Proposed Telstra Service Advantage Agreement:
...some things to think about
(even if you don't work in Service Advantage)

Since Monday’s release of a non-Union, non-negotiated employee agreement in Service Advantage, you have been asking us for information and advice.

Unions are currently preparing a detailed analysis of the proposed agreement. This will be available very soon.

But here are some questions worth asking about this agreement - and you be the judge about what this says about the way Telstra HR is managing this.

• Why just Service Advantage?

There seems to be no content in the proposed agreement specific to Service Advantage, so why is there a need for a separate agreement?

Until a few weeks ago, Telstra was proposing an agreement for the entire company – why the change?

• Did HR even listen during consultations with you?

The agreement contains various matters that don’t seem relevant to Service Advantage.

For example, allowances for working at heights and in the presence of asbestos; and log on and travel arrangements for field staff.

How relevant are these to Service Advantage?

Doesn't all this suggest the agreement has been pre-written by Telstra HR and the "consultation" process is a sham?

Was consultation with you just a "tick-a-box" exercise to HR, with the agreement is designed to fit into broader game plan regardless of what you thought or said?

• Is the pay rise adequate?

The pay rises proposed do not keep pace with inflation.

Is this a fair reward for the effort you put in? 

CEO Sol Trujillo has just won a pay increase of more than 14% this year for a total pay packet of $13.4 million, despite the new billing system not meeting his June 30 target. 

• Performance Pay – how many staff will actually achieve it?

How many staff actually achieve EE or SE ratings and what is to stop Telstra raising the targets?

Where are the rules around performance pay?

If they’re not in the agreement, payment of these bonuses is up to management!

• Why establish two classes of employees?

The proposed agreement sets up a two tier workforce with employees under Part B experiencing reduced pay and conditions (e.g. hours of work, no guaranteed pay increases, reduced redundancy for new employees).

If there is a tier of lower cost workers competing with longer term staff, what impact is that going to have?

• What about your rights to representation?

This non-Union agreement means you will have no right to be visited by your Union representative in the workplace and there is no obligation on Telstra to consult with your Union.

How do you think this will change your workplace?