TECHNICAL AND SERVICES BRANCH WEEKLY BULLETIN 2025
Number
23
26 July 2026
TZV SUPPORT EBA
Our discussions continue as TZV further explain and modify the proposed structure. Translation is complex as we indicated last week. While we are assured that no one will be worse of that needs to be explained. On current understandings a few staff may not move backwards but will not go forward either.
Our view is that everyone must receive the basic pay rise each year.
DRIVING AND GPS MONITORING - WEAPONIZED
We all experience inadvertent speeding incidents. Missing a change of speed sign. Travelling with the flow of (overspeed) traffic. Overtaking. Road works. While Police may overlook temporary over speed, GPS tracking does not.
You should be aware of the capability of the vehicle GPS monitoring system. Allegedly introduced for monitoring your safety, it provides long and detailed reports of your driving habits.
And the boss may use it for disciplinary reasons if it suits him/her, despite breaching their undertakings not to use it for discipline reasons. While other matters may be monitored (eye movement, hard braking, hard turning, video recording) we are just dealing with speed in this item.
Of course the bosses want you not to waste time travelling to, from and between jobs. It boosts their KPI and ultimately their bonuses. But if they want to discipline or terminate you, then your driving record may emerge.
We are not advocating that you speed. But the data being collected without your knowledge and feedback is a great concern.
Our advice must be to slow down, drive say 10km below the speed limit, not only for your safety, but also to take away the bosses option to weaponize the "safety" data against you.
GPS VEHICLE DATA
We have seen several examples of GPS "safety" monitoring being used against members. We will not identify employers. This is a collection of matters for several sources. With GPS fitted, your employer will have driving details such as:
Name, vehicle, date, time and road location.
Every instance of overspeed
The speed limit
The maximum speed reached speed is normally not constant
The average speed (appears may be over 5 seconds)
The duration of the overspeed (appears to be 5 seconds or less)
Therefore you will see recorded incidents such as:
A maximum speed of 85km/hour in a 80km/hr zone for less than 5 seconds.
Overspeed caused by a speed change for say roadworks on a 110km/hr freeway.
Or it may have been overtaking on a single lane road.
Or travelling in a line of traffic
Or just a change in speed.
Or the computer data is incorrect inaccurate map information
With members doing extensive driving, this list of minor infractions could be extensive.
CHALLENGING GPS DATA
Do not ignore accuracy. We have seen examples where the signs did not reflect the speed on the computer map. Photos confirm the error. We have seen a computer recoding a speed of 120km/hr in Sydney CBD with an impossible route. This is interesting as the speed may have been calculated between 2 GPS locations. The was no direct road between the locations. So we need to see the algorithms used to generate the data. Finally, we need to know if the vehicle devices are calibrated of simply believed as "gospel".
GPS DATA YOUR EXPERIENCE
We have previously viewed GPS data as "gospel". Our discussion above raises doubts about its accuracy and particularly when used by people who do not understand the methodology. We are revisiting our understanding. Do you have any experience with the use of GPS data against you. Please send your story by email.
GPS DATA TELSTRA POLICY
It appears that Telstra is monitoring GPS speed. In a disciplinary type document, discipline action will be taken if the following is met:
GPS speed between 5 and 20 km/hr above speed limit for more than 5 minutes
GPS speed 20 km/hr above limit (no min time)(beware a speed change from 110km/hr)
Note that this triggers disciplinary action. Other overspeed reports may be used in other disciplinary matters.
NBN SOD CASE
Last week, the hearing in your Union's Industrial Court case against NBN Co concluded after three days of evidence and submissions. As members would be aware, the case concerns whether certain activities required of field employees outside their rostered hours should be recognised as work under the Enterprise Agreement and, if so, whether employees are entitled to overtime or other payments for that time.
Your Union argued that where members are required to undertake work before or after their rostered hours, including driving NBN Co vehicles under company direction and completing mandatory pre-start tasks, those activities form part of their work and should therefore be paid in accordance with the Enterprise Agreement.
NBN Co opposed the claim, arguing that the activities in question are either part of an employee's normal commute or incidental tasks that do not constitute paid work under the Agreement. The company also contended that the relevant Enterprise Agreement provisions do not create the payment entitlements we have claimed on your behalf.
During the three-day hearing, the Court heard evidence from witnesses for both parties, considered documentary material, and received detailed legal submissions.
The hearing has now concluded and the matter has been reserved for judgment. This means the Court will now consider the evidence and legal arguments before delivering its decision. At this stage, there is no indication of when the judgment will be handed down, although it is not uncommon for decisions of this nature to take several months.
We thank all members who assisted throughout these proceedings. We sincerely appreciate the patience, support, and solidarity shown by members as the matter has progressed through the Court.
CONTACT US - FOR HELP
0428 942 878 ddwyer@cwu.asn.au Dan Dwyer
Secretary/Lawyer - industrial matters & advice
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CONTACT US - ADMINISTRATION
03 9663 6815 office@cwu.asn.au Administrative
eg payments, applications (Open 8am-4pm MTWT)
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Authorised by Dan Dwyer Secretary
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