Secure jobs. Better future Campaign to tackle casualisation
INSIDE
SPRING 2012
New leadership elected Campaign for secure jobs Tassie women lead the charge
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EDITORIAL
Smarter manufacturing means rejecting a short term race to the bottom P redictably, employers and their advocates have rehashed calls for a return to the worst elements of WorkChoices as part of the review of Australia’s industrial laws.
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What we must reject is the tired old call from bosses and the Coalition parties for an attack on wages and working conditions. We will not be a successful manufacturing country if all the focus is on cutting wages, cutting tea breaks, reducing wash up times or attacking penalty rates.
They have done so under the premise of the country needing to lift productivity and of businesses requiring greater flexibility. But this tired old agenda will not deliver the productivity increase needed to sustain industry and jobs for the future and deep down they know it. We all know the current pressures confronting our industry at the moment. The high Australian dollar; dumping of cheap imports; non-tariff protections used by our trading partners; more than a decade of lost productivity and underinvestment in infrastructure particularly under the Howard Government; the rise of Asian and reinvigoration of US manufacturing; and the lag from the GFC are all combining to make local manufacturing a tough place. In many ways, it’s like the perfect economic storm buffeting our industry. The two speed economy – where some sectors and regions are booming, while others are struggling to stay afloat – has resulted in many members losing jobs. We have lost almost 125,000 jobs in manufacturing since the GFC. This year alone we have lost some 13,000 and unless we put in place the right responses, we could lose more. Our members losing jobs is a devastating blow to all of us. These are people we know and people we have worked with. They face a troubling future in finding new jobs and in providing for their families. We must do all that we can to assist them retrain and find secure employment. The loss of jobs also means we lose valuable skills that our workshops and industry need for the future. That’s why we need smart responses to these challenges. That’s why we have led the debate at the Prime Minister’s Manufacturing Taskforce to get the
AMWUNews SPRING 2012 AMWU News is the official publication of the Australian Manufacturing Workers’ Union, (registered AFMEPKIU) National Office, 133 Parramatta Road, Granville, NSW, 2142. Editor: Paul Bastian AMWU Communications Team: Rod Masson, Dash Lawrence and David Gibney Design: dcmc Design, Melbourne All information included in this publication was correct at the time of publication, but is subject to change at any time. Please contact your union organiser for updates. © AMWU National Office Made in Australia by AMWU members
focus on the real issues that need to be addressed to make our industry sustainable and competitive into the future.
We have argued for immediate action to get work back into our workplaces through increasing orders. Governments at all levels have a role to play here. They should be looking at infrastructure projects supplied by local manufacturers; they should be looking to buy Australian in their own purchases; and they should be making sure Australia industry gets a fair go at winning work in the big private projects, especially in mining. Longer term, we have to look to smarter solutions for our manufacturing industry. We have to get our businesses to work together to build scale and capacity; we need to make sure our science and research is working directly with industry so we can innovate and produce new products; and we have to be able to take advantage of maturing Asian and other export markets. To do this we need leadership. We need our politicians to tackle big companies on local content and participation and stand up in international forums to tackle unfair trade practices. Importantly, and recognised by all sides of the argument, we need to build better leaders and managers in our workplaces. Genuine and sustainable productivity growth only comes through investment, innovation, skills and workforce engagement. This takes work and commitment. But it has been shown to work in other countries around the world. We, like them, can have a high wage, high skill, highly productive manufacturing industry that competes with the world on quality of product not simply cost of production. To get there we need a plan and we need to work together – Government, bosses, workers and their unions building and securing a sustainable future for manufacturing. That is what the recent Prime Minister’s Manufacturing Taskforce Report calls for.
What we must reject is the tired old call from bosses and the Coalition parties for an attack on wages and working conditions. And we certainly will never countenance proposals by millionaire mining magnates like Gina Rinehart to pay workers a gold coin a day! We will not be a successful manufacturing country if all the focus is on cutting wages, cutting tea breaks, reducing wash up times or attacking penalty rates. Employers know this but too often they revert to the low road and call for greater ‘flexibility’ to lift productivity. They want a return to individual agreements; removal of weekend and shift penalties; watering down of unfair dismissal rights; greater casualization of the workforce; removal of collective bargaining rights – all the failed and rejected policies of WorkChoices. This is nothing but a short-term race to the bottom on wages and conditions which misses the opportunities we have right now to build our industries for the future. I know you will reject the short term approach of the employer associations and the Coalition and instead encourage your boss to take up the real challenges in manufacturing. I also invite you, your workmates, your families and friends to get behind the call for a national manufacturing plan to get work orders flowing now to save jobs and skills and strengthen our industry in the future. Visit our campaign website at www. makeourfuture.com.au <http://www. makeourfuture.com.au> and send an email to your local politician telling them we need a national plan for our industry and our jobs now! In unity
Paul Bastian Acting AMWU National Secretary
Paul Bastian’s editorial ........................................................................................ 3 Fairfax jobs announcement ................................................................................ 4 Landmark collective agreement for Thales ......................................................... 5 Insecure work feature ...................................................................................... 6-7 Tassie women lead new charges . ....................................................................... 8 Brisbane metalworkers gain national accreditation ............................................ 9 Darrell Lea bittersweet .......................................................................................10 DVD Giveaway: Shock Doctrine .........................................................................11 Delegate Profile .................................................................................................12 AMWUNEWS
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New leadership team elected The AMWU has elected a new leadership team in the wake of former National Secretary Dave Oliver’s April departure to the ACTU. Paul Bastian and Andrew Dettmer were declared elected unopposed to the positions of National Secretary and National President on August 31. They bring with them over 60 years of combined union activist experience and an outstanding track record in defending workers’ rights. AMWU National Secretary, Paul Bastian, said it was an honour to lead the union. “Ours is a great union, with 160 years of history. I respect the great traditions and history of our union but I also understand the many challenges ahead,” Mr Bastian said. Mr Bastian previously served as National President, NSW State Secretary and prior to that he was an organiser working in the metal trades. During the
1990s and 2000s he campaigned tirelessly to see justice for victims of asbestos related exposure. He began his working life as a shipwright. He paid tribute to his predecessor, Dave Oliver, who now assumes the role of ACTU Secretary. “He has been an outstanding National Secretary and has brought manufacturing back onto the government’s agenda.
Paul Bastian, Dave Oliver and Andrew Dettmer
“The union movement needs a person who can articulate the issues affecting workers and I can’t think of a better person. Someone who has come up from the shop floor, who is a strong leader, but is also committed to the collective. We will be with him every step of the way.”
can’t get apprenticeships and our manufacturers continue to move offshore. We must ensure that our politicians govern in the interests of workers and their jobs. It’s a difficult time on many fronts but we are ready to fight for manufacturing.”
AMWU National President, Andrew Dettmer, said the new leadership team was determined to build on Mr Oliver’s work. “Training levels in our industries are at record lows, many of our young people
Mr Dettmer was most recently Queensland/NT Secretary, where he oversaw a period of immense growth for the branch. A champion of women and apprentice participation in the AMWU, he began with the precursor
union ADSTE in the 1970s. In farewelling his former AMWU friends and colleagues, Mr Oliver said it had been a privilege to work for the union and its members for over 25 years. “It has been a wonderful journey. I know this isn’t goodbye, but see you later.” As a result of the leadership changes, Rohan Webb and Terry Bradley have been elected Queensland /NT State Secretary and Assistant State Secretary respectively. ■
No consultation, no discussion: AMWU forces Fairfax into proper talks T
he announcement by Fairfax of 1900 job cuts through the media in June this year was met with shock and anger from AMWU members who described the process as a ‘disgrace’.
AMWU National Print Division Secretary, Lorraine Cassin said the company’s decision not to consult workers and unions on plans to close printing centres in Melbourne and Sydney was in contravention of their own collective agreement.
key conditions in their enterprise agreements that safeguard jobs.
Lorraine Cassin speaking to Melbourne media following the Fairfax restructure announcement in June
livelihoods of people?”
Delegate Pedrag Bogdanovic echoed the shock experienced by members hearing the announcement through the media.
The AMWU quickly filed the matter with Fair Work Australia where the lack of genuine consultation was a central argument.
“I spoke to one of the managers. He said ‘we couldn’t say anything because of market sensitivity’. What’s more important, market sensitivity that plays with invisible money or the family and
Fairfax agreed to the recommendations of the FWA to enter into a process of consultation requested by the unions and their members and the ACTU presented the company a letter
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demanding that the most senior managers, the decision makers, undertake the consultation with workers and unions. Since that ugly day in June, a number of meetings have taken place in all the sites affected to discuss job impacts and alternatives. While the final outcome remains unknown, members are sticking by the
“We know there are changes confronting the (newspaper) industry and we’ve been working with the company and their competitors to deal with the long term challenges. However, the lesson in this process is that we will not take it lightly when the company issues media statements about heavy job losses for the sake of a market share bounce rather than being mindful of their loyal workforce” said Ms. Cassin “Nor do we accept the position being bandied around that the only publication from now on is digital. Digital is only one stream. The community still wants printed newspapers” “We will continue to consult with Fairfax about the best outcomes for members and we will continue to enforce their rights under their agreements.” ■
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Thales workers to benefit from new collective approach
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landmark agreement recently secured by AMWU members at engineering company Thales Australia, will increase transparency and improve rights for 1,300 workers nationwide. The agreement, ratified by Fair Work Australia in June, will bring the diverse Thales workforce (inclusive of tradespeople, clerical staff and technicians) under a single document – replacing hundreds of individual contracts. AMWU National TSA Division Secretary, Mike Nicolaides, said the agreement was a crucial win for the workforce. “This document is all about workers’ rights. It brings a level of certainty that most of these employees never had before. Under individual contracts many of the workers didn’t even know what their entitlements were. They now have a document that itemises them. That’s a big thing. It gives certainty and increases transparency.
Everest right now, in time there is the potential to reach the summit.”
“For example, there is a provision where you can request to have your annualised salary itemised: what you get for a 38-hour week, for overtime, for travelling time, etc. If you’re not happy with the calculations you can revert to a wages system. The ability to do that keeps Thales honest.”
“I was formerly a part of ADI, where for 16 years we had an agreement. When I went onto an individual contract I found it very daunting, being me and only me. It was not exactly a level playing field.
Proud AMWU members Paul, Julie and Sherine from Thales Australia
Rowen Gough, a technician and delegate based at Acacia Ridge in Queensland, said he was delighted with the agreement.
Mr Nicolaides said the new collective approach would give workers the potential to improve their wages and conditions in the future.
“There have been a lot of policies that Thales have introduced over the years. Now they’re all there, in a one-stop shop. It’s a document everyone can have and everyone can read.
“To do that they are going to have to join a union and organise their workplace. They’re at the base camp of
“The agreement brings everyone into a known environment, with pretty well the same rules and
conditions and the potential to work more harmoniously.” ■
KEY POINTS OF THE AGREEMENT:
• The right to opt out of an all-inclusive salary and revert to wages. • A more inclusive parental leave clause, with paid leave available for both primary and secondary carers. • The leave is also now accessible for same- sex partnerships. • Clearer definition of the rights to communication on organisational change and to redundancy pay. • The right for workers to seek an RDO scheme.
$50 membership campaign feeds food jobs A
campaign to re-establish a tomato processor in Central Victoria, following the closure of the Heinz Girgarre factory is building momentum with the launch of a $50 membership drive in June.
Goulburn Valley Food Action Committee Chairman, Les Cameron, said a crucial injection of funding was required to ensure the community owned and operated co-operative produced its first line of food in twelve months time. “The committee has secured a site for a new factory in Kyabram (20 minutes from Girgarre), a feasibility study has been conducted, a product range has been developed based on consumer demand and now the next step is to launch the co-operative as a legal entity. “We have had tremendous support in this campaign from many people – growers, workers, local businesses, politicians at all levels of government and the general public, both here in the Goulburn Valley, nationally and even internationally. “All are agreed that what we are doing is an
“It doesn’t take much to turn peas into frozen peas or to turn tomatoes into sauce. Yet it’s hugely important to our manufacturing industry. It creates apprenticeships for our fitters, it creates work for our packagers and our printers, it makes jobs in our testing labs and of course jobs for our production workers.
Members of the Goulburn Valley Food Action Committee looking forward to a brighter future after Heinz
exciting, adventurous and, on the evidence we have, a financially viable model for a different kind of food production that meets Australia’s need for food security. “We are now inviting the people of Australia to turn their kind words into practical support for the co-op, to stand up and be counted and to make a contribution to the enterprise that will create jobs in Kyabram.” AMWU Food and Confectionery State Secretary, Tom Hale, said it was crucial the co-operative was brought to life.
“None of this is possible if our food manufacturers keep moving overseas. This co-operative has the ability to show the rest of the country what is possible. We can make a first class product here and still be competitive on costs.” He urged AMWU members across Australia to support the $50 campaign. “Not only is this about creating jobs for our industries, it’s about the future of food security in Australia. It’s about ensuring the food our kids and grandkids can eat is clean, green food that is made to our standards.” To read more about the campaign or to pledge your support with a $50 life membership, visit http://gvfoodcooperative.com/ ■ AMWUNEWS
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Feeling insecure:
the rise of casual and temporary employment Five mornings a week Alan* wakes up before dawn. He eats a quick breakfast, packs a bag and quietly slips out of his house, careful not to wake his sleeping family. As the sun rises over Melbourne he reaches his workplace, a small food manufacturer on the fringes of the city’s south. He starts his usual 9-hour shift. The work is laborious, but as he puts it, ‘its work’. The pay is just above the minimum wage, but with a combination of overtime and occasional Saturday shifts and loadings, Alan’s income, together with the income from his wife, is enough to support his two young children. On the face of it, it’s not a bad deal.
But there’s a problem. If Alan or one of his children are sick or if he wants to take leave to care for his ageing parents or visit his relatives in Vietnam, he doesn’t get paid. He is one of two million working Australians who are in casual employment. “When I first started working nearly five years ago, I didn’t care that I was casual. I just needed money, you know. I needed regular work and I could get as many shifts as I wanted. “As I got older, the kids come along… and I realised it wasn’t good. But now it’s hard. What else can I do? Where else can I go? If I quit here maybe I can only get another casual job. I feel like there’s no other choice but to stay here,” he says. It’s a dilemma far too many working Australians like Alan are facing. According to the ACTU, insecure work - casual and fixed-term employment, seasonal work, contract work and labour hire – now account for 40% of all employment in Australia. It’s work that comes with the very minimum of rights and conditions, but virtually no entitlements. It’s characterised by irregular or unpredictable working hours. And, crucially, no long term security. Earlier this year, the ACTU launched a long awaited campaign to tackle the rise of insecure work. Titled Secure Jobs. Better Future the campaign included the establishment of an independent inquiry, headed by former Deputy Prime Minister Brian Howe, to look into the extent and depth of the phenomena. While Australia may just be waking up to the stark reality of what insecure work brings, it’s a different picture overseas. Internationally, the impact of insecure work on the health and
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A Foxteq worker feels the insecurity of labour hire employment in 2010
wellbeing of workers is well documented. In recent years, a growing body of research and literature has found that workers engaged in insecure employment are more likely to be exposed to hazardous working conditions, work more often in painful and tiring positions, are more exposed to intense noise, perform more frequent repetitive movements, have less freedom to choose when to take personal leave and are far less likely to be represented on health and safety committees. Other recent studies have identified insecure work, as a key contributor to psychosocial risk factors (stress, bullying, harassment) which are associated with poorer health outcomes such as diabetes,
cardiovascular disease (CVD) and metabolic syndrome. While Alan says he’s generally fit and healthy, he acknowledges it’s not something he could do for another 10 years. “I think it can put a lot of strain on the mothers I work with. It can make them very stressed. Not knowing when they’re going to work next and looking after the kids. “But they’re not going to say anything to the boss…they’re too afraid to speak out.” It’s a common reflection, one that was highlighted over and over again during the Howe Inquiry, where workers from towns and cities across the country came to tell their stories and
experiences of insecure work. Following the inquiry in mid April, Howe described the problem as ‘the new divide in the Australian economy’. No longer is the economy split between blue-collar and white-collar workers but, according to Howe, it is “between those in the ‘core’ of the workforce and those on the ‘periphery’”. Those employed permanently and those working on casual or contract arrangements. With the inquiry report now tabled, Howe has argued that business groups need to bear some responsibility for the social effects of insecure work, and that the issue requires “a major change in the way we think not a blind acceptance of economic rationalism or nostalgia for a world
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that can not be brought back.” AMWU National Secretary, Paul Bastian, says shop floor campaigns run by the union and its activists, are the key to stopping the rise of insecure work. “We have lots of examples in recent years that have shown this. There’s no doubt that the end of casualisation at Foxteq in Sydney in 2010, was a direct result of those workers coming together, joining a union and organising their workplace.” After several years of campaigning by the AMWU, Foxteq workers who assemble computer parts in western Sydney, won the opportunity to convert from casual to permanent employment. The win included entitlements to long service leave and redundancy packages, back dated for the duration of their time as casuals. The mostly migrant, non-English speaking workforce finally achieved the protection and certainty of secure employment. “Our aim is to ensure that we challenge casual and contract employment in our agreements. We know it suits some people, that’s fine. But we also want our members to have a choice. We want secure work, predictable hours, access to leave conditions and an investment in training and skills for all workers.”
Brian Howe speaks at the 2012 ACTU Congress about the rise of insecure work
Mr Bastian says the issue of insecure work shouldn’t just be a trade union concern. “This is something that goes beyond our factories and workshops. It’s about the kind of society we make for ourselves. “Do we want a country where a father or mother can’t afford to take a day off work to care for their children? Where a worker losses their job after 10 years and has nothing to show for it? No long service leave, no redundancy payment, just left on the scrap heap? “We know that workers who are casual or temporary are more vulnerable to workplace accidents. They earn less, work longer and suffer a number of other negative consequences. The union movement didn’t fight for the 8-hour day over 160 years ago, just so it could be twisted and manipulated over time.
Food production workers at Gruma became permanent following a successful campaign with the AMWU
This is our next great challenge.” Back in Melbourne, Alan has returned home from another long, hard day at work. It’s the middle of winter and he’s had a headache and a blocked nose all day. “I look forward to when I can call in
sick, no problem. But we have to organise and get more people in the AMWU,” he says before pausing. “So one day, maybe not today, maybe not tomorrow…but one day, we can go to the boss together and say, “We’ve had enough. We want to be made permanent.”
*To protect Alan’s identity and employment we have not used his real name. To learn more about the problem of insecure work and the ACTU’s campaign Secure Jobs. Better Future visit: securejobs.org.au AMWUNEWS
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Navy station workers signal major win in agreement
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MWU members who work on the most powerful transmission station in the southern hemisphere, H.E.H. Naval Communication Station in far north-western WA, have achieved a big win in their latest union collective agreement.
That allowance is more reflective of their skill set.” Mr Arthur, a crane operator with 10 years experience working at the station, said the agreement also enshrined delegate rights, including access to facilities, for the first time in the station’s history. “During the last negotiations that was
considered prohibited content. There hasn’t been any sort of persecution of union delegates, but it’s good to have their rights there in black and white. It solidifies things.” He said the unity of the diverse negotiations team was key to a successful bargaining outcome. “Each department at the station have
their representation, but we all come under the one negotiations banner. We’ve done that effectively and as always Jai’s (AMWU Industrial Officer Jai Wilson) support as organiser was invaluable.” Mr Wilson said the result was testament to a strong and committed AMWU membership base. “Everyone has worked together to achieve this. The negotiations team were able to put aside departmental interests and act as a single bargaining unit.
AMWU delegate, Guy Arthur, said the members working in trade, technical, administrative and maintenance departments were pleased with the wage and allowance rise of 15% over three years. “In this economic climate we think that’s a pretty good get. The members were surveyed last year in the lead up to negotiations and wages were the chief concern.
“It’s also great to see the expansion of personal leave. The previous contractor had done a few mean spirited things and bereavement leave was not covered very far. That was an emotional hot spot for the members but we’ve now rectified that.”
“It was also great to achieve a boost to the climbing allowance for riggers which was frozen in 2005. It basically equates to a 100% increase for the riggers whose work of climbing the towers at the station can be quite laborious, dangerous and exposed.
The station, which is operated under the Raytheon Australia contracting banner, provides low frequency radio transmission to United States Navy and Royal Australian Navy ships and submarines in the Pacific and Indian Oceans. ■
AMWU Members at H.E.H. Naval Station celebrate their new union collective agreement
Tassie women leading a new charge
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t’s been a longtime in the making, but female participation in the Tasmanian Branch of the AMWU is on the rise, thanks to the recent recruitment of new workplace activists and delegates. AMWU State Secretary, John Short, said the branch had been talking to existing delegates, male and female, about the importance of better reflecting the state’s membership. “20% of our membership are women. That’s a much higher percentage than other states and we need to be doubling our efforts to get more women delegates. “In March we had two or three women delegates. We now have 12. That’s been really good over the last few months and we’ll be looking to continue that growth in the coming years.” 8
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He said the branch had worked to remove barriers preventing women from becoming active in the union and was now preparing to stage the first ever Tasmanian women’s conference in November. “We’re hopeful of getting women from across the AMWU in Tasmania, to have guest speakers and women from outside of the union too. It will be an important networking opportunity and a chance for women to develop skills and understand how important they are to the union. They are the future of the branch.” Sue Creed from Simplot in Devenport, only recently took on senior representative roles within the AMWU, including a national council position, despite being a delegate of 22-years. “We’ve had women active in the past, but it dropped drastically. Hopefully we can now get back to where we’d like to be. The guys are
Tasmanian delegates at a training course in June
really good at representing all members, but you sort of have a different perspective being a female delegate.” Ms Creed said she was excited about the prospect of a Tasmanian women’s conference later in the year. “I think it’s going to be brilliant. I’ve attended the Queensland women’s conference and
thoroughly enjoyed it. I couldn’t believe the level of participation, out of the ones that attended they managed to pick up a few extra delegates too. “Hopefully we can raise the participation, not just in Tassie but across the country. It needs to start at the bottom. You never know, we might have a female as a National Secretary one day.” ■
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“He has been a fierce advocate for automotive workers and the industry more broadly.
Vehicle Division head steps down after a lifetime of campaigning After nearly 32 years as an elected full time official, AMWU National Vehicle Division Secretary Ian Jones has retired.
Vehicle Division had been able to achieve landmark paid maternity leave. “We were the first blue collar private sector union to get paid maternity leave over the line. It began at General Motors with six weeks paid leave, it’s now flowed through to rest of the industry and the standard is about 14 weeks.
AMWU National Secretary, Paul Bastian, praised Mr Jones for the lasting contribution he made to the union and its members.
“It still one of our proudest achievements and it’s no coincidence we were able to achieve it with Ian at the helm.”
“He has been a fierce advocate for automotive workers and the industry more broadly. He has steered the ship during some challenging economic times, to achieve excellent outcomes for our members. “On behalf of everyone in our union I’d like to thank Ian for his lifetime commitment to the movement and the significant legacy he leaves.” The Vehicle Division’s Federal Executive has endorsed Assistant National Secretary, Dave Smith to replace Mr Jones until a permanent appointment is made by the Division’s National Conference. Mr Smith said his predecessor had been
Ian Jones’ union activism began on the shop floor over three decades ago and ended as National Division Secretary in June
an outstanding leader. “He’s negotiated countless agreements that have all contributed to improving the lives and conditions of automotive workers. “Workers are significantly better off today, than when Ian first became
Victorian Secretary of the then VBEF. At that time, automotive workers were amongst the lowest paid, semi-skilled workers around. Now they’re among the highest paid with a structured career path and skills recognition.” He said under Mr Jones’ leadership the
Mr Smith, who like Mr Jones began his working life in the aircraft industry, joined the AMWU as an appointed official in 1993. He has served as Assistant National Secretary of the Vehicle Division since 1996 and has been appointed Acting National Secretary. “It’s business as usual. There are no major changes in the immediate term. Our focus is on getting out there and ensuring our members are getting the best representation they can,” Mr Smith said. ■
Win for Cochlear workers on good faith bargaining orders
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air Work Australia has upheld a series of good faith bargaining orders against the ear implant manufacturer Cochlear, in a decision handed down in August.
representatives at work. “We welcome these orders. However, this decision doesn’t guarantee an outcome in bargaining, it doesn’t compel Cochlear to come to the AMWU NSW Secretary, Tim Ayres, negotiating table in the spirit of reaching a deal. said the Cochlear case highlights how hard it is to get recalcitrant “The Fair Work laws do not provide employers to genuinely negotiate a remedy through last resort with employees. arbitration for employees, where “The decision validates the efforts the employer refuses to negotiate as we’ve seen over many years at of Cochlear workers over many Cochlear.” The Fair Work Review years to reach a collective agreement with their employer, in released in August recommended an option for compulsory line with Australian workplace laws and community values,” said arbitration in greenfields agreements on major resources Mr Ayres. projects. “Fair Work Australia has issued “This means mining bosses would some reasonable orders that will have access to arbitration when it progress bargaining at Cochlear. suits them, however low paid These include holding a series of employees in factories have none,” bargaining meetings and said Mr Ayres. providing opportunities for employees to meet with each “I urge the Federal Government to other and with union look at this case very closely as
AMWU members from Cochlear protesting in Sydney 2007
they consider their response to the Fair Work Review, and consider whether the Fair Work Act is delivering for the hundreds of workers at Cochlear. “Cochlear workers have been trying to get a collective deal since 2007. They have repeatedly expressed their reasonable wish for union representation and a collective deal that offers security of employment and conditions.
“It’s time for Cochlear to stop its ideological grandstanding, come to the table and deal with its employees. “If the company won’t do that, Cochlear workers deserve the backing of the law.” • The current enterprise agreement covering Cochlear workers expired in June 2007 • Cochlear subsequently put forward two proposed nonunion agreements, which were both rejected by workers • Cochlear workers have voted on multiple occasions in support of a union collective agreement negotiated by the AMWU • In 2009 Fair Work Australia issued a majority support determination, recognising the will of Cochlear workers to be represented in collective bargaining by the AMWU. ■ AMWUNEWS
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Brisbane metalworkers win in union partnership
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n innovative partnership between the AMWU, training provider MISTAS and business Siganto & Stacey has helped Brisbane based metalworkers gain a national qualification in fabrication – and shown industry the value of re-investing in the skills of their workers. The training program was created to give workers the opportunity to gain national accreditation, through a mixture of RPL (Recognition of Prior Learning), onsite and TAFE training. The program recognised the skills workers used on the job. Ricky Luke, the National Coordinator of MISTAS (Manufacturing Industry Skills Training and Assessment Services) said the workers at Siganto & Stacey had shown tremendous commitment and dedication to gain their National Certificate III in Fabrication. “For over two years these guys have balanced work, family and study commitments. They had to front up
work with Siganto & Stacey on the Inpex Gas Project. “I have a one year old and another on the way. It’s important to know I’ll have a bit more financial stability. I’ve taken away a lot of personal satisfaction from gaining the Certificate.” AMWU Brisbane organiser, Alan Lacey, also praised the company for supporting the program and offering workers the opportunity to progress.
Brisbane metalworkers from Siganto & Stacey at the graduation ceremony in May
after an eight-hour day and attend TAFE classes, two nights a week. “It’s an outstanding result for them. They can now look forward to better pay and the opportunity to be promoted internally within the company.”
years ago and I’ve always wanted to progress. I knew the company offered the program to employees in the past and it was great to be able to have the opportunity again.” He said Siganto & Stacey had been supportive from the start.
Program graduate and AMWU member, James Hatcliffe, has gone from working as a trades assistant to tradesperson to now being appointed junior site manager since graduating in May.
“Not only do they want the company to go forward as a group but they want us as individuals to progress and grow. I’d absolutely recommend the program to other people.”
“I started in the industry four and half
Mr Hatcliffe has moved to Darwin to
“Siganto recognises the value of training their workers and helping them achieve this Certificate III. It’s a shame we do not have the same commitment from other employers although I hope this program will show others what can be achieved.” Will Siganto, CEO of Siganto & Stacey, told the graduation ceremony in late May that he was grateful the then AMWU Queensland Secretary, Andrew Dettmer assisted in getting the program off the ground over six years ago and how proud he was that the program was continuing with new employees taking part. To find out about training and skills assessment opportunities contact MISTAS on (07) 3238 5500. ■
Bittersweet outcome for Darrell Lea workers
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fter almost two months of uncertainty, AMWU members at iconic confectioner Darrell Lea have been greeted with the bittersweet news that the company will continue trading, but 85 of their colleagues at Kogarah and more than 500 in the company’s stores will not have a job. In July this year, Darrell Lea’s Directors suddenly announced that after 85 years of trading, the company was to be put into administration, leaving workers in both the manufacturing and retail stores of the company rightly concerned and anxious about their future. In the immediate weeks after being placed into administration, workers held out some hope that the company might survive intact without mass job losses, as the public rallied to the cause, driving up sales of the well known sweets. The increased sales revenue allowed the administrators to keep paying
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employee wages and maintaining jobs during the search for a buyer. So heartened were workers by the public’s support, that they headed to Darrell Lea’s George Street store in Central Sydney, to express their gratitude to the thousands of Australians who had turned sales around on the back of the news of the company’s difficulties. “People came out in droves, responding to appeals to support Darrell Lea during a very difficult time,” said AMWU Food and Confectionery Division Secretary, Jennifer Dowell. “A sharp increase in demand for the product saw increased revenue which in turn meant wages could be paid while we continued working with administrators and waited for a buyer to emerge.” A buyer did eventually emerge in the shape of the Quinn family who own VIP Petfoods. However, the buyers agreed to only purchase the manufacturing and distribution parts of Darrell Lea, with the 59 stores across the country to close and almost half the jobs at the Kogarah production plant to be lost. While the news that Darrell Lea confectionery will continue to
AMWU members at Darrell Lea send their thanks to Australian shoppers
be manufactured locally was welcomed, the heavy job losses added a sad and sour note to the news. Eighty three jobs in production and administration were secured under the deal between the administrator and the new buyers. “We are all very disappointed that a buyer couldn’t be found to take on the whole business and keep everyone employed,” said Ms. Dowell “It’s a terrible thing to see so many good and loyal workers lose their job
through absolutely no fault of their own.” “It’s a very sad day for those who have been told that they no longer have a job with Darrell Lea and it’s going to be a struggle in many cases for them to find new jobs.” “We will be continuing to work with the administrators and new owners to ensure all the workers receive their full entitlements and that they receive all the support they require to find work,” said Ms. Dowell. ■
NEWS
The Shock Doctrine DVD Giveaway Deregulatation, privatisation and the introduction of free trade have been the key economic and political changes of the last 30 years. In Australia and around the western world they have contributed an enormous amount to the bank balances of a few lucky sods (think Gina Rinehart, Clive Palmer and Andrew Forrest). But have they improved the lives of working people? In the wake of the global financial crisis and the current credit crisis it’s a question workers in the US and Europe are now starting to ask. The Shock Doctrine is a 2011 documentary from British filmmaker Michael Winterbottom that provides some context to how we got there. It argues the Thatcher, Reagan and Bush
administrations exploited natural disasters, terrorist attacks and wars to push through a radical neoliberal agenda that changed the west forever. The results may be devastating for ordinary people, but they have been incredibly beneficial to big business that has capitalised on minimal regulation, the sale of state assets and enormous capital tax cuts. The Shock Doctrine has adapted these arguments from Canadian activist and author Naomi Klein’s book of the same name. She called the theory Disaster Capitalism and it’s hard to think of a better descriptor. Unfortunately this documentary adaption doesn’t quite hold the same degree of cogency as Klein’s book. It uses an array of archival
footage, graphics and a recorded lecture by Klein explaining her theory, to build the narrative. These elements are interesting in their own right, but in the end the documentary feels a little disjointed and lacking in rigour. That said, it’s an fascinating explanation of how events such as the Falklands War, September 11 and hurricane Katrina can be used for the benefit of capital and to the detriment of almost everyone else. Disaster Capitalism is an important concept for our time, as we consider just how far we want free market and neoliberalism orthodoxy to go. Lets hope we find the answers before disaster strikes.
The AMWU has 50 copies of The Shock Doctrine to give away. Please email news@amwu.asn.au with your postal address and membership number or mail AMWU News 2nd Floor 251 Queensberry Street Carlton South, Victoria 3053.
S W E N rief in b
Victorian metal members give back to AMWU flags generational opportunity the community Metalworkers on the Wonthaggi to deal with asbestos Unions, including the desalination construction project south-east of Melbourne, have donated in excess of half a million dollars in two and half years towards local and Victorian causes.
and do so in an expedited fashion. Australia has one of the highest rates of asbestos related disease in the
AMWU, have urged the Federal Government and other politicians to back reforms for managing asbestos, including the removal of asbestos from all public buildings in Australia by 2030.
world and the incidents of mesothelioma will
AMWU National Secretary, Paul Bastian, a member of the National Asbestos Management Review’s expert advisory group, hoped the tabling of the Review last Thursday would mark a new era for asbestos management in Australia.
New law delivers paid leave for dads and partners After decades of campaigning and agitation by the union movement, Dads and
“The Asbestos Management Review should put a
parental leave from January next year.
continue to remain at peak levels unless action is taken now.”
partners can look forward to new Federal laws that will ensure they have the right to access paid The Dad and Partner Pay (DaPP) leave scheme, which passed through Parliament in June, will provide access to two weeks government-funded leave at the rate of the national minimum wage (currently $606 per week before tax) from the first
AMWU delegate, Jock Irvine, a member of the AMWU members’ fundraising committee, was delighted to have exceeded the milestone of $500,000 before the project’s expected completion later this year. “It’s been fantastic, it really has. It has put a tingle down the spine, to be able to help people out who wouldn’t have had a hope.”
day of 2013. The new law will allow fathers and partners, clear plan to the Federal Government. It represents a generational opportunity to deal with the problem of asbestos, in particular, the third wave of asbestos victims arriving from home renovations.
including adopting parents and parents in same-sex
“Government must deliver on asbestos management
information and to learn how to apply.
couples, to freely seek access to leave. Applications for DaPP leave can be made from October 1 this year. Contact Centrelink for more
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Delegate Profile Karl Gregory, Print Applied Technology, Tasmania I started at Print Applied Technology in 2003, where I’m now a production planner. Prior to getting a job here I was in the construction industry. I was a delegate at the CFMEU for many years and I have grown up with a strong belief in unionism. I have always believed in standing up for workers’ rights. When one of our delegates left I was approached by the members to represent them. Over the years I’ve become a stronger personality and a more effective delegate. These days I have no hesitation in taking my views over to
ESSENTIAL CONTACTS
management. I’ve learnt and grown a lot over time. Recently our superannuation wasn’t paid, it was over two months late, and we had to fight for it to be paid. We put forward a deadline to the owner and I think the payment was achieved through the strength and unity of the membership. My next few goals are to help make the workplace 100% union, to get our membership more active, to introduce a female delegate and to get the health and safety reps trained through a union training facility. The strength of our union is in the hands of our members - it’s something everyone has to believe in.
I get the most satisfaction from making sure our members get what we’re entitled to. Whether that’s reclassifications or getting paid super or just seeing the benefits from being in a union. Achieving results is the best part of the job. However, it can also be challenging resolving disputes with management. Being confrontational isn’t exactly fun, but it has to be done sometimes. I’ve just completed a brand new course from the AMWU called Workplace Leadership Training. It was a great course, very effective and I learnt a lot. We had fantastic trainers. Not only was it educational, but fun as well.
www.amwu.org.au email: amwu@amwu.asn.au
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