CWU News - Communications Union

TECHNICAL AND SERVICES BRANCH WEEKLY BULLETIN 2025

Number 25 6 July 2025

TZV EDIS RESTRUCTURE

We received advice this week of a major restructure within EDIS. TZV stated:

Please be advised that the ED ECIS, Jacinta Thomson is meeting with her staff and taking them through her proposed restructure for the department. I will send you a copy of the CIS and the Employee Presentation after 3pm today and invite you both to set up a meeting next week to discuss with Jacinta, Ross and myself. There is significant job loss but there are also a number of new positions and current vacancies in the proposed structure. We remain committed to mitigating job loss where it is practicable to do so.

TZV EDIS NEXT STEPS

We received a power point presentation which much detail. We are meeting with TZV on Wednesday at 1pm to discuss the proposals. It is clear that the proposals span various work areas. We will need assistance addressing the matter. If any member wishes to participate or contribute to our response, please contact John Ellery on 0419 823 580

OPTUS TO SELL STAN SPORT

We have been advised as follows:

Optus has accepted an offer from Stan Sport who will obtain the rights to the Premier League from August 2025. It will begin broadcasting the Premier League in time for season kick off on Saturday 16 August. When this sale takes place, we'll bring the Optus Sport division to a close. As a result, we have identified roles across Optus as no longer required and therefore proposed to be made redundant. Overall, there are 100 roles affected which span across New South Wales (96) and Victoria (4).

Members, please contact us if you have concerns.

CFW JOB DESCRIPTION REVIEW

CWU remains engaged in the CFW Job Description (CJD) review in line with its original, agreed purpose: to modernise outdated language and update references to evolving technologies not to reclassify or devalue the work our members perform.
Unfortunately, Telstra's current approach raises serious concerns. Rather than honouring the intent of the review, the company appears to be using the process to retrospectively legitimise existing under-classifications and downgrade highly skilled fibre-optic work.

The Core Issue: Classification of Fibre Work
Our position is clear and grounded in fact and in law:
The current CFW 4 CJDs limit fibre responsibilities to jointing and splicing within the Customer Access Network (CAN).
Broader duties such as installation, fault-finding, testing, maintenance, and repair all fall squarely under higher classifications.
This is supported by:

The clear language of the current CJDs;

The experience and knowledge of long-serving technicians who understand the scope difference;

The Jayawardana v Telstra decision, which affirms that CFW 4 duties are limited to hauling, jointing, and splicing on the CAN.
We recognise that many members are already performing this broader fibre work while classified (and paid) as CFW 4s and this is precisely the issue Telstra is now trying to obscure.
Instead of acknowledging and addressing this widespread under-classification, Telstra's proposed new CJD seeks to redefine this higher-level work as falling within the CFW 4 scope effectively cementing years of underpayment and undervaluation.
Your Union will not accept this.
Telstra's position, which is unsupported and unjustifiable:

Expands the CFW4 classification to include the full spectrum of fibre duties including those long understood as CFW 5 and above.

Despite repeated requests, Telstra has failed to provide any credible evidence or industrial rationale to support its position.
The company has:

Blamed the Union for delays while avoiding meaningful engagement;

Failed to identify any supporting language in the current CJDs or in the Jayawardana ruling;

Refused to offer a clear explanation, while falsely claiming the matter is settled;

Relied on vague phrases like "prescribed diagnostics and programming of services" and later admitted these have no direct connection to fibre cabling.
After numerous attempts by the Union to clarify and test Telstra's assertions, it is now clear that the company has no factual, industrial, or legal foundation for its position. Its approach appears solely aimed at entrenching under-classification and cost-cutting at workers' expense.
If accepted, Telstra's proposal would:

Downgrade highly skilled fibre work;

Legitimate historical underpayments;

Blur classification boundaries through deliberate ambiguity.
We see no evidence of good faith in Telstra's conduct throughout this process.

Next Steps
While we remain at the table, we do so with serious reservations about Telstra's willingness to engage honestly and respectfully.
In the meantime, your Union will continue to:

Advance under-classification claims, including through legal channels where necessary;

Meticulously document Telstra's conduct throughout this process; and

Support members performing higher duties without the proper classification or pay.
We remain open to continued engagement but only if Telstra demonstrates a fundamental change in approach, anchored in transparency, fairness, and respect for the purpose of the review.
We will not allow skilled work to be devalued under the guise of "modernisation."
Your work has value, and your Union will continue to protect it.

OPTUS EPA MINIMUM RATES OF PAY

Optus has provided the minimum rates of pay applicable under the Optus EPA 2025 effective 1 July 2025:

Grade	Effective 1 July 2025
	Minimum Rate
G14	126,770
G13	109,864
G12	98,804
G11	85,348
G10	73,759
G9	67,426
G8	62,362
G7	55,765
G6	50,235

OPTUS RETAIL AGREEMENT 2023 MINIMUM RATES OF PAY

This sets out the new minimum rates of pay and allowances under the Optus Retail Agreement 2023 (Agreement) for July 2025.
Increases to minimum pay rates
In accordance with clause 13.1 of the Agreement, the minimum base salary set out in clause 11.1 are to be increased by the March 2024/25 CPI rate (2.4%).
The new minimum pay rates effective from the first full pay period on or after 1 July 2025 (i.e. 1 July 2025) will be as follows.
Job Classification

Minimum rates			Base Salary (per annum) Hourly rate
Retail Consultant 			$55,022 		$27.85
Specialist Retail Consultant 
including but not limited to:
 Concierge
 Business Consultant			$59,809 		$30.27
Assistant Store Manager 		$64,483 		$32.64
Store Managers
Store Manager 1 			$84,078
Store Manager 2 			$91,889
Store Manager 3 			$100,036

Allowances
Agreement clause 	Type of allowance 		Rate
16.1 	Higher duties (Retail Consultant performing duties
of Specialist Retail Consultant) 			$2.42 per hour
17.1 	First Aid allowance 				$13.89 per week
17.2	Meal allowance  Overtime of more than 1 hour
without 24 hours' notice or a meal being provided.	$23.59 per occasion
17.2 	Further meal allowance  Overtime exceeds 4
hours 							$21.39 per occasion
17.7 	Broken Hill allowance 				$1.20 per hour
22 	Laundry allowance				$6.25 per week (full-time)
$1.25 per shift (part-time or casual)
Sch 2, 	clause 4.2 (a) and 5.2
(a) SM Excess Hours Loading 				$2.00 per hour
Sch 2, 	clause4.2 (b) and 5.2(b)
SM Overtime Payment (Mon  Sun) 				$59.40 per hour
SM Overtime Payment (Public Holiday) 			$74.25 per hour

CONTACT US - FOR HELP
0428 942 878 ddwyer@cwu.asn.au Dan Dwyer
Secretary/Lawyer - industrial matters & advice

CONTACT US - ADMINISTRATION
03 9663 6815 office@cwu.asn.au Administrative
eg payments, applications (Open 8am-4pm MTWT)

Authorised by Dan Dwyer Secretary - CWU Telecommunications & Services Branches. - Home Page

	Weekly Bulletin