TECHNICAL AND SERVICES BRANCH WEEKLY BULLETIN 2025
Number
20
12 July 2026
TZV SUPPORT EBA
Negotiations will resume this week as last week's meeting was deferred TZV were not ready. TZV is seeking Vic Government approvals.
BAI REFUSES TO DELIVER JULY WAGE RISE AS BARGAINING CONTINUES
The CWU bargaining team has now participated in four bargaining meetings with BAI and has formally presented all Union claims. Throughout these discussions, your bargaining representatives have provided extensive evidence, member feedback, workplace examples, and supporting data to justify the improvements we have sought to your pay and conditions.
Despite this, BAI has yet to provide detailed responses to any of the Union's claims.
Most concerningly, at the latest bargaining meeting, BAI advised it will not honour its longstanding practice of applying an annual wage increase of CPI + 1% from July this year. Given the custom, we believe this decision is unacceptable and we have formally called on the company to reconsider its position. While BAI has confirmed that any eventual wage increase will be back-paid, workers should not have to wait for an increase while the cost of living continues to rise.
BAI EBA NEGOTIATIONS
The bargaining team is pursuing real improvements in the areas members told us were priorities:
Greater fairness and transparency in the operation of the Hours Bank.
Improved Saturday penalty rates.
Better recognition and remuneration for Team Leaders.
Fair, transparent and accessible career progression pathways.
Improved overnight allowances.
Increased vehicle allowances.
Enhanced annual leave provisions.
With all Union claims now formally before the company, the next phase of bargaining will focus on securing detailed responses from BAI and pushing negotiations forward.
Importantly, the strongest bargaining outcomes are won when members stand together. BAI needs to see a united workforce demanding fair wages, fair conditions, and fair treatment. Every improvement won in bargaining comes from the collective strength of members supporting their Union.
The CWU remains committed to fighting for better pay, stronger conditions, improved allowances, and genuine career opportunities for all members at BAI.
If you are not yet a member of the CWU, there has been no better time than now to join. Together, we are stronger.
OPTUS RETAIL EA - MEMBERS TO VOTE
Members will soon be asked to vote on the proposed Optus Retail Enterprise Agreement (EA). It's important that members have access to accurate information to make an informed decision when casting their vote. Below is a summary of some of the key provisions, both maintained and improved, in the proposed EA.
Have Your Say Vote. Every eligible employee has the right to vote on the proposed agreement.
The ballot will open on 23 July, and members will be able to cast their vote before the ballot closes on 28 July.
If you have questions about the proposed agreement or would like further information, please contact your State Branch Official for assistance.
Your vote is important, and we encourage all members to participate in the ballot.
OPTUS RETAIL EBA KEY PROVISIONS
Pay and Remuneration
Minimum base salaries set for each classification level.
Annual wage increases linked to the Consumer Price Index (CPI) for the next three years.
For 2026, a 4.7% increase will be paid, based on the Annual Wage Review outcome, which is slightly higher than CPI.
This increase is payable from 1 July 2026 and is already incorporated into the wage rates contained in the proposed agreement.
An incentive plan for permanent full-time and part-time employees, with an on-target incentive opportunity of 15% of base salary.
First aid, meal, travel and laundry allowances, with rates indexed in line with the relevant Award.
Employment Types and Flexibility
Clear provisions covering full-time, part-time and casual employment.
Pathways for eligible casual employees to convert to permanent employment.
Opportunities for part-time employees to vary their guaranteed hours and availability by mutual agreement.
The ability for additional hours to be offered and accepted at ordinary rates within an employee's agreed availability.
Working Hours and Overtime
Defined spans of ordinary hours and maximum daily working hour limits, including up to 11 ordinary hours on one day per week.
Penalty rates for permanent employees:
125% for evening and Saturday work
150% for Sunday work
225% for public holiday work
Overtime rates for hours worked beyond ordinary hours or agreed limits.
Leave Benefits
4 weeks annual leave (pro rata for part-time), with options to purchase additional leave or cash out annual leave.
Up to 16 weeks paid carer-neutral parental leave (up from 14), with the balance of up to 52 weeks available as unpaid leave.
An increase to Connected Days from one to two days per calendar year.
New emergency services leave.
Continued access to four weeks of paid gender affirmation leave.
Bereavement and compassionate leave provisions.
Improved blood donation leave, increasing from two to four hours per occasion, with a maximum of 16 hours/year (up from 8 hours).
20 days paid domestic and family violence leave, increased from 10 days.
New 20 days Defence Reserve leave.
New natural disaster leave for employees affected by a natural disaster or declared state emergency.
Consultation Rights
The proposed EA includes consultation provisions requiring employees to be consulted regarding:
Major workplace changes.
Changes to rosters and working arrangements.
ONE OUTAGE LOOKS LIKE AN ACCIDENT, BUT TWO
There has been a lot written and to be written about this week's Telstra Outage. Here is an extract from one contributor.
Telstra's triple-zero failure is a result of prioritising neoliberal 'competition' and reaping none of its benefits - John Quiggin - The Guardian.
Perhaps we will return to public ownership of infrastructure networks. But for now we need to consider limited steps, with a more radical solution for fragile emergency services
Another year, another telecommunications failure. In 2025, it was Optus whose network failed, leading to hundreds of triple-zero calls failing to get through. This time, it was Telstra, with similarly chaotic results. As I pointed out last time around, outcomes like this are the inevitable result of a policy framework designed to put more priority on competition than on the reliable delivery of essential services.
The failures go right back to the policy reforms of the 1990s, still viewed through rose-coloured glasses by much of the commentariat. At the start of the process, Australia had a single telephone network run by a statutory corporation (Telecom Australia) which had delivered steady reductions in cost and expansion in services over many decades. The looming challenge was the new technology of broadband fibre and cellular mobile telephony.
We could have maintained that structure and built a single high-quality network for each of these technologies. The cost savings would have been more than enough to extend coverage everywhere and provide enough resilience that no single failure could stop the system function. Competition, so much in vogue at the time, could have been provided through a common carrier model like that eventually adopted for the NBN, after a privatised Telstra failed to build broadband.
In the end, we got long-delayed and patchy networks without the benefit of competition. Telstra and Optus, the supposedly temporary duopoly established in the 1990s, still have 70% of the mobile network between them, barely changed since the turn of the century. The shift to an NBN common carrier model for broadband has produced a bit more competition but still with the duopolists having an outsized share.
Perhaps one day we will return to full public ownership of infrastructure networks, as is happening in Italy and proposed in the UK. But for the moment, we need to consider more limited steps.
The Albanese government has responded to the failure of telecommunications policies with a universal outdoor mobile obligation aimed to ensure access to basic outdoor mobile coverage (SMS and voice services) across Australia. And there have been repeated attempts to fix the problem of a triple-zero system relying on for-profit corporations. There is also the grant-based black spot program, a patchwork where a plan is needed.
All of this remains within the discredited neoliberal framework of infrastructure competition. That's fine for major cities, where there is usually a choice of three physical networks. Outside the big cities, even on major highways, the situation is far less satisfactory. We need not just a community service obligation but a national plan to expand coverage. Crucially, this must allow automatic roaming between networks, so that customers of one corporation can use an alternative where their own provider is inadequate.
A more radical solution is needed for fragile emergency services. Rather than trying to cajole the telcos into working together, we need a national essential services network (ESN) with access to all carriers and a primary focus on resilience. Essential devices would use credentials allowing automatic connection to any available mobile network. This should cover voice, SMS and some priority data. Rather than contracting with individual carriers, services such as triple zero, emergency warnings, police and hospitals would work through the ESN. Other countries such as Finland are following this route.
The world is gradually recovering from the mania for privatisation and pseudo-competitive markets that dominated the neoliberal area. But we need a more coherent response than "fix on failure". It's time to accept that essential infrastructure is too important to be left to private monopolies and duopolies, regulated or otherwise.
John Quiggin is a professor at the University of Queensland's School of Economics
CONTACT US - FOR HELP
0428 942 878 ddwyer@cwu.asn.au Dan Dwyer
Secretary/Lawyer - industrial matters & advice
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