*We reserve the right to raise additional claims during the course of bargaining.

Claim
Description

1. Wage Increase
The minimum rate applicable to all roles covered by the EPA will increase over the life of the agreement by 5% per annum or CPI whichever is greater and each employee to whom the EPA applies will receive an increase to their base salary in line with the percentage increase that is attributed to the minimum rate.

2. Superannuation
Superannuation increases during the life of the agreement will be paid in addition to existing fixed remuneration and will not be set off or absorbed into fixed remuneration and will not result in a reduction in any other form of payment to the employees.

3. Allowances
Unless an alternative claim is indicated, all allowances to be increased in line with the wage increase.

4. Job security
A commitment to being a career-based organisation where ongoing fulltime direct employment is maximised and is recognised as the preferred basis of employment.

5. Direct workforce utilisation
A commitment that
Optus wages and conditions will not be undercut by the provisions of lesser wages and conditions to contract and labour hire workers.
Optus will prioritise its direct workforce wherever practicable.

6. Delegates Rights
Award clause to be inserted in the agreement

7. Right to Disconnect
Award clause to be inserted in the agreement

8. Working Hours
Employees will have access to reasonable breaks, including tea breaks.
Employees will be consulted and have control over working hours to the maximum extent possible this includes rostering and scheduling.
Warm up and cool down periods should be properly recognised for all employees as paid work.

9. Leave
There shall be no requirements or directions to employees to take Annual leave or long service leave and there will be no Optus initiated shutdowns for the life of the agreement unless additional paid leave is provided.
Remove "The terms and conditions of the Optus long service leave policy shall at all times be at the sole discretion of Optus"

10. Working From Home -
WFH Employees in roles that can be performed remotely may request a home-based work arrangement. Applications for home-based work will not be unreasonably refused. All requests will be in writing and any refusal will also be in writing and will include the reasons for the refusal.

11. Fair and effective performance management;
There shall be a fair and effective performance management system that operates transparently and that consistently supports employees by providing regular feedback with a focus on learning and development.
The enterprise agreement will reflect that performance measures must be realistic measurable and within the control of the employee.
Optus will consult annually with employees and their representatives on the performance matrix for the forthcoming year.

12. Policies
Policies which provide benefits or conditions to an employee to form part of the Agreement and be subject to the disputes resolution procedure.

16 December 2024