Things you need to know when considering Telstra’s non-negotiated, non-union document called an “Employee Collective Agreement”.
- The current cost of living index (CPI) is increasing at 4.6% per annum and is rising quickly. Next year who knows? Any pay increase less than 5% or 6% is likely to be a real pay cut. What about reward for productivity and profit? What about some of rules that apply to the senior executive managers who gave themselves 30% plus?
- All current conditions of employment are protected by the current union negotiated EBA. These conditions remain protected until replaced by another agreement. These conditions remain if you “VOTE NO”!
- Telstra’s non-negotiated, non-union document has two parts. Part A, for current EA employees, and Part B for all new employees and all employees coming off AWAs in 2012 and beyond. Part B has lower pay rates for new employees, no guaranteed annual pay increases, and poorer conditions. AWA employees choosing to transfer to the EBA/Award from 2012 can only enter Part B and never go to Part A. Hey presto Telstra Management have reproduced (in a different form), the Howard Government’s WorkChoices rule that if you sign up to an AWA you can never go back to EBA conditions. In fact Part B is something like a collective AWA, which you will be locked in forever, just like WorkChoices wanted.]
- The redundancy agreement remains intact if you “VOTE NO”. The redundancy agreement remains because the unions lobbied to have the Labor Government change the law early this year to allow the agreement to run on indefinitely.
- However, Telstra IS attempting to change the redundancy agreement in its document in two ways. Firstly, they are removing most of your current rights in the agreement, including your right to go to arbitration for fair treatment regarding redundancy issues. Why aren’t they telling you this?
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