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Telstra Ea Agreement
FWC processing times can be long and, unfortunately, there is not much we can do to influence this. The FWC can only approve an agreement if it meets a number of criteria. For example, that the agreement is the best overall test (BOOT) against price, that it has actually been accepted by staff and that it does not exclude national employment standards, to name a few. It may take some time to properly address these issues and we support the FWC`s in-depth approach. During its deliberations, the FWC asked Telstra to clarify the operation of certain clauses that extended the process. It also allowed Telstra to offer 14 commitments under the agreement and to accept the FWC, which clarified how certain clauses worked. A copy of the agreement, including the commitments, is available here www.fwc.gov.au/documents/documents/agreements/fwa/ae508275.pdf. Negotiations on the agreement have been ongoing since at least April 2018, when Telstra proposed to change the rights to long-term leave. Finally, the two sides reached an agreement in December 2019, after the unions agreed to take a 1.8 percent wage increase for the first year and a two percent increase in the second year, while some Job Family employees get a guaranteed minimum of one percent. Section 45 has also been amended to maintain the same benefits when employees are transferred to a Telstra subsidiary. The salary result is complex, but since the nominal expiry of the current EA (30/9/2018), there have been two increases in the salary pool. 1.5% with effect from 1.10.2018 (not mentioned in the agreement) and 1.5% with effect from 1.10.2019 (mentioned in the EA).
Legal Verification After our last newsletter, we commissioned our legal team to review Telstra`s final draft contract. The examination carried out by lawyers mandated by the European Union confirmed that the intention of the results negotiated by CEPU and SBU is in fact precisely inoperable and legally applicable in the draft document. It should be noted that while it has been and remains the position of the SBU, although the wage offer is not where it should be, the agreement took an important step forward and, subject to legal review decided by the SBU, CePU National President Shane Murphy said the wage offer was “disappointing” for union representatives. the agreement as a whole “had come a long way.” Negotiations continued this week, with the Single Bargaining Unit (SBU) and Telstra moving towards a new agreement. Article 45(45) remains a central focus of the negotiations, but could soon take a back seat, given the progress made. The SBU has introduced further enhancements to Term 45 to strengthen and maintain the rights of employees who may be transferred to a subsidiary in the future. As you will recall, we recently indicated that the scale of reduction of personnel transfer benefits will be maintained at the rate of pay in effect at that time As you will recall, the new Telstra EBA was voted in December 2019, with 65% voting “yes” to support the agreement. The agreement was then submitted to the Fair Work Commission for approval. Discussions with the Unions` Single Bargaining Unit (SBU) and Telstra continued this week to continue negotiations Article 45 As in recent meetings, this fixation of Telstra`s discussions again dominated the discussions – with the company once again saying it will not reach an agreement in any way without a term 45. As you will recall, last week we reported on a positive step that maintains members` termination benefits in the event of a transfer to a subsidiary. . .