Meetings between Telstra and the unions’ Single Bargaining Unit (SBU) have taken place since the last update.
These meetings were largely taken up with fine tuning the wording around a number of items such as ETT, log on and travel arrangements and essential customer servicing. The last bargaining Update reported on the issues being considered in these areas which are largely of a “housekeeping” nature and involve no major changes to existing arrangements.
On the big ticket items still outstanding– pay rises and hours of work and scheduling – there is still no final agreement although progress continues to be made on finding common ground. The next few weeks will be critical in determining whether we can negotiate outcomes in these areas which will satisfy members.
Pay rises and pay principles
The CEPU continues to press for wage rises that will provide a comfortable buffer against inflation over the next three years and which reflect Telstra’s improved commercial position.
The company has returned to positive growth this year in terms of both earnings and net profits – the first such growth since 2009.
As far as pay structures go, the two pay models currently in operation are set to continue. The SBU is seeking greater transparency, however, for the way any performance-based component in pay is determined. We have argued that:
- the pay “matrix” that applies in the Job Family system should be put into the EA
- the components of fixed remuneration (where this applies) should be itemised so that they are “visible” to employees and
- agreed performance pay principles should form part of the agreement.
Recognition of Prior Learning
At an earlier stage of these negotiations, the CEPU proposed that Telstra provide Recognition of Prior Learning opportunities to employees who do not have any formal recognition/certification of their skills under the current national qualifications framework.
Such recognition is useful for all employees but especially for those facing retrenchment.
Telstra has now agreed to assist employees to gain such recognition where the qualifications or competencies in question are within its scope as a Registered Training Organisation (RTO).
Telstra policies
For many years, the CEPU has been concerned that many matters affecting the working lives of members have not in fact been covered by registered agreements but are dealt with through Telstra policy which, in the notorious words of the Telstra AWAs, can be “varied from time to time” i.e. are written in sand.
It is true that under current laws not all workplace issues can be dealt with through enforceable clauses in collective agreements. That makes it all the more important, however, that unions have knowledge of and input into policies affecting their members.
Telstra has now agreed to consult with employees and unions about any changes to company policies that may affect pay and conditions. Although there are no guarantees about the outcomes of consultation, this is major step forward in terms of offering protection to members against arbitrary and unreasonable changes in policy, especially where they work to employees’ disadvantage.
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