Telstra’s desperate rush to beat the new workplace laws

January 12, 2009

There’s something unseemly about the way in which Telstra management is frantically attempting to stitch up as many non-union agreements as it can as soon as possible.

But it all begins to make sense when you consider that within months a new industrial relations system will be in place which will outlaw many of the elements of the non-union agreements.

Telstra is following the same copybook it used a year ago when it threw all its resources at signing thousands of workers onto Australian Workplace Agreements before they were banned in March.

It’s a morally dubious and desperate strategy that seeks to entrench outmoded and unfair working conditions into the new IR era.

Deputy Prime Minister Julia Gillard has previously warned Telstra not to attempt to “squeeze the last bit of bitter lemon out of WorkChoices”.

Telstra’s tactics and strategies would not be possible under the proposed Fair Work Bill and it’s time for the company to change its approach.

These include:

  • If a majority of employees want to bargain with their employer, the employer has to respect that choice: Telstra has refused to collectively bargain with employees, instead picking them off in small groups with a divide-and-conquer strategy.
  • All employees have a right to be represented in bargaining: Since July, Telstra has refused to recognise employees’ choice to be represented in negotiations by unions.
  • Bargaining must occur in good faith: Telstra’s unilateral decision to break off talks and refusal to restart them is hardly good faith.
  • The group of employees must not be unfairly chosen: Telstra’s strategy of offering proposals to tiny groups to split the bargaining group would be unlikely to be allowed under the Fair Work Bill.
  • All employees and prospective employees must be ‘better off overall’ against the relevant award: The Part B arrangements in the template non-union offers (such as the averaging of working hours over a 12 month period) disadvantage new employees and may not be allowable.
  • Rights at work: The non-union agreements will prevent union meetings from being held in the workplace, reduce dispute resolution processes, and mean the company was under no obligation to consult about major changes.. The new laws will allow unions to enter workplaces to hold discussions with members or potential new members.

Telstra has a small window of opportunity to lock as many workers as possible into these hostile, WorkChoices agreements before the landscape changes. No wonder the company is in such a hurry.

The new laws could be passed by the Senate as early as March, and begin to come into effect in July.

Workers should be extremely wary of voting for one of these non-union deals. If you are aware of one being put to a group of employees, or need more information, call us on 1300 362 223.

Written by TelstraUnions · Filed Under News 

Comments

2 Responses to “Telstra’s desperate rush to beat the new workplace laws”

  1. Jack J on January 12th, 2009 6:17 am

    I’m just angry that Telstra are not giving me the opportunity to have a demoncratic vote; instead they have provided propaganda to ‘express interest’; then extended the deadline to seek feedback on why interest is not higher.

    Well - (1) I have not had the opportunity to vote and (2) No one has asked me what I think of the offer.

    Where is the good faith Telstra HR? Where is the trust?

    Please - give us some certainty and the opportunity to vote - YES or NO; and stop using sneaky deceptive proceses.

    BTW - HR would have targeted groups that are more than likely to vote yes, and so far what % of EA employees have converted to ECA.. 15%? 20%, so what now for the other 80-85%. It contemptable.

    JJ

  2. Bill Thompson on February 14th, 2009 12:25 am

    Reactionary employers such as Telstra are taking advantage of the iniquitous labour laws made by the previous government, one thrown out of office because of those laws. Telstra reveals its hostility towards its employees by attempting to take unfair advantage using an opportunity about to disappear. The Rudd Government should be targeting the whole of Telstra’s authoritarian management in their attempts at the unilateral imposition of workplace practices, that seek to disadvantage employees. The exclusion of unions from pay negotiations and other work place issues is further proof of management’s malevolent intent towards their employees. This shameful Telstra management must go!

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