Telecommunications
EA update (22 July)
(22 July, 2009): We wanted to give you a further report regarding the EA talks with Telstra.
Both parties have put in considerable time and effort examining and discussing various options which may or could apply on some of the major issues if agreement on an EBA package is eventually reached.
Some of the issues being negotiated around have so far been as follows:
- Performance Management/Performance Bonuses:
Discussions about the guidelines, rules and principles, relating to the Performance Management/Performance Bonus system.
- Banding/Classifications:
Examination of the different banding and classification systems that currently apply and what, if anything, needs to be done to meet the needs of employees and the company into the future.
- Redundancy Provision:
Given that under the law, the redundancy agreement automatically ceases when a new EBA is agreed upon, the parties realize that provisions dealing with redundancy, need to be included in the EBA as they will no longer exist in a separate agreement as they do now.
Discussions are currently centering on the redundancy processes, the need for clear well understood principles relating to selection, notification, any appeal rights and the length of time between notification of potential redundancies and any departure from the company.
- Long Service Leave/Maternity Leave:
These can be affected by legislation and the expiry of the current EA, when a new EA is agreed to. The parties are examining options
- Dispute Settlement and Consultation Provisions:
The parties are exchanging views and ideas about the clauses and processes which may govern dispute handling and consultation such as escalation of disputes internally, conciliation and mediation and arbitration. Part of this is the consideration of the impact of the new Fair Work Act on these issues.
- Other Conditions of Employment:
Other conditions of employment have yet to be discussed in any substance.
- Salary Increases:
Have yet to be discussed.
- Scope:
Some time has been spent on considering the future of employees on ECA contracts and AWAs, although this is a matter which has been put aside to deal with the conditions and pay issues of the EA in the first instance.
Currently, and if nothing else happens via the actions of the parties in the discussions, the employees in “scope” are confined to those currently on an EA and those currently on expired AWAs.
Anyone employed on an ITEA (transitional individual contract) will see their ITEA expire by law in December 2009, and they will likely revert to a collective agreement.Summary – Talks Progressing:
As far as the EA talks go, the situation can be described as “so far, so good”.
It appears Telstra, under the new CEO David Thodey, wants to reach an agreement as soon as possible. The “good faith bargaining” has been proceeding as well as could be expected given the size of the task in the conditions and the range of issues.
We are moving as quickly as we can, consistent with the objective of securing a good quality EA.
If you have a question or comment, email us via feedback@cepu.asn.au