ATTEN NOKIA MEMBERS ONLY

For a reason unknown at the moment, emails to me at ddwyer@cwu.asn.au are being blocked. Use this email temporarily dldwyer111@gmail.com. If you have been sending emails to me, they have not been received.

NOKIA MONTHLY PAY DISPUTE

The dispute is over the change from fortnightly pay to monthly pay. It was conciliated before the Fair Work Commission on Friday. A possible solution has been suggested and we are testing that with members in the next few days. The proposal is confidential at this stage, but I can discuss it one on one with members. Phone me on 0424 942 878 to discuss.

TZV UNIFORMS

We have notified the Fair Work Commission of a dispute over the proposed direction that staff must wear uniforms on weekends. The practice for many years (about 30 years) has been that uniforms are optional on weekends. No explanation has been given for the change. We can expect a conciliation hearing in the FWC in the next 2 weeks.

TZV EBA

We know it is frustrating but there is little news yet. The EBA has been with the Government for costing. Once the Government has cleared it, then there are 3 more important steps. See below. We have little influence over the Government process and it appears that TZV has little also. The Government officials monitored the negotiations and should have just ticked the EBA. The first and second steps are controlled by TZV. The FWC gets the final say.

TZV EBA - MORE STEPS

Once cleared by Government 3 major steps:
First there is an exposure period for the EBA to be explained by TZV and considered by you. This must by law be at least one week, but may take 2 weeks.
Secondly, there is a ballot of all workers covered by the Agreement. This may be electronic and will take more than a week so that all workers have an opportunity to vote.
Thirdly, if the ballot is YES, then it is lodged in the Fair Work Commission to be approved. In a recent report I noticed that the average time for approval is 5 weeks. Complex EBAs take longer and the TZV EBA is complex.
Now add that up 2 weeks for exposure, 2 weeks for ballot and 5 weeks for FWA - 9 weeks minimum.
Thus our estimate is that the back pay and bonus will not be available until early December at the earliest. Any further delay by the Government will only push it further back.

TZV REDUNDANCIES - SUPPORT

TZV has advised of a number of restructures across the support workers. We have had a number of inquiries from members re the meaning of the redundancy policy. We have approached TZV seeking a meeting to resolve some differences. We hope to report a clear statement of your rights when redundancies arise. Questions include whether job swaps will be encouraged, whether salary maintenance is indefinite etc.

OPTUS SHIFT PENALTIES AND OVERTIME

We reported earlier that we have filed our claim in the Court seeking payment of shift penalties and overtime. The claim is based on the requirement to work (unpaid) shift handovers. There are nominally 15 minutes. Directions have been issued to file evidence and submissions. The matter is listed for further directions on 19 November 2024.

OUR SURVEY

NSW members this week received a very short survey designed to update our records. Often members have not informed us of a changed email, mobile phone number or even employer and have not informed us. We ask that you identify your salary band as lower paid members pay less fees. Please complete the survey to assist us.

TELSTRA SUPER MERGER

The Boards of TelstraSuper and Equip Super have entered into a non-binding memorandum of understanding to explore a 'merger of equals'. This means that any merger that proceeds will take the best of both funds to create an even better fund not a 'takeover' on any side. The proposed merger with Equip Super will create a fund with more than $60bn in funds under management and 225,000 members. A range of information has been made available for fund members and can be accessed at https://www.telstrasuper.com.au/merger.