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.
B1 Process
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
C1 Pay increases
Telstra will increase your pay as follows:
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%
C2 Performance bonuses
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:
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.
C3 Minimum rates
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:
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:
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.
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
Appendix D: Workstream arrangements
D1 Workstream principles
Telstra will allocate a Workstream Employee to a Workstream (see the Dictionary for Workstream definitions).
The following principles apply:
- Work in each Workstream will be evaluated in accordance with the Telstra Job Evaluation and Classification System (a copy of which will be lodged with FWA) and these principles.
- Each Band, within a Workstream, will have agreed representative Core Job Descriptions which form part of this Agreement. There may be more than one Core Job Description for each Band.
- As part of the Telstra Job Evaluation and Classification process, managers will design any new jobs that will go into a Workstream. If Telstra and any new employee to whom the new job applies cannot reach agreement on the grading of the new job, the matter will be referred to a review team comprising:
- an external consultant expert in Telstra's Job Evaluation and Classification System
- a Telstra representative
- the employee (who may be represented, including by a Telstra union)
- A majority of the three person team will determine the outcome and this outcome will be binding on the Parties to this Agreement without recourse to further review or appeal.
- Telstra and the Telstra Unions may agree to change the current Core Job Descriptions during the life of the Agreement. However, they will not be changed without such agreement.
D2 Customer Field Workstream
In the CFW, the basic field workforce structure is a team. A team will:
- cover either a geographic area or an overlaying specialist activity for a number of geographic team areas
- be headed by a Team leader and comprise a variable number of generalist and/or specialist employees.
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.
D4 Grandfathered employees
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:
- Telstra will not reduce your Actual Salary
- you will be paid the minimum rate for the job set out in Appendix C, and
- to ensure your Actual Salary is maintained, any Grandfathered Allowance that you previously received will automatically adjust (up or down).
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:
- Telstra will pay you the minimum rate for the new job
- Telstra will also pay you a Grandfathered Allowance equal to the difference between your old Actual Salary and the minimum rate for the new job, and
- this Grandfathered Allowance will replace any previous Grandfathered Allowance you received.
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:
- you are a Workstream Employee
- you are redeployed to a job in the same Workstream as your redundant job, and
- the redeployment job is classified either one or two Bands lower than your redundant job.
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.
Appendix E: Awards
Telstra Corporation General Conditions Award 2001
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
Signature page