TZV CEO APPLY NOW

As TZV make a number of skilled employees redundant, they are looking for a new CEO presumably someone from outside with no direct experience in TZV operations. The Careers Vic web site has these details:
Chief Executive Officer - Triple Zero Victoria - Applications close Wednesday 22 October 2025 at 11.59pm - Work Type: Fixed-term - Full-time - Salary: $347,109 - $497,709
Given this week's outage and publicity, who would want this job?

TZV UNIFORMS ON WEEK-ENDS

TZV is attempting to force staff to wear uniforms on weekends. We have disputed the matter since it began. Conciliation failed. The matter is set down for a hearing on Wednesday 29 October in the Fair Work Commission before Commissioner Mirabella. TZV is represented by external lawyers. TZV have 2 witnesses

TZV SUPPORT EBA

We met again this week and discussed a number of the non-controversial clauses. While some progress is being made, the big issue is the new structure. TZV had no news on the release date of their proposal. It is currently with the Vic Government for costing and approval. We meet every 2 weeks negotiating the clauses.

NBN START OF DAY CASE

The Court has now set a date for the hearing of the case 9-10 April 2026 in Sydney. Before the hearing, there are a number of matters to deal with, including preparation of witness statements and Exhibits.

NBN CLASSIFICATION REVIEW

As part of the commitments secured during the most recent round of negotiations, NBN Co committed to a review of the classification bands outlined within the Agreement. This review is to include a focus on career progression, ensuring that CWU members have access to clear, fair and achievable pathways for advancement.
CWU will be advocating for a structure that recognises the evolving nature of roles, the increasing complexity of work, and the need for transparent criteria that support professional development. This is a key opportunity to address concerns around stagnation, role clarity and recognition of skills and experience.
We will be consulting with members to ensure it is your well-informed views that shape our negotiating position and, therefore, the outcomes of this review. If you've experienced barriers to progression or inconsistencies in classification, we want to hear from you.

NBN REST PERIODS AFTER OVERTIME

Under the existing provisions in the EBA, employees who work less than three hours of non-continuous overtime are excluded from the entitlement to a 10-hour rest break before resuming ordinary duties. We have made it clear that this exclusion is unreasonable and inconsistent with what are sound health and safety principles.
The risk of fatigue and its impact on wellbeing and safety does not depend solely on the number of hours worked. Whether an employee works three or four hours of overtime, the physical and mental strain can be significant without a proper rest period before recommencing ordinary duty.
In these discussions, we are seeking an amendment to ensure that the minimum rest period is extended to all members engaging in all overtime, regardless of the duration. We feel this change is essential to protect our members from fatigue-related risks and are looking forward to working towards a practical, fair, consistent and safety-focused resolution to this strongly felt matter.
We will keep members informed as discussions on both these important matters progress. In the meantime, members who are interested in being part of the consultation process are encouraged to reach out to their State Branch Official to get involved.
Your feedback and participation will be vital to ensuring these reviews deliver meaningful improvements for all members at NBN Co. Together, we can ensure that the outcomes reflect the realities of your work and uphold the standards of fairness, safety and respect that our members deserve.

AUS POST REVIEW OF CLASSIFICATION STANDARDS

We are involved in disputes over the current classification standards in Aus Post. As a result, our union has written to Post as follows: We will advise of the response.

The CWU writes to formally request the commencement of a review into the National Classification Standards (work level standards) for the Postal Technical Stream.
The current Work level standards for these roles have not been reviewed for a significant period and no longer accurately reflect the nature of the work being performed, nor the ongoing evolution of roles, responsibilities, and technological change within the technical streams. This has resulted in a growing disconnect between the classification standards and the actual duties undertaken by employees.
To ensure the classification framework remains fair, contemporary and consistent with the principles of the enterprise agreement we seek to initiate a structured review process.
Accordingly, we request a meeting at the earliest opportunity to formally outline and agree on.
1. The scope and objectives of the review.
2. The participants and representatives involved; and
3. The timeframes and milestones for completion.
We believe this review is both necessary and timely to ensure the classification standards accurately recognise the skills, responsibilities, and contributions of employees within the technical streams.

TELSTRA OPTICAL FIBRE CLAIM CFW5

Telstra has responded to our letter (see last week's Bulletin). Their response indicates that there is no prospect of resolution of the claim under the current Job Descriptions. We will now make specific claims for each of our members. You can expect an email this week confirming your current situation and approval. The Telstra response stated:

First, Telstra has previously outlined our position in relation to the Magistrate Court proceeding, namely that we respect her Honour's decision, which applied to an individual employee's duties, tasks and accountabilities, and the Telstra EA Core Job Descriptions (CJDs). We have complied with all orders and our objective is to continue to advance her Honour's guidance that Telstra and the CWU should seek to modernise the CJDs to address the complex interpretation issues that faced the Court.
As previously stated, as a matter of law it is the current CJDs that are the basis for classifying Workstream roles at Telstra. Where classification concerns arise, they will be assessed on their individual merits against the current CJDs, in accordance with the EA. Our objective remains to apply the current EA arrangements fairly and appropriately, though it is complicated for both Telstra (and the CWU) to interpret CJDs drafted in the 1990s.
To reiterate, her Honour emphasised that the exercise in determining the correct classification in the proceeding was far from straightforward and the Court noted the importance of updating and agreeing on new CJDs. We will continue to seek to progress the CJD review, including discussions about optical fibre as part of the CJD review, though we understand that the CWU is currently of the view that these talks relating to fibre work are at an impasse. If this remains the CWU's view, it is a matter that we will need to seek to return to in future negotiations, to provide certainty for our people.
In order to progress discussions constructively, we have also shared draft CJDs relating to rigging activities, which we provided to the CWU in August. We are currently waiting to receive feedback and/or alternative draft CJDs from the CWU and remain willing to continue broader discussions.

TELSTRA HFC REDUNDANCY

The long running dispute over whether HFC staff are potentially redundant will move to conciliation this Wednesday. The Fair Work Commission will conduct the conciliation.

YOUR HOURS, YOUR PAY SURVEY

Unions NSW is running a survey to understand how working hours, unpaid overtime, artificial intelligence (AI) and new workplace laws are affecting workers across Australia. A lot has changed since we last surveyed workers on these issues two years ago, including the introduction of the Right to Disconnect and stronger work health and safety responsibilities for employers.
By sharing your experiences in this short 5-minute survey, you'll help shine a light on how unpaid overtime impacts work and personal life. Your insights will guide union campaigns for fairer hours and pay, stronger enforcement of workplace laws and better protections for all workers.
All participants can go in the draw to win a $200 Visa gift card. Your responses will be kept confidential, and all data or quotes will be anonymised.
Unpaid overtime is any work done outside your normal hours without pay. This includes tasks at your workplace or elsewhere - such as answering emails or calls, attending meetings, completing training, or taking work home.
Please answer the questions with reference to the job you have spent the most hours working in over the last two years.
Your Hours, Your Pay Survey