labour Day or Eight Hour Day, Christmas Day, Boxing Day (or Proclamation Day in SA); any other day or part-day declared or prescribed as a public holiday.
Where you live and work in a different State, Territory or locality, you will be entitled to the public holidays in the State, Territory or locality where you work.
Public holiday conditions will apply on these days. If you work in South Australia, you will not be entitled to public holiday conditions on Sundays unless the Sunday is one of the public holidays listed above.
If you work (not live) in a place in which a public holiday has been declared or prescribed, you can have the day off and be paid; or, if you are required to work, you will receive the prescribed penalty or overtime rates where you are eligible.
You will usually be entitled to a paid day off on days declared as public holidays. However, Telstra may ask you to work so long as the request is reasonable. You can refuse to work if Telstra's request is not reasonable or if you have reasonable grounds to refuse to work. Some of the things that Telstra will take into account when considering what's reasonable will include:
Public holidays for employees on particular hours arrangements
If you work full-time on a scheduled hours or shiftwork arrangement or under the Flexible Working Hours Scheme or 9-day fortnight and a public holiday falls on a day when you could have been scheduled to work ordinary hours but were not scheduled to work, you will receive either:
If this is not possible, Telstra will pay you an additional day's pay.
The calculation of an additional day's pay will be based on your average daily hours excluding penalties. Payment will be adjusted proportionately where only part of your ordinary hours fall on a public holiday.
If you ordinarily work between Monday and Friday only, public holidays that fall on Saturdays or Sundays are excluded.
Public holidays for Retail employees
Refer to Section 9 of this Agreement.
You are entitled to take an additional paid day off each calendar year. You can choose the timing of this day, subject to your manager's approval and taking business and customer requirements into account. If you do not take this day within the calendar year, you lose it and it will not accrue.
If you have not taken your Telstra Additional Day by 1 October of the calendar year due to business requirements, then you may, with reasonable notice, choose a date to take this leave until the end of the calendar year. Telstra will approve this date, subject to operational requirements. Where your chosen date cannot be accommodated, Telstra will allow you to take an alternative date before the end of the calendar year.
If you work in a retail outlet and do not fall under the Technical Workstream, this entitlement will only apply from 1 January 2013.
8.1 Some overarching principles
Shared objectives about redundancy
The following principles reflect the shared objectives of Telstra and the Telstra Unions about redundancy:
When is my job redundant?
Your job may be redundant if:
Support that Telstra offers
Telstra understands the importance of proper support where your job is redundant.
You can always talk with your manager or Human Resources about your redundancy. In addition, you can contact Telstra's Employee Assistance Program (EAP), details of which are on the intranet.
If your job is redundant and Telstra has decided to retrench you, Telstra will tell you and the Telstra union entitled to represent you about the decision to retrench you, when it will occur and the reasons for it. Telstra will do this as soon as practicable after making the decision and before Telstra retrenches you.
Sometimes Telstra may need to select people for retrenchment from a group of employees performing the same job.
If Telstra needs to do this, Telstra will tell the employees in the group and the Telstra union entitled to represent those employees about the proposed retrenchments, who is likely to be affected, when the retrenchments will occur and the reasons for them. Telstra will do this as soon as practicable after making the decision and before any retrenchments happen.
Selection process
Telstra will fairly and objectively rank employees in the group, using merit-based criteria. Telstra will not consider anything, other than your ranking, when deciding who will be retrenched.
Telstra will ask for applications from volunteers within the group and consider any applications before selection is completed.
Telstra will tell you if you have been selected for retrenchment. This will happen between 7 and 21 days after you were originally told that you may be retrenched.
Voluntary retrenchment
Telstra may consider, but does not have to accept, applications for voluntary redundancy. You must tell Telstra if you want a voluntary redundancy no later than 7 days after you were originally told that you may be retrenched.
Sometimes Telstra may need to close a site function and retrench all employees at that site.
If Telstra needs to do this, Telstra will tell the employees working in the site function and the Telstra Union entitled to represent those employees about the proposed retrenchments, who is likely to be affected, when the retrenchments will occur and the reasons for them. Telstra will do this at least 6 weeks before the site function closes.
8.5 What happens if Telstra decides to retrench you
If Telstra tells you that you have been selected for retrenchment or it has accepted your application for voluntary redundancy:
You will have 7 days to:
If Telstra is unable to redeploy you by the end of the redeployment period (and it is not extended by mutual agreement), Telstra will retrench you. Telstra will pay you:
Telstra may, at its discretion, allow you to leave before the end of your redeployment period (but no less than 1 week after you are told that you have been selected for retrenchment). Telstra will usually only allow this if it is satisfied that there are unlikely to be any reasonable redeployment opportunities for you or if there are other special circumstances - for example, if you have found a new job outside Telstra and Telstra can release you before the end of your notice period having regard to business requirements.
If your position is redundant, Telstra will assist you to try to find another job at Telstra or, if that is not possible, assist you to prepare for a career transition. You must participate in the Telstra redeployment process for 4 weeks or, if it is a site function closure, for 6 weeks. The redeployment/career transition service may include assistance with: finding another job within or outside Telstra, preparing job applications and interview techniques and transitioning to another employer or out of the workforce.
Telstra will provide reasonable retraining to a redundant employee in order for the employee to be redeployed to a suitable available position for which the employee can be reasonably retrained.
If you have not been redeployed at the end of the redeployment period, you will be retrenched unless you ask to extend the redeployment period for up to a further 4 weeks and Telstra, at its discretion, agrees to this. If you are still not redeployed at the end of the extended redeployment period, you will be retrenched and your retrenchment benefit will be reduced by the period you continued to be redeployed.
If Telstra offers you another job during the redeployment period, you can either choose to accept it (at the remuneration level offered for that role) or choose to be retrenched at the end of the redeployment period. Salary maintenance may apply to some employees, in limited circumstances (see Appendix D).
If you are redeployed to a position for a fixed term and there is no permanent position for you at the end of fixed term, you will be retrenched and remain entitled to retrenchment benefits at the rate for your redundant permanent position.
How Telstra calculates your retrenchment benefit
Your retrenchment benefit is:
If you:
Telstra will pay you an additional week's pay for each completed year of continuous service after you turned 50 (and any pro rata payment for completed months will be based on 4 weeks' pay for a completed year).
Telstra will pay a minimum benefit of 4 weeks' pay and a maximum benefit of 80 weeks' pay.
Section 12 explains how Telstra calculates your pay for the purposes of paying your retrenchment entitlements.
Some special rules for certain types of employees
If you work part-time, Telstra will calculate your retrenchment benefit based on the weighted average of your full-time and part-time service, with a minimum of the part-time status as at your final day.
If you have been acting in a higher position for a continuous period of at least 12 months immediately before Telstra issued your notice of retrenchment, Telstra will calculate your retrenchment benefit based on your pay in the higher position.
If you have been paid a shift allowance in half or more of the pay periods in the 12 months immediately before Telstra gave you notice of retrenchment, Telstra will include the weekly average shift allowance over this period when calculating your retrenchment benefit.
Telstra may, at its discretion, include other allowances in the nature of salary when calculating your retrenchment benefit.
8.8 Recognition of prior learning
You may apply to the Telstra RTO for recognition of prior learning (RPL) for a qualification or competency listed on the scope of its registration. Telstra will give you reasonable assistance to gain the recognition you are entitled to based on your prior learning. This assistance may extend beyond your date of retrenchment to ensure a reasonable period has been provided to attain appropriate recognition.
If you are selected for retrenchment, you may appeal your selection unless your redundancy arises because of a site function closure.
You must lodge an appeal within 7 days of being notified of your selection, setting out why you are appealing your selection. Telstra will only consider reasons set out in your appeal.
Telstra will review your appeal and give you an opportunity to have your say. How and when this occurs is up to Telstra (acting reasonably) and Telstra will not delay the appeal process if you fail to take up a reasonable opportunity to have your say.
The person dealing with the appeal must:
The decision will be either to confirm your selection or to set the selection aside. If it is set aside, your case will be sent back to the manager who selected you for redundancy to determine their decision again following any recommendations that are made.
During the appeal process:
If you wish to dispute an appeal decision, you may use the dispute resolution process (see Section 6) which will start at Step 4.
8.10 Transitional arrangements
This Section applies to redundancies notified after this Agreement commences. Redundancies notified prior to the commencement of this Agreement will continue to be dealt with under the provisions that previously applied.
This Section applies to employees who work in a Telstra retail outlet. It replaces provisions elsewhere in this Agreement that deal with the same matters.
Full time employees
Your ordinary hours of work will be 73« hours each fortnight.
Part-time employees
If you are a part time employee you will be scheduled to work less than 73« hours each fortnight. If you are a part time employee you will receive equivalent pay and conditions to a full-time employee on a pro rata basis.
When Telstra requires you to work
Your ordinary hours of work will be worked between:
If Telstra employs you on a casual basis, you will be paid a minimum hourly rate as follows.
Telstra will pay you an additional payment for working hours on particular days, as follows:
Public holidays
If a public holiday falls on a weekend and a substitute public holiday is declared or gazetted, you will only be paid the additional public holiday payment on the substitute day.
Telstra will pay you a meal allowance if you are requested to work overtime that:
Payment will be at the rate described in Section 11.
This provision does not apply to Store Leaders.
Telstra will develop a schedule for your ordinary hours in accordance with the Telstra Retail Outlet Scheduling Policy and the following:
When Telstra sets hours of work and rosters, customers' needs and business requirements will be a significant consideration. However, Telstra will also consider personal circumstances of employees, including family/carer responsibilities and will make sure that outcomes are distributed fairly across the work group.
This provision does not apply to Store Leaders.
Where a Telstra retail outlet trades for 24 hours in a day, Telstra may schedule you to work outside the usual span of ordinary hours. Telstra will pay you an additional payment for working hours outside the span of ordinary hours (and in place of overtime rates), as follows:
These additional payments do not apply to Store Leaders.
9.7 Relocation to another Telstra retail outlet
Telstra may permanently or temporarily relocate you to another Telstra retail outlet that is no greater than one hour's additional travel time (each way) from your place of residence. For the purpose of this clause your travel time will be measured by the actual mode of transport you use.
If Telstra relocates you to another Telstra retail outlet that is either:
Telstra will pay you a daily allowance (for each day worked) of $20.00.
Telstra will not pay the allowance if:
This provision does not apply to Store Leaders.
Telstra may require you to attend team meetings before and/or after your rostered start/finish time, some or all of which may be outside the span of ordinary hours.
Telstra will pay you your ordinary rate of pay for attendance at team meetings during the span of ordinary hours and (unless you are an Exempt Employee) overtime for any time outside the span of ordinary hours.
This provision does not apply to Store Leaders.
Section 10: Log on arrangements
10.1 Field-based employees - travel to worksites
A field based employee in the Customer Field Workstream may be supplied with a Telstra vehicle to enable them to do their job. If an employee is supplied with a Telstra vehicle they will be required to sign a Commuter Use Approval document concerning the vehicle's use, care and maintenance.
Note 1: If an employee currently has a Telstra vehicle under the Part Private Use Arrangement that existed before 1 March 1999, these arrangements continue to apply. Part Private Use is not available to other employees.
Note 2: An extract of the Operational Vehicles Policy setting out the business rules for Commuter Use Category Vehicle usage will be provided to Fair Work Australia upon lodgement of this Agreement. An employee supplied with a Telstra vehicle is required to commence and cease work at a customer's premises in accordance with this Section.
10.2 Start of day procedures - first job received on the day
These procedures apply where an employee receives their first job of the day by logging on to an automated dispatch terminal, where one is provided, or by other means, e.g. telephone/electronic. The procedures in this clause do not apply to an employee who receives their first job of the day the previous evening.
Living within their work area:
Start of day procedures - first job received the night before
These procedures apply where an employee receives their first job of the day by an automated dispatch terminal, where one is provided, or by other means, e.g. telephone/electronic, the night before the following working day.
Living within their work area:
Where an employee lives outside their work area
Where an employee lives outside their work area, time spent travelling between their home and the boundary of the work area whether going to or returning from work, will also be deemed as unpaid work in addition to the unpaid 30 minutes travel time described in the start of day procedures above.
Where an employee is required to travel to another work area
Where an employee is required to start work in another work area, they will not be required to travel in their own time for a period greater than that described in the provisions above: "Where an employee lives outside their work area".
Employees to whom the above provisions apply will be expected to travel for the same time period (unpaid) described above in order to return home at the end of each day. Where travel will exceed this travel time the employee should contact their supervisor/Work Management Centre as necessary due to local circumstances, to seek direction on whether they should leave early or overtime should be worked.
In the case of permanent transfer to another work area, the appropriate relocation policy, as varied from time to time, will apply.
During any industrial dispute involving employees covered by this Agreement, if so directed, an employee must deliver his/her Telstra provided vehicle to a place nominated by Telstra, and provide the keys of that vehicle to a person nominated by Telstra.
Eligibility
If Telstra requires you to perform work of a higher classified role on a temporary basis (generally not longer than 12 months), you will be eligible to receive a higher duties allowance as follows:
If you are a Job Family Employee you must perform some or all of the work of a higher classified role for a period of at least 4 weeks to qualify for a higher duties allowance.
If you are a Workstream Employee you must perform some or all of the work of a higher classified role for a period of:
Payment
If you are a Job Family Employee, Telstra will determine the amount of the allowance, taking into account the remuneration of your normal job, the remuneration of the higher classified job, and the percentage of tasks of the higher classified role that you will undertake.
If you are a Workstream Employee, the amount of the higher duties allowance will be:
Telstra will consider re-classifying a role to a higher level where:
Higher duties allowance is regarded as salary for all intents and purposes other than payment during long service leave and calculation of severance payment, which will be at ordinary salary where the higher duties allowance has been paid for periods of less than 12 months. Where a higher duties allowance has been paid for periods of at least 12 months, payment during long service leave and calculation of severance payment would be based on salary including the allowance.
11.3 Workstream employees only
If you are a Workstream Employee you may be eligible to receive an allowance in certain circumstances as follows:
Section 12: Miscellaneous provisions
12.1 Calculation of benefits under this Agreement
These rules apply to the calculation of salary related benefits under this Agreement (including severance payments, superannuation and leave entitlements):
Prior to 1 July 2013
If you are a Job Family Employee all salary related benefits, except retrenchment, will be calculated by reference to your Fixed Remuneration not including Telstra superannuation contribution. Retrenchment benefits will be calculated by reference to your Fixed Remuneration including Telstra superannuation contribution.
If you are a Workstream Employee all salary related benefits will be calculated by reference to your Actual Salary. This means your Company Rate (plus in the case of employees previously employed on an employee collective agreement any pay increase received in October 2011). If Telstra pays you a Grandfathered Allowance this is also included in your Actual Salary for these purposes.
From 1 July 2013 for all employees
All salary related benefits, except retrenchment, will be calculated by reference to your Fixed Remuneration not including Telstra superannuation contribution. If Telstra pays you a Grandfathered Allowance your salary related benefits, except retrenchment, will be calculated by reference to your Fixed Remuneration not including Telstra superannuation contribution but including your Grandfathered Allowance.
Retrenchment benefits will be calculated by reference to your Fixed Remuneration including Telstra superannuation contribution. If Telstra pays you a Grandfathered Allowance, it will also include this when calculating retrenchment benefits.
The following groups of employees are exempt from conditions where it is noted throughout this Agreement.
Workstream Employees
Employees who are engaged in the Support Workstream, Technical Professional Workstream, Customer Field Workstream or Technical Workstream at Band 9 or above, who are not Technical Specialists.
Employees in the Support Workstream or Customer Sales and Service Workstream whose Actual Salary exceeds the following:
Job Family Employees
Employees whose Fixed Remuneration exceeds the following:
The application of this Agreement is supported by Telstra policies. This Agreement prevails over Telstra policies to the extent of any inconsistency.
Whilst Telstra policies are not incorporated as terms of this Agreement, Telstra will consult with employees and unions about any changes to Telstra policy which may have a demonstrable effect on employees' pay and conditions.
12.4 Essential customer servicing
These provisions do not apply to Exempt Employees.
If you are a Sales (Field Based) Job Family Employee you will be ineligible to receive payment for the allowances referred to in the table below. However, the remainder of the essential customer servicing provisions will apply, unless you are an Exempt Employee.
Telstra may schedule you to be available to work outside ordinary hours. Your manager will decide whether to schedule you for the purposes of these provisions, having regard to business needs and your ability to be at a worksite (or remotely access a worksite).
You may be eligible to receive an allowance in certain circumstances if your manager schedules you under these provisions, as follows:
In addition, Telstra will pay you at overtime rates for any time worked. Overtime rates are set out in Section 4.Telstra will not pay you overtime or any allowance if you cannot or do not respond to a call for duty to the required degree of readiness.
If you perform work at home, the minimum payment will be 1 hour. If you choose to go to a worksite and you could have performed the work at home, Telstra will only pay you as if you had worked at home.
If Telstra requires you to go to a worksite or a customer's premises, you will be paid for actual hours worked including travel time. If you are a Workstream Employee this will be subject to a minimum payment of 3 hours. In this case, if you are required to attend more than once, the minimum overtime payment will (subject to the minimum payment) not exceed the overtime payment that you would have received had you remained on duty for the entire time. This does not apply to work covered by the emergency work provisions below.
If you are a Workstream Employee, when overtime attendance not continuous with ordinary work involves work both before and after midnight, the minimum payment for the whole of the attendance will be at least equal to the minimum payment applicable to one day. Where a higher overtime rate applies on one of the days, the minimum payment will be calculated at the higher rate.
These provisions do not apply if you are a Job Family Employee or an Exempt Employee (see Section 12).
Eligibility
You are eligible for excess travel time payment in accordance with these provisions if:
Payment will not be made for more than 5 hours in any one day.
Calculation of travelling time will be based on the type of transport chosen and used by the employee. This mode should be the most effective means, with consideration given to the excess travel time and cost incurred.
The eligibility rules for excess travel time at a temporary location are set out in Telstra policy.
Payment
Telstra will pay you at your normal ordinary hours pay rate from Monday to Saturday and at 150% of that rate on Sundays and public holidays.
Telstra may require an employee to perform work beyond their ordinary hours in emergency situations.
If Telstra does not provide notice of the requirement to perform emergency work to the employee during ordinary work hours, Telstra will pay employees at the rate of 200%, or on a public holiday at the rate of 300%. These rates are the total rates of pay for emergency work and apply in place of normal ordinary hours, overtime and/or public holiday rates. For this purpose, work includes necessary travel time to and from work. A minimum payment of 3 hours will apply for Workstream Employees.
Emergency work does not apply where Telstra changes the time when you start your ordinary hours work to meet an emergency.
The Rest Relief provisions in Section 4 do not apply in emergency situations, unless you work more than 3 hours. However, Telstra may decide (for health reasons) that an employee who has performed emergency work is not required to work ordinary hours without loss of pay, provided this period isn't longer than the number of hours of emergency work performed, and does not extend into a second ordinary hours period of work.
12.7 Working in remote localities
Working in remote localities will continue to be governed by Telstra policy. However, Telstra agrees that these arrangements will be no less generous than those in the Telstra (Remote Locality) Award 2002.
Schedule D of the Telstra Enterprise Agreement 2010-2012 is incorporated as a term of this Agreement.
The Dictionary sets out the meanings of certain words or phrases used in this Agreement. You can identify a word or phrase that has a dictionary definition as it will be in italics.
Word/phrase
Actual Salary
Agreement
AWA
Band
Commencement Date
Company Rate
Continuous shiftworker
Corporate Support Services
Core Jobs
Customer Field Workstream (CFW)
Customer Sales and Service Workstream (CSSW)
Customer Support (Non-Technical)
Customer Support (Technical)
Eligible casual employee
Exempt Employee
Fixed Remuneration
Grandfathered Allowance
then you are covered by this Agreement but it does not apply to you.
Date Increase How the increase will be applied
1 Oct 2012 An overall pay pool of 3.5% Job Family Employees
- see Appendix A
Workstream Employees
- see Appendix C
1 Jul 2013 0.25% Increase to every employee's
Fixed Remuneration*
1 Oct 2013 An overall pay pool of 3% Job Family Employees
- see Appendix A
Workstream Employees
- see Appendix C
1 Jul 2014 0.25% Increase to every employee's
Fixed Remuneration*
1 Oct 2014 An overall pay pool of 3% Job Family Employees
- see Appendix A
Workstream Employees
- see Appendix C
1 Jul 2015 0.5% Increase to every employee's
Fixed Remuneration*
* Some or all of this increase may go into your superannuation, depending on your superannuation arrangements and the current level of Telstra's contribution to your superannuation (see Superannuation below).
Date Minimum superannuation contribution*
Now 9.00%
From 1 July 2013 9.25%
From 1 July 2014 9.50%
From 1 July 2015 10.00%
* Superannuation contributions are made on your "ordinary time earnings" as defined under the relevant legislation.
You are.... How long must you How much leave do Is the leave paid?
have been employed you get?
by Telstra?
A primary carer No minimum period Up to 12 months plus If you have less than
including birth the right to request a 12 months' continuous
mothers, adoptive further 12 months (so service, no.
primary carers long as all leave is
and same-sex completed before the If you have 12 months
couple primary child reaches 24 or more continuous
carers) months of age) service, yes-the
first 16 weeks is
paid (subject to the
rules below)
A secondary 12 months Up to 3 weeks starting Yes - up to 2 weeks
carer within 4 weeks of the is paid
birth or placement of
the child
Telstra will pay you for the public holiday if it occurs during a period of paid parental leave
you will not be entitled to any additional parental leave in place of the public holiday.
From 1 October 2012 $22.60
These rates include a 20% loading in lieu of the matters set out in the casual employees provision in Section 3 and the equivalent provisions in this Section.
From 1 October 2013 $23.28
From 1 October 2014 $23.98
If you work on a..... Telstra will pay you...
Saturday an additional payment of 15% of your
salary for all hours worked
Sunday an additional payment of 50% of your
salary for all hours worked
public holiday (including, an additional payment of 100% of your
to avoid doubt, Christmas Day) salary for all hours worked
These penalties do not apply to Store Leaders.
If you work outside the span on a.... Telstra will pay you...
Monday to Friday an additional payment of 30% of
your salary for all hours worked
outside the span
Saturday an additional payment of 80% of
your salary for all hours worked
outside the span
Sunday or public holiday (including, an additional payment of 130% of
to avoid doubt, Christmas Day) your salary for all hours worked
outside the span
Allowance You are eligible if: You will be paid:
Higher duties See provision below See provision below
Temporary shift See Section 4 An allowance of 5% of your pay
Allowance (see Section 12 for how this is
calculated), payable on a pro
rata basis for the time you are
receiving the allowance.
Height Telstra requires you to Height Rate per day
Allowance work on a tower, mast, 15m < 45m $ 6.75
guy-rope or telecom- 45m < 90m $15.40
munications structure 90m < 150m $26.40
on the external face or 150m and > $38.50
parapet of a building,
at a height of 15 metres
or more for more than
2 hours in a day
Commencement Date - 30 June 2013 $81,691
1 Jul 2013 - 30 Sept 2013 $90,365
1 Oct 2013 - 30 June 2014 $93,076
1 Jul 2014 - 30 Sept 2014 $93,309
1 Oct 2014 - 30 June 2015 $96,109
From 1 July 2015 $96,590
Allowance You are eligible if: You will be paid:
First aid you are a Telstra nominated $9.01 each week
first aid officer
Telstra will also pay for
your training and
certification to St John's
Ambulance Senior First Aid
standard or equivalent
Linguistic Telstra directs you, as part $671.11 each year, while you
of your work, to translate are directed to do this work
from one language to another
or communicate information to,
or translate signs made by, a
disabled person
Meal allowance Telstra requires you to work $16.78 each occasion
overtime that is:
- continuous with ordinary
hours and you take an unpaid
break (before or after the end
of your ordinary hours), or
- on Saturday after 2.00pm and
you take an unpaid meal break,
or
- on Sunday or Public Holiday
extending beyond an unpaid meal
break.
You will not be eligible if:
- you perform overtime prior to
normal work and you are able to
take a paid meal break during
normal work, or
- you are receiving Travel Cost
Allowance.
Country - your normal work location is $13.03 each occasion (limit
employees meal in the country, of one payment per day)
allowance
- you normally return home for
lunch between the hours of 12.00
noon and 2.00pm, are sent away
from your usual work location
without notice prior to leaving
home and without an opportunity
of returning home to arrange
lunch, and
- you are not within 6.4kms of your
usual work location between these
hours
Eligibility for a normal meal
allowance continues to apply.
If you are receiving Travel Cost
Allowance you will not be eligible
for this allowance.
Commencement Date 30-06-13 01-07-13 01-10-13 01-07-14 01-10-14 01-07-15
30-10-13 30-06-14 30-09-14 30-06-15
$81,691 $90,365 $93,076 $93,309 $96,109 $96,590
Commencement Date 30-06-13 01-07-13 01-10-13 01-07-14 01-10-14 01-07-15
30-10-13 30-06-14 30-09-14 30-06-15
Customer Support
(Technical)
People Manager
roles $81,755 $81,960 $84,419 $84,631 $87,170 $87,606
Customer Support
(Non-Technical) $81,755 $81,960 $84,419 $84,631 $87,170 $87,606
Professional
Technical Services
- Individual $94,277 $94513 $97,349 $97,593 $100,521 $101,024
Contributor roles
- People Manager
roles $81,755 $81,960 $84,419 $84,631 $87,170 $87,606
Corporate Support
Services $81,755 $81,960 $84,419 $84,631 $87,170 $87,606
Sales (Office or
Field Based) $81,755 $81,960 $84,419 $84,631 $87,170 $87,606
Allowance You are eligible if: You will be paid:
On call Telstra requires you to remain
contactable and available within a $9.47 each night
reasonable time to return to work $21.87 each day and night
Emergent call Telstra requires you to be available $18.94 each night
and ready to work within 30 minutes $43.57 each day and night
Immediate call Telstra requires you to remain at home
and be ready for immediate recall
to work $8.01 each hour
In these circumstances, calculation of excess travel time payment is calculated by subtracting the travelling time to the usual work location from travelling time to the temporary work location.
---- Meaning
The salary you actually receive. For employees who receive a Grandfathered Allowance it includes that allowance.
Telstra Enterprise Agreement 2012-2015
Australian Workplace Agreement. AWAs are individual employment agreements that Telstra entered into with various employees prior to 28 March 2008.
Where it relates to Workstream Employees, Band refers to the level of a job within the relevant Workstream.
Where it relates to Job Family Employees, Band refers to the level that the job is classified in accordance with Telstra's classification system and Telstra Policy for Job Family Employees. The highest classification level covered by this Agreement is Band 2 whilst the entry classification level is Band 4ii. The system is based on the Hay system of job evaluation.
The date falling 7 days after Fair Work Australia approves the Agreement.
For Workstream Employees, the annual rate of pay for jobs within a Band at any particular time. This definition does not apply after 1 July 2013.
An employee who:
Jobs in this family are predominantly occupied in the delivery and administration of a broad range of human resources, public relations, accounting, marketing, procurement, administration and other professional and semi-professional services to ensure the related strategies, programs, processes in the business are aligned to corporate goals.
Job descriptions that underpin the classification of Workstream jobs. These have been graded and placed into Bands by the Telstra Job Evaluation and Classification System using agreed job descriptions. Core Jobs align particular job duties with Bands for the life of this Agreement, are subject to a review (see Appendix D), and guide evaluators in determining the appropriate Band for new or substantially altered jobs.
Employees engaged in Customer Access Network (CAN) construction and/or in the end to end installation, operation, maintenance and repair of all services for customers and/or in the supervision and/or direct operational support of such employees and the testers in the service assurance call centres.
Employees engaged principally in: the sale of products and services; managing of enquiries for Telstra customers; fault reporting - who are not covered in the Customer Field Workstream or Technical Workstream; telesales; billing and credit management; and the direct supervision and direct support of employees employed in these functions.
Jobs in this family are predominantly occupied in managing or undertaking customer enquiries typically relating to billing, scheduling of network faults, provisioning/order management, credit management, complaints management or directly in support of the field workforce.
Jobs in this family include managing or undertaking activities such as network construction, maintenance, operation, performance monitoring and equipment installation into the network or customer premises. Jobs also include fault identification, isolation, testing and/or repair, basic design within existing infrastructure, product support and advice to other employees that is of a technical nature.
Employees are expected to apply practical skills and knowledge to the technical aspects of Telecommunication and Information Technology. The work is focused, either directly or in coaching others, on applying practical technical know-how and judgement within a specific discipline or area of technical work to undertake job tasks.
An employee who has at least 12 months of continuous service with Telstra and who has a reasonable expectation of further employment with Telstra.
An employee who meets the criteria set out in Section 12 of this Agreement.
A component of remuneration which includes an employee's base salary, annual leave loading and Telstra's contribution (or notional contribution) to superannuation.
An annualised allowance which is paid fortnightly and calculated as the difference between the Company Rate or minimum salary for an employee's job and the employee's Actual Salary.
 | Telecom |