Patience running out with company’s stonewalling
October 2, 2008
You have told us you want a union negotiated agreement that covers all staff across the company, protects current conditions of employment, and provides fair pay and conditions for all staff including new staff and those currently on Australian Workplace Agreements.
Telstra management, however, isn’t listening. A fortnight after the ‘No’ vote which scuttled plans to introduce a flawed, non-negotiated, non-union employment contract into Wholesale and Service Advantage, HR finally advised they have turned down unions’ to return to the negotiating table and discuss an agreement which genuinely meets your needs.
Despite this strong no vote, management has been persisting with seeking expressions of interest in its non-union Part A/Part B agreement. The short answer should be ‘no thanks’ to an agreement which is intended to cut up to $37 million from Telstra’s wages bill over three years.
On the other hand, there has been a strong response to the unions’ proposal for an immediate pay rise of at least five per cent while the parties negotiate an acceptable enterprise agreement and final pay rise. A pay rise now would recognise the productivity gains hardworking Telstra staff have made.
Unions have made continual and well-documented attempts to get Telstra to negotiate in good faith. We have sought the assistance of the Australian Industrial Relations Commission, and offered Telstra many opportunities to come back to the table. Telstra HR’s very disappointing response has been to put “take it or leave it” offers to staff, and attempt every legal trick in the book to silence unions speaking on behalf of staff.
In the face of management’s refusal to negotiate, Telstra employees are left with little option except to consider industrial action. This is one of the more unfortunate aspects of Work Choices: that one party can refuse to bargain in good faith, and the absence of a strong independent umpire with proper dispute settlement powers means there is no circuit breaker. Work Choices is actually a recipe for more workplace conflict, not less. And that is another reason why legislation to abolish Work Choices cannot come too soon.
Make no mistake, if industrial action does eventuate, the responsibility for it will rest firmly in Telstra management’s camp.
Work Choices makes the taking of industrial action difficult and complicated. Each union needs to apply for a protected action ballot in which only union members on the enterprise agreement or expired AWAs can vote. A successful ballot gives members the right to take legal protected industrial action which means they can’t be sacked, dismissed or otherwise discriminated against for taking action. A successful ballot in itself also sends a strong message to management. Unions would talk to you further about when and if to actually take this step after the ballot.
Members on unexpired AWAs can’t take part in industrial action, and won’t get a vote in the ballot. However the EA is very important for your future pay and conditions, and there will be many ways you can show support for your colleagues, and we will let you know about these. Examples could be taking part in lunchtime activities; wearing a badge or sticker in support, or making donations to a fighting fund to support your fellow workers.
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What can you do?
* Let us know your thoughts about this important step
* Sign up to receive email updates as we find out more
* Share your questions and concerns with us: Telstra@actu.asn.au or call our workers’ helpline on 1300 362 223
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49 Responses to “Patience running out with company’s stonewalling”
Got something to say?
It is time for management to take a hard look at itself and see where this company is heading. Quiet frankly at the moment it seems disaster is their only plan. Alienate the Staff, the Public and Shareholders and the Government all at once. And then to reward the managers for turning the company into a disaster movie like Flying High or Qantas.
So get back to the table so we can get on with the job.
strongly supporting industrial action
Are telstra management afraid of losing face?Just what are they trying to prove?How many times do we have to say to them,go & negotiate with my bargaining agent,my union?
If industrial action is necessary to gey this message across,I’m in.
All I want is a 96% pay rise like Greg Winn got.I’m not greedy.
Come on Telstra, get real. Get your thumb from out of your backside and get back to the negotiation table with Telstras’ union. You are making far more disruptions to the workplace than is necessary with your childish ways. I feel embarrassed that my employer engages in trying to create a second rate worker out of predominately new and younger workers. We were recently shown on a “roadshow” a powerpoint presentation about the future and what it holds in an increasingly exponential world. Young people were expected to have about 30 jobs in there lifetime. NO BLOODY WONDER WHEN EMPLOYEES LIKE TELSTRA CONTRIBUTE TO THIS EXPONENTIAL MARKET. No wonder there is more uncertainty in the workplace when you are only employeed on contracts that don’t give you the conditions that have been hard fought for over the years by unions and their members, and can be terminated at any moment. Telstra and companies like Telstra are creating this uncertainty for our children. GET BACK TO THE BLOODY NEGOTIATION TABLE AND STOP BEHAVING IN THIS CHILDISH MANNER
What option do we have other than to take (or threaten to take) industrial action.
I agree. Me too
The current Senior Management team at Telstra continues to crow of their successes, their hard work, their everything, which is why all the profits gained by sacking tranches of employees is lining their pockets.
Enough of the stone-walling. Action speaks louder than words.
It appears that Industrial Action may be the only way that Telstra management will see that employees are serious about their rights to democratic representation by Unions in our EA negotiations. This what I (and maybe others)have been responding to Telstra’s communiques and offering my voice of reason. I hope that they don’t take this as a sign of weakness - We may talk softly but we carry a big stick! The timing of the Industrial Action is crucial as I am sure you are aware. We cannot wait for the changes to IR laws by the Labour Government. We definitely need a vote of confidence in the Unions to proceed with protected Industrial Action - Now!
We need the law changed, Julia Gillard must remove more of the bad aspects of Work Choices even before she sets up the new system. Justice delayed in Justice denied.
I feel like I’m in a scene from the Titanic.
Telstra’s management are continually slamming the doors on all reasonable ways forward. They are condemning workers to consider drastic measures just so we can maintain living standards. They are cutting the lifeboats and protecting their own loot.
It’s now time to let Telstra know that the only way staff will vote yes to anything is with the Union’s involvement. Let’s start by voting yes to Protected Industrial Action!
I’m not concerned about 5% now, I’d be happy to hold off for the real negotiations and take industrial action if required. I believe a minimum of 6% in the first year and a BARE minimun of 15% over 3 years. During a phone conference I overheard recently an executive level manager said “It’s not our fault the unions ripped off their people last time ” referring to the last EBA negotiations, they know they got a good deal last time - it’s our turn ! I think with CPI and the massive productivity gains Telstra has got from the few remaining employees left we deserve it.
Management tried the old Bull#%@t, Bully, Bluster and Bravado and the workforce stood their ground. So I suppose that the next thing for management to do is try the old ‘hit and hope’ process.(mind you this wasn’t in their leaked script)
This present Telstra managements ability conjures up visions like ‘birds flying into each other’ or ‘chooks running around after the heads have been cut off’.
They need to get back to the negotiating table. This is the only way for them now, time is running out for them on many fronts.
My full support for Collective Agreement & whatever it takes to avoid taking steps back in the direction of Medieval Ages !!!
The cost of living increases are biting pretty hard yet Telstra still refuses to negotiate with the Union therefore no pay rise unless the Staff accept the Telstra offer which has already been turned down. Will we end up going the way of the USA where people rely on tips & bonuses to survive??
It’s time every-one returned to the negotiating table as this present stand-off is of no use to anybody….least of all Telstra.
We need genuine pay rise not something that does not keeep pace with inflation, if industrial action needs to be taken it has to be effective not just a token.
I agree that we should be negotiating for a new EBA. Keep up the good work.
It is time the Union grew some cajones (to utter in the vernacular)and start being proactive, if it means industrial action so be it.
Let’s all take off the rose coloured glasses. Telstra have no interest in negotiating a fair agreement. We should take Industrial Action as soon as possible.
How arrogant of management to treat their staff in such a way? How stupid do they think we are? If this is what they are prepared to offer without any negotiation imagine what we can achieve through fair negotiation……. I have seen massive productivity increases in my area of the business resulting in huge cost savings and its time to pass these on rather than fattening up the pay packets of executives at the top who do very little and care even less. I would happily support any industrial action which could be very short and sharp as a result of fewer staff doing much more work, Telstra wouldn’t want their precious results effected for too long. Its time we sent them a clear message that we won’t be walked all over or treated like dogs!!
I don’t believe in calling industrial action.
People can’t afford the time out, or stigma.
I haven’t been asked what I want, and I object to selective offers throughout the company. It’s dirty
The unions should be pushing ALL EA Employees to submit interest in a ECA proposal and vote accordingly.
I know what I would vote.
Its now time to send emails to Julia Gillard demanding that the work choices law be changed so I have the right for my union to bargain on my behalf.
Julia Gillards email address is dpm@dpm.gov.au
Is it possible the yanks are still working for Telstra’s competitor’s? They’re perfectly willing to take bucketloads of cash for their own wallets, but at this crucial time in the tender process for a National Broadband Network, they get cheap on paying the staff what they rightfully deserve (not even willing to maintain cost of living!). These are the same employees they have continually credited with achieving Telstra’s goals in record times (any meaningful gratitude, Sol, for getting you your bonuses?). They thumb their nose at the Government who will award the contract (a Government who got into power by promising to abolish the very techniques Telstra are now using). They insult the Unions and walk away from negotiations on a pretext (the very people who can sway a decision in their favour). And they push their employees to the point where we feel our only choice IS to strike! How’s that doing the Corporation any good? They started a war with the regulator as soon as they walked through the door (Americans do seem to love a war. And they seem to fight them by firing in every direction hoping that some of their ammo hits the right target. Friendly fire, anyone?). I want to work for an Australian company again. Do I have to leave Telstra to do that? Recent events in the transport & emergency services areas has shown that management will let industrial action go to the wire before they back down. But is Telstra management clever enough to stop it before it starts flushing Sol’s next paycheck down the Strike Pipeline?
I am prepared to support protected industrial action
5% is not enough to keep me here with there, (saftey contious) GPS (for my saftey) and keep me employed with this mob. Stuff them. Action. Has to happen.
I truly believe that the only way for Telstra to sit up and take notice is to take industrial action in the form of a stop work.
It should not come to this but management are living in a dream world. They continually use a propaganda approach by saying “The majority of employees want an ECA, it’s up to you”.
So in reply to this I have intimated through feedback on the intranet that they should take a ballot and see how many employees are willing to go to ECAs. Majority rules.
There reply is as follows:
Mark
We are currently collating the hundreds of responses to the article and the feedback through the ! Telstra ECA box.
In terms of your question about a ballot, any vote on an ECA would be a democratic process (majority will decide whether any ECA takes effect or not).
Regards
Darren
Darren Fewster
Director - Workplace Relations & People Services
Telstra Corporation Ltd
I will give them one more chance to go back to the table, if they don’t then let us show them our determination!!!
I see industrial action as a last resort. I take what CPSU has to say with a grain of salt, but I use the whole shaker with what Telstra has to say. This is very disappointing, because they are my employer. I like to see people treated with respect, but I think Sol has brought American-style ride-roughshod-over-people approach to this company. When you kill off people’s dignity by showing them none, then you don’t get the best out of them or your company and the whole thing is counterproductive. So, do what you have to do.
Proceed to a ballot at this stage to show management our determination.
This will also help pollarise the stand of our staff on AWA’s on the best outcome for all staff.
we need to have a go i reckon the week between christmas and new year would be good if only as a sendoff for Lee .
Telstra,
STOP PLAYING THESE CHILDISH GAMES AND GET BACK TO THE NEGOTIATING TABLE!!!!!!!!!!!!!! sorry for shouting at you,
but I am feeling angry and I’m subsequently loud, I am definately union, and like a lot of other Telstra employees, I am proud.
We have to procede with the process it initiate industral action as I do not think Telstra is going to listen to us at all until we do.
this prolonged aggravation of staff and uncertainty about the future is causeing more disruption and lower enthusiasm for the company than I’ve seen in a long time.
I’m happy for Telstra to use it might to negotiate with vendors, competiors etc. But draw the line when they try to screw down their own staff.
I would like one agreement- no part A + B. I want fair payrise 5% ish would do - more better, and want it backdated to when last agreement expired. No of loss of conditions.
Happy with decicion of 5 % now,Also prepared for industrial action if time comes.Tired of working unpaid overtime due to computer issues
Every avenue has been exhausted trying to get Telstra to negotiate in good faith and staff understand that.
The only avenue open is for protected industrial action. Let’s do it before staff get worn down and demoralised.
Let’s organise committed union members and staff to leafelt other workplaces to carry that message.
Our group was told by our manager a couple of weeks ago that Telstra Management and HR had heard loud and clear in our feedback that we wanted union involvement in negotiations for a new EBA. What has happened since ?? Sounds like HR have renegged again.
Time to engage the industial action process. I am willing to donate to a fighting fund for those that are deemed the best strategically to go out on strike. This might make Management sit up and listen. We can only hope.
We must make a stand for what we have successfuly gained over the years. We must show these DICTATORS that we will not BE TOLD what to do. They must be shown that we are united and we will NEGOTIATE our terms, without us they are NOTHING.
Great comments here. Bring on some industrial action. Greg, we all feel let down by our employer we’re all working hard giving our best, achieving record performance and targets in the face of reducing staff numbers and finance cutbacks, only to have Telstra turn around and ignore us, make absolute hypocrisy of the “Telstra Values”, showing no regard for the workforce they have. If Telstra can’t see what their staff are consistently asking for maybe they aren’t the 3 Amigos but the 3 blind mice. Remember to Wipe off 5 and drive well out there.
I agree A Protected Action Ballot seems the only way to go.
It is URGENT,it is costing too much to wait any longer.
I have E-mailed Julia Gilliard 3 times. I suggest many others do the same. Polititians will take notice if enough people have a go at them. Don’t be rude but be blunt and to the point about how you feel.
I agree as well, a protected action ballot needs to take place immediately. Telstra HR are costing us money every week that we sit on our hands and do nothing, I’m sure the head of Telstra HR got her pay increase and bonus in a timely manner after re-negotiating her contract. All Union members need to be united on this front and be strong, we may hurt in the short term, however moving forward it will benefit us very greatly.
Other companies manage to provide respectiful pay rises above inflation for workers with no changes to conditions.
This is all that we ask of Telstra. Why is something so simply so hard.
I am happy to take legal industrial action. To achieve this simple outcome.
It seems to me management have no respect for thier workforce.If industrial action is the only way to gain some respect then bring it on.It is unfortunately as workers our only real power as it has always been.If Telstra wants to force our hand I am all for it.Remember United We Stand Divided well we are left with this mess we are in now.
Bring it on, united we stand divided we fall!. it is about time that we all stand up.
I agree we need to take a stand for our basic rights to have constructive negotiations with Telstra.I am sick of these CEO’S making me feel like am lucky to have a job when they are skiving millions out of the company.The productivity levels at the grass roots level have increased at least 40% for Telstra and yet we have slipped back in wages by at least 10% behind inflation.Come on Telstra where is the fair go that built this country.
I have ported my number to another carrier as I will not be a customer of Telstra while they continue to act like dictators.
Happy to hold off for 6% pay increase for the first year and greater than the minimum 4% each year there after, and take industrial action if required. My solictitor does not know my indusrty and any negotiations would likly go Telstra’s way.
Let’s leave the negotiations in the hands of the union who know our industry and with collective support can achieve a better outcome for all involved.
I’m very in Favour of a ” work-to-rule” …
rather than an outright Strike. AS :
Under their ToolBox / FMC software, which actually
Doesn’t work without Telstra Staff supporting it.
This idea would mean doing Actually what it says !!.
The Union would Have to support the massive drop in performance - though ( its members).
Action is needed whether it be a strike or a work to rule and fee for service ban for now..we need to send a message to our scum managers..
I don’t think indusrial action should be concidered yet. As Telstra don’t want to negotiate yet let’s up the anti and ask for more. It might make dealing now look a bit better. There is much more that needs addressing. A few I would include are
1. No 80 week limit and 4 weeks for every year of service for redundancy.
2. Fully subsidised remote housing for staff.
3. Driving allowance – any staff that drive more than 40,000km a year should be paid extra for this dangerous and fatiguing work.
4. Payment for unused sick leave.
Also
A public awareness campaign on how Telstra’s nit picking of workers and how employees are being forced to be fast and rough in stead of professional and through could be interesting. All about bonus pay.
Perhaps a national vote of no confidence in our management by Telstra’s employees would alert Telstra’s share holders of Telstra’s mismanagement.