WELCOME BACK

We have a busy start to the year with several EBAs being negotiated (Optus, NBN, TZV Support). We have several Court matters on foot where we are seeking that the employer comply with the law (Optus, NBN, Nokia) and the Telstra classification case to finish. We also have the TZV appeal against our win in the Mentoring case. And then there are numerous member matters which are usually confidential. And just to keep us awake at night, we are involved in policy matters affecting your future.
We wish to invite delegates from the job to assist us. Do you wish to step up and literally expand your knowledge of the industrial systems and practices? Email us. We will also employ a new industrial officer this is a priority matter.
We look forward to it. Dan, John, Ken, Theresa and Alexia.

NEW EMAIL ADDRESSES

Please note my email address ddwyer@cwu.asn.au. Please delete any other CWU addresses. Our Office address is now office@cwu.asn.au Our web page is www.cwu.asn.au

TZV OPS EBA APPROVED

On 8 January the FWC approved the TZV Operations EBA. The immediate changes will include:
- A sign on bonus of $5,553
- A pay increase of 3%.
- Increases in Allowances
- Back pay of the 3% pay increase to 3 April 2024 (about 9 month's pay)
- A 3% pay increase on 3 April 2025 (less than 3 months from now)
- A new classification structure offering other increases
There is some work to be done to resolve translation to the new structure, and to implement other features in the EBA. We will be involved in that process.

TZV FACEBOOK

We have a closed group of several hundred members on Facebook. Join yourself and if already joined, invite other staff to join the group. The group name is Triple Zero Victoria CEPU/CWU Members.

NBN EBA PAY OFFER

We met with NBN on Thursday for the first bargaining session of 2025, for a new NBN Enterprise Agreement (EBA). As anticipated late last year, we were eager to receive NBN's pay proposal before moving forward with discussions. NBN presented its wage offer for the new agreement as follows:
- 4% wage increase from 1 July 2025
- 4% wage increase from 1 July 2026
- 3.4% wage increase from 1 July 2027
NBN justified its offer by referencing the current economic climate, asserting that they believe it is appropriate, competitive, and aligned with wage increases seen in both the private and public sectors across Australia. NBN highlighted that there would be no reduction in current terms and conditions under the new EBA. They highlighted the legislated 0.5% superannuation increase set for 1 July 2025 (raising the Superannuation Guarantee to 12%).
We advised that the offer fell short and would not be accepted by the membership, and does not account for the persistently elevated high cost of living. Additionally, several claims put forward on behalf of members have been dismissed by NBN, further highlighting the inadequacies of this offer.
Your comments welcome.

NBN SOD/EOD CASE

The case is set down for conciliation after filings, on 31 March 2025. The Court will have a Compliance check on 17 March 2025.

OPTUS SHIFT HANDOVER CASE

The matter is set for conciliation on 4 February 2025.

TELSTRA OPTICAL FIBRE CASE

We have agreed on the compensation to be paid to our member. There is a short hearing planned to determine the penalty that Telstra will pay.

NOKIA MONTHLY PAY CASE

The Court has listed for a Compliance check on 3 February 2025. Conciliation has not yet been set.

TZV FEDERAL CT APPEAL - MENTORING

The Appeal by TZV is listed in the Federal Court on 21 March 2025.

OPTUS EBA

Negotiations for a new Optus EBA continued this week with little to report at this stage.

NEW YEAR, NEW POWERS TO TACKLE WAGE THEFT - ACTU

Employers can face jail time or fines of up to $7.85 million under new laws criminalising wage theft that come into operation this year, after a long union campaign. More than one million Australian workers experience wage theft by being paid below the national minimum wage or the lowest junior or casual rates in the awards system.
This includes one in three casual workers or 875,000 casual employees who are mostly working in the retail and hospitality sectors and 538,200 permanent workers, according to ACTU analysis of ABS data.
Now, an employer will now commit a criminal offence if they deliberately underpay their staff. A company can face fines of up to $7.85 million, or three times the amount of the underpayment, whichever is greater. An individual can face up to ten years in prison, and fines of up to $1.56 million, or three times the amount of the underpayment, whichever is greater.
Civil penalties for wage underpayments will also increase today by as much as 25 times for larger companies engaged in serious contraventions that could now be fined up to $4.95 million. Overall estimates of the extent of wage theft vary widely given that it is a practice deliberately hidden by employers. Audits by the Fair Work Ombudsman estimate the figure is between $850 million to $1.55 billion in stolen wages each year.
Superannuation theft is also estimated to cost 2.8 million Australian workers $5.1 billion a year and nearly $41.6 billion over the last nine years, according to the Super Members Council.
The new laws, introduced in the Closing Loopholes legislation in late 2023 are a direct response to widespread cases of wage theft that in many industries have become a standard business model.
Other measures to combat wage theft introduced by the Albanese Government include making it much easier for workers to access small claims tribunals to pursue wage underpayments and the upcoming pay day super reforms.
Peter Dutton and the Coalition have voted against all changes to combat wage theft.