Telecommunication Industry News

Applications for returning officer and assistant returning officer

Written applications are sought for the role of returning officer and assistant returning officer as required under our Union rules for the purposes of the quadrenial Union elections in 2023. Written applications should be submitted to Branch Secretary Leroy Lazaro

leroy@cwuvic.asn.au

Nominations close C.O.B Thursday 1st December 2022.The roles will be selected at the next Quarterly general meeting scheduled for Saturday 3rd December at 12pm.

BSA Class Action Settlement

BSA Class Action Settlement

The settlement approval hearing has been set down for hearing on July 8th 2022 before Bromberg J. Settlement notices have gone out to all group members who registered for the Class Action advising them to come forward to register for the settlement by June 17th 2022. So anyone who has registered, or anyone who is not yet registered but who may be part of the Class in that they worked for BSA between 2003 and 2020 as a ‘sub-contractor’ and they may have been engaged to do work for Foxtel, Optus, NBN and others.

If anyone wants to register for the settlement they can do so by joining the action here: https://www.shine.com.au/service/class-actions/bsa-limited-class-action or they can contact Vicky Antzoulatos at Shine in Sydney on Telephone: 02 87547242

Motions For Quarterly General Meeting Saturday 19th March

Ukraine

That this General meeting of Members of the Victorian Branch of the Communications Workers Union resolves to condemn, in the strongest possible terms, the actions of Vladimir Putin and his murderous invasion of Ukraine.

We stand united with all citizens of a free and democratic Ukraine, and all citizens of the world who believe that every, woman., man and child have a fundamental right to live in peace and free from tyranny.

We also acknowledge that the actions of Vladimir Putin are not done in the name of the people of both Russia and Belarus and we stand united with all the citizens of both countries who are rightfully horrified that, woman, men and children are been slaughtered in their name.

Moved

Martin O’Nea
Seconded
Greg Morgan

Monthly Delegates/members meetings

That from April 2022 the Victorian branch of the CWU holds at least one Delegates/Members meeting per month either on a face to face basis or via teleconference that is open to any member to attend.

The purpose of monthly Delegates/Members meetings shall be to

1. Provide members with an opportunity to be regularly updated with information about current Industrial events

2. Increase the democratic participation of the membership in the union’s decision making processes by

2a requiring members at the meeting to debate whether or not the reports given by the officials present are accepted or not,

2a allowing members to put motions to the delegates/members meeting for debate without notice

2c the keeping of minutes of these meetings by a minutes secretary appointed by each meeting which are discussed and accepted or rejected at the next meeting.

Moved Terry Costello

Annual Calendar of Quarterly General Meetings

That from 2023 the secretary publishes the meeting dates of all Quarterly General Meetings to be held in the current Calendar year by the end of February at the latest.

This QGM meeting calendar shall be made available to members on request and also be published on the website of the Victorian branch of the CWU.

In 2022 a calendar of the remaining 3 Quarterly General Meetings of the Victorian Branch of the CWU is to be finalised and published by the end of May 2022 at the very latest.

Moved Terry Costello

Telstra Restructure

Telstra Restructure Key Points:

Telstra is being split into four separate companies:
Telstra Limited
Amplitel
InfraCo
Telstra International
19’600 employees inc. frontline, Workstream and casual employees will move from Telstra Corp Limited to Telstra Limited.
Amplitel which is 51% owned by Telstra owns the mobiles tower infrastructure; anyone who works on mobile towers infrastructure will move to Amplitel.
InfraCo owns and operates all other Telstra assets such as Exchanges, data centres, ducts, pipes etc; anyone working for InfraCo will remain in Telstra Corp. which will be renamed as Telstra InfraCo Limited.
Telstra International owns Telstra sub sea cables and other overseas assets. There is no change to Telstra International.
Moving is just a move on paper; there is no change to your actual job, location, duties.
When you move, all of your current terms and conditions of employment whether you are on the EBA, expired AWA, Common Law contract etc; move with you. NOTE: make sure any special conditions that are in your current contract are in your offer. Foe example you may have
There is no change to your pay and benefits.
All of your details such as length of service, bank account details, leave balances, training records, any compensation/injury claims etc all transfer with you. NOTE: Make sure that all of those details are correct on your offer document.

Key Dates You Must Comply With:

23^rd November to 17^th December 2021. Review your contract and make sure that all of the details in it are correct. If any changes need to be made advise these to the reply email included in your contract.
2^nd to 18^th February 2022 Review and Accept your new contract of employment.
16^th March 2022 your employment with Telstra under your old contract comes to an end.
17^th March 2022 your new contract takes effect with all of your old terms and conditions in place, you are now an employee of Telstra Limited.

Other Important Points:

Amplitel employees are no longer covered by Comcare; they come under the applicable State system.
All existing Comcare claims do not change; they are not affected. However for anyone with concerns about this issue they should seek confirmation from Telstra that their compensation status will not change.

Val Butler Industrial officer 0408 766 444
Leroy Lazaro State Secretary CWU Victoria

Telstra Vaccinations

6 September 2021

Telstra has notified the Union of its intentions to seek to mandate COVID-19 vaccinations for parts of their workforce, including those where:

You frequently interact with customers and other members of the public;
You are required to work in high-risk locations with vulnerable persons or in locations that might lead to COVID-19 outbreaks if infected people come into contact with members of the public (eg. Medical facilities, aged care centres, schools, shopping centres, indigenous communities);
You are required to attend work (ie. You cannot work from home) and work in close proximity with other employees or customers; and
Government/health regulations stipulate that you must be vaccinated to enter a location or premises.

Under the proposal, employees would have until Friday 15 October to receive their first dose, and must receive their second by Monday 15 November. Telstra will accommodate exceptions if workers are unable to secure bookings by these dates.

The Union supports our members having the choice as to whether or not they are vaccinated – not because it is a popular view amongst some of our members, but because it is based on the current public health advice.

We will continue to advocate for and defend our members’ right to that choice so long as the public health advice is that choice remains reasonable, manageable and inconsequential to the interests of public health – and will engage with Telstra to identify any opportunities to mitigate against the impacts of this proposal.

However, for those without medical contraindications, mandate or no mandate, we will continue to strongly encourage vaccination. According to the latest research published in The New England Journal of Medicine, two doses of the vaccines currently available in Australia remain considerably effective against infection by the Delta Strain – 88% in the case of the Pfizer vaccine and 67% in AstraZeneca.

It is simple logic that if you are less likely to be infected with COVID-19 in the first place, then you are less likely to transmit the virus to your family, colleagues and the broader community.

The vaccines are now also backed by a Commonwealth no-fault indemnity scheme – the first of its kind in Australia.

That’s why despite defending choice, we will continue to strongly encourage members who can be vaccinated, to be vaccinated.

As the consultation process has not yet commenced, we have yet to understand the full implications of the proposed policy and the scope of members impacted. We are scheduled to meet with Telstra tomorrow, 7 September, in order to commence that consultation process. However, in very short preliminary talks this morning, Telstra has confirmed that the proposed policy will not require those with valid medical exemptions to be vaccinated, but will be accommodated in roles which do not fall into the categories noted above.

That is at odds with public statements made today by CEO Andy Penn.

In the meantime, Telstra has provided us with a copy of the proposed policy and we have sought formal advice from our solicitors on the legality of the entire proposal and its interaction with legislation and other workplace policies, including the long term medical restrictions policy.

Where the policy contradicts the law, it will be opposed. This is particularly so for those with valid medical contraindications.

Unlike Mr Penn, the majority of our members have been on the front-lines of this pandemic response putting their safety, and that of their families, at risk so that people in situations like his can continue working from the safety of their homes. If he thinks he can sack those same essential workers who may have genuine medical exemptions, he is sorely mistaken.

We already know the law does not provide for this, public health measures do not provide for this and we will be strongly challenging this position.

Once that legal advice is in hand, it will be shared in its entirety with members.

We will keep members posted on this matter as further information becomes available.

Submitted Motion for Quarterly General meeting on March 27th

Publishing of CWU member’s Posts on the CWU Victorian branch Facebook page

A key part of a robust union democracy involves rank and file members being able to participate in an open, frank and transparent discussion of issues and decision making processes with both the union leadership and other rank and file members.

The Facebook page of the Victorian branch of the CWU is an online space that should be a place where members and the union leadership can hold open and transparent conversations about key issues.

In order to improve the democratic process The Victorian branch of the CWU is directed to moderate comments made on its Facebook page by CWU members and to allow suitable comments to be published on its Facebook page.

Suitable comments are defined as comments that

are not of a racist, sexist, or otherwise discriminatory nature
do not involve bullying, harassment or trolling of any person
comply with the Australia Post code of ethics and equivalent Telstra corporation document(s)

If a member’s post is not published they should have the right to challenge this decision by lodging a written complaint with the Bcom who will

Ask the moderator to provide written reasons for not publishing the post
Forwarding the written reasons of the moderator to the complainant
Give the member an opportunity to respond to the moderator’s reasons
Collect all necessary information from the complainant and the moderator before making a decision
Make a ruling which either
1. Rejects the member’s complaint
2. Upholds the member’s complaint
  1. ruling that the member’s original post be published on the Vic Branch CWU Facebook Page in its original form
  2. ruling that the member’s post be published in an amended form

Moved Terry Costello
Seconded Wayne Nunn

Telstra AWA Termination

TELSTRA AWA TERMINATION

The Fair Work Commission has provisionally approved the termination of AWA’s in Telstra. By now you should have received notification from the Fair Work Commission that you have until Monday 15^th March 2021 to notify the Fair Work Commission if you want to be heard on the issue. This can include if you want to object to the termination, if you have concerns that are not being properly addressed by Telstra, if you think you may be disadvantaged by the termination.

Members have advised us that where they do not have a choice as to whether they will return to Workstream or Job Family; and they have sought information from Telstra as to where they will ‘map’ to in regard to their terms and conditions of employment. They have been advised that the information will not be available to them until mid April. How can anybody make an informed decision about the termination of their AWA under such circumstances?

You have a right to know all of the relevant BEFORE agreeing to have the AWA terminated. If you are in this situation you should advise the Fair Work Commission that you wish to be heard on the matter before COB on Monday 15^th March 2021. The branch can assist you to do this.

Annual General Meeting Saturday 22nd August 12 PM

Annual General Meeting

Saturday, August 22nd, 2020 12pm

The meeting will be looking at our financial report for last year, reports from organisers, and general business.

Due to ongoing COVID-19 restrictions, this meeting will be conducted by teleconference.

Contact your office on 9387 0189 or leroy@cwuvic.asn.au for dial-in details.

Protecting your EBA

PROTECTING YOUR JOBS, YOUR CONDITIONS, YOUR EBAs

Dear members,

The Morrison Government has made it easier for employers to cut workers’ pay and conditions by allowing employers to give just one day’s notice before opening a vote on changes to your EBAs – bypassing the proper consultation period with you and your Union.

These changes were introduced following pressure from big business, and with the stroke of the Minister’s pen, came in to force on Friday. A copy of the Regulation can be found here: https://www.legislation.gov.au/Details/F2020L00432

EBAs across our postal and telecommunications industries provide important legal protections for your jobs, your pay and your hours of work. Any changes made could continue well beyond the crisis period of the COVID-19 pandemic. There is no need for any employer to bypass proper negotiation and consultation about your rights at work.

We have represented you and your workmates in negotiations with Australia Post/Telstra and others, since the gravity of this pandemic emerged, aimed at ensuring your health and safety and securing your job and conditions into the future . These negotiations must continue to give workers a real opportunity to have a say and Australia Post/Telstra and others should not use the COVID-19 pandemic and this unfair Regulation change to try and circumvent your rights to be consulted on any proposed changes to your pay and conditions.

If your employer does propose any variation to your EBA that is not clearly endorsed by your branch and where you have not been properly consulted before a vote takes place, it is critically important that you VOTE NO.

If you hear of a proposal to alter your EBA and pay or conditions, call us for advice and assistance straight away. Don’t sign anything before obtaining advice.

On Tuesday night, 21 April 2020, ACTU Secretary Sally McManus will be addressing an online meeting for Union members across the country. It will be an update on the response to Coronavirus, and will focus on the Government’s moves to make changes to EBA regulations. At the meeting, members and activists will develop a plan to put pressure on local employers and politicians to protect our EBAs. Register at https://bit.ly/2Vd8Oqk

As always, your branch remains here to support you. If you require any advice or assistance, please contact us on 9387 0189

Yours In Unity ,
Leroy Lazaro
Secretary CWU Victoria

20 April 2020

Latest COVID-19 Bulletin

STREAMLINED CONTACTLESS DELIVERY, SIGNAGE IN POST OFFICES, SOCIAL DISTANCING RECOMMENDATIONS AND TEMPORARY CHANGES TO SOME BRANCH OPERATIONS

Dear Members,

Your Branch has continued to seek further protections for members as we navigate through the unprecedented situation in relation to the emerging worldwide Novel Coronavirus COVID-19 pandemic. These conversations between your Branch and the employer groups who employ our members are ongoing.

NEW MEASURES FOR POST OFFICES

Following member feedback since the outbreak worsened, we have pushed for notices, reminding customers of good hygiene practices, to be displayed within post offices and we are pleased that Post has agreed to this.

From yesterday, posters will be displayed in Post Offices, requesting for customers who have symptoms of illness, not to enter the outlet. Post have also placed updated information on their coronavirus information page online – calling on customers to keep at least one metre from others and to practice good hygiene. The update can be found here: https://auspost.com.au/about-us/news-media/important-updates/coronavirus

NEW MEASURES FOR THE DELIVERY OF ARTICLES TO CUSTOMER PREMISES

Following feedback from members and ongoing dialogue, Australia Post have agreed to our requests for a streamlined ‘contactless delivery’ procedure.

Therefore, members delivering articles to customers will no longer be required to question whether a customer is suffering symptoms of illness, or in self-isolation related to COVID-19.

The new updated procedures now require members to remain at least 1.5 metres from all customers when delivering to their premises, confirm the customer’s name and inform them you are leaving the parcel for them without requiring any contact for the purpose of obtaining a signature.

MORE NEEDED ON SOCIAL DISTANCING

Whilst we welcome the initiatives, we continue our call for stronger social distancing measures in the workplace and a commitment to ‘special leave’ provisions for any employee who may require additional time off to recover from, or care for someone, if affected by the virus.

The Federal Government has issued a call for everybody to keep at least 1.5 metres away from each other and other employers, such as Telstra, who have gone so far as to cancel all in-person meetings involving 25 or more people and have introduced work-from-home arrangements across their entire office-based workforce some 20,000 employees

We believe Post should be introducing further flexibility to ensure effective social distancing at work – including the cancellation of meetings and working at home arrangements for those at risk or have genuine concerns .

UNION DIRECTIONS ON MEMBERS’ HEALTH AND SAFETY

Your branch is directing all members to take all steps you feel are reasonable and appropriate to protect your health and safety whilst at work.

Specifically, your branch feels it would not be unreasonable to refuse to participate in gatherings or formal meetings where members are required to remain in close proximity to others for an extended period, nor do we believe it would be unreasonable for members to refuse interactions with any customer who displays symptoms of illness.

Should you encounter any difficulty when attempting to invoke your rights to a safe workplace, please contact us immediately, for assistance.

TEMPORARY MEASURES TO REDUCE EXPOSURE AND SPREAD TO CWU OFFICIALS AND MEMBERS

Your branch is also an employer, and as an employer, we have had to take important decisions to implement temporary measures to reduce exposure to the virus to our employees – your Officials and Industrial officers .

Your Officials and Industrial Officers schedule visits to all workplaces across the state on a regular basis, in addition to the many close interactions we have, in person, with members daily.

In order to reduce the risk of exposing your Officials and our members and families to COVID-19, your Branch has taken measures to suspend certain workplace visits and meetings.

These measures are also an effort to eliminate the risk of an Official or Industrial Officer becoming infected themselves, and inadvertently exposing members to the virus in their workplaces and the wider community. We must err on the side of caution.

Officials in your State Branch remain contactable by telephone and all other Union services will continue as usual. Please contact us directly for any further information you require.

We are continuing to engage with employers at the most senior levels and will ensure you have access to relevant information as soon as practicable.

Above all stay safe and take all necessary precautions to ensure the welfare of yourselves, your families and loved ones, your workmates and the community in general during this difficult and challenging time.

Yours In Unity ,

Leroy Lazaro
BRANCH SECRETARY

Communication Workers Union
Postal & Telecommunications Branch Victoria

18 March 2020

Processing Leroy Lazaro 0422 546 814
Retail/Decipha/Customer Contact Centre Cindy Shelley 0407 334 397
Delivery Andy Howson 0400 322 573
Transport Brendan Henley 0400 071 716
Delivery/Industrial Officer Martin O’Nea 0407 409 770

AEC Post Election Report

AEC Post Election report

Members are advised that a copy of the Australian Electoral Commission Post Election Report for the 2019 Branch Quadrennial election is available from the Branch or the Australian Electoral Commission on request.

Notification from the AEC on uncontested positions

Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia Communications Division

DECLARATION OF RESULTS – E2018/281

Uncontested Offices

Scheduled Election

The results of the election for the following offices conducted in accordance with the provisions of the Fair Work (Registered Organisations) Act 2009 and the rules of the organisation are:

Victoria Postal and Telecommunications Branch Branch President (honorary) (1)

Candidates

PUNSHON Christopher Roger

Branch Secretary (1)

Candidates

LAZARO Leroy Brendan

Branch Organiser (3)

Candidates

HENLEY Brendan Michael

HOWSON Andrew Barry

SHELLEY Cindy

Branch Vice President (honorary) (2)

Candidates

SAN JOSE Meredith

SHEAD Peter Thomas

Victoria Postal and Telecommunications Branch Postal Industry Section Divisional Executive Member (honorary) (1)

Candidates

LAZARO Leroy

Divisional Conference Delegate (honorary) (2)

Candidates

LAZARO Leroy

SHELLEY Cindy

Branch Committee of Management Member (honorary) (8)

Candidates

CRITCH Rob

DELGADO Alex

GOMEZ Kevin

GORMAN Ray

HELLER Rob

PATTI Sebastian

REDENBACH Wayne

VEGA Eva

Victoria Postal and Telecommunications Branch Lines and General Industry Section Divisional Executive Member (honorary) (1)

Candidates

BUTLER Valerie Ann

Divisional Conference Delegate (honorary) (1)

Candidates

BUTLER Valerie Ann

Branch Committee of Management Member (honorary) (3)

Candidates

BUTLER Valerie Ann

HUDSON Ross

OZELLA Angelo

As the number of nominations accepted did not exceed the number of positions to be filled, I declare the above candidates elected.

Benjamin Murray Returning Officer
Email: vicelections@aec.gov.au 24/04/2019

Telstra return to the bargaining table

CWUnion

Urgent Bulletin

Victorian Telstra Members

TELSTRA PROTECTED ACTION UPDATE

Due to proposed forthcoming (ie next week) EBA discussions being programmed, the Union has suspended, from midnight tonight (24^thApril), the ‘ongoing’ bans on O/T (scheduled and unscheduled), Recall (emergency work and essential customer servicing work) and receiving/accepting stores at home.

At this stage, the GOC work ban will finish on Friday 26 April (Midnight) as previously advised.

Also, the periodic stoppages of work (1 hour) will continue until Tuesday 30 April, with members being advised as to the continuance of the stoppages after that date.

Members will be advised of any further developments as they come to hand.

In addition, the support of our members in achieving this return to the bargaining table is to be congratulated.

1. PERIODIC STOPPAGE OF WORK – 23^rd, Wednesday 24^th, Friday 26^th, Monday 29^th, Tuesday 30^thApril.

Members are directed to engage in 5 periods of work stoppages – starting 7.00 am to finish 8.00 am on these days – Tuesday 23^rd, Wednesday 24^th, Friday 26^th, Monday 29^th, and Tuesday 30^th April.Each stoppage will be a maximum 60 minutes duration, and apply to staff who have a work provided vehicle and are dispatched via an automatic dispatch terminal. This means members should not perform any work related duties between the hours of 7:00am and 7:30am (for members with a (paid) start time of 7:30am) and (for members with a (paid) start time of 8:00am), between 7:30am and 8:00am on 23, 24, 26, 29 and 30 April 2019 Note: this action does not apply to employees who are not field-based employees, who do not drive a company vehicle and do not have an on-site start time of 7:30am or 8:00am.

2. WORK BANS AT THE GOC – Wednesday 24^th and Friday 26^th April (ending at Midnight).

Members employed at the GOC, 30 Henderson Rd, Clayton, Victoria, are directed NOT to perform any duties resulting from a referral/escalation from offshore partners to assist or resolve associated issues.Life and Limb exemptions apply.

3. SUSPENDED: BAN ON PERFORMANCE OF ESSENTIAL CUSTOMER SERVICING WORK.

4. SUSPENDED: BAN ON PERFORMANCE OF EMERGENCY WORK.

5. SUSPENDED: BAN ON ADDITIONAL HOURS (Overtime) BOTH SCHEDULED & UNSCHEDULED

6. SUSPENDED: BAN ON RECEIVING/ACCEPTING STORES AT HOME ADDRESS

In solidarity,

SUE RILEY Secretary, CWU (T&S) Vic | 0439 762 455 | sriley@cwu.asn.au
JOHN ELLERY Assistant Secretary, CWU (T&S) Vic | 0419 823 580 | jellery@cwu.asn.au
JONATHON WRIGHT, Recruiting Officer, CWU (T&S) Vic | 0490 503 829 | jwright@cwu.asn.au
LEROY LAZARO Secretary, CWU (P&T) Vic | 0422 546 814 | Leroy@cwuvic.asn.au
VAL BUTLER Industrial Officer, CWU (P&T) Vic | 0408 766 444 | vabutler@iinet.net.au

Communication Workers Union (CWU) Is The Communications Division Of The CEPU

Latest info on Telstra dispute and hookup on Tuesday 2nd April at 7.30pm

Ref: SLD 19/33 – 2 April, 2019

CWUnion Bulletin

Victorian Telstra Members

Regular Telephone Hookup
TUESDAY 2nd APRIL AT 7.30PM
TELSTRA PROTECTED ACTION – RE UPDATED BANS

Dial In: (03)8687 0635 Guest Code: 92689671#

CURRENT AND ADVISED PROTECTED INDUSTRIAL ACTION BANS (Including stoppages)

1) BAN ON DUTIES REQUIRED TO BE UNDERTAKEN BY EMPLOYEES DURING UNPAID TIME
Members are advised that this ban has been WITHDRAWN.
2) BAN ON PERFORMANCE OF ESSENTIAL CUSTOMER SERVICING WORK (ongoing)
Members are directed NOT to accept recalls under “essential customer servicing” “ie the three levels of restriction”. This means, if you are listed on a recall roster or “on call”, or “emergent call” or “immediate call” you are directed NOT to attend to any duties associated with these arrangements. This includes any remote activities such as providing out of hours telephone advice.

Note: This action does not include 000 call centre staff, and this action does not apply where there is a threat to life or the safety of customers (ie. commonly known as life and limb exemptions). Contact the Branch Office if there is a management request to override the bans on life and limb grounds.
3) BAN ON PERFORMANCE OF EMERGENCY WORK (ongoing)
Members are directed NOT to accept recalls under “emergency work” provisions. This means, if you receive a recall for emergency work, (that is – you were not on an essential customer servicing arrangement and you were not notified prior to ceasing work), you are directed NOT to attend to that work – including any remote activities such as out of hours telephone advice.
Note: Life and limb exemptions apply as above.
4) 24HR STOPPAGE – TUESDAY 12 MARCH 2019
Ban period has elapsed, so this protected action has finished at this stage.

5) BAN ON ADDITIONAL HOURS (overtime) BOTH SCHEDULED AND UNSCHEDULED (ongoing)Members are directed not to engage in additional hours (overtime) both scheduled and unscheduled. This covers all forms of additional hours, including on weekends and RDO’s, commencing from Note: Life and limb exemptions apply as above.
6) BAN ON RECEIVING/ACCEPTING STORES AT HOME ADDRESS (ongoing)
Members are directed NOT to accept the dropping off and storage or stock and equipment (ie stores) at their home addresses commencing Monday March 25. Members are to advise Team Leaders that it is not acceptable to deliver these materials to the home address, and that alternate addresses (ie local closest exchange or depot ) are to be utilised.

7) BAN ON WORKING IN TELSTRA IMAGE WEAR/UNIFORM
Members are advised that this ban has lapsed.

8) BAN ON WORK RESULTING FROM ESCALATIONS FROM OFFSHORE “PARTNERS”
Members working at the GOC 30 Henderson Rd, Clayton, Victoria are advised that the time frame for this ban has elapsed (it ceased 1159 pm Monday 1 April.)

9) PERIODIC STOPPAGE OF WORK – Friday 5th April and Monday 8th April (NEW)
Members are directed to engage in 2 periods of work stoppages – starting 7.30am to finish 8.00 am on both days – Friday 5th April and Monday 8th April. Each stoppage will be 30 minutes duration, and apply to staff who have a work provided vehicle and are dispatched via an automatic dispatch terminal.” Life and Limb” exemptions apply as in (2) above.

In solidarity,

SUE RILEY Secretary, CWU (T&S) Vic | 0439 762 455 | sriley@cwu.asn.au
JOHN ELLERY Assistant Secretary, CWU (T&S) Vic | 0419 823 580 | jellery@cwu.asn.au
JONATHON WRIGHT, Recruiting Officer, CWU (T&S) Vic | 0490 503 829 | jwright@cwu.asn.au
LEROY LAZARO Secretary, CWU (P&T) Vic | 0422 546 81 | Leroy@cwuvic.asn.au
VAL BUTLER Industrial Officer, CWU (P&T) | Vic | 0408 766 444 | vabutler@iinet.net.au

IMPORTANT NOTICE – PLEASE READ
TO TAKE PART IN PROTECTED INDUSTRIAL ACTION, YOU MUST BE:

Currently employed by Telstra and within the scope of the proposed Enterprise Agreement; and
A current member of the CEPU/CWU – if you are not a member, you can join prior to action commencing by contacting your Branch or the T&S Victorian website (cwuvic.org.au).

TO ENSURE THAT THE ACTION YOU ARE PARTICIPATING IN IS LEGAL AND PROTECTED:

Ensure you are following only the action which the Union has authorised. If you require further clarification on any of the abovementioned notified actions, please contact your Branch Official immediately.

YOU ARE NOT REQUIRED TO PROVIDE PRIOR NOTICE TO TELSTRA OR ANY MANAGEMENT REPRESENTATIVE OF YOUR INTENTIONS TO ENGAGE IN PROTECTED INDUSTRIAL ACTION:

You are not required to provide any notice of your intentions to engage in the abovementioned protected action. Appropriate notification as required under legislation has been provided to Telstra by the Union

IGNORE ANY INDUSTRIAL ACTION NOTICES FROM MANAGEMENT:

Members are advised to ignore any notice NOT authorised by the CEPU. The CEPU will inform members directly through circulars, emails or, text messages and local reps/delegates of what action they are required to participate in. IGNORE any directions or notices to participate, or not, in industrial action from any other sources including management.

Members are to contact their Union immediately if any management representative threatens your employment in any way for taking part in Protected Industrial Action authorised by your Union.

Regular Telephone Hookup MONDAY 25 MARCH AT 7.30PM TELSTRA PROTECTED ACTION – RE UPDATED BANS

Ref: SLD 19/28 – 21 March 2019

CWUnion Bulletin

Victorian Telstra Members

Regular Telephone Hookup
MONDAY 25 MARCH AT 7.30PM
TELSTRA PROTECTED ACTION – RE UPDATED BANS

Dial In: (03)8687 0635 Guest Code: 92689671#
CURRENT AND ADVISED PROTECTED ACTION BANS

4) 24HR STOPPAGE – TUESDAY 12 MARCH 2019
Ban period has elapsed, so this protected action has finished at this stage.

6) BAN ON RECEIVING/ACCEPTING STORES AT HOME ADDRESS (ongoing)
Members are directed NOT to accept the dropping off and storage or stock and equipment (ie stores) at their home addresses commencing Monday March 25. Members are to advise Team Leaders that it is not acceptable to deliver these materials to the home address, and that alternate addresses (ie local closest exchange or depot ) are to be utilised.

7) BAN ON WORKING IN TELSTRA IMAGE WEAR/UNIFORM
Members are directed to perform work in casual clothes other than Telstra image wear or uniform, and also to wear any clothes that display or attach CEPU campaign badges, information, etc. This ban commences next Tuesday 26 March through Friday 29 March (4 days)

8) BAN ON WORK RESULTING FROM ESCALATIONS FROM OFFSHORE “PARTNERS”
Members working at the GOC 30 Henderson Rd, Clayton, Victoria are directed NOT to resolve or assist escalated issues that have been directed back to the GOC from the offshore partner. Any normal GOC work is unaffected, simply the escalated issues from India. This ban commences next Tuesday March 26 and finishes 1159 pm Monday 1 April.
Life and Limb exemptions apply as above
In solidarity,

SUE RILEY Secretary, CWU (T&S) Vic | 0439 762 455 | sriley@cwu.asn.au
JOHN ELLERY Assistant Secretary, CWU (T&S) Vic | 0419 823 580 | jellery@cwu.asn.au
JONATHON WRIGHT, Recruiting Officer, CWU (T&S) Vic | 0490 503 829 | jwright@cwu.asn.au
LEROY LAZARO Secretary, CWU (P&T) Vic | 0422 546 81 | Leroy@cwuvic.asn.au
VAL BUTLER Industrial Officer, CWU (P&T) | Vic | 0408 766 444 | vabutler@iinet.net.au

IMPORTANT NOTICE – PLEASE READ

TO TAKE PART IN PROTECTED INDUSTRIAL ACTION, YOU MUST BE:
1) Currently employed by Telstra and within the scope of the proposed Enterprise Agreement; and
2) A current member of the CEPU/CWU – if you are not a member, you can join prior to action commencing by contacting your Branch or the T&S Victorian website (cwuvic.org.au).

TO ENSURE THAT THE ACTION YOU ARE PARTICIPATING IN IS LEGAL AND PROTECTED:
Ensure you are following only the action which the Union has authorised. If you require further clarification on any of the abovementioned notified actions, please contact your Branch Official immediately.

YOU ARE NOT REQUIRED TO PROVIDE PRIOR NOTICE TO TELSTRA OR ANY MANAGEMENT REPRESENTATIVE OF YOUR INTENTIONS TO ENGAGE IN PROTECTED INDUSTRIAL ACTION:
You are not required to provide any notice of your intentions to engage in the abovementioned protected action. Appropriate notification as required under legislation has been provided to Telstra by the Union

IGNORE ANY INDUSTRIAL ACTION NOTICES FROM MANAGEMENT:
Members are advised to ignore any notice NOT authorised by the CEPU. The CEPU will inform members directly through circulars, emails or, text messages and local reps/delegates of what action they are required to participate in. IGNORE any directions or notices to participate, or not, in industrial action from any other sources including management.

Members are to contact their Union immediately if any management representative threatens your employment in any way for taking part in Protected Industrial Action authorised by your Union.

CWU Telstra Members Urgent Tel Hookup Tonight 12/3/19

Victorian Telstra Members

Urgent Telephone Hookup
TONIGHT TUESDAY 12 MARCH AT 7.30PM
TELSTRA PROTECTED ACTION – RE BANS

Dial In: (03)8687 0635 Guest Code: 92689671#

1) BAN ON DUTIES REQUIRED TO BE UNDERTAKEN BY EMPLOYEES DURING UNPAID TIME
Members are advised that this ban has been WITHDRAWN due to Telstra’s threat on docking pay for refusing to log on in unpaid hours.
2) BAN ON PERFORMANCE OF ESSENTIAL CUSTOMER SERVICING WORK (ongoing)
Members are directed NOT to accept recalls under “essential customer servicing” “ie the three levels of restriction”. This means, if you are listed on a recall roster or “on call”, or “emergent call” or “immediate call” you are directed NOT to attend to any duties associated with these arrangements:

Note: This action does not include 000 call centre staff, and this action does not apply where there is a threat to life or the safety of customers (ie. commonly known as life and limb exemptions). Contact the Branch Office if there is a management request to override the bans on life and limb grounds.
3) BAN ON PERFORMANCE OF EMERGENCY WORK (ongoing)
Members are directed NOT to accept recalls under “emergency work” provisions. This means, if you receive a recall for emergency work, (that is – you were not on an essential customer servicing arrangement and you were not notified prior to ceasing work), you are directed NOT to attend to that work – including any remote activities such as telephone advice.
Note: Life and limb exemptions apply as above.
4) 24HR STOPPAGE – TUESDAY 12 MARCH 2019
Due to the escalation of the dispute by Telstra relating to the unpaid time logon bans (Ban1), members are directed TO STOP WORK for 24 hours for the whole of today – Tuesday 12 March.

5) BAN ON ADDITIONAL HOURS (overtime) BOTH SCHEDULED AND UNSCHEDULED (ongoing)
Members are directed not to engage in additional hours (overtime) both scheduled and unscheduled. This covers all forms of additional hours, including on weekends and RDO’s, commencing from TOMORROW – Wednesday 13 March at 1201 am.

Note: Life and limb exemptions apply as above.
In solidarity,

SUE RILEY
Secretary
CWU (T&S) Vic
0439 762 455
sriley@cwu.asn.au

JOHN ELLERY
Assistant Secretary
CWU (T&S) Vic
0419 823 580

jellery@cwu.asn.au

LEROY LAZARO
Secretary
CWU (P&T) Vic
0422 546 814
Leroy@cwuvic.asn.au

VAL BUTLER
Industrial Officer
CWU (P&T) Vic
M. 0408 766 444
vabutler@iinet.net.au

Updated Authorised Telstra Protected Action

Ref: SLD 19/20 – 8 March 2019

All Telstra Members
ON EBA (Expired AWA,ITEA),
UPDATED AUTHORISED TELSTRA PROTECTED ACTION

By way of explanation, the threat from Telstra to “not require” ie “stand down” field staff as a result of this out of hours “log on” ban (if they failed to Log On) was as a result of Telstra’s individually emailed formal “Notice” to these staff, which is a legal tool to deal with their view that this is a “partial industrial action ban”, and allows them to not pay staff (even though they were willing to work in paid time). As a result of Telstra’s escalation of the dispute, it was decided by the Union that a better strategy would be to immediately notify of Ban 4, which essentially is response to this provocation.

2) BAN ON PERFORMANCE OF ESSENTIAL CUSTOMER SERVICING WORK (ongoing)
Members are directed NOT to accept recalls under “essential customer servicing” “ie the three levels of restriction”.This means, if you are listed on a recall roster or “on call”, or “emergent call” or “immediate call” you are directed NOT to attend to any duties associated with these arrangements:

Do not attend to recalls
Do not respond to recall requests
Do not attend remotely to any duties (including telephone advice, or accessing Telstra’s systems or emails from home)

3) BAN ON PERFORMANCE OF EMERGENCY WORK (ongoing)
Members are directed NOT to accept recalls under “emergency work” provisions.This means, if you receive a recall for emergency work, (that is – you were not on an essential customer servicing arrangement and you were not notified prior to ceasing work), you are directed NOT to attend to that work – including any remote activities such as telephone advice.

Note: This action does not include 000 call centre staff, and also does not apply where there is a threat to life or the safety of customers (ie. commonly known as life and limb exemptions). Contact the Branch Office if there is a management request to override the bans on life and limb grounds.

In solidarity,

SUE RILEY
Secretary
CWU (T&S) Vic
0439 762 455
sriley@cwu.asn.au

JOHN ELLERY
Assistant Secretary
CWU (T&S) Vic
0419 823 580

jellery@cwu.asn.au

LEROY LAZARO
Secretary
CWU (P&T) Vic
0422 546 814
Leroy@cwuvic.asn.au

VAL BUTLER
Industrial Officer
CWU (P&T) Vic
M. 0408 766 444
vabutler@iinet.net.au

IMPORTANT NOTICE – PLEASE READ

Members are to contact their Union immediately if any management representative threatens your employment in any way for taking part in Protected Industrial Action authorised by your Union.

Current Authorised Telstra Protected Action

Ref: SLD 19/19 – 7 March 2019

All Telstra Members
ON EBA (Expired AWA,ITEA),

CURRENT AUTHORISED TELSTRA PROTECTED ACTION
(apologies for the difficulties on the Eureka Hookup last night. We overloaded the conferencing system!!)

Do not attend to recalls
Do not respond to recall requests
Do not attend remotely to any duties (including telephone advice, or accessing Telstra’s systems or emails from home)

Note: this action does not apply where there is a threat to life or the safety of customers (ie. commonly known as life and limb exemptions).Contact the Branch Office if there is a management request to override the bans on life and limb grounds.

Note: this action does not apply where there is a threat to life or the safety of customers (ie. commonly known as life and limb exemptions). Contact the Branch Office if there is a management request to override the bans on life and limb grounds.

4) 24HR STOPPAGE – TUESDAY 12 MARCH 2019
Due to the escalation of the dispute by Telstra relating to the unpaid time logon bans (Ban1), members are directed TO STOP WORK for 24 hours for the whole of Tuesday 12 March.Life and limb exemptions apply as above.
Note: No advice should be provide to management if you are asked if you are working, simply do not attend work or logon. If you feel the need to respond, we suggest the following – I have not made any decision, I will do that on Tuesday morning.

In solidarity,

SUE RILEY
Secretary
CWU (T&S) Vic
0439 762 455
sriley@cwu.asn.au

JOHN ELLERY
Assistant Secretary
CWU (T&S) Vic
0419 823 580

jellery@cwu.asn.au

LEROY LAZARO
Secretary
CWU (P&T) Vic
0422 546 814
Leroy@cwuvic.asn.au

VAL BUTLER
Industrial Officer
CWU (P&T) Vic
M. 0408 766 444
vabutler@iinet.net.au

IMPORTANT NOTICE – PLEASE READ

Members are to contact their Union immediately if any management representative threatens your employment in any way for taking part in Protected Industrial Action authorised by your Union.

Urgent Hookup – Victorian Members

Ref: SLD 19/18 – 6 March 2019

All Telstra Members,

URGENT HOOKUP – VICTORIAN MEMBERS
TELSTRA PROTECTED ACTION – RE BANS
TONIGHT 6 MARCH AT 7.30PM

Dial In details: Phone Number – (03)8687 0635 Guest Code – 92689671#

1) BAN ON DUTIES REQUIRED TO BE UNDERTAKEN BY EMPLOYEES DURING UNPAID TIME
Members are advised that this ban has been WITHDRAWN due to Telstra’s threat on docking pay for refusing to log on in unpaid hours. As a result of this escalation of the dispute by Telstra Management, a 24 HOUR STOPPAGE of ALL members has been notified for TUESDAY 12 MARCH 2019, making a 4 day weekend. Further information to come.
2) BAN ON PERFORMANCE OF ESSENTIAL CUSTOMER SERVICING WORK
Members are directed NOT to accept recalls under “essential customer servicing” “ the three levels of restriction”. This means, if you are listed on a recall roster or “on call”, or “emergent call” or “immediate call” you are directed NOT to attend to any duties associated with these arrangements:

Do not attend to recall
Do not respond to recall requests
Do not attend remotely to any duties (including telephone advice, or accessing Telstra’s systems or emails from home)

Note: this action does not apply where there is a threat to life or the safety of customers “. as life and limb exemptions”. Contact the Branch Office if there is a management request to do so.

3) BAN ON PERFORMANCE OF EMERGENCY WORK
Members are directed NOT to accept recalls under “emergency work” provisions. This means, if you receive a recall for emergency work, (that is – you were not on an essential customer servicing arrangement and you were not notified prior to ceasing work), you are directed NOT to attend to that work – including any remote activities such as telephone advice.

Note: this action does not apply where there is a threat to life or the safety of customers “. as life and limb exemptions”. Contact the Branch Office if there is a management request to do so.

In solidarity,

SUE RILEY
Secretary
CWU (T&S) Vic
0439 762 455
sriley@cwu.asn.au

JOHN ELLERY
Assistant Secretary
CWU (T&S) Vic
0419 823 580

jellery@cwu.asn.au

LEROY LAZARO
Secretary
CWU (P&T) Vic
0422 546 814
Leroy@cwuvic.asn.au

VAL BUTLER
Industrial Officer
CWU (P&T) Vic
M. 0408 766 444
vabutler@iinet.net.au

Telstra Protected Action Notice

Ref: SLD 19/17 – 5 March 2019

TELSTRA PROTECTED ACTION NOTICE

Dear Telstra Members,

NOW IS THE TIME FOR CEPU MEMBERS TO COMMENCE THE HEAVY LIFTING ON THIS EBA, ON BEHALF OF ALL TELSTRA STAFF. Now is the time to make it clear to Telstra they must listen to members’ demands for an EBA that protects your hard-won conditions with a pay rise that helps your family meet the ever-rising cost of living.

The CEPU/CWU has notified and authorised upcoming protected industrial action in all States and Territories:

1) BAN ON DUTIES REQUIRED TO BE UNDERTAKEN BY EMPLOYEES DURING UNPAID TIME
Members are directed NOT to engage in any duties normally required to be undertaken during unpaid time. This includes:

Do not provide the 30 minutes log-on and log-off travel arrangements in the morning and afternoon.
Do not commence logon or receive / accept your first job prior to your paid starting time
Do not perform any preliminary testing prior to your paid starting time
Do not contact customers prior to your paid starting time
Do not collect any stores / equipment prior to your paid starting time
Do not clean or travel to or admit your vehicle for servicing during unpaid time.

Note: this action only applies to members who drive a Telstra vehicle

2) BAN ON PERFORMANCE OF ESSENTIAL CUSTOMER SERVICING WORK
Members are directed NOT to accept recalls under “essential customer servicing” “ the three levels of restriction”. This means, if you are listed on a recall roster or “on call”, or “emergent call” or “immediate call” you are directed NOT to attend to any duties associated with these arrangements:

Do not attend to recall
Do not respond to recall requests
Do not attend remotely to any duties (including telephone advice, or accessing Telstra’s systems or emails from home)

Note: this action does not apply where there is a threat to life or the safety of customers “. as life and limb exemptions”. Contact the Branch Office if there is a management request to do so.

Note: this action does not apply where there is a threat to life or the safety or health of customers “. as life and limb exemptions”. Contact the Branch Office if there is a management request to do so.

Members located in all areas of Victoria are directed to engage in the notified protected action from 12:01am Thursday 7 March. This protected action is indefinite and members are directed to continue to engage in the action until further notice from the CEPU/CWU.
IMPORTANT NOTICE – PLEASE READ

TO TAKE PART IN PROTECTED INDUSTRIAL ACTION, YOU MUST BE:
1) Currently employed by Telstra and within the scope of the proposed Enterprise Agreement; and
2) A current member of the CEPU/CWU – if you are not a member, you can join prior to commencing protected action by contacting: Vic T&S Branch 9663 6815 or Vic P&T Branch 9387 0189

YOU ARE NOT REQUIRED TO PROVIDE PRIOR NOTICE TO TELSTRA OR ANY MANAGEMENT REPRESENTATIVE OF YOUR INTENTIONS TO ENGAGE IN PROTECTED INDUSTRIAL ACTION:
You are not required to provide any notice of your intentions to engage in the abovementioned protected action. Appropriate notification as required under legislation has been provided to Telstra by the Union

IGNORE ANY INDUSTRIAL ACTION NOTICES FROM MANAGEMENT:
Members are advised to ignore any notice NOT authorised by the CEPU. The CEPU will inform members directly through circulars, emails or, text messages and local workplace delegates/activists of what action they are required to participate in. IGNORE any directions or notices to participate, or not, in industrial action from any other sources including management.

Members are to contact the Branch immediately if any management representative threatens your employment in any way for taking part in Protected Industrial Action authorised by your Union.

SUE RILEY
Secretary
CWU (T&S) Vic
0439 762 455
sriley@cwu.asn.au

JOHN ELLERY
Assistant Secretary
CWU (T&S) Vic
0419 823 580

jellery@cwu.asn.au

LEROY LAZARO
Secretary
CWU (P&T) Vic
0422 546 814
Leroy@cwuvic.asn.au

VAL BUTLER
Industrial Officer
CWU (P&T) Vic
M. 0408 766 444
vabutler@iinet.net.au

Telstra protected action ballot successful

Protected Action Ballot –SUCCESSFUL

CWU members have overwhelmingly voted YES in a protected Action Ballot.

Members can now take protected industrial action.

The unions must provide 3 clear business days to Telstra when notifying the industrial action.

The divisional office have requested to meet with Telstra to negotiate the issues that are preventing us from reaching agreement. Let’s get Telstra back to negotiating a better wage increase

You deserve a new EBA with a fair pay rise that allows you to keep up with the rising cost of living.

Ask your colleagues to be a member and take part in this important action which is legally protected.

Any further enquiries, don’t hesitate to ask the undersigned.

In Unity,

SUE RILEY
Secretary
CWU (T&S) Vic
0439 762 455
sriley@cwu.asn.au

JOHN ELLERY
Assistant Secretary
CWU (T&S) Vic
0419 823 580

jellery@cwu.asn.au

LEROY LAZARO
Secretary
CWU (P&T) Vic
0422 546 814
Leroy@cwuvic.asn.au

VAL BUTLER
Industrial Officer
CWU (P&T) Vic
M. 0408 766 444
vabutler@iinet.net.au

Revised Telstra EBA Protected action ballot survey timeline

Telstra EBA Protected action ballot

Despite the overwhelming rejection by Telstra workers of the EBA offer that includes an insulting pay offer and threats to your hard fought for and won redundancy entitlements,Telstra are refusing to budge in negotiations. Therefore your Union’s national executive has voted to seek approval from the Fair Work Commission to hold a ballot for Protected Action under the Fair Work Act. This application is currently being reviewed by the FWC.

We will report to members as soon as the application is finalised.

50%+1 of Union members will have to return a vote for the ballot to be successful and a simple majority will then be needed to approve a range of actions and work bans.Please contact us directly if any of your contact details need to be updated and encourage any of your workmates who are not members to join the Union.

Latest News links to Tandem (ISGM) Class action re sham contracting

Sham contracting and the exploitation of vulnerable Australians is a disgrace and needs to be stamped out, not only for the sake of those who have/are been exploited but to ensure the preservation of decent full time employment in the Telecommunications industry as a preferred workplace model for those who wish to be engaged under such arrangements.

Media release re Class action against Tandem (formally ISGM)

Legal Action against Telstra Contractor Tandem, largest sham arrangements case in Australia.

The CWU Victorian and NSW T&S branches welcome the announcement of a class action against Telstra contractor Tandem (formerly ISGM). We have always believed this contractual arrangement to be an employment relationship that was grossly unfair to the workers involved, many of them made redundant by Telstra. In more recent years Tandem utilised a traineeship that targeted very vulnerable long-term unemployed people.

The CWU Vic branches have run a number of unfair dismissal cases on behalf of these workers and they have always settled before they got a hearing on the jurisdictional question of employee v contractor said Val Butler (CWU Vic Industrial Officer) who along with Dan Dwyer ran most of the cases. “We are very happy that this question will finally be fully ventilated.”

The CWU tried a number of times between 2011 – 15 to bring these matters before a court on the question of sham arrangements supported by CWU National Secretary Dan Dwyer but for various reasons a case could not be commenced.

CWU Vic Asst Sec John Ellery said “ we are delighted to be involved in this case, it has been a long time coming for our members and other workers in the industry. The case is made much more compelling because these workers had to work on a seriously aging and damaged network which made their task so much more difficult. This also made it very challenging for them to make any sort of a decent living under this sham dressed up as contracting.

The union expects that most of the unions members that worked under this arrangement for Tandem/ISGM will join the class action.

For media comment contact:

In Victoria:
John Ellery Vic CWU T&S Phone: 0419 823580
Val Butler CWU Vic P&T Phone: 0408 766444

In NSW
Dan Dwyer CWU T&S NSW Phone: (02) 9281 2811

We’re Still Talking, But Telstra’s Arrogance Continues

WE’RE STILL TALKING, BUT TELSTRA’S ARROGANCE CONTINUES

Since members across the country overwhelmingly rejected Telstra’s penny-pinching pay offer, your Union has continued to meet with the company in good faith in an effort to reach Agreement.

The most interesting take away from the last few meetings has been Telstra’s most senior representatives scratching their heads about why so many employees voted no.

And it isn’t ignorance – it’s pure arrogance. And in true Telstra arrogance, they are digging in on their disgraceful pay offer.

Telstra’s line, which they believe to be quite reasonable, has been; “trust us, work with us, bear with us – this is a rough patch and we can reward employees in 2021 when we come back to negotiate a new Agreement”.

After announcing the sacking of 8000 of your co-workers, a pay cut in real terms and their watering down of your entitlement to a redundancy payment, this narrative isn’t just a joke – it’s insulting.

They are completely out of touch. Workers are hurting now – they’re facing increasing power prices now, increasing fuel prices now, increasing grocery prices now and increasing rent and mortgages now. Andy Penn and his millionaire club of executives may be able to stretch their finances and wait until 2021, but workers cannot – their families are hurting, now.

In pure Telstra arrogance, from 1 October their insulting 1.5% wage increase for Workstream employees and 1.5% pay pool for distribution to Job Family employees became effective – despite members so overwhelmingly rejecting the offer. The annual bonus for the 2018/2019 financial year, however, is currently the carrot they’re using against employees, threatening that without an Agreement, there is no obligation for it to be paid.

The irony of this is, as part of Telstra’s penny-pinching pay offer, they removed the obligation to pay any annual bonuses from June 2019 onwards.

Telstra have even toyed with the idea of a two-year agreement – we say that in and of itself, the length of the Agreement is not pivotal if the content of the offer, including the pay rise itself, is not improved. Discussions continue around remuneration with your Union demanding a pay rise which helps members meet the ever-increasing cost of living demand.

In terms of Telstra’s controversial Clause 45 proposal, the Union is maintaining that it must go completely. No rewrites, no explanations – just gone. Telstra’s verbatim continues on the way, they say, they intend to use this clause. We say; they wouldn’t be seeking it if they didn’t want to use it and we are not convinced that Telstra won’t use the clause to rob our members of their redundancy benefits.

Talks are scheduled to recommence next week and we will keep members up to date with further developments.

SUE RILEY
Secretary
CWU (T&S) Vic
0439 762 455
sriley@cwu.asn.au

JOHN ELLERY
Assistant Secretary
CWU (T&S) Vic
0419 823 580

jellery@cwu.asn.au

LEROY LAZARO
Secretary
CWU (P&T) Vic
0422 546 814
Leroy@cwuvic.asn.au

VAL BUTLER
Industrial Officer
CWU (P&T) Vic
M. 0408 766 444
vabutler@iinet.net.au

Telstra EBA – Where to from here?

Telstra EBA – Where to from here?

Telstra’s EBA offer was tabled with the Unions last Thursday. This has confirmed in our minds that the strategy of Telstra to put something very unpalatable on the table, and then enable a quick vote, is foremost in their minds.

The EBA offer is a no holds barred challenge to your current workplace arrangements. For all staff (Workstream and Job Family), the proposal to remove redundancy payouts (if you are offered a “suitable position” when confronted with a “transfer of business” or “transfer of employment”) is totally unacceptable.

The 1.5% pay offer speaks for itself, and just shows why this Telstra management group is on the nose with their employees, customers, most of their “mum and dad” shareholders, and the Australian community as a whole. The way in which Telstra’s customers are shoved off to offshore service providers when faults exist, and the repeated failures in the network all indicate something is very wrong in the way this company is managed. It now appears that the staff are the ones that are being asked to get the company back on the rails. This pay offer is less than the current very flawed CPI measure. Every Telstra employee knows their cost of living is increasing greater than the unrealistic CPI, and this offer puts you significantly worse off.

Additionally, Telstra intend to remove Performance Pay principles in the EBA to Telstra policy, which is a clear intent to roll back any centralised method of giving every staff member security about pay movement. For those on Job Family arrangements, the proposed EBA does not provide any guaranteed pay rise for an individual. This right wing agenda closely follows the deregulation path favoured by right wing think tanks and employer focussed organisations such as the Business Council of Australia (BCA), the Institute of Public Affairs (IPA) and the Australian Chamber of Commerce and Industry (ACCI). There are no prizes for guessing why Telstra want to further erode an individual’s ability to get a decent pay rise.

On top of that, when 25,000 votes are offered to decide on the acceptance of this EBA, over 5,500 of those votes will be offered to staff who do not have the proposed EBA as their employment instrument (ie their conditions are set by the expired AWA or ITEA that they currently sit on), yet they still get the opportunity to vote on your EBA conditions.

Telstra indicated they intend to put the “draft” Telstra EBA out to vote in August. Clearly the position and demands of the boss with this blatant and premeditated attack on wages and conditions needs to be exposed, confronted and resisted by the Union membership and all Telstra staff.

What can you do?

Firstly, Telstra management provides an internal feedback mechanism called Yammer that needs to be utilised to let the boss know this EBA proposal is unacceptable. Use it carefully and professionally.

Secondly, talk about this attack amongst fellow workers. Let’s be clear about this, this is a terrible offer. Everyone needs to know that what is proposed is totally unacceptable.

Thirdly, join us in Members’ meetings that will be called next week, starting next Monday. In addition, encourage non-members to join this Union. Pushing back together is the best, most efficient way.

Leroy Lazaro
Secretary
m. 0422 546 814
e. Leroy@cwuvic.asn.au

Val Butler
Organiser
m. 0408 766 444
e. val@cwuvic.asn.au

LUNCHTIME MEETING

Monday 30th July

Coopers Inn (upstairs)

Cnr Exhibition & Lt Lonsdale Sts

Melb 12.15pm – 1pm 1.15pm – 2pm

Communication Workers Union Postal and Telecommunications Branch Victoria (CWU P&T Vic)
PO Box 14 Brunswick West | p 9387 0189 | f 9387 3512 | e office@cwuvic.asn.au | w www.cwuvic.asn.au

Communication Workers Union is the Communications Division of the CEPU

Letter to Telstra from Unions on long service leave proposed changes

Mr. Darren Fewster

Executive Director, HR Shared Services Telstra

By email: darren.fewster@team.telstra.com
3rd May 2018
Dear Mr. Fewster,

Re: Unions‘ response to Telstra‘s initial Decision to Introduce Major Change – Telstra‘s Long Service Leave Policy

Your reference: 201808

As the collective major Unions representing your workforce we write to advise our position about your proposed changes to Telstra’s Long Service Leave Policy.

Telstra notified our organisations of the proposal on 23 April 2018. The proposal was later the subject of a teleconference between senior representatives of our organisations and senior Telstra representatives on 1 May 2018.

We note that the essence of the proposal is to provide Telstra with an unfettered right to deem employees to be on Long Service Leave.

Following deep and lengthy consult at ion with our members, we consider your proposal to be detrimental to their interests.

Further, Telstra employees’ Long Service Leave entit lements arise from Federal Legislation, the Long Service Leave {Commonwealth Employees) Act 1976.

This Act does not provide the ability, nor the authority, for an employer to ‘deem’ their employees to be on Long Service Leave, under any circumstances. Therefore, it is our strongly held view that your proposal must not proceed.

Given the detrimental effect to our members’ interests and the absence of any legislative ability or authority, we require Telstra to withdraw their proposed changes to the Telstra Long Service Leave policy and confirm this withdrawal to us in writing.

Should you hold an opposing view as to your ability and authority under relevant legislation, please provide confirmation of this, and detail of the legal basis on which you rely on, in writing and as soon as practicable.

Telstra’s Long Service leave attack

In an unprecedented attack on the hard won employment entitlements, management have flown a flag (or is it a lead balloon?) in an all staff bulletin announcing their intentions to limit the accumulation of Long Service Leave credits. In what is a breathtaking contradiction, Darren Fewster, Executive Director – HR Shared Services, has announced a potential change to Telstra policy on this matter, but at the same time, most Union members will know how hard it is to take leave of any description due to limitations on the number of staff that can be released at any time.

Telstra are also flagging forcing members to take 9 days at a time as opposed to 7 day’s

The Long service leave act talks about long service leave been “Granted” to be granted something you have to make request and the principles in the act, in our view, mean that it should be a negotiation between the two parties.

Long service leave is an entirely different entitlement to annual leave and you should not be directed to take long service leave annually – just to suit Telstra’s liability on their balance sheet.

Every employee should respond to this proposal with their view and your Union will be clearly doing the same.

No doubt the bean counters of Telstra are driving this, and the falling share price will no doubt have some effect on this as well.

This flag flying exercise gives us a little taste of the upcoming EBA, and we suspect that we won’t need to do much to fully motivate Telstra staff to really get involved in the EBA process.

Leroy Lazaro
State Secretary CWU Victoria

Telstra Bulletin – 7 Feb 18

ANNUAL LEAVE RESTRICTION
In the last Bulletin we reported that several areas were limiting annual leave particularly during the Xmas period. We have had more feedback and have since written to Telstra protesting against the restrictions (See below). We have complaints from Albury and will add that area to out complaint. If you have concerns in your area, please advise us asap. We await the Telstra response.

ANNUAL LEAVE RESTRICTION – LETTER TO TELSTRA
We write on behalf of members in the Warnambool/Ararat district of Victoria. Management has been advised to implement a new holiday rostering system which adversely affects our members. The rostering system advised to members is as follows:

1 person on leave from 1 Dec to 31 Mar (4 months)
2 persons on leave from 1 Apr to 30 Jun (3 months)
3 persons on leave from 1 Jul to 30 Nov (5 months)

Our objections are:

The group has 18 staff and this is excessively restrictive particularly at the peak time of Xmas
It is family unfriendly
There is no operational reason eg peak workload to justify such restrictions
There are adequate resources to cover the workload in those periods.

We understand that this new policy has come down from the top, and is not local policy. Thus the local manager is merely implementing the policy. We also note that other districts are also implementing a similar policy.

In these circumstances, we seek that the policy be abandoned immediately. We are available to discuss the matter.

CFW CLASSIFICATION ASSESSMENT
We often receive inquiries re classifications – for example should a position be classified as CFW5 or CFW7. We have prepared a questionnaire to assist in the assessment of your position. It is not conclusive but a good indicator. We can then assess your response and determine if a case exists. Please email us if you wish to have a copy of the questionnaire.

JP AWA
We are working our way through the issues. We have circulated a questionnaire to determine work done and classifications. We a planning a face to face meeting next week to discuss progress and future action.

Telco Bulletin Jan 2018

ANNUAL LEAVE RESTRICTION
Members are reporting another attempt by Telstra to restrict annual leave, particularly during Nov, Dec, Jan and Feb. The complaint of members is that it is far too restrictive. The real problem is that Telstra will not retain enough staff as they must grant annual leave and LSL when reasonably requested. In order to deal with this we need each patch to advise of the Telstra proposal, the numbers of staff in the patch, whether managers are also affected, a suggested outcome and a contact point.

ISGM TANDEM PROBLEMS
The ABC in its 7.30 Report has exposed some of the dubious practices associated with the training of its staff who work on Telecom and NBN contracts. We have a number of members in ISGM and have raised a number of issues with ISGM. Usually they are settled on terms not to be disclosed. However the 7.30 Report has raised issues which members have also raised with us. More to come. See the video at:

http://www.abc.net.au/news/2018-01-11/job-training-leaves-young-people-drowning-in-debt/9322178?section=business

AWA JP DISPUTE
Telstra is still proceeding with the proposal to remove the Job Points scheme from the Job Points AWA. We are continuing to assist members. The issues involve the pressure on members to agree to significant pay cuts, the lump sum payments, RDOs, Workers compensation and classifications. We have a special email bulletin for CWU members affected by this issue. You need to be a member and contact us to subscribe to the special bulletin.

LEAD POISONING – MEMBERS REPORT RESULTS
Many CWU members have been exposed to lead particularly with lead cables. Some members have recently reported that they have had blood tests and have been told that their lead levels well exceed the safe standard. The National Health & Medical Research Council recommends that if a person has a blood lead level greater than 5 micrograms per decilitre (ug/dl), the source should be investigated. If your blood lead levels are extremely high your doctor may recommend a treatment known as chelation therapy to rapidly decrease the amount of lead in your body.

LEAD POISONING – WHAT TO DO
If you suspect that you have been exposed to lead, and most lines staff have been, visit your doctor. He/She may recommend that you have a blood test to measure the amount of lead in your blood and determine whether you have lead poisoning. If you have a high level, you must submit an incident report and make a claim with Comcare.

LEAD POISONING – HELP OTHERS
Advise the CWU Vic Branch if you have a test. We want to know if you were involved in lead work and if so, what was your measured level of lead. We want to know this even if your lead level is not above the 5 ug/dl. We will keep names confidential. If we receive enough responses, then we can gauge the percentage of lines staff affected and advise you. The Vic Dept of Health will also receive a notification from the pathology laboratory if your blood lead level is greater than 5 ug/dl.

LEAD POISONING – HELP OTHERS WITH OUR SURVEY

We want to know even if your blood measurement is low!
Q1 Were you involved with lead cables or other lead exposure?               Yes/No? Any comment?
Q2 What was your measured level of lead?                                                               Blood count =
Q3 Optional: Name?                                                                                                                  Phone?

AWA Jp Dispute

In the last bulletin we reported the proposal by Telstra to remove the Incentive from the JP AWA. We have had a number of inquiries from members and held a meeting to discuss the proposal. We have developed a claim from members involved. We also note some new members and ongoing new inquiries. We have written to Telstra (letter below) seeking a meeting as soon as possible. The issues we seek to resolve are set out in the letter. Members involved should contact us to join the special email list. We will advise as we progress this matter.

AWA JP DISPUTE – LETTER TO TELSTRA
The Victorian P&T Branch letter to Telstra:

“We refer to your letter of 8 December 2017 re the ceasing of the Job Points Incentive Plans from the Job Points AWA. We act for a number of members who have AWA Job Points contracts and who have a number of concerns with the proposal.

We seek a meeting with you as soon as possible to discuss these concerns. We will advise of the persons who we represent when we attend the meeting. We are currently seeking written authorisation from each member involved.

The matters we wish to discuss include:

The coercive nature of the proposal.
The need to leave the Job Points Incentive in the Job Points AWA.
The classification offered to members who accept the offer to exit the JP AWA. Our assessment is that members are performing at CFW5 level, not CFW4 level.
The sufficiency of the “transition” payment. We note from your offers to members that the “transition” payment varies between $3,000 and $27,000. This is grossly insufficient given the very significant pay cuts that are imposed on staff whether they remain on the JP AWA or not. Our view is that any “transition” payment should be three times the average incentive earnings, not 15% of the average incentive earnings.
Special arrangements for members who have Comcare benefits, resulting in an extremely poor “transition” payment
A review of the classification of members who have exited the Job Points AWA.
Clarification of the RDO position

If you have any questions, please contact Dan Dwyer or Val Butler in our Victorian office on 03 9387 0189. We look forward to your response”

Meeting – Awa Job Point Incentive Awa

We have received a number of inquiries from members re the decision of Telstra to terminate the incentive part of the Job Point Incentive AWA. The Union has always been concerned with AWAs as they were used extensively by Telstra to reduce union negotiating power. The AWAs effectively made most conditions subject to policy, which can be changed at any time.

What is the scheme? Telstra has over 9,000 AWAs at the moment. The AWAs are substantially identical except for job descriptions, pay and some other individual factors. Telstra says that there are 138 Job Points Incentive AWAs still in force. Telstra wants to get rid of these AWAs for reasons that look suspicious. There appears to be a bigger plan. Given the new proposals, it is obvious that Telstra’s motive is to reduce wages.

The plan is to remove the “Incentive” from the Job Points Incentive AWA so that your pay will revert to your Fixed Remuneration. Telstra admits in its propaganda: “Currently individuals are on a low Fixed Remuneration“.

As the current Fixed Remuneration is about $45,000 and the incentives are in the order of $60,000 to $70,000, Telstra is a little too cute saying you have a choice. Telstra is certainly exerting pressure on you to “choose” the new (but lower paid) alternative contract of employment. Telstra is also offering lump sums presumably as a once only incentive to comply with their scheme. The Telstra action raises a number of issues.

Can Telstra remove the Incentive from the Job Points Incentive AWA?
Has Telstra breached its undertaking to the then OEA regarding your remuneration?
Is it legal to coerce members to change employment contracts?
Current Fixed remuneration varies from member to member – Why?
The lump sums offered vary from member to member (by nearly $20,000 we understand already) – Why?
The Fixed remuneration in the Job Family offer varies from member to member. Why?
The Workstream offer is CFW4 or CFW5 – most members would be working at CFW5 level. Why demote?
The Fixed Remuneration in the Workstream offer varies even though it is at the one CFW level. Why?
The suggestion that you are not entitled to RDOs is you change – Why?

We are collecting the personal letters to you so that we can analyse the current and proposed arrangements. Please assist by sending us a copy of your individual letter. We will keep your details confidential but use the figures to generate a summary and understand the scheme better.

We are now seeking members input to determine the extent of the pay reductions being implemented by Telstra. We will have a meeting of members at our office to discuss the proposal, the effects on members and our preliminary plans to resolve the disputes.

Meeting to Discuss Telstra AWA Proposal (Inquiries – Phone Office on 03 9387 0189)

Wednesday 6 December 2017 at 5pm
CWU Office 75 Melville Rd, Brunswick West

Members may phone in but for security reasons you will need to phone the office for details.

ABCC Code Amendement

Telstra EA and Building code amendment

The ETU have secured a change to the Turnbull Government ABCC legislation that covers essential service workers including Telecommunications.The change was the result of SA Power refusing to apply for an exemption due to the word “May” as opposed to the word “Must” in the legislation .Senator Xenophon helped to push for the changes after lobbying from the ETU and Federal court action in response to SA Power’s stance.

Workeres in essential services which includes water,sewawage,electricity,gas supply and telecommunications can now be exempted from the draconian ABCC code. Your Branch will now be demanding that Telstra abandon their plans to change the current EA.We are organising a telephone hookup for members.Details to follow

Here is the press release from the ETU

Monday August 21, 2017
MEDIA RELEASE – FOR IMMEDIATE DISTRIBUTION
Union welcomes government code retreat

The union representing people working in the electricity industry has welcomed a government backdown on the 2016 building code after Employment Minister Michaelia Cash revised the code to explicitly exclude essential services workers. The backflip follows a campaign by union members across the country.

Electrical Trades Union national secretary Allen Hicks said the retreat was a good victory, but that there was still a great deal of work to do before balance was restored to Australia’s work systems.

“Today’s backdown prevents thousands of essential services workers from joining people in the construction industry as second-class citizens.”

“It is impossible to describe this as a satisfactory outcome given that the Minister’s code continues to take wages from working people and sow industrial disharmony in the construction sector, but people in essential services can breathe a little easier for the moment, knowing they will not also be caught up in the chaos.”

“The rules are still rigged against working people – they’re just a little less rigged in one particular area. This is a great victory for the power industry, but there is still a much larger battle to make Australia a fair place to work and live.”

The ruling will have a direct impact on the negotiation of a new industrial agreement in the South Australian power industry, where foreign-owned South Australia Power Networks (SAPN) had been relying upon a ruling by the Australian Building and Construction Commission that exempted only part of the company’s workforce to push through separate agreements that opened the door to experienced locals being replaced with cut-price labour hire workers.

“This paves the way to industrial harmony in South Australia,” Mr Hicks said. “In light of today’s changes I invite SAPN management to negotiate a single deal for all their workforce in good faith with the people who keep South Australia running.”

Telco News

TURNBULL GOVERNMENT POLICY AND THE TELSTRA EA “Workchoices” Revisited?

This week all Telstra EA employees have received information from Telstra about proposed changes to the current Telstra Enterprise Agreement 2015-2018.
Later this month, you will be asked to vote on these changes so it is important that all members understand what they involve.

Why the change?
This is more of the anti-union flavour of the current government. These changes (“variations”) to the EA are being proposed by Telstra in order to ensure that the current Agreement complies with the Turnbull Government’s Building Code 2016. Only companies that comply with the Code are eligible to tender for “building work” that is funded (above a certain threshold) by the Commonwealth.

Although the prime targets of the Code are the construction industry and its unions, “building work” includes telecommunications projects such as the NBN and other Commonwealth funded work in our sector, such as Defence contracts.

If Telstra is not “Code compliant” it may not be able to win contracts in these areas, but who is to say they were going to get them anyway? However, the whole issue of contracting for work for other employees, including the government, is fraught with danger for workers.

What does the Code do?
The Turnbull government’s Building Code is above all anti-union. It is explicitly designed to restrict the ability of unions to intervene in the workplace to protect members’ interests.

It also forbids any restrictions on the use of contractors and so helps contribute to the growth of precarious employment. Unfettered use of contractors is very much in line with the government’s anti-union agenda – Workchoices Mk2!!.

For these reasons, the CWU is absolutely opposed to the Code.
The changes Telstra is proposing do not have any direct effect on your employee entitlements under the EA, however it ultimately limits the ability of the Union to represent members.

They largely affect consultation processes such as those that occur when there is major change in the company. For instance, under the proposed variations, the CWU (and other Telstra unions) will have to show they have members affected by such change before the consultation requirement is triggered.

JOHN ELLERY              LEROY LAZARO
Secretary                       Secretary
CWU (T&S) Vic              CWU (P&T) Vic
M. 0419 823 580             M. 0422 546 814
E. jellery@cwu.asn.au  E. office@cwuvic.asn.au

Telco News Bulletin 20th July

TAX TIME
It’s that time of year again. Remember that your Union dues are tax deductible and you may also be able to claim a deduction for the difference between any meal allowances that you receive and the meal allowance rate that is set by the taxation office which is currently $28.80. Discuss this with your Tax agent/Accountant. Shop Stewards and HSR’s may also be able to claim extra deductions for out of pocket expenses if they are related to your employment. Again discuss this with your Tax agent/accountant.

TELSTRA-AUSTRALIA’S LARGEST JOBS DESTROYER ANNOUNCES MORE JOBS TO GO!
Telstra recently announced that they eliminate as many as 1400 jobs across the company; many of these jobs will be in the CFW workforce.

Telstra has blamed the NBN and digital disruption for its decision to drastically restructure its workforce. However, with tens of thousands of jobs slashed in the last two decades, to Telstra workers these job losses and excuses for them all sound the same. As usual Telstra claim there will be no impact on customer service, they claim this with their tongues planted firmly in their cheeks.

It is important for Telstra members to know that Telstra does not advise the union ahead of these announcements, nor do we get any information from the company in regards to actual detail. In fact we rely on members to tell us what is happening! If you don’t tell us we don’t know! Consultation before the fact does not occur.

Despite meetings with Telstra AFTER the announcements are made we are yet to hear any specific detail from Telstra as to where and when the redundancies will occur. In the meantime if you have information about your specific workgroup please advise the CWU office.

If you are targeted for redundancy and you do not want to leave, it is important that you let us know ASAP, so we can explore the possibility of swaps or other action especially if you feel you have been unfairly selected.

TELSTRA SHAMED FOR POOR INTERNET SPEEDS IN CHOICE SURVEY

Telstra and Dodo customers have given the telcos a bad rap in a CHOICE survey that found 62 per cent of Australians are experiencing slow speeds, disconnection and drop-out issues with their internet. More than 2,000 people were surveyed about their internet use in the past six months with speed and reliability getting the worst ratings on broadband services.

Telstra has been under scrutiny in the past two years for repeated service drop-outs and has apologised to customers more than once. CHOICE chief executive officer Alan Kirkland said he was not surprised Telstra rated poorly on value for money.”[Telstra] are one of the most expensive providers,” he said.

“When we looked at Telstra services last year and compared like-for-like with other services we found that consumers can pay a premium of up to 92 per cent just for going with Telstra.” A Telstra spokesman said they understood “value and a great network experience” was important for customers.

The survey also identified bundled offers were not the most important factor for consumers when selecting a plan, with customers instead focused on a basic service that was reliable and value for money. “When it comes to broadband you want it to work when you need it to work, whether you’re trying to watch a movie or work from home,” he said.

PENALTY RATES- THE NEXT BIG BATTLE FOR AUSTRALIAN UNIONS
Thousands of workers turned up for their first shifts last weekend at lower hourly rates after the Fair Work Commission decision to cut penalty rates came into play last Sunday. The occasion was marked across the country by protests from unions railing against the decision handed down in February.

The cuts to penalty rates affect up to 700,000 workers in the hospitality, retail, pharmaceutical and fast food industries and will be phased in over the next two to three years. Workers lose up to 5 per cent of their wage during the first phase. Once the full cuts take effect, workers will have lost up to 25 per cent of their hourly wage. It is expected they will lose up to $6000 a year. This comes at a time when wages growth is stagnant and workers are going backwards.

While the cuts do not immediately effect Communications workers, it is still a fight for the entire union movement. Workers’ wages have stagnated, in many instances the enterprise bargaining system is not delivering for workers either with below CPI outcomes that has the effect of imposing a pay cut on workers.

Opposition Leader Bill Shorten reiterated his pledge at a rally last Sunday to overturn cuts to penalty rates should he win the next election.”Labor will not stand by and see harm done to the pay packets of workers,” he said at a rally in Caboolture, Queensland.

Authorised: Leroy Lazaro, Branch Secretary
For further information contact the union office: (03) 9600 9100 or office@cwuvic.asn.au

EBA 9 Negotiations Conclude For 2016

Members should note that the current EBA terms & conditions will continue to apply until a new agreement is reached.

Christmas Party and Last general meeting for the year November 23rd 2019 at 12 Noon.Union Office 75 Melville Road Brunswick West.

Christmas Party 23rd November 2019

Telecommunication Industry News

Telstra Vaccinations

Submitted Motion for Quarterly General meeting on March 27th

TELSTRA AWA TERMINATION

PROTECTING YOUR JOBS, YOUR CONDITIONS, YOUR EBAs

STREAMLINED CONTACTLESS DELIVERY, SIGNAGE IN POST OFFICES, SOCIAL DISTANCING RECOMMENDATIONS AND TEMPORARY CHANGES TO SOME BRANCH OPERATIONS

AEC Post Election report

DECLARATION OF RESULTS – E2018/281

WE’RE STILL TALKING, BUT TELSTRA’S ARROGANCE CONTINUES

Telstra EBA – Where to from here?

Telstra EA and Building code amendment

TURNBULL GOVERNMENT POLICY AND THE TELSTRA EA “Workchoices” Revisited?

POSTAL NEWS

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