TZV CONTROL ROOM PROTOCOLS CASUAL CLOTHING

The new version of the TZV Control Room Protocols has been released by TZV. We note that it does not even mention casual clothes even though they told the FWC differently. We are awaiting the decision of the FWC on the matter. We argued that the EBA should be read as allowing casual clothes on weekends as it has been he case for about 30 years.
Pending the outcome of the FWC hearing, there is no change to the current casual clothes on weekends situation.

TZV SUPPORT EBA CLASSIFICATION STRUCTURE

TZV advised that the structure was with the acting CEO and has been approved. It has now gone to Government (this last week) for costing and approval. TZV has refused to discuss the proposed structure prior to Government approval. We do not know how long the matter will be with Government.

TZV SUPPORT EBA PERSONAL LEAVE

In almost every EBA Log of Claims, we find a claim that unused sick leave be paid out at termination of employment. There are various arguments for and against the proposal. Obviously, it would be costly. Some of the arguments raised are flawed. Notwithstanding, TZV has rejected the claim in the Support EBA negotiations.

TELSTRA SOD EOD DISPUTE

The CWU is aware of what is believed to be a serious shift in Telstra's application of Section 11 of the EBA, which specifies log-on/log-off arrangements for field-based workers and, in particular, the provision allowing for 'up to 30 minutes of unpaid travel to and from home' in defined circumstances.
It appears that Telstra is deducting up to one hour of pay per day when field workers are travelling while working away from home, on Travel Allowance. CWU has demanded an explanation from Telstra about what we say is a misinterpretation of Section 11 more broadly, but has received evasive, inconsistent or incomplete responses from the telco.
It appears that Telstra's new and expanded construction of Section 11 one that departs significantly from past practice and from the ordinary meaning of the clause. This includes Telstra treating any location a worker sleeps at as their "home" for the purpose of applying the unpaid travel element of Section 11. It is our firmly held view that this approach is not supported by the EBA and will have financial consequences for affected members.
Members claim that new advice had been given to them by their team leaders that if they receive a Ticket of Work the day prior, or when logging on in the morning, Telstra will apply the up-to-30-minute unpaid travel each way regardless of the nature of the work, the location, or whether a worker is on TA, on call, or performing overtime. The timing of this advice, given the CWU's recent representations on the matter, further points to a shift in Telstra's interpretation of this longstanding clause.
Based on the information available, your Union believes these interpretations are inaccurate and have resulted in some members not being paid for time they were contractually and legally entitled to be paid for. As a result, we have called on Telstra to acknowledge the misapplication of section 11 and commit to an immediate remediation plan to identify and correct any underpayments.
Should Telstra refuse this reasonable request, we will avail of any and/or all options available to enforce the terms of your EBA and hold Telstra to account to prevent them from unlawfully withholding members' entitlements.

TELSTRA SOD EOD DISPUTE SCENARIOS

We have received various reports of Telstra deducting one hour of work each day, based on the EBA clauses referred to above. There are several scenarios which we believe are being applied unlawfully. These seem to include: