Telecommunications

The CWU has continued to pursue a fairer pay outcome through further EBA talks with Telstra. As previously advised, Telstra’s pay offer consisted of wage movements of 4% in year one, 3.5% in year two and 3% in year three – guaranteed to be paid in full to Workstream employees, with Job Family employees again having these amounts attributed to a pay pool and

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Your Union has continued to engage with Telstra through the bargaining process to advance members’ claims for a fair, equitable and meaningful wage rise. Our members’ hard work and dedication to their roles should be recognised and fairly compensated. The cost of living crisis has exacerbated financial strain on working families as wages fail to keep up with rising inflation.

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Your CWU bargaining representatives met with Telstra again today, where the company has released its pay offer. The important points for members to note, are: Furthermore, Telstra have committed to providing a draft EBA document which ensures workers will not trade-off any existing conditions. Other than to say that, if secured, this will be the highest wage outcome seen at

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Following Telstra’s disgraceful announcement to shed up to 2,800 jobs by the end of the calendar year, the CWU has entered into consultation with Telstra in order to begin mitigating against the affects of this announcement on our members. Within those job cuts, 377 potential redundancies have been identified within the Telstra Purple Pty Ltd subsidiary, where redundancy benefits are

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Your Union bargaining representatives met with Telstra again this week, and formally submitted the following claims: 1.       Workplace safety and responsibility We are seeking to have important representative or legal compliance roles recognised and remunerated by Telstra. This includes, most importantly, health and safety representatives (HSR), fire wardens and harassment contact officers. These are important roles that create a safer and

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Following Telstra’s appalling surprise job cuts announcement on Tuesday morning, the CWU has demanded for Telstra to commence meaningful consultation in an effort to examine ways to minimise the impact on employee livelihoods. At a time when most can least afford it, Telstra has placed its employees’ families ability to meet their financial obligations in the firing line as a

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Your Union bargaining representatives met with Telstra again this week, and formally submitted the following claims: At this meeting, Telstra also provided its response to some of our claims raised and tabled at our last meeting: 1.       Access to RDO/ 9-day fortnight for all employees and accrual of RDOs.   Telstra have not agreed to this claim. Telstra claims doing so would be

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As members may be aware, NBN Co is proposing a significant change to the way their Field Engineers (FE) are employed as the national wholesaler moves away from the construction phase, and into a network maintenance phase. The changes, if they proceed, would effectively terminate all FE employment contracts, re-engaging individuals under the current enterprise agreement. NBN Co say the

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Bargaining with Telstra continued this week with two meetings held, during which Telstra proposed changes it described as being geared towards employee flexibility. Telstra have proposed a change to rostering arrangements, which would see a reduction in the minimum engagement period for a shift. Currently, the minimum engagement period is 2 hours for casuals, 4 hours for contact centre employees

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Bargaining commenced today for new Enterprise Agreements across the Telstra group. Discussions were limited mostly to establishing protocols and a framework for negotiations for the multiple Agreements which will now cover the Telstra Group of companies, including Telstra Purple. In addition however, Telstra did table some key principles which it intends to guide their approach to negotiations. Those being: Although

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