TZV SUPPORT EBA - TZV RESPONSE TO OUR NEW CLAIMS

Last week we advised of 5 new claims because of TZV delays. TZV have responded as follows:

I acknowledge your email that was sent to Nicole yesterday.
I confirm that we are yet to share any proposed classification structure with any government department. An undertaking of this size can be a drawn-out process as we seek to review the best models and cost impacts. We are therefore taking the necessary time to ensure that anything we propose for negotiation is supported more broadly.
Since the Union and the IBRs raised this possibility in their respective logs of claim, the team have been seeking to work with TZVs existing system and design a model that will allow for both progression within the bands whilst reducing the discrepancy and overlap that exists between bands.
The current structure is a hybrid structure of both a Mercer point scoring system and an inherited banded structure. So, the team have been trying to develop and evaluate different models that will facilitate progression and reduce inequality whilst at the same time, seek to land on a model that is not cost prohibitive given TZV is in a state of budget repair like other public sector entities. Noting this item will not be funded by the Government.
If we can develop a classification structure that provides for progression, it will be on the following basis:
1. No one will be worse off financially
2. Any progression ability due to a new structure will be in addition to the assumed 3 % pay increase
3. Any Employee whose salary is grand-parented will receive the assumed 3% annual increase
I am unable to confirm the timing of the first increase at this stage. As previously discussed with you and the negotiating team, it will depend on how quickly post agreement certification is reached. We are seeking to send a costed classification proposal to government in the next few weeks and then subject to their endorsement, we will proceed to negotiate same with the Union and IBRs.
We do not intend to table something that is not government endorsed nor any proposal that cannot be funded. Hence the time required at this front end to ensure we can proceed in good faith and deliver a genuine benefit to our employees.

TELSTRA FLEXIBILITY AND WFH

Telstra has announced updates to its 'Flexibility at Telstra' policy and provided new Hybrid FAQs as part of its Connected Future 30 strategy. The company says these changes are not about mandating office attendance but are aimed at improving connection and belonging, based on engagement survey data.

Some Key Points from Telstra
No KPIs or performance measures linked to office attendance.
The updated policy introduces clearer definitions for: Hybrid: employees who spend regular time in the office each month. Remote: employees who work from outside a Telstra office most or all of the time. On-Site Essential: roles requiring physical presence at a defined location.
Managers and employees will agree on arrangements that balance flexibility with opportunities for in-person connection.

TELSTRA HFC DISPUTE TO BE ARBITRATED

The dispute over whether HFC staff were redundant could not be resolved and has now been set down for hearing in the FWC. We argue that with the transfer of HFC work to NBN, Telstra HFC workers were redundant and entitled to the benefits of the redundancy. Telstra argues that they can simply move staff to another job. The hearing is set for 18-19 February 2016.

TELSTRA TRIPLE ZERO DISMISSAL

We have a dismissal in Sydney involving a termination because of a misdirected call. We have filed an unfair dismissal in the Fair Work Commission and will support our member to the fullest. We believe that E000 agents are grossly over monitored, and the standards set are excessively harsh and unreasonable.