OPTICAL FIBRE UPGRADE CLAIMS

After co-ordination with our national office we are about to send off a claim with about30 names and details. Telstra has claimed to have already done an assessment so we expect a relatively quick response. You may see local action as your team leaders and managers will no doubt be asked to provide information. Please make notes of any conversations and actions.

TZV SUPPORT EBA

Members should now be aware of the details so far released by TZV. During our member hook-up we raised some 22 questions. These are set out below, together with the TZV response. We have had further clarifying discussions and it is clear that the structure will take a considerable time to develop and implement. We may not even agree. Our discussions have moved to the point where we should develop an EBA that accommodates a later implementation of the new structure. We have considered this and while no proposal has been agreed, out position includes the following:
- A 2 - 3 year agreement
- A pay rise of at least 3% each year
- The first increase to be 1 Dec 2025 (ie back pay to 1 Dec 25)
- A sign on bonus at least equal to the Ops bonus ($5,553) but adjusted for CPI
Your thoughts are appreciated. We are currently meeting weekly and considering other clauses as well.

VERSENT REDUNDANCIES

Versant (formerly Telstra Purple) has advised of 4 redundancies across NSW and VIC. Any member should contact us if you have any concerns.

TELSTRA INTERNATIONAL REDUNDANCIES

Telstra has advised that the International Customer Success group commenced consultation with 8 Australia-based employees (and others outside Australia) about a proposed change to our delivery and assurance activities for Telstra International customers Any member should contact us if you have any concerns.

MESSAGE FROM UNION SHOPPER

As a T&S Branch member, you are also a member of Union Shopper. Here is their recent message.

What we're seeing leading into Mother's Day. Myer have just confirmed a boosted discount on their eGift Cards for the five days leading up to Mother's Day. This will give members a 7% saving on top of the significant discounts and sale prices Myer already have in place. Perfect timing for Mother's Day.
In addition, in the days leading up to and on Mother's Day itself, both Uber Eats and DoorDash have agreed to offer an 8% discount. A simple and practical way for families to spoil Mum without her having to cook or be asked to.
For members who enjoy a good night out at the movies, our friends at Village Cinemas have created a great offer: a $100 Gift Card that includes 2 x Gold Class tickets, along with $30 worth of food and beverage. Whether it's the latest blockbuster or something a little more relaxed, it's a great option for a night out.
You'll also notice some strong offers this month from The Good Guys Commercial team. They've been working closely with us to unlock highly competitive pricing across a wide range of products, particularly as members look to prepare for the cooler months ahead. They have also created a Union Shopper promotion for May, where every member who makes a purchase through The Good Guys Commercial service will automatically go into the draw to win $500 to use with them over the coming 12 months.
In Unity, Andrew Tait, Executive Officer, Union Shopper

TZV SUPPORT EBA - Q AND A

Here are some answers to the various questions raised at our member meeting. Please do not circulate.

Q1 PDR - Meet expectations v exceed expectations and stretch. The words do not align with what was discussed at the meeting. - Slide 8 states that - at the end of cycle employees will need to be assessed as having 'exceeding performance expectations; to be eligible and approved for a pay point progression. The question is - 1) Exceeded expectations is very subjective, 2) there's a subtle difference between 'eligible' and 'approved' - that might be where there's management ability to say 'yeah, you are eligible but we're not giving it'. Can we have a clear explanation?
TZV Response: The goals are set from the outset in the plan, including what constitutes the meeting of a stretch goal. The terminology 'exceeds performance expectations' relates directly to the fact there are core requirements of the role and then the stretch goal. By being assessed as meeting the stretch goal,the individual is deemed to be eligible to be considered for a discretionary increase within the value range.

Q2 "Above band" the words suggest that the salary is frozen ie no annual pay rise. Slide 13 We understood that a grandfathered person would still get annual pay increases (3%) Can you explain process?
TBA: An incumbent who is remunerated above their band, is neither eligible for pay point progressionor a lump sum payment. They remain eligible for the 3% increase in accordance with Wages Policy.

Q3 Annual lump sum payment Slide 13 what is this, how do you qualify and how much is it?
TZV Response: This is covered on slide 10 dot point 1 that provides Employees that have translated or have reached the top of their Band may be eligible for a 'top of band' performance based lump sum payment equivalent to 1.5% of their base salary.

Q4 Top of band lump sum Slide 12 - what is this, how do you qualify and how much is it?
Same question as Q3 above.

Q5 Top of Value Range lump sum Slide 12 - what is this, how do you qualify and how much is it?
Same question as Q3 above.

Q6 Will we have a specific Dispute resolution clause concerned with FWC complexity and time involved.
TZV Response: Bargaining parties have been asked to propose a solution to this, feedback to be provided 14 April 2026.

Q7 Slide 11 says 'Employees will translate to the proposed structure based on their current remuneration after the first enterprise agreement wage increase is applied (in attachment A as 3%).' So - does that mean that we're looking at year 1 for current remuneration or year 2?
TZV Response: Employees will translate across to the Year 1 column in the Classification Structure. This column specifically references remuneration within the first year period of the EA being in place.

Q8 Also on slide 11. Staff translate into the next higher pay point after the 3% is applied. Some may only get a small increase and therefore will not get the full 3% pay rise on translation.
TZV Response: The above statement is not correct. 3% is provided to all Employees in accordance with Wages Policy.

Q9 Can we see Draft EBA clauses re structure
TZV Response: This will follow the feedback stage from bargaining parties in relation to TZV's proposal.

Q10 Relabel - Year 1 to be 1 Jan 2026, thence annual on 1 Jan for following years.
TZV Response: This is subject to bargaining party negotiations and has already been raised by the CWU as their preferred. TZV are not in a position currently to agree or disagree.

Q11 What is position with Sign on bonus
TZV Response: CWU has raised their position regarding a sign on bonus, however this is yet to be negotiated between bargaining parties.

Q12 Slide? - Is it proposed to have a Union representative on the Establishment Committee
TZV Response: No. The Establishment Management Committee (EMC) is an existing internal TZV Committee comprised of senior TZV representatives and does not have Union representation. Determination of remuneration is a matter of TZV's managerial prerogative and not subject to Union decision-making.

Q13 Can the word "Band" be replaced?
TZV: Bargaining parties have been asked to present options regarding this. It has been discussed at length with various options put forward. The CWU is invited to recommend what their position is.

Q14 The advice as we understood it, was that the 1.5% bonus was only applicable to a person who was at the top of the band, and met their PDR stretch goal. Please clarify
TZV Response: Employees that have translated or reached the top of their band may be eligible for a top of band performance based lump sum payment equivalent to 1.5%. Eligibility is determined by an incumbent, who is top of band, being deemed as eligible in accordance with meeting the requirements of their PDR.

Q15 There's also no opportunity for reassessing someone at top of Band for what we've known as 'advance progression' that is - while the role may still be assessed as Band x, the person in the role is giving consistently higher value in the role and so can be awarded a personal advancement to the next Band, even if the role is still assessed at the original Band.
TZV Response: Roles are classified based on operational requirements and needs, not the performance of the individual occupying the role. As such, there is currently no provision for 'advance progression' or personal reclassification to a higher Band where the role itself remains appropriately classified at its existing Band.
Q16 Can we have a detailed explanation of the performance Reviews, including
- explanation and examples of "stretch goals"
- explanation and examples of "value based goals"
- monitoring to prevent Bell Curve application
- measures to avoid subjective decisions
TZV Nil response

Q17 Can you explain the purpose of a Value Range within a Band?
TZV Response: The Value Range within each Band recognises differences in experiences and capabilities within roles classified at the same Band. It enables appropriate differentiation in remuneration without altering the classification of the role, ensuring roles are consistently aligned to organisational needs while allowing for progression and reward within the Band.

Q18 This new structure needs to include known positions linked to Pay points and each pay point needs to have a general description for what type of types fit within this band. Managerial roles need to have minimum bands.... IE. "Lead" with 1-3 Direct Reports, Band 4, "Manager" with 3+ Direct reports, Band5, "Senior Manager" with 1 or many managers reporting to them, Band 6. How will that work be achieved?
TZV Response: The CWU are invited to put forward their proposal for consideration.

Q19 Example - Currently in a Band 3 role, with a salary range of $102,731$141,256, and my current salary is about $112,500. Under the proposed structure, likely to be placed into Band 2 (VR3 progression point 1 or 2). However, the maximum salary for Band 2 under the proposal is $117,079. While this does not leave a person worse off immediately, it does limit future earning potential. Is this correct?
TZV Response: There is currently no opportunity for performance-based progression within the Enterprise Agreement. The proposed introduction of a performance-based progression framework improves the status quo by proposing a mechanism in which Employees can achieve PDR goals and become eligible to be considered for discretionary increases (progression).

Q20 It appears that the proposed banding is based on employees' current salaries rather than the responsibilities outlined in the position description. Given some of these salaries are already below industry standard pay for the same role, this seems unfair and a way to keep us on a lower wage, rather than the ability to pay in the band deserved. Can you confirm if this is correct, and whether this is the intended approach?
TZV Response: Banding is not determined by an Employee's current salary. Roles are assessed and classified based on the responsibilities, scope and requirements outlined in the position description, aligned with organisational needs.
Once a role is appropriately classified within a Band, an Employee's current remuneration may be considered in determining their placement within the Value Range of that Band.
This ensures a structured and consistent approach to remuneration whilst supporting appropriate alignment over time. TZV has undertaken due diligence to ensure that salaries are paid at the appropriate market rate.

Q21 Finally, if my role were instead classified as Band 3 under the new agreement (with a minimum salary of $117,080), would there be an expectation to reapply for my current position? Would this change if the position description were updated to support the revised remuneration? Additionally, will TZV guarantee the same number of FTEs under the new structure?
TZV Response: This appears to be an individual case, not a collective bargaining matter.

Q22 Will the review of classifications result in another round of redundancies?
TZV Response: The review of classifications is not being undertaken for the purposes of reducing roles or initiating redundancies.