VALE PAUL LIGHTFOOT

A memorial will be held next Friday. Details from our office.

REMINDER - NBN VIP MEETING MONDAY: - TRAVEL TIME DISPUTE

As members are aware, the Union has initiated legal action against NBN Co regarding the ongoing dispute about travel undertaken during paid time. Conciliation for this matter has now commenced. During the early stages of discussion, NBN Co has presented an offer in an attempt to resolve the issue prior to the scheduled hearing.
We have arranged a Zoom meeting for affected CWU members working across NBN's field workforce, in order to outline the proposal and discuss the options available moving forward.
Date: Monday, 23 March Time: 6:00pm (AEDT)
All affected members are strongly encouraged to attend so you can be fully informed before any decisions are made.

REMINDER - TZV SUPPORT EBA MEETING MONDAY DETAILS RELEASED

TZV has now released the proposed new structure for Support staff. A Zoom hookup is set to discuss the proposal. Please circulate to Support members.
Date: Monday, 23 March Time: 4:00pm (AEDT)

TZV SUPPORT EBA DETAILS RELEASED

TZV proposed a new banded structure. There will be many questions. There are 6 bands. Each Band has 3 Value Ranges. Each Value Range has 3 progression points. So each band has 9 pay points. The salaries for each year increase by 3% across all bands and pay points.
After translation, no one will be worse off in terms of salary. And once a pay point is reached, it cannot be reduced (ie it is a ratchet point.)
To obtain the proposal, simply email us at office@cwu.asn.au and ask for the TZV papers.

BARGAINING AT TPG: HAVE YOUR SAY

As members may be aware, bargaining for a new Enterprise Agreement (EA) with TPG will commence shortly.
As always, the CWU will be representing members' interests at the negotiating table - but before we go in, we want to hear from you. To ensure our log of claims reflects the real priorities of our members employed across TPG, we've developed a short online survey to collect your feedback.
Your feedback will help us identify the issues that matter most - whether it's pay, job security, workloads, staffing levels, rostering, or anything else affecting your day to day work.
Have your say It is your views that matter most.
Please take a few minutes to complete the survey and tell us what is most important to you and your families in this round of bargaining. The survey is now open and will close 30 March 2026.
Click here to begin the survey.
All responses are confidential. The information you provide will directly shape the claims we put forward to TPG on your behalf.
This is your EA - make sure your voice is heard.

BARGAINING AT OPTUS RETAIL: HAVE YOUR SAY

As members may be aware, bargaining for a new Enterprise Agreement (EA) with Optus Retail will commence shortly.
As always, the CWU will be representing members' interests at the negotiating table - but before we go in, we want to hear from you. To ensure our log of claims reflects the real priorities of our members employed across Optus Retail, we've developed a short online survey to collect your feedback.
Your feedback will help us identify the issues that matter most - whether it's pay, job security, workloads, staffing levels, rostering, or anything else affecting your day to day work.
Have your say It is your views that matter most.
Please take a few minutes to complete the survey and tell us what is most important to you and your families in this round of bargaining. The survey is now open and will close 30 March 2026.
Click here to begin the survey.
All responses are confidential. The information you provide will directly shape the claims we put forward to Optus on your behalf. This is your EA - make sure your voice is heard.

OPTUS PERFORMANCE REVIEWS

Our Technical members have received information that Optus is enforcing Performance Development Reviews based on the Bell Curve principles. We have written to Optus as follows:

We are writing on behalf of technical members at Belrose.
A large number of members are expressing concerns that Optus intends to adopt performance assessments based on the classic "bell curve". This is an artificial approach, despised by most managers who are tasked to rate staff based on numbers, not merit.
A feature of the bell curve is the requirement to strictly select staff below the line (not meeting expectations) to offset the cost of paying additional money to staff above the line (exceeding expectations).
The "bell curve" approach is fundamentally flawed as it simply presumes that a group cannot have all staff meeting expectations.
The performance rating is very significant as it impacts salary and employment security. If unfairly applied, this gives rise to a significant breach of the worker's rights.
Given the significant concern of our members, we seek a meeting to discuss the matter.