Common use of Shiftwork Clause in Contracts

Shiftwork. These provisions apply to employees who have been or are in future engaged as shiftworkers or who agree to become shiftworkers. Telstra may ask employees who are not shiftworkers to undertake shiftwork, in which case Telstra will call for volunteers. However, an employee who is not a shiftworker can’t be required by Telstra to become a shiftworker. Where Telstra wants to introduce shiftwork into an area where it doesn’t already operate, Telstra will consult with employees in the area and with unions, under the consultation provisions in Section 6. Sometimes Telstra may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra may call for volunteers. Where you and Telstra agree to you undertaking temporary shiftwork Telstra will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 for the amount of the allowance. While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork. You or Telstra can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before the completion of 3 months. Taking into account your particular circumstances, Telstra will not unreasonably refuse the request. If you receive this allowance but unreasonably refuse to work shiftwork, Telstra may discontinue paying the allowance immediately and you will no longer be required to undertake temporary shiftwork. Payment of the allowance will continue during periods of paid leave. Payment for shiftwork If any part of your shift on a Monday to Friday falls outside the span of hours, Telstra will pay you an additional payment of 15% for the whole shift. If you work on a Saturday, Telstra will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday. If you work on a Sunday, Telstra will pay you an additional payment of 100% for all time worked on that shift between midnight Saturday and midnight Sunday. If you are required to work shifts that fall wholly between the hours of 6.00pm and 8.00am for a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all time worked on those shifts. Additional payments are not cumulative. Only the highest applicable payment will apply. 12 hour shifts The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements. You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour. If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions. If you work in a contact centre (except E000) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks. Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2-3 hours without a break. If you work in E000:  you can take up to two 15 minute and three 10 minute rest breaks  we will ensure you won’t work longer than 70 minutes without having a rest break, and  one rest break per day can be used for management or training purposes. Telstra can request but cannot require a part time employee to work additional hours. If Telstra asks you to work additional hours you may refuse to work them if:  the request is unreasonable, or  your refusal is reasonable. Matters to be taken into account when considering what’s reasonable include:  the nature of the work performed by the employee  Telstra’s business requirements  any risks to the health and safety of the employee  the employee’s personal circumstances, including any family or carer responsibilities, and  how much notice the employee is given of the additional hours.

Shiftwork. a) These provisions apply to employees who have been or are in future engaged as shiftworkers or who agree to become shiftworkers. . b) Telstra may engage you as a shiftworker if it regularly requires you to work outside the span of ordinary hours on Monday to Friday, or to work regularly on weekends. c) Telstra may ask employees who are not shiftworkers to undertake shiftwork, in which case Telstra will call for volunteers. However, an employee who is not a shiftworker can’t be required by Telstra to become a shiftworker. . d) Where Telstra wants to introduce shiftwork into an area where it doesn’t already operate, Telstra will consult with employees in the area and with unions, under the consultation provisions in Section 6. . e) Temporary shift allowance i) Sometimes Telstra may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra may call for volunteers. Where you and Telstra agree to you undertaking temporary shiftwork Telstra will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 13 for the amount of the allowance. . ii) While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork. . iii) You or Telstra can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before the completion of 3 months. Taking into account your particular circumstances, Telstra will not unreasonably refuse the request. . iv) If you receive this allowance but unreasonably refuse to work shiftwork, Telstra may discontinue paying the allowance immediately and you will no longer be required to undertake temporary shiftwork. . v) Payment of the allowance will continue during periods of paid leave. Payment for shiftwork If any part of your shift on a Monday to Friday falls outside the span of hours, Telstra will pay you an additional payment of 15% for the whole shift. If you work on a Saturday, Telstra will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday. If you work on a Sunday, Telstra will pay you an additional payment of 100% for all time worked on that shift between midnight Saturday and midnight Sunday. If you are required to work shifts that fall wholly between the hours of 6.00pm and 8.00am for a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all time worked on those shifts. Additional payments are not cumulative. Only the highest applicable payment will apply. 12 hour shifts The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements. You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour. If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions. If you work in a contact centre (except E000) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks. Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2-3 hours without a break. If you work in E000:  you can take up to two 15 minute and three 10 minute rest breaks  we will ensure you won’t work longer than 70 minutes without having a rest break, and  one rest break per day can be used for management or training purposes. Telstra can request but cannot require a part time employee to work additional hours. If Telstra asks you to work additional hours you may refuse to work them if:  the request is unreasonable, or  your refusal is reasonable. Matters to be taken into account when considering what’s reasonable include:  the nature of the work performed by the employee  Telstra’s business requirements  any risks to the health and safety of the employee  the employee’s personal circumstances, including any family or carer responsibilities, and  how much notice the employee is given of the additional hours.

Shiftwork. a) These provisions apply to employees who have been or are in future engaged as shiftworkers or who agree to become shiftworkers. Telstra . b) We may engage you as a shiftworker if we regularly require you to work outside the span of ordinary hours. c) We may ask employees who are not shiftworkers to undertake shiftwork, in which case Telstra we will call for volunteers. However, an employee who is not a shiftworker can’t be required by Telstra the Company to become a shiftworker. . d) Where Telstra wants we want to introduce shiftwork into an area where it doesn’t already operate, Telstra we will consult with employees in the area and with unionsthe Unions, under the consultation provisions in Section 6. . e) Temporary shift allowance i) Sometimes Telstra we may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra we may call for volunteers. Where you and Telstra the Company agree to you undertaking temporary shiftwork Telstra we will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 for the amount of the allowance. . ii) While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork. . iii) You or Telstra the Company can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before the completion of 3 months. Taking into account your particular circumstances, Telstra we will not unreasonably refuse the request. . iv) If you receive this allowance but unreasonably refuse to work shiftwork, Telstra we may discontinue paying the allowance immediately and you will no longer be required to undertake temporary shiftwork. . v) Payment of the allowance will continue during periods of paid leave. . f) Payment for shiftwork shiftwork i) If any part of your shift on a Monday to Friday falls outside the span of hours, Telstra we will pay you an additional payment of 1530% for the whole shift. shift if you are full-time or part-time, and an additional payment of 55% if you are a casual (inclusive of the casual loading). ii) If you work on a Saturday, Telstra we will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday. Saturday if you are full-time or part-time, and an additional payment of 75% if you are a casual (inclusive of the casual loading). iii) If you work on a Sunday, Telstra we will pay you an additional payment of 10075% for all time worked on that shift between midnight Saturday and midnight Sunday. If Sunday if you are required to full-time or part-time, and 100% if you are a casual (inclusive of the casual loading). iv) All time between starting and finishing work shifts that fall wholly between the hours of 6.00pm and 8.00am on a shift will be paid for a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all as time worked on those shifts. worked.‌ v) Additional payments are not cumulative. Only the highest applicable payment will apply. 12 hour shifts The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements. You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour. If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions. If you work in a contact centre (except E000) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks. Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2-3 hours without a break. If you work in E000:  you can take up to two 15 minute and three 10 minute rest breaks  we will ensure you won’t work longer than 70 minutes without having a rest break, and  one rest break per day can be used for management or training purposes. Telstra can request but cannot require a part time employee to work additional hours. If Telstra asks you to work additional hours you may refuse to work them if:  the request is unreasonable, or  your refusal is reasonable. Matters to be taken into account when considering what’s reasonable include:  the nature of the work performed by the employee  Telstra’s business requirements  any risks to the health and safety of the employee  the employee’s personal circumstances, including any family or carer responsibilities, and  how much notice the employee is given of the additional hours.

Shiftwork. These provisions apply to employees who have been or are in future engaged as shiftworkers or who agree to become shiftworkers. Telstra may ask employees who are not shiftworkers to undertake shiftwork, in which case Telstra will call for volunteers. However, an employee who is not a shiftworker can’t be required by Telstra to become a shiftworker. Where Telstra wants to introduce shiftwork into an area where it doesn’t already operate, Telstra will consult with employees in the area and with unions, under the consultation provisions in Section 6. Sometimes Telstra may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra may call for volunteers. Where you and Telstra agree to you undertaking temporary shiftwork Telstra will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 for the amount of the allowance. While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork. You or Telstra can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before the completion of 3 months. Taking into account your particular circumstances, Telstra will not unreasonably refuse the request. If you receive this allowance but unreasonably refuse to work shiftwork, Telstra may discontinue paying the allowance immediately and you will no longer be required to undertake temporary shiftwork. Payment of the allowance will continue during periods of paid leave. Payment for shiftwork If any part of your shift on a Monday to Friday falls outside the span of hours, Telstra will pay you an additional payment of 15% for the whole shift. If you work on a Saturday, Telstra will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday. If you work on a Sunday, Telstra will pay you an additional payment of 100% for all time worked on that shift between midnight Saturday and midnight Sunday. If you are required to work shifts that fall wholly between the hours of 6.00pm and 8.00am for a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all time worked on those shifts. Additional payments are not cumulative. Only the highest applicable payment will apply. 12 hour shifts The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements. You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour. If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions. If you work in a contact centre (except E000) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks. Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2-3 hours without a break. If you work in E000:  • you can take up to two 15 minute and three 10 minute rest breaks  • we will ensure you won’t work longer than 70 minutes without having a rest break, and  • one rest break per day can be used for management or training purposes. Telstra can request but cannot require a part time employee to work additional hours. If Telstra asks you to work additional hours you may refuse to work them if:  • the request is unreasonable, or  • your refusal is reasonable. Matters to be taken into account when considering what’s reasonable include:  • the nature of the work performed by the employee  • Telstra’s business requirements  • any risks to the health and safety of the employee  • the employee’s personal circumstances, including any family or carer responsibilities, and  • how much notice the employee is given of the additional hours.

Shiftwork. These provisions apply ‌ This clause shall be read in conjunction with the TCF Award 2020. For the avoidance of doubt the allowance amounts in this clause will be increased at the same time and at the same percentage as the wage increase under this Agreement as specified Clause 19. The allowance rates under this Agreement will always be above or equal to the Award allowance rates. 26.1 All night shift employees who have been will be paid a night shift allowance of $59.42 per shift worked. 26.2 All morning and afternoon shift employees will be paid an allowance of $29.71 per shift worked 26.3 If a shift employee requests a temporary change to day shift (and the Employer agrees), the employee will forego their shift allowance. If the Employer requests a shift employee to temporarily change shift (and the employee agrees), the employee will continue to receive their shift allowance. This applies to short, temporary arrangements only and does not mean that shift allowances will continue to be paid if permanent shift changes are required for operational reasons. 26.4 Permanent Night Shift means a shift which is applicable to an employee who: (a) During a period of engagement works night shift only; or (b) Remains on night shift for a longer period than four consecutive weeks; or (c) Works on a night shift which does not rotate or are alternate with another shift or with day work so as to give the employee at least one third of their working time off night shift in future engaged as shiftworkers or who each shift cycle. 26.5 The hours during which shifts must be worked may be varied by up to one hour at either end to meet extraordinary circumstances by agreement between the Employer and an employee. 26.6 The Employer and employee may agree to become shiftworkerswork the hours prescribed for a "night shift" employee in four shifts. Telstra may ask employees who are not shiftworkers to undertake shiftworkUnder any such agreement, all night shift hours worked in which case Telstra will call excess of nine hours must be paid for volunteers. Howeverat overtime rates, even if they come within the starting and finishing time of a shift. 26.7 Where an employee who is not a shiftworker can’t begins the week's work on Sunday night, the employee will receive double time for all work performed on Sunday. However the Employer and the employee may agree to arrange shifts so that they commence on Sunday night instead of Monday with ordinary rates to be paid for Sunday work. 26.8 Shift Work and Public Holidays (a) Shift workers may be required by Telstra to become a shiftworker. Where Telstra wants to introduce shiftwork into an area where it doesn’t already operate, Telstra will consult with employees in the area and with unions, under the consultation provisions in Section 6. Sometimes Telstra may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra may call for volunteers. Where you and Telstra agree to you undertaking temporary shiftwork Telstra will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 for the amount of the allowance. While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork. You or Telstra can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before work until the completion of 3 monthstheir shifts on a public holiday without the payment at holiday rates. Taking into account your particular circumstancesProvided, Telstra will that those employees are not unreasonably refuse the request. If you receive this allowance but unreasonably refuse required to work shiftworkon the night shift commencing on a public holiday. (b) Where a public holiday prescribed by this Agreement is observed on a Monday, Telstra shift workers may discontinue paying be given time off on the allowance immediately shift commencing on the Sunday night before the holiday and you will no longer then be required to undertake temporary shiftwork. Payment of work on the allowance will continue during periods of paid leave. Payment for shiftwork If any part of your usual night shift commencing on the public holiday without additional pay. (c) Where an employee works two complete shifts on a Monday to Friday falls outside the span of hourspublic holiday, Telstra will pay you an additional payment of 15% both shifts shall be paid for as holiday shifts. 26.9 Except for the whole shift. If you work on a Saturdayregular change over of shifts, Telstra no employee will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday. If you work on a Sunday, Telstra will pay you an additional payment of 100% for all time worked on that shift between midnight Saturday and midnight Sunday. If you are be required to work shifts that fall wholly between the hours of 6.00pm and 8.00am for change from one shift to another without a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all time worked on those shifts. Additional payments are not cumulative. Only the highest applicable payment will apply. 12 hour shifts The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements. You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour. If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions. If you work in a contact centre (except E000) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks. Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2-3 hours without a break. If you work in E000:  you can take up to two 15 minute and three 10 minute rest breaks  we will ensure you won’t work longer than 70 minutes without having a rest break, and  one rest break per day can be used for management or training purposes. Telstra can request but cannot require a part time employee to work additional hours. If Telstra asks you to work additional hours you may refuse to work them if:  the request is unreasonable, or  your refusal is reasonable. Matters to be taken into account when considering what’s reasonable include:  the nature of the work performed by the employee  Telstra’s business requirements  any risks to the health and safety of the employee  the employee’s personal circumstances, including any family or carer responsibilities, and  how much notice the employee is given of the additional 12 hours.

Shiftwork. a) These provisions apply to employees who have been or are in future engaged as shiftworkers or who agree to become shiftworkers. Telstra . b) We may engage you as a shiftworker if we regularly require you to work outside the span of ordinary hours on Monday to Friday, or to work regularly on weekends. c) We may ask employees who are not shiftworkers to undertake shiftwork, in which case Telstra we will call for volunteers. However, an employee who is not a shiftworker can’t be required by Telstra the Company to become a shiftworker. . d) Where Telstra wants we want to introduce shiftwork into an area where it doesn’t already operate, Telstra we will consult with employees in the area and with unionsThe Unions, under the consultation provisions in Section 6. . e) Temporary shift allowance i) Sometimes Telstra we may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra we may call for volunteers. Where you and Telstra the Company agree to you undertaking temporary shiftwork Telstra we will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 12 for the amount of the allowance. . ii) While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork. . iii) You or Telstra the Company can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before the completion of 3 months. Taking into account your particular circumstances, Telstra we will not unreasonably refuse the request. . iv) If you receive this allowance but unreasonably refuse to work shiftwork, Telstra we may discontinue paying the allowance immediately and you will no longer be required to undertake temporary shiftwork. . v) Payment of the allowance will continue during periods of paid leave. Payment for shiftwork If any part of your shift on a Monday to Friday falls outside the span of hours, Telstra will pay you an additional payment of 15% for the whole shift. If you work on a Saturday, Telstra will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday. If you work on a Sunday, Telstra will pay you an additional payment of 100% for all time worked on that shift between midnight Saturday and midnight Sunday. If you are required to work shifts that fall wholly between the hours of 6.00pm and 8.00am for a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all time worked on those shifts. Additional payments are not cumulative. Only the highest applicable payment will apply. 12 hour shifts The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements. You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour. If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions. If you work in a contact centre TELSTRA CORPORATION LIMITED (except E000ABN 33 051 775 556) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks. Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2TELSTRA LIMITED ENTERPRISE AGREEMENT 2022-3 hours without a break. If you work in E000:  you can take up to two 15 minute and three 10 minute rest breaks  we will ensure you won’t work longer than 70 minutes without having a rest break, and  one rest break per day can be used for management or training purposes. Telstra can request but cannot require a part time employee to work additional hours. If Telstra asks you to work additional hours you may refuse to work them if:  the request is unreasonable, or  your refusal is reasonable. Matters to be taken into account when considering what’s reasonable include:  the nature of the work performed by the employee  Telstra’s business requirements  any risks to the health and safety of the employee  the employee’s personal circumstances, including any family or carer responsibilities, and  how much notice the employee is given of the additional hours.2024

Shiftwork. a) These provisions apply to employees who have been or are in future engaged as shiftworkers or who agree to become shiftworkers. Telstra . b) We may engage you as a shiftworker if we regularly require you to work outside the span of ordinary hours on Monday to Friday, or to work regularly on weekends. c) We may ask employees who are not shiftworkers to undertake shiftwork, in which case Telstra we will call for volunteers. However, an employee who is not a shiftworker can’t be required by Telstra the Company to become a shiftworker. . d) Where Telstra wants we want to introduce shiftwork into an area where it doesn’t already operate, Telstra we will consult with employees in the area and with unionsThe Unions, under the consultation provisions in Section 6. . e) Temporary shift allowance i) Sometimes Telstra we may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra we may call for volunteers. Where you and Telstra the Company agree to you undertaking temporary shiftwork Telstra we will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 12 for the amount of the allowance. . ii) While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork. . iii) You or Telstra the Company can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before the completion of 3 months. Taking into account your particular circumstances, Telstra we will not unreasonably refuse the request. . iv) If you receive this allowance but unreasonably refuse to work shiftwork, Telstra we may discontinue paying the allowance immediately and you will no longer be required to undertake temporary shiftwork. . v) Payment of the allowance will continue during periods of paid leave. Payment for shiftwork If any part of your shift on a Monday to Friday falls outside the span of hours, Telstra will pay you an additional payment of 15% for the whole shift. If you work on a Saturday, Telstra will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday. If you work on a Sunday, Telstra will pay you an additional payment of 100% for all time worked on that shift between midnight Saturday and midnight Sunday. If you are required to work shifts that fall wholly between the hours of 6.00pm and 8.00am for a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all time worked on those shifts. Additional payments are not cumulative. Only the highest applicable payment will apply. 12 hour shifts The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements. You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour. If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions. If you work in a contact centre AMPLITEL PTY LTD (except E000ABN 15 648 133 073) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks. Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2AMPLITEL ENTERPRISE AGREEMENT 2022-3 hours without a break. If you work in E000:  you can take up to two 15 minute and three 10 minute rest breaks  we will ensure you won’t work longer than 70 minutes without having a rest break, and  one rest break per day can be used for management or training purposes. Telstra can request but cannot require a part time employee to work additional hours. If Telstra asks you to work additional hours you may refuse to work them if:  the request is unreasonable, or  your refusal is reasonable. Matters to be taken into account when considering what’s reasonable include:  the nature of the work performed by the employee  Telstra’s business requirements  any risks to the health and safety of the employee  the employee’s personal circumstances, including any family or carer responsibilities, and  how much notice the employee is given of the additional hours.2024

Shiftwork. a) These provisions apply to employees who have been or are in future engaged as shiftworkers or who agree to become shiftworkers. Telstra . b) We may engage you as a shiftworker if we regularly require you to work outside the span of ordinary hours. c) We may ask employees who are not shiftworkers to undertake shiftwork, in which case Telstra we will call for volunteers. However, an employee who is not a shiftworker can’t can t be required by Telstra the Company to become a shiftworker. . d) Where Telstra wants we want to introduce shiftwork into an area where it doesn’t doesn t already operate, Telstra we will consult with employees in the area and with unionsThe Unions, under the consultation provisions in Section 6. . e) Temporary shift allowance i) Sometimes Telstra we may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra we may call for volunteers. Where you and Telstra the Company agree to you undertaking temporary shiftwork Telstra we will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 for the amount of the allowance. . ii) While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork. . iii) You or Telstra the Company can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before the completion of 3 months. Taking into account your particular circumstances, Telstra we will not unreasonably refuse the request. . iv) If you receive this allowance but unreasonably refuse to work shiftwork, Telstra we may discontinue paying the allowance immediately and you will no longer be required to undertake temporary shiftwork. . v) Payment of the allowance will continue during periods of paid leave. Payment for shiftwork If any part of your shift on a Monday to Friday falls outside the span of hours, Telstra will pay you an additional payment of 15% for the whole shift. If you work on a Saturday, Telstra will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday. If you work on a Sunday, Telstra will pay you an additional payment of 100% for all time worked on that shift between midnight Saturday and midnight Sunday. If you are required to work shifts that fall wholly between the hours of 6.00pm and 8.00am for a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all time worked on those shifts. Additional payments are not cumulative. Only the highest applicable payment will apply. 12 hour shifts The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements. You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour. If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions. If you work in a contact centre (except E000) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks. Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2-3 hours without a break. If you work in E000:  you can take up to two 15 minute and three 10 minute rest breaks  we will ensure you won’t work longer than 70 minutes without having a rest break, and  one rest break per day can be used for management or training purposes. Telstra can request but cannot require a part time employee to work additional hours. If Telstra asks you to work additional hours you may refuse to work them if:  the request is unreasonable, or  your refusal is reasonable. Matters to be taken into account when considering what’s reasonable include:  the nature of the work performed by the employee  Telstra’s business requirements  any risks to the health and safety of the employee  the employee’s personal circumstances, including any family or carer responsibilities, and  how much notice the employee is given of the additional hours.

Shiftwork. a) These provisions apply to employees who have been or are in future engaged as shiftworkers or who agree to become shiftworkers. Telstra . b) We may engage you as a shiftworker if we regularly require you to work outside the span of ordinary hours on Monday to Friday, or to work regularly on weekends. c) We may ask employees who are not shiftworkers to undertake shiftwork, in which case Telstra we will call for volunteers. However, an employee who is not a shiftworker can’t be required by Telstra the Company to become a shiftworker. . d) Where Telstra wants we want to introduce shiftwork into an area where it doesn’t already operate, Telstra we will consult with employees in the area and with unionsThe Unions, under the consultation provisions in Section 6. . e) Temporary shift allowance i) Sometimes Telstra we may ask employees who are not shiftworkers to become shiftworkers on a temporary basis to fill vacancies on a shift roster, and Telstra we may call for volunteers. Where you and Telstra the Company agree to you undertaking temporary shiftwork Telstra we will pay you an allowance to make yourself available to perform temporary shift work. Participation in undertaking temporary shiftwork is voluntary. See Section 11 12 for the amount of the allowance. . ii) While you receive the temporary shift allowance, you will be subject to all conditions that apply to shiftwork. . iii) You or Telstra the Company can opt out of the temporary shift arrangements on a quarterly basis. Accordingly, ongoing payment of the allowance is not guaranteed. You may ask to cease receiving the allowance and stop undertaking the temporary shiftwork before the completion of 3 months. Taking into account your particular circumstances, Telstra we will not unreasonably refuse the request. . iv) If you receive this allowance but unreasonably refuse to work shiftwork, Telstra we may discontinue paying the allowance immediately and you will no longer be required to undertake temporary shiftwork. . v) Payment of the allowance will continue during periods of paid leave. Payment for shiftwork If any part of your shift on a Monday to Friday falls outside the span of hours, Telstra will pay you an additional payment of 15% for the whole shift. If you work on a Saturday, Telstra will pay you an additional payment of 50% for all time worked on that shift between midnight Friday and midnight Saturday. If you work on a Sunday, Telstra will pay you an additional payment of 100% for all time worked on that shift between midnight Saturday and midnight Sunday. If you are required to work shifts that fall wholly between the hours of 6.00pm and 8.00am for a period exceeding 4 weeks, Telstra will pay you an additional payment of 30% for all time worked on those shifts. Additional payments are not cumulative. Only the highest applicable payment will apply. 12 hour shifts The Twelve Hour Shift Operations Agreement 1990 applies to all 12 hour shift arrangements. You get an unpaid meal break of between 30 minutes and 1 hour after no longer than 5 hours continuous work. The timing and length of this break is otherwise up to your manager, who will take into account any requirements you have. Employees working under the Flexible Working Hours Scheme may take a meal break of more than one hour. If you work in a contact centre you are entitled to paid rest breaks in accordance with these provisions. If you work in a contact centre TELSTRA CORPORATION LIMITED (except E000ABN 33 051 775 556) for a period of less than 5 hours without an unpaid meal break, you can take one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 5 hours and less than 7 hours, you can take an unpaid meal break and one 15 minute rest break. If you work in a contact centre (except E000) for a period of at least 7 hours, you can take an unpaid meal break and two 10 minute (minimum) rest breaks. Telstra will schedule the timing of your breaks reasonably, so that you do not have to work more than 2TELSTRA INFRACO FIXED ENTERPRISE AGREEMENT 2022-3 hours without a break. If you work in E000:  you can take up to two 15 minute and three 10 minute rest breaks  we will ensure you won’t work longer than 70 minutes without having a rest break, and  one rest break per day can be used for management or training purposes. Telstra can request but cannot require a part time employee to work additional hours. If Telstra asks you to work additional hours you may refuse to work them if:  the request is unreasonable, or  your refusal is reasonable. Matters to be taken into account when considering what’s reasonable include:  the nature of the work performed by the employee  Telstra’s business requirements  any risks to the health and safety of the employee  the employee’s personal circumstances, including any family or carer responsibilities, and  how much notice the employee is given of the additional hours.2024