Telecommunications
We hear you : member concerns regarding negotiations with Telstra
(10 September, 2009): Formal negotiations for a new Telstra Enterprise Agreement are now entering their third month.
The CEPU considers that given the complexity of many of the issues and the variety of employment arrangements that now exist in Telstra, the talks have progressed as well as might be expected in trying to deal with these matters.
But it is a concern for the union and its members that after nearly 20 bargaining meetings a number of major issues have still not been resolved.
We recognise the concern that is growing among our members about this delay, best summed up by an email we received from a member this week:
"I think there is an increasing opinion at the coal face that;
a) The negotiations are going on too long. You have pointed out that the negotiations are just entering their third month, but to many members it seems much longer because of point b),
b) These negotiations should have been commenced in late 2008 and completed before the expiry of the last Enterprise Agreement. Everyone is aware that Telstra's refusal to negotiate prevented that from happening.
c) From the Worker's perspective, nothing appears to be happening and Telstra appear to be controlling the pace that it is not happening at. If delaying tactics implemented by Telstra are the reason nothing is happening, then it may be time we considered serious industrial action. (ie. serious industrial action, not the softly-softly stuff we did a few months ago)."
This is not a one-off comment - a stream of comments similar to these is reaching CEPU officials across the country.
We're mindful too that back in June Telstra management also said that they were keen to finalise agreement quickly - so we're sure they share our desire of lock down an agreement very soon.
Certainly there has been some headway in getting broad agreement in key areas such as redundancy entitlements, salary sacrifice arrangements ongoing access to current maternity and long service leave rights,and protections of the general conditions of employment.
However there is still not agreement on the structure of the EA and the related issues of job classifications, banding levels and new employee pay rates etc.
Telstra wishes to bring new employees into the company on its non-negotiated classification system and to have pay levels largely set by management. The CEPU believes this system would leave too much of future pay levels at the mercy of decisions outside of your control.
There is also no agreement yet on dispute resolution, where the CEPU is arguing for employees to have access to "last resort" arbitration to resolve disputes when necessary.
Last - but not least - there is the question of the pay increase, including back pay. It is unlikely that this matter will be dealt with until the parties are closer to agreement on the other outstanding issues.
We're getting to the stage where we need to begin meeting with members face to face to start spelling out the areas where positive headway is being made, where agreement is proving difficult to reach - and what the options are before us.
To that end, the CEPU will be drawing up a schedule of nationwide meetings to bring members together to receive these critical updates.
In the meantime, if you have any comment please feel free to pass on your views to us via feedback@cepu.asn.au
Members' speak out:
"In the real world of members, it seems Telstra has adopted a go slow and lets make them wait approach (payback for not agreeing to the ECA's). I wont hold my breath waiting for backpay! Still not looking after there loyal harworking staff that get a pat on the back every week for a wonderful job, but getting nothing for it. We are the Companies greatest asset (or so they keep telling us !).
"We are told that generation X and Y would prefer Part B type EA’s as opposed to fixed negotiated EA’s.
To avoid further inevitable delays regarding the proposed “Part B” EA for new employees, why not offer to have a trial period of say, two years or the for the life of this EA agreement (when it happens), where new employees can choose whether to be employed on Part A or Part B?
Given that the whole payroll is a dogs’ breakfast anyway with ECA’s, AWA’s , EA A’s and B’s……….neither party could argue with the result next time the EA comes up for negotiation and the whole system can be cleaned up to suit the stated wishes of the workforce."
"On reading the latest updated I couldn't agree more with the comments received in the email form another member.
However I fail to see how your statement of "so we're sure they share our desire of lock down an agreement very soon". From Telstra management briefings that have been given, Telstra seem adamant that they want the 2 tiered system and also have indicated that there would be no back pay when and if an EA is signed.
Based on this information I find it hard to fathom why the union have not yet breached the subject of pay increases as given Telstra current position this is going to be a real fight."
"Its time to show Telstra Management that we mean business. The attachment is the new PDRP under new band clasifications, They don’t care they on there merry way to screwing us all. The time for talk is over now its time for action."
"I am at a bit of a loss to understand why the first and foremost negotiation point in the Telstra EBA talks is not our pay increase. We have seen Telstra record a significant increase in profit last financial year and that is as much due to us as to any of the Board or CEO who seem able to secure ample bonuses and pay increases. A 12.5% pay rise in the first year of the EBA should be the first thing that the Union should be pushing for. We are already behind the eight ball in regard to CPI from last year. Nothing should be given up by us from our old EBA to secure a new one, and severe industrial action should be planned and expected by staff to make Telstra agree if they wont in the first instance. Remember; Telstra needs us, and so does the Union."
"Yes, these negotiations have been going on for far too long. Why can't we have a 10% minimum pay rise? We have had a lousy 2.5% the last couple of increases which was far from CPI and need to catch up. Management took a 14% pay rise late last year! We have to get tough and none of this pussy footing around with a section here and a section there. ALL OUT!!!"
"Hi folks, It has now become clear that my FAS is going to be very easy to calculate. My pay on my last three birthdays will be the same figure. Could you please ensure that when the new pay rates and back pay are agreed that the back paid rate is applied to superannuation not just paid as a one off payment outside of the pay structure."