PSA Review | December 2019

Review Public Sector

Public Sector Review Magazine • December 2019

PSA RECLASS WIN FOR MEMBERS IN SA PATHOLOGY 6

Enterprise Bargaining: your chance to make a difference.

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Consultation is key in workplace change

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Ensuring Integrity Bill: an attack on democracy

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Women’s conference celebrates the suffragettes

CONTENTS From the General Secretary: 3 Current RRR Process makes forced redundancies unnecessary From the President: 4 Safety should never be compromised From the Assistant General Secretary: Fiercely Independent

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INDUSTRIAL NEWS Enterprise Bargaining: Your chance to make a difference Consultation is Key in workplace change

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Ensuring Integrity Bill

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Pensions and Super: SA Superannuants will keep you in the loop Members Have Rights and Protections

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PSA Reclassification Win SA Pathology Staff Celebrate

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MEMBER NEWS Worksite Representative 15 Profile: Derek Francis Our SSOs are Essential 16 Women’s Conference 18 celebrates 125 years of suffrage Out and About With PSA Members Give your Super a Lift

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Five Signs you need your teeth checked

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APHEDA: 25 No Australian Money in Asbestos

MEMBER BENEFITS PSA Holiday Home

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Training Calendar

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WELCOME 2019 has been a challenging year for PSA members, many of whom have borne the brunt of public sector budget cuts, restructures and privatisations. Bit by bit, the state government is opening up the public service to big business.

Decades of underfunding and outsourcing have laid the groundwork for the Marshall government’s current privatisation agenda.

Throughout the year, the PSA and its members have been campaigning constantly to oppose the attacks on public services and the staff who provide them. Through social and traditional media, we’ve been educating the community by providing evidence that shows privatisation is a failed ideology. We’ve been activating members with on-the-ground campaigns, lobbying politicians, and will continue to do so.

The website has general interest articles, a links page and specific sections for women, schools, higher education and correctional services.

Thank you to all PSA members for the incredible work you do in providing services to our community and for supporting our campaigns.

Review Public Sector

The Public Sector Review is an official publication of the Public Service Association of SA Inc and the Community and Public Sector Union (SPSF Group) SA Branch.

Selected articles are published electronically on the PSA website at www.cpsu.asn.au Tel: 08 8205 3200 Fax: 08 8223 6509 Toll-Free: 1800 811 457 Email: enquiries@cpsu.asn.au

www.cpsu-spsf.asn.au

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2020 will be another challenging year.

Staying strong and united will see us succeed in our efforts to protect our public services and your working conditions.

We’ve celebrated a number of campaign wins such as stopping the closure of Service SA offices and Urrbrae TAFE, dozens of

Comments, letters and editorial material to: ‘The Editor’, Public Sector Review Level 5, 122 Pirie Street, Adelaide SA 5000

FEDERAL WEBSITE

reclassifications for members in SA Pathology, the CFS and a number of other departments, achieving ongoing employment for members in Housing, SARDI and the Legal Services Commission, preventing introduction of 12 hour shifts in Residential Care, the right to a Crib break for members at the Adelaide Youth Training Centre, and more. But there is a lot of work still ahead. We will continue to fight public service cuts and privatisations and consolidate and improve our enterprise bargaining agreement.

Public Sector Review Magazine | DECEMBER 2019

Designed and printed on recycled and sustainably sourced paper by Created 2 Print, 107 Sturt Street, Adelaide SA. www.created2print.com The Public Sector Review’s official publication number is PP565001/0010.

Volume 3, Number 3.

Responsibility for political content in this publication is taken by Nev Kitchin.

Cover Image: PSA leadership with SA Pathology members at the RAH.

A message from the General Secretary

CURRENT RRR PROCESS MAKES FORCED REDUNDANCIES UNNECESSARY redundancies “ Forced are ... something the government will need to consider,

”

Rob Lucas told InDaily on November 4.

In what seems like an attempt to intimidate public sector workers, State Treasurer Rob Lucas reportedly emphasised to InDaily that “the Public Sector Act makes it quite clear that if you’re surplus to requirement, there is no job for you”.

If the InDaily report is accurate Mr Lucas has misrepresented the terms of the Public Sector Act. The Public Sector Act does not require excess employees to be sacked. Your enterprise agreement – which ensures compliance with the Act – contains your job security provisions.

This emphasises the importance of being a PSA member and how critical it is to retain the current Redeployment, Retraining and Redundancy (RRR) provisions members achieved in your current salaried enterprise agreement.

Mr Lucas has also failed to explain why there is a “need” to consider forced redundancies.

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Make no mistake. The PSA is strongly opposed to forced redundancies; job security has long been the number one concern for PSA members.

The PSA strongly maintains that forced redundancies are completely unnecessary. The size of the public sector, the demographics of the workforce, natural attrition, the structure of the workforce, including reducing the current high levels of labour hire, and other strategies available to the government, all make forced redundancies completely unjustified.

The previous ‘no forced redundancy’ policy ended in 2014 when both the Liberal and Labor parties stated they would no longer honour their longstanding commitments. Since that time, the PSA has been able to successfully negotiate a scheme which sees ongoing employees in the public sector retrained and redeployed to other work as the needs of the service change.

Our salaried enterprise agreement details the requirements for treating PSA members who are declared, or who are potentially excess, with respect. It lays out the requirements for accountable, responsible management.

The enterprise agreement remains in place and is due for renegotiation soon.

The terms of a successor agreement will be determined by PSA members.

by Nev Kitchin

There has not been a single forced redundancy since the RRR scheme has been introduced. This clearly demonstrates that the PSA-negotiated RRR process is working well – both for employees and the government.

Those employees who have been declared excess and who have sought to remain in the public sector have been able to do so by being retrained and redeployed for the benefit of the community they serve, as well as their employer, the government.

The Premier told Parliament in July 2018 that, “ … the most important asset in an organisation….are the people who work in that organisation.

We value the people who are working in the Public Service in South Australia”.

Treasurer Rob Lucas should honour the Premier’s statements about respecting and valuing the public service. He needs to state publicly that his government will retain in any future enterprise agreement the proven and mutually beneficial RRR process currently in place.

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A message from the President

SAFETY

SHOULD NEVER BE COMPROMISED

by Michael Griffiths

Another electric shock received at work by a Correctional Officer in mid November highlights the significant issue of workplace safety and why more needs to be done to ensure workers aren’t placed in danger.

No one should be exposed to risks at work that might lead to illness, hospitalisation, or worse. The incident in question took place at Yatala prison, and while the PSA Review can’t go into detail, it led to the staff member being transferred to hospital and another two treated at the scene.

Accidents like this can be avoided but are harder to mitigate against when both staffing and corners are being cut.

And that’s exactly what the state government is doing with its so-called “Better Prisons” reforms.

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PSA members are wondering why the government is spending time and money reforming prisons to drastically cut staff when it will increase the dangers faced in these already high-risk work sites. Despite significant resources being ploughed into secretive benchmarking exercises designed to create budget savings by cutting staff numbers, the PSA has seen no evidence that any risk assessment has been carried out. Documentation that could allay members’ concerns regarding the impact of staffing cuts on safety has been sought, but to no avail.

Evidence from around the world points to the fact that safety hazards in private prisons, which are usually significantly understaffed, are much higher than in public facilities. The privatisation of the Adelaide Remand Centre has seen a significant cut to staffing. With job cuts and the possibility of more privatisations looming in other state prisons, it is only a matter of time before we see another incident similar to the one at Yatala, or worse.

A detailed and independent risk assessment of the Better Prisons reform agenda must be carried out immediately and provided to the PSA. The only way to make our prisons better is to improve the safety of staff, inmates and the public.

Reducing staffing will have the opposite effect.

OUR VISION

OUR MISSION

A South Australian Public Sector in which PSA members are highly valued and well-resourced, with fair and secure working conditions and entitlements.

To grow, engage and empower our membership by working collectively to effectively represent, protect and actively advance PSA members’ interests.

Public Sector Review Magazine | DECEMBER 2019

A message from the Assistant General Secretary

by Natasha Brown

FIERCELY INDEPENDENT D

The PSA campaigns for improved working conditions and salaries for our members and for the provision of high quality essential public services to the community. Both of these have, at times, come under sustained attack from state governments of both persuasions. From the Liberal government’s privatisation of the Electricity Trust of South Australia (ETSA) to Labor’s swingeing cuts to public sector funding in 2011, the PSA has actively campaigned to protect the public sector and for the best possible outcomes for our members and the community, and will continue to do so.

There is a clear historic connection between the union movement and the ALP, and it is true that a number of unions are affiliated to the ALP. However the PSA, like many other public sector unions, has determinedly remained unaffiliated with any political party and remains proudly independent.

Independence from government is an absolute necessity when it comes to representing our members’ interests.

After all, for PSA members, our state government is also our employer. Public sector unions have an obligation to our members and the community to hold governments to account through effective campaigning and lobbying, and to criticise without fear or favour.

During our pre-election forum last year, PSA members directly pressured leaders of all parties to commit to a well-resourced public sector and no privatisation. Since that time, the PSA has repeatedly held Premier Steven Marshall to account for his statement

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at our forum that the Liberal Party “do not have a privatisation agenda”.

Similarly, when Opposition Leader Peter Malinauskas recently committed to reverse any privatisation of our trains and trams, the PSA wrote to him highlighting other public services that have either been recently privatised or are facing threat of privatisation (including metropolitan buses, public prisons, Lands Titles Office, Motor Accident Commission, DPTI traffic signal and road maintenance operations, SA Pathology, Service SA and the Motor Registry). We are seeking an unequivocal commitment from the Labor party that, when next in government, they will not privatise any public services and will take all actions possible to return other previously privatised services to government.

The PSA has campaigned against privatisations, budget cuts and numerous other regressive policies of former governments – including Labor’s massive reductions to WorkCover protections, privatisation of state forests, cuts to members’ long service leave, proposed public private partnerships and the privatisation of the Lands Titles Office, to name a few. And we continue to campaign against the current Liberal government’s obsession with privatisation and relentless cuts to public sector jobs and services.

Our SA Not for Sale and I Am Essential campaigns have been building a strong following, and our social media profile and engagement is growing.

Our organising team continues to support membership activity and build

power in worksites, and our online and community campaigning have helped to educate the public about the current state government’s savage cuts and privatisations, and foster public support for the essential work PSA members do for our community.

The PSA stands for well-resourced, accessible, equitable and affordable public services. Needing to fight to protect our members and the public services they provide is nothing new; it is a battle the PSA has been fighting throughout our entire 134 year history, and it is a battle we will continue to face long into the future.

We have been campaigning for decades against the privatisation of public services, and for public services to be retained under public control for the benefit of the community rather than being sold off for private profits.

Our campaigning must, and will, continue regardless of which party is in government.

To maximise our potential to influence governments when it comes to decisions that affect the public sector, we need to constantly grow and strengthen our membership.

If any of your colleagues aren’t yet PSA members, tell them about the work we do on behalf of both public sector workers and the community and give them an application to join!

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ENTERPRISE BARGAINING YOUR CHANCE TO MAKE A DIFFERENCE

“ … improvements to your working conditions correlate directly with the level of engagement in the enterprise bargaining process.

”

In mid-October public sector workers covered by the South Australian Modern Public Sector Enterprise Agreement (Salaried) 2017 (SAMPSEAS) received the last of three salary increases. This agreement has a nominal expiry date of January 20, 2020, meaning the PSA will soon start negotiations with the state government for a new enterprise agreement.

While salary increases are an important aspect of any negotiation – we achieved above CPI increases for the majority of members – many big wins in the SAMPSEAS, and the ones we will be striving to consolidate in the next agreement, relate to members’ working conditions, entitlements, and job security.

To achieve the current enterprise agreement, the PSA started engaging with members at the beginning of 2016. More than 400 member meetings were held and a survey designed to ensure member-wide consultation on our bargaining position received nearly 2000 responses. There is no question that substantial member involvement in developing the draft claim led directly to an agreement that significantly improved existing conditions and saw the introduction of important new clauses that benefit all PSA members.

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What you told us in 2016 Member-wide consultation in the lead up to bargaining told the PSA there were five key areas that needed addressing: job protection, wages and conditions, workload, classification, and standardisation.

In all areas, the PSA campaign for a new agreement led to significant improvements.

However, since the Agreement was signed, we have seen a new government come to power, a government intent on slashing public sector budgets and privatising services. With this in mind, our campaign for a new enterprise agreement will focus on consolidating these wins and making improvements where required.

Job Protection For the first time, PSA members achieved a clause confirming ongoing employment as the primary form of employment in the

Public Sector Review Magazine | DECEMBER 2019

public sector. At a time when work is becoming more precarious for a significant section of the population, the inclusion of this clause in the SAMPSEAS was vital.

Workers need stable jobs they can rely on, and the PSA has since used this clause to achieve conversions to permanency for a significant number of members.

The Agreement contains another new clause that provides ongoing employment for graduates and trainees, subject to satisfactory completion of their program.

A substantial advancement, and one that has become crucial in the current environment of budget cuts and restructures, is the inclusion in the Agreement of a stand-alone appendix enshrining new clauses on redeployment, retraining and redundancy that are no longer reliant on a Commissioner’s Determination.

Wages and conditions Despite the government’s intention to limit pay rises at 1.5%, the PSA negotiating team achieved strong salary increases for PSA members. Almost 90% of PSA members received annual increases of at least 2% or more. Given the comparatively low rate of inflation at the time negotiations were taking place (under 1%), this was a significant win for PSA members.

The signing of the current agreement in January 2018 introduced a number of new clauses that enhance conditions affecting wages and leave entitlements, including: more clarity and extra protections around Flexitime and Time Off In Lieu of Payment for Overtime; an improved Domestic and Family Violence Leave clause which provides for 15 days paid leave and consideration of performance or conduct if affected; clarity and protections around members returning from Maternity Leave on a part-time basis; new entitlements around breastfeeding in the workplace; new transfer to safe job provisions for pregnant employees; enhanced Paid Partner Leave; and a clause that ensures all time worked on public holidays will be paid at public holiday rates.

Workload The current agreement now includes much stronger protections against unreasonable workloads, a consultation mechanism for addressing workload issues at a local level, and stronger workload grievance and dispute mechanisms. PSA members are using the new clauses effectively at the local level. For example, PSA members in SA Pathology recently reported workload would become an issue as a result of the VSP-led restructure process. They invoked the new workload protections at Clause 15 of the SAMPSEAS, requesting management establish local workload forums in each of the affected directorates.

SA Pathology agreed to the forums, which have been combined with SA Pathology’s existing working groups. A PSA workplace representative takes part in each of the

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working groups to ensure workload is being addressed. As a result of PSA member involvement, systems have since been identified to mitigate against increased workload that may arise from increased testing, changes to staffing ratios, increases in sick leave, overtime and so on.

The working groups will continue to monitor workload going forward.

This clause, developed by the PSA, was hard fought and has enabled the training of hundreds of staff who can now provide support to colleagues experiencing mental health issues. Another new clause in the Agreement confirms the rights of staff to be represented by their union and strengthens the rights of PSA Worksite Representatives.

Classification

Time for consolidation

The SAMPSEAS includes a clause that ensures reclassification will apply from the date of application. Agreement was also reached to conduct an audit of all ASO1 level employees with a view to progression to ASO2, and a number of new clauses enabled the review of a broad range of classifications, including OPS, PO, CFS, TGO/MeS, AHA, Legal Services Commission Administration, and classification structure of AYTC Secure Care during the life of the agreement.

New increments for ASO4, AHP and a new stream for Allied Health Assistants were also introduced.

As the PSA embarks on the next round of enterprise bargaining, it is crucial members are aware that improvements to your working conditions correlate directly with the level of engagement in the enterprise bargaining process. The new and improved clauses enshrined in the SAMPSEAS came about because members were strongly engaged in the consultation process, informing the PSA negotiating team what was needed to improve working conditions and enhance the quality of public service provision.

“ More than 400 member

meetings were held and a survey designed to ensure member-wide consultation on our bargaining position received nearly 2000 responses.

”

Standardisation The SAMPSEAS confirmed the primacy of the enterprise agreement in remuneration and employment conditions matters, and the Agreement now includes clauses that give force to the leave provisions for public sector staff contained in Commissioner’s Determination 3.1. Clauses in the SAMPSEAS have strengthened workers’ compensation, enabling benefits beyond the two-year time limit in specific circumstances.

In the lead up to negotiations for a new agreement, the PSA will continue to consult widely, and we urge members to get involved. Keep an eye out for regular PSA email updates outlining the actions you need to take to ensure your views are heard. By the time this issue of the PSA Review goes to print, members should have already received details of a consultation survey.

Make the enterprise agreement work for you If you and your work group aren’t already putting the new and improved clauses in the SAMPSEAS to good use, it really is time to familiarise yourself with them. Go to the Industrial section of the PSA website (www.cpsu.asn.au), open the South Australian Modern Public Sector Enterprise Agreement (Salaried) 2017 link, download the Agreement to somewhere prominent, print a copy for your workgroup, and refer to it regularly.

The Agreement also contains a new and hard-fought clause that provides staff representatives access to employerfunded Mental Health First Aid Training.

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GENUINE CONSULTATION IS KEY IN WORKPLACE CHANGE WITH A LARGE NUMBER OF DEPARTMENTAL RESTRUCTURES TAKING PLACE, WE TAKE A LOOK AT WHAT CONSTITUTES EFFECTIVE CONSULTATION The South Australian Modern Public Sector Enterprise Agreement (Salaried) 2017 (SAMPSEAS) clearly outlines what is meant by consultation in the context of workplace change, but it remains a subject often debated before industrial tribunals both in Australia and overseas.

The SAMPSEAS describes consultation as: … the sharing of information and the exchange of views between employers and persons or bodies that must be consulted and the genuine opportunity for them to contribute effectively to any decision making process. This includes consultation with the applicable union whose members are affected

“

”

The clause goes on to say that consultation is not to simply advise what will be done, but to provide information and to give employee

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representatives the opportunity to adequately consult with the people they represent in the workplace. It also says that any workplace change should not be implemented before appropriate consultation has occurred.

Why should employers consult with staff?

The obligation to consult has been part of the fabric of industrial law in Australia since at least the early 1980s. Consultation gives expression to members’ rights to be treated with respect and dignity by being involved in decisions that affect their lives at work.

Underpinning the obligation for employers to consult with employees is the recognition that the lives of employees and their families are materially affected by the decisions that employers make. It’s not surprising therefore that employees value consultation highly. A culture of genuine consultation creates a workforce based on respecting and valuing the views of others.

Public Sector Review Magazine | DECEMBER 2019

What are the benefits?

Consultation leads to a more productive workplace, better informed decisionmaking and successful implementation of ideas, attraction and retention of skilled and positive staff, workplaces that can better cope with change, and the minimisation of employer/employee disputes.

A culture of consultation encourages harmony and is characterised by early information provision and discussions, the parties remaining open to suggestions, the provision of reasonable opportunities for influencing decisions, the provision of comprehensive information, evidence that suggestions and opinions have been taken into account, and where there is no change from an original proposal, a rationale for the decision is provided.

Consultation must be real There are several issues that cause disagreement between unions and employers when it comes to consultation.

The first and the most frequent is

“ A culture of

consultation creates harmony and is based on respecting and valuing the views of others ...

”

‘token’ consultation – the appearance of consultation merely for the purpose of ticking a box, only after a decision is made. Some employers take the attitude of “we know what we are going to do, we will tell you about it, but we will do what we want to do anyway.”

This approach will invariably lead to disputation, and employees deserve better. We want a real opportunity to hear the proposal in detail, understand what it will mean and to identify potential issues or alternative approaches that may well work better on the ground.

Enough information for genuine discussion The second issue is closely linked to the first – the provision of adequate information to allow a genuine exchange of views.

For employees to have a genuine opportunity to influence decisions that affect them, the employer needs to provide sufficient information for the employees to understand: • what is proposed • the rationale for the change • how it will impact upon jobs and workloads • how it will be introduced • how will the impact of change be monitored and problems addressed.

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Timing – early enough and enough time to properly consider implications Disputes relating to consultation often involve arguments about timing.

Consultation needs to begin early in the process and it needs to extend for enough time.

As information about proposed changes, assessments of the impact on jobs and workloads, and proposed new role descriptions emerges, there must be enough time provided for proper discussion between employees and their unions to gain input and to discuss the issues with the employer.

When consultation works The PSA was involved in successful consultation in relation to the transfer of disability and aged care services from government to private operators during 2017 as a result of changed arrangements to funding services. Around 1500 state government employees were affected by the transfer of services and time frames were tight. The Department of Communities and Social Inclusion (DCSI) took the consultation seriously and respectfully, both at management and workplace level.

In protecting members’ rights, the PSA sought and achieved a number of positive outcomes as a result of the consultation process with DCSI, such as: recognition of service, maintenance of existing government super arrangements, continuation of the application of public sector enterprise agreement conditions for a defined period, right of return to government for a defined period, arrangements that ensured the continuation and smooth transition of the provision of services, and a process for placing those employees who elected to stay with government.

No consultation is perfect It would be naive to imagine all consultation will be smooth sailing.

Frequently, the matters under discussion are significant and the parties have disparate views. However, it is important to acknowledge that disagreements and opposition to some ideas and proposals are a normal part of workplace consultation and should not be interpreted as a sign of failure in consultation.

A certain level of trust between parties is required for consultation to be successful and when this occurs both employers and employees will benefit.

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ENSURING INTEGRITY BILL

AN ATTACK ON DEMOCRACY SCOTT MORRISON’S PRE-ELECTION PROMISES ABANDONED AS GOVERNMENT PURSUES ANTI-WORKER LEGISLATION. A revised version of a bill originally introduced in August 2017, the Fair Work (Registered Organisations) Amendment (Ensuring Integrity) Bill 2019, was introduced into Federal Parliament on 4 July 2019.

“closely align these reforms with their corporate equivalents” is, without any doubt, an attack on workers’ rights.

At the time of writing the Senate is expected to vote on the Bill in the coming days.

The Bill, which the federal government claims has been revised to more

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Public Sector Review Magazine | DECEMBER 2019

In opposing the Bill, the union movement has the support of the ALP and The Greens, and is strongly lobbying the six crossbench senators to gain their support. The federal government needs the support of at least four crossbenchers for the Bill to be passed into law.

Ensuring integrity or enabling persecution?

The Bill would allow the Minister or any person “with a sufficient interest”, which could include employers or employer organisations, to apply to the court to disqualify a person from holding office in a union or to have a whole union deregistered. No such provision exists for corporations – no one “with a sufficient interest” can bring disqualification proceedings against a company or a person holding an office in a company.

But it doesn’t stop there. A union could even be placed under administration as a result of an application by the Minister or any person “with a sufficient interest”.

Again, no such provision exists for corporations – only the company itself, a liquidator or a party entitled to enforce a security interest in a company’s property can take such an action.

“ Sanctions such as those

available to the Minister or others in the Ensuring Integrity Bill are almost unheard of in much of the developed world.

”

It is hard to imagine a government of any colour pursuing a bill that allowed for a worker or group of workers in an industrial dispute with a company to apply for that company to be placed into administration.

Yet, this is what the Ensuring Integrity Bill is proposing those who want to attack unions.

If the Ensuring Integrity Bill applied equally to business, a company could be placed under administration when directors acted in their own interests, engaged in financial misconduct, or a court declared that the company had ceased to function effectively. However, companies can engage in a wide range of law-breaking and misconduct, including underpaying workers, and still be permitted to self-manage. A union official, on the other hand, could fail to ensure the union’s financial reports were filed with

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the regulator on time and expose the union to the possibility of being placed under administration.

Porter gaffe or deliberately misleading?

In an attempt to play down the clearly unfair mechanisms behind the government’s undemocratic Bill, Attorney-General Christian Porter told the parliament on 31 July that the Ensuring Integrity Bill does not allow deregistration of unions for single instances of unprotected industrial action or breaches of court orders. However, officials in his own department disagree. They told an inquiry on 25 September that under section 28G of the Bill, one instance of unprotected “obstructive industrial action” could result in deregistration if it interfered with an employer’s activities, the provision of a public service or is likely to harm safety, health or welfare of part of the community.

The answer is straightforward – the federal government doesn’t believe in the right of workers to organise or be represented by whomever they choose.

Fairness, equity and the right of workers to union representation is anathema to the current government. If the Bill was fair, it would allow for workers to seek disqualification or other serious sanctions against employers and corporations for things like wage theft or dangerous workplace practices, but it doesn’t.

“ If unions are shut

down or silenced, who will stand up to the powerful corporations and employers, ensuring workers have the right to fight for improved wages and conditions?

”

Broken Promises

The Morrison government has also claimed that the Bill is intended to target only those unions or union officers who engage in serious, deliberate, knowing, repeated, persistent or systematic law breaking and that law-abiding unions and officers have nothing to fear from the Bill.

During the federal election campaign the Morrison Government insisted it had no plans to reduce workers’ rights. The reintroduction of the Ensuring Integrity Bill gives the lie to this claim and shows in no uncertain terms that union busting is high on the federal government’s agenda.

This claim is dangerously false.

The Ensuring Integrity Bill is an attack on basic human rights. If legislated, it will make it harder for unions to protect workers’ rights and to improve living standards. Australia already has some of the most restrictive regulations on workers’ organisations among democratic nations. Despite this, all Australians continue to benefit from the work of unions. If unions are shut down or silenced, who will stand up to the powerful corporations, ensuring workers have the right to fight for improved wages and conditions and a safe workplace?

The Bill captures a wide range of conduct already subject to both criminal and civil sanctions. It even goes so far as enabling the Minister or any person “with a sufficient interest” to apply to disqualify a union official for conduct entirely unrelated to their union role.

Sanctions such as those available to the Minister or others in the Ensuring Integrity Bill are almost unheard of in much of the developed world.

Contraventions of the Fair Work Act are already dealt with by existing provisions in the Act, which begs the question: why do we need new legislation that opens more avenues for governments to attack the basic democratic rights of workers and their unions?

The only genuine way to “ensure integrity” is to make sure workplace laws are fair, reasonable and democratic. The Ensuring Integrity Bill must be voted down.

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PENSIONS AND SUPER: SA SUPERANNUANTS WILL KEEP YOU IN THE LOOP

(Contributed)

The South Australian Superannuated Employees Association Inc was formed in 1927. Our constitution specifies that “to be eligible to join the Association, a person must be in receipt of or eligible to receive a pension or an annuity from a Commonwealth or South Australian Superannuation Fund or such other public sector fund as might from time to time be recommended by the Executive Committee of the Association and approved at an Annual General Meeting”.

Recently the Salaried Commonwealth Officers Association (SCOA) closed and we changed our constitution to allow former SCOA members, indeed any person in receipt of a commonwealth superannuation pension, to apply for membership of our Association. So far about 200 former SCOA members have taken up this option.

Currently our membership of about 1800 comprises retired public servants in receipt of a superannuation pension from the now closed State Government Pension Scheme and the current Commonwealth Superannuation

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Scheme. However, eligibility for membership extends also to: • Members or former members of the South Australian Lump Sum Scheme • Members or former members of the Southern Australian State Superannuation Scheme (SSS) • People receiving or being eligible to receive a superannuation pension paid from the South Australian Police Superannuation Scheme.

Our Association is a member of ACPSRO (Australian Council for Public Service Retirement Organisations) and, like the PSA, a member of the State Superannuation Federation.

We hold a General Meeting on the last Monday of each month from February to November at 1.00 pm at the Pilgrim Centre, 12 Flinders Street, Adelaide.

An elected Executive Committee meets at 10.30 am prior to each General Meeting. At our General Meetings we discuss activities and actions being taken to ensure that our various funds are protected. We do this in many ways such as meeting with Commonwealth

Public Sector Review Magazine | DECEMBER 2019

and State MPs and Treasury and Finance, and making submissions to relevant enquiries. We also take actions where appropriate to protect other retirement entitlements our members have such as part age pensions, the Commonwealth Seniors Health Card, residential care and, more recently, My Aged Care home care services/ packages.

The second part of our General Meetings centres upon a guest speaker who can provide useful and/or entertaining information to our members. The calibre of our guest speakers is such that quite a few members attend General Meetings mainly for the speaker. Advance information of our guest speakers can be found in our newsletters and on our website. We welcome visitors and potential new members to these meetings.

SA Superannuants publishes a newsletter three times a year and this is sent to all members by post or via the internet. The newsletter contains a variety of articles including explanations of State and Commonwealth changes

PSA MEMBERS HAVE RIGHTS AND PROTECTIONS NO MATTER WHERE THEY WORK The South Australian Ombudsman is responsible for scrutiny of administrative decisions made in the public sector which impact on the life of individuals and the community. An Act of Parliament defines the role to independently inquire into or investigate administrative acts of government departments, statutory authorities or local government.

Join South Australian Superannuants to stay informed about your retirement finances. in legislation and regulations on superannuation and other State and Commonwealth schemes of interest to our members. Letters from members and our guest speaker schedule are also regular topics. Our newsletter has a deservedly high reputation for the quality of its articles of a technical nature.

Currently the Association is reviewing its activities in part to recognise the expansion of its membership and in part to examine what more we can do for members and former members of the South Australian Lump Sum Scheme and the South Australian State Superannuation Scheme (SSS).

We are always aware of course that governments, the Commonwealth in particular, can never resist trying to “reform” retirement income schemes and we need to be ever alert for the next attempt.

Find out more about SA Superannuants at: www.sasuperannuants.org.au

www.cpsu.asn.au

A critical element of the Ombudsman’s role is the concept of procedural fairness. Procedural fairness – sometimes referred to as ‘natural justice’ – means that a fair and proper process must be used when a decision is made. There are rules that apply to the Ombudsman’s practice of procedural fairness in his oversight of government decision-making. They are to ensure: • a hearing appropriate to the circumstances • a lack of bias • identification of evidence to support a decision • inquiry into matters in dispute, and • an appropriate level of transparency.

In July 2019 there were approximately 25 public servants attached to Ombudsman SA (OSA), assigned from the Attorney General’s Department (AGD). Their role is to assist the Ombudsman to receive complaints and Freedom of Information requests for External Reviews and to conduct inquiries and investigations within the jurisdiction of the Ombudsman legislation under his management.

But what happens when these employees have concerns regarding decisions of the Ombudsman or their senior staff about matters internal to the OSA office?

Focus on this issue arose in August 2018 when all public servants working in the Ombudsman’s office were advised they would no longer have access to the formal Attorney General’s Workplace Grievance Procedure and that an internal grievance procedure would take its place.

OSA staff are subject to a range of AGD policies (such as Performance and Development, leave entitlements and responsibilities and Work Health and Safety policy). So, it was inconsistent that staff should be denied access to this long-standing grievance mechanism.

Following representations from PSA members and General Secretary Nev Kitchin, the AGD Chief Executive has now agreed that OSA staff should remain fully under the auspices of the Public Sector Act 2009 and has made clear to public servants working in OSA that they would still have full access to the AGD grievance policy.

PSA members have rights and protections no matter where they work. And statutory office holders and senior managers must be accountable regardless of their position.

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PSA WIN FOR MEMBERS IN SA PATHOLOGY “ UNITY LEADS TO THE RECLASSIFICATION OF DOZENS OF PHLEBOTOMISTS Why would you not join the union when we achieve results like this? Six months ago when a PSA Organiser met with a group of phlebotomists, they discovered that a significant number of staff working in blood collection centres were working at a higher level than the OPS1 classification they were were being paid at, and had been for some time. Some staff had been classified at OPS1 for decades.

Around 100 more staff were identified as being underclassified and 58 submitted a reclassification application, with PSA support. Now that every one of these applications has been successful, others are joining the PSA and submitting their applications.

Stuck at OPS1 Staff working at OPS1 are effectively being paid as trainees – deemed to be at that level because they are working under close supervision and demonstrating only basic knowledge in performing their duties. Phlebotomists commence at OPS1 level, needing support and training, and can usually gain the necessary level of competency to go on a roster covering collection centres within about six months.

From this time on they are working by themselves and demonstrating skills that require judgement based on their level of

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knowledge and skill. At this point, the 58 members should have been reclassified to OPS2, the classification for staff working under general as opposed to close supervision. Staff at this level often work autonomously, make decisions, use initiative, communicate effectively with the public and more.

It speaks volumes that it took a chance discussion and an astute PSA Organiser to ensure 58 hard working staff in a government department were being paid appropriately. In rejecting reclassification applications prior to the PSA intervention, SA Pathology management had consistently ignored the applicable work level definitions and applied other inappropriate criteria for reclassifications.

The PSA campaign challenged the SA Pathology approach and brought the process back to the simple understanding that if staff were working effectively in collection centres, and not subject to performance management processes, then they should have been classified at the OPS 2 level.

Power in a union!

Phlebotomists work in blood collection centres in a wide range of locations around the state, often on their own, completely

Public Sector Review Magazine | DECEMBER 2019

We are many thousand strong, and I am glad to say, we are getting stronger and stronger every day.

Aunt Molly Jackson, I am a Union Woman.

”

isolated from their colleagues in other sites. This kind of isolation can present significant challenges for unions trying to achieve positive outcomes for their members. To counter this, members were organised to meet together at their colleagues’ workplaces, cafes and other convenient locations in order to discuss the campaign and get the ball rolling. The PSA Organiser subsequently followed through with each individual, meeting one to one and communicating by email to support members with their reclassification applications. The reclassification applications were lodged together as a show of strength and solidarity.

This successful outcome clearly illustrates the value of being a PSA member – workers have more power when we address an issue collectively.

Congratulations to all the PSA members involved in this fantastic win.

If you suspect you are being paid at a lower classification than you should be, contact the PSA Members’ Rights Hotline to seek clarification and support. Call 8205 3227, Monday to Friday from 8:45am to 4:45pm.

WORKSITE REPRESENTATIVE PROFILE:

THE PSA REVIEW INTERVIEWS ABORIGINAL HOSPITAL LIAISON OFFICER

DEREK FRANCIS

How did you come to be in your current position?

I grew up in Darwin and after leaving school I had various jobs – I’d been a Park Ranger at Kakadu, worked in sports development, and as an Aboriginal Education Worker in schools.

When I first came to Adelaide I worked at the Environment Protection Authority for a couple of years before moving into the Health sector.

Looking back, I wish I’d gotten into Health sooner – I had no idea what a huge area it is; it’s incredibly diverse and I’m learning new things all the time. My Health journey started at the end of 2006 when I began a 12 month pilot program as an Allied Health Assistant here at Flinders Medical Centre. Soon after finishing, at the end of 2007, I was approached by the Aboriginal Hospital Liaison Manager and subsequently became the only male liaison officer in our team: Karpa Ngarrattendi Aboriginal Hospital Liaison. Thirteen years later I’m still here and really enjoying the work. We now have a second male Liaison Officer in our team, which is great. Our team works across three sites: Flinders Medical Centre, The Repat, and Noarlunga Hospital.

Tell our readers a bit more about your role.

As a Liaison Officer I work directly with patients in a range of medical areas, providing emotional, social and cultural support for Aboriginal patients. I’ve completed a Certificate III in Aged Care and a Certificate III and IV in Primary Healthcare. I started working in podiatry – that was my first introduction to primary health care. Following that I worked in a variety of other areas including physiotherapy, occupational therapy, speech pathology,

www.cpsu.asn.au

audiology, dietetics and so on. The Liaison Officer role is non-clinical, however, I’m hoping to begin some professional development in the near future which will qualify me to work as an Aboriginal Health Practitioner.

What does it mean to you as an Aboriginal person to be able to work with and support other Aboriginal people in need?

Unfortunately there is a high percentage of Aboriginal and Torres Strait Islander people who access the health system. For many of them, it might be the first time they’ve left their community and travelled to a big city with a big hospital, so it can be pretty daunting. Understanding the medical jargon can also be difficult, even for us as staff at times, so you can imagine how it must be for people coming out of a remote community.

Coming from Darwin I’d been exposed to, and understand, some of the different Aboriginal dialects that we encounter here. We have quite a lot of patients who come down from the Territory so it helps me support them and I think having that experience is really beneficial to our team.

You’re a PSA Workplace Representative, why do you think it’s important to be an active member of the PSA? Union membership is really important. It gives you and your colleagues protection when you need it, and at the end of the day it’s the PSA that campaigns to achieve improved conditions for public sector staff.

These improvements don’t just fall in

our laps; they wouldn’t happen without the union. The PSA also has the best interests of the whole public service at heart. I think union members really understand the value of the public sector and are usually the ones that will stand up and take action when it needs defending.

THE GAP IS NOT CLOSING Despite the best efforts of those working in Aboriginal Health, the gap between Aboriginal and nonAboriginal health outcomes remains wide. These statistics paint a concerning picture.

Compared with non-Aboriginal Australians, Aboriginal Australians are: • 2.9 times as likely to have longterm ear or hearing problems among children • 2.7 times as likely to smoke • 2.3 times as likely to suffer from serious disease • 2.7 times as likely to experience high or very high levels of psychological distress • 2.1 times as likely to die before their fifth birthday • 1.9 times as likely to be born with low birthweight • 1.7 times as likely to have a disability or restrictive long-term health condition.

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OUR SSOS ARE ESSENTIAL IN LATE AUGUST, THE PSA CELEBRATED SSO WEEK AND THE THEME “RECOGNISING THE PEOPLE THAT MAKE SCHOOLING HAPPEN”.

Seven School Services Officers talk to the Review about about why the work they do in our public schools is essential.

Tony Wright

Gail Brierley

Gary Bradshaw

I work in a very complex school.

I support kids who need not only learning support, but also a lot of care and attention around social, behavioural and emotional circumstance. Working in intervention and support, my colleagues and I provide a vital link between students, their teachers and the leaders of support services in our school. What we do is pivotal in ensuring students who need extra support develop well both educationally and socially.

I think SSOs are the glue that holds schooling together. I carry out a wide range of tasks which are essential in supporting teachers and students at our school. Working in the library, I issue, return, reserve, reshelve, tidy, process, order, cover, barcode, label, repair, catalogue, print, scan, assist, instruct, reorganise, stocktake, and more much more. I am available for help in all matters related to a busy functioning school library. Sadly, I often feel as if SSOs are not given enough credit for the important work we do to keep our schools functioning effectively.

My main role involves supporting the VET Automotive program. In this position my time is split across two functions - teaching automotive lessons for Years 10, 11 and 12 and I work closely with team members to assist with a Year 10 small engine class.

Many students who participate come from surrounding schools. My role involves maintaining a diverse range of machinery and vehicles across the site and recording the activity on asset management software.

I also have the responsibility of selecting new equipment purchases and liaising with industry for the best outcomes.

CHRISTIES BEACH HIGH SCHOOL

HALLETT COVE SCHOOL (R-12)

Desi Gonis REYNELLA PRIMARY SCHOOL

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I support the delivery of literacy intervention programs for students in Years 1 – 6 with special needs. The focus of these programs is to assist students in phonemic awareness, phonics and fluency in reading, vocabulary and comprehension. I generally work with groups of up to five students in the Learning Hub, ensuring they are participating and engaged in

Public Sector Review Magazine | DECEMBER 2019

URRBRAE AGRICULTURAL HIGH SCHOOL

their learning with a growth mindset. I also collate data from testing which determines achievements, benchmarks, and charts the growth of each student. I feel that the work I do is essential in supporting children who need extra support in the key area of literacy. It is rewarding to be a part of their learning journeys, to be instrumental in their achievements, and celebrate their successes.

PSA MEMBER BENEFITS AND MEMBERSHIP ENQUIRIES Phone: (08) 8205 3200 E: enquiries@cpsu.asn.au

www.cpsu.asn.au

For information on PSA Member Benefits, Holiday Homes, and for all of your membership enquiries you can contact the PSA between 8:45am – 5:00pm Monday to Friday.

CHANGE OF ADDRESS OR PERSONAL

DETAILS

Marg Tonkin

Nathan Reiter

I have been an SSO at Christies Beach High School for 21 years. I started in the Disability Unit and am now working in Home Economics and classroom intervention and support. Most of my duties involve working one to one with specific students, in small groups and general classroom support. I love knowing that I can make a difference by helping students build their confidence. I am also a PSA Worksite Representative and the SSO Representative on the PSA Council. It is often said that SSOs are the backbone of schools but sometimes I feel the work we do is undervalued.

Education using digital technologies has expanded opportunities to engage and excite both educators and students. From using Minecraft to build and run a small village, assigning students jobs, teaching junior primary students basic economics, directly connecting with and controlling the Mars Rover, to joining a teacher as they travel around the world offering lessons from anywhere on the planet.

That’s where my role as an IT SSO is essential. The teachers are here to teach, the students are here to learn and I’m essential in helping to make it happen.

CHRISTIES BEACH HIGH SCHOOL

MOUNT COMPASS AREA SCHOOL

Sharon Hunt EVANSTON GARDENS PRIMARY SCHOOL

www.cpsu.asn.au

I am the Finance Officer at Evanston Gardens Primary School. I have more than 30 years of finance experience and ensure that our school is productive and accountable in the use of public monies.

As part of the school admin team of SSOs, we welcome all parents/caregivers and their

If you have changed residential address, updated your email address or even your employment details, let us know at enquiries@cpsu.asn.au or update them yourself online at www.cpsu.asn.au/contact-us The PSA provides information to members on industrial matters and other member benefits via email so to ensure that you receive the very latest information, please let us know when your details change.

children. I have a caring nature and an excellent rapport with students and am always available for them to drop in for a chat. I play an integral role within the fundraising committee and provide advice and assistance to parent members.

Admin SSOs are an essential part of schools, particularly when it comes to communicating with parents/caregivers about their children on an everyday basis.

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2019 WOMEN’S CONFERENCE CELEBRATES 125 YEARS OF SUFFRAGE

Another booked out PSA Women’s Conference was held on Thursday September 27 and featured a number of excellent guest speakers. Events specifically designed for women, like this year’s conference, have been held for many years by most trade unions with a significant female membership and provide opportunities for women unionists to engage in and converse around topics that impact them in the workplace and beyond.

This year’s conference celebrated 125 years of Women’s Suffrage. Beginning in the late 19th century, a movement began to achieve social and economic equality and the right to vote for women. In Australia, it led to women gaining the right to vote in 1895 though sadly, this was revoked for Aboriginal women in 1905.

The advent of the Women’s Suffrage movement and the establishment of International Women’s Day are perhaps the two key historic events that began what is an ongoing campaign for women to achieve equality at work and at home.

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Fabulous day! I came away feeling empowered as a woman.

Dr. Niki Vincent was just great and the discussion about physical and verbal violence in society, and how to handle these issues if confronted with them, was brilliant.

Inspired by this, the conference began with a stirring Welcome to Country by Katrina Karlapina Power before conference attendees heard contributions from a range of speakers.

PSA Assistant General Secretary Natasha Brown spoke in depth about the struggles of women to achieve equality, how we can learn from these experiences and work together as union members to push for further progress.

Equal Opportunity Commissioner Dr Niki Vincent provided important statistics relating to disadvantage experienced by women in the workplace and took the time to hear the concerns of PSA members. Louiza Hebhardt from YWCA

Public Sector Review Magazine | DECEMBER 2019

Australia ran a session on strategies to safely intervene in uncomfortable and potentially violent situations, which was very well received by members. The day also included a wide-ranging discussion panel featuring Dr Vincent, Democracy in Colour National Director Neha Madhok and Working Women’s Centre Director Abbey Kendall who touched on the exploitation experienced by

The Welcome to Country was fabulous! I could have listened to Katrina all day.

Dr Niki Vincent was inspiring, and I really enjoyed all of the speakers. Most of all I enjoyed the opportunity to meet and network with women from other agencies and listen to their stories of challenges and empowerment in the workplace.

And Bec was an amazing speaker and MC!

migrant women workers who are often more easily targeted by unscrupulous employers. The panel was facilitated by PSA member Ella Pak-Poy. A highlight of the conference for many was an incredible re-enactment by local actress Joanne Hartstone of a speech given by Mary Lee, a founding member

The group discussion on flexible working arrangements was extremely worthwhile, and hearing about challenges in other agencies and being able to brainstorm solutions at either a local or industrial level was really valuable. There should be more of it, especially when the conference is leading up to EB negotiations as it helps to form an overall collective direction that the PSA should be taking.

www.cpsu.asn.au

of the Women’s Suffrage League in South Australia. Joanne arrived in full suffragette costume and nailed Mary Lee’s Irish accent as she delivered a stirring rendition of the famous speech which made strong, logical and unequivocal arguments as to why women should have the same social, economic and, ultimately, voting rights as men.

The conference was unanimously praised by members in their feedback to the PSA.

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OUT AND ABOUT WITH PSA MEMBERS

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Public Sector Review Magazine | DECEMBER 2019

www.cpsu.asn.au

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OUT AND ABOUT WITH PSA MEMBERS

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Public Sector Review Magazine | DECEMBER 2019

USE YOUR PAY RISE TO GIVE YOUR SUPER A LIFT

Electricity bills, new clothes, child care, an unexpected trip to the dentist‌ With living costs rising all the time, your October pay rise is probably already coming in very handy.

salary sacrificing 2% of their salary from today! It could mean a couple of extra years of additional income in retirement.

But have you thought about putting some of it aside for the future?

There are two easy ways to make regular contributions to your super, straight out of your pay rise:

Even putting just a small amount of your pay rise into your Super SA account will make an important difference to your final super balance – and the kind of life you live when you retire. You might be surprised at how a small contribution made regularly could make a real difference.

For example, a 45 year old employee earning $75,000 a year could increase their final balance when they retire at 67 by tens of thousands of dollars just by

Make Salary Sacrifice or After-Tax Contributions

You can either choose to salary sacrifice a part of your pre-tax pay each fortnight.

Or you can make direct after-tax contributions that come straight to Super SA through your payroll. Either method is quick and easy to set up.

You can find the request forms to start salary sacrificing or to start making after-tax contributions on the Super SA website, supersa.sa.gov.au.

Use our Personal Super Contributions Calculator To see how much difference putting some of your pay rise into your super could make to your retirement plans, go to supersa.sa.gov.au and use our Personal Super Contributions Calculator.

Then download and complete the Salary Sacrifice or Change to contribution rate form to give your retirement a lift.

This information is of a general nature only and has been prepared without taking into account your objectives, financial situation or needs.

Super SA recommends that before making any decisions about your superannuation you consider the appropriateness of this information in the context of your own objectives, financial situation and needs, read the Product Disclosure Statement (PDS) for your scheme and seek financial advice from a licensed financial adviser in relation to your financial position and requirements.

Are you receiving

our email updates?

The PSA provides information to members on industrial matters and other benefits via email. To ensure you receive the very latest information, please let us know if your email address changes.

Just send an email to: enquiries@cpsu.asn.au with the details and your membership record will be updated.

www.cpsu.asn.au

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5 SIGNS

YOU NEED YOUR TEETH CHECKED

Heading to the dentist isn’t everyone’s favourite thing to do, but it’s super important for the health of your teeth and gums. A regular check-in with your dentist can help prevent future oral health issues and keep your smile sparkling.

To help you know when it might be time to book in a visit, Health Partners Dentist Tim Burton has a chat to us about what to look out for.

1. Bleeding gums after brushing or flossing If you’re experiencing bleeding, it could be an early sign of developing gingivitis or a deeper gum disease. It can also mean that you’re brushing or flossing too vigorously which can eventually be damaging to your teeth and gums.

2. Toothache or sensitivity Some common causes of pain in your teeth and gums are: • Tooth decay • Defective fillings • Gum disease • Infection • Tooth grinding If you’re feeling anything unusual, you should have it checked by your dentist to find the underlying problem. If left untreated, the issue will likely become worse and could possibly even affect your general health.

3. Cracked or broken teeth A broken tooth or filling can expose the sensitive part of your tooth or cause food to get caught in the cavity.

Generally, the earlier these problems are looked at, the simpler they are to fix.

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4. Bad breath While bad breath or a bad taste can be normal after eating certain foods, if it persists there’s possibly an underlying problem. This could include: • Gum disease • Tooth decay • Infection • Dry mouth Bad breath can also be a sign of sinus, throat or lung problems.

5. Mouth sores Mouth sores are ulcers, lumps or colour changes in soft tissues, including gums, tongue, lips, cheek and palate. Most common mouth sores should heal within a week or two. If a sore lasts longer than this, it should be checked by your dentist to rule out anything serious.

It’s difficult to inspect all parts of your mouth at home, so your dentist should perform a complete soft tissue screening at your check-up.

Save 6% on your health cover PSA members pay less for health cover with Health Partners.

Everyone’s oral health is different, but it’s recommended to see a dentist every 6-12 months for a full check-up.

If you think there might be something wrong in between visits, make an earlier appointment to get it sorted.

Due for a check-up?

Call Health Partners Dental on 1300 113 114

Public Sector Review Magazine | DECEMBER 2019

Call us on 1300 113 113 to find out more Terms and conditions at healthpartners.com.au/psa-members/

UNION MOVEMENT UNIONAID AIDABROAD-APHEDA: ABROAD-APHEDA:THE THEGLOBAL GLOBAL JUSTICE JUSTICE ORGANISATION ORGANISATION OF THE AUSTRALIAN UNION MOVEMENT

NO AUSTRALIAN AUSTRALIAN MONEY NO IN ASBESTOS https://www.megaphone.org.au/p/ADBasbestos https://www.megaphone.org.au/p/ADBasbestos

SIGN THE PETITION!

Australians understand understand the the toxic toxic legacy legacy Australians asbestos, and and now now we we have have the the ofof asbestos, chancetake takeaaleading leading role role inin standing standing chance upfor forsustainable sustainableand andhealthy healthydevelopment development that that up freefrom fromasbestos. asbestos. isisfree

Treasurer Josh Frydenberg is a Governor of the Treasurer the Asian Development Bank (ADB) and he can raise Asian raise this issue at the highest level. this

thecampaign campaign toto ban ban asbestos asbestos inin Asia, Asia, Union Union InInthe AidAbroad Abroad––APHEDA APHEDA has has learnt learnt that that Australian Australian Aid developmentand andaid aidmoney moneyisisatatrisk riskof offinancing financing development theasbestos asbestosindustry industry inin Asia Asia through through the the Asian Asian the DevelopmentBank, Bank,which whichprovides providestens tensofofbillions billions Development dollarsininloans loansand andgrants grantsininAsia.

Asia. ofofdollars Thismoney moneyisisnot notproperly properlyregulated regulatedtotoensure ensurethat that This asbestos products products are are used used inin development development nono asbestos andaid aidprojects. projects.Currently, Currently,the theAsian AsianDevelopment Development and Bank prohibits prohibits investments investments that that include include raw raw Bank asbestos, but but itit does does not not prohibit prohibit asbestos asbestos asbestos, cementsheeting. sheeting. cement Thismeans meansthat thatvictims victimsofofnatural natural disasters disasters can can This sheltered under under roof roof sheeting sheeting contaminated contaminated bebe sheltered asbestos.ItItmeans meansthat thatcommunities communities trying trying to to bybyasbestos. growtheir theirwealth wealth and and improve improve their their welfare welfare can can grow givenan anasbestos asbestos time-bomb time-bomb inin the the form form of of bebegiven asbestos sheeting. asbestos sheeting.

Australia provides over $12 billion dollars to the Australia the Asian Development Development Bank Bank and and the Asian the Treasurer Treasurer can can use his voting power and influence to make sure use his voting power and influence to make sure that no no development development funds, funds, and that and no no Australian Australian money, funds asbestos products. money, funds asbestos products.

Union Aid Aid Abroad Abroad –– APEHDA APEHDA is Union is asking asking all all Australian Australian unionists to sign the petition “No Australian unionists to sign the petition “No Australian Money in in Asbestos” Asbestos” to to tell tell the Money the Treasurer Treasurer to to make make sure that no Australian money finances asbestos sure that no Australian money finances asbestos in Asia Asia by by closing closing the the loophole loophole that in that allows allows for for asbestos products to contaminate humanitarian asbestos products to contaminate humanitarian aid and and development. development. aid We know know that that as as long long as as asbestos asbestos is We is being being mined, mined, traded and manufactured around the world, traded and manufactured around the world, illegal illegal asbestos imports will be found in Australia. asbestos imports will be found in Australia. By By signing the petition to keep Australian money out signing the petition to keep Australian money out of asbestos, asbestos, you you can can help help keep keep itit out of out of of Australia.

Australia.

FIGHT FOR FOR AN AN ASBESTOS FIGHT ASBESTOS FREE FUTURE! FREE FUTURE! You can help prevent asbestos from contaminating You can help prevent asbestos from contaminating humanitarian aid and development by signing humanitarian aid and development by signing the petition “No Australian Money in the petition “No Australian Money in Asbestos: Not Here. Not Anywhere.”

Asbestos: Not Here. Not Anywhere.”

Sign the petition, and join Union Aid Abroad Sign the petition, and join Union Aid Abroad APHEDA in fighting for an asbestos-free future!

APHEDA in fighting for an asbestos-free future!

SIGN THE PETITION! SIGN THE PETITION! www.cpsu.asn.au

https://www.megaphone.org.au/p/ADBasbestos https://www.megaphone.org.au/p/ADBasbestos

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PSA HOLIDAY HOME:

PORT LINCOLN

ENJOY A PSA HOLIDAY HOME As a PSA member, you can take advantage of your member benefits and book a stay at one of our PSA holiday home units.

Our holiday units are located in some of South Australia’s most popular tourist destinations, giving you the chance to explore more regional experiences:

The spectacular Eyre Peninsula awaits

Glenelg / Goolwa / Kangaroo Island / Port Lincoln / Robe / Port Vincent / Wirrina

Experience a true getaway at our Port Lincoln holiday home. Offering splendid views of the surrounding ocean and close proximity to the centre of town, you will be well-placed to take advantage of everything that Port Lincoln has to offer. Sleeping up to six people, and with pool and barbecue area available during summer months, this clean and comfortable unit is ideal for couples, families and groups of friends travelling together.

Take advantage of great prices, from $335 for a weekly stay, or $90 per night when travelling in the same month as booking. Our units are perfect for families, couples and friends. PSA holiday home units are a great way to enjoy a brilliant South Australian holiday year-round, at unbeatable value.

Coffin Bay National Park and Lincoln National Park. Members can also use Port Lincoln as a base to explore South Australia’s wonderful temperate marine environment, with shark cagedives and swimming with sea-lions offered nearby.

Home of South Australia’s blue-fin tuna fishing industry, Port Lincoln is also within easy travelling distance of beautiful

PSA

DISCOUNTED CARDS 26

For more information on PSA Holiday Homes, check out www.cpsu.asn.au/holidayhomes or contact the PSA at holidayhomes@cpsu.asn.au to make a booking.

Don’t forget, as a PSA member, you are entitled to year-round discounts of 5% off Coles, Foodland and Woolworths gift cards, and 10% off Harris Scarfe gift cards. By taking advantage of your member benefits, over the course of a year your PSA membership can provide you with substantial financial savings.

Public Sector Review Magazine | DECEMBER 2019

Please see our website for full pricing details and booking conditions.

Alternatively, give our friendly Member Benefit Team a call on 8205 3200.

PSA members can also take advantage of stays at New Zealand holiday homes through our partnership with the PSA of NZ. Members can contact NZ PSA directly via holidayhomes@psa.org.nz for details.

BOOK YOUR NEXT HOLIDAY TODAY

PSA TRAINING CALENDAR WORKSITE REPRESENTATIVE

TRAINING COURSES

WORKSITE REPRESENTATIVES LEVEL ONE This training is delivered over a three-day course program. This course covers communication skills, what is the role of the Worksite Representative, interpreting industrial provisions and problem solving skills, union history and much more.

Whether you are a long-serving worksite representative or are new to the role, this course will provide you with the knowledge and skills to undertake your role confidently and effectively.

Dates:

25-27 February 2020 12-14 May 2020 11-13 August 2020 17-19 November 2020

PROFESSIONAL DEVELOPMENT AND MEMBER

TRAINING COURSES

BUILDING POSITIVE WORKPLACE CULTURE

Registration is essential – you can register online at: www.cpsu.asn.au/training-programs/

Venue:

Public Service Association, 122 Pirie Street, Adelaide

2 April 2020 22 October 2020

Time:

9:00am – 5:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

Cost:

Nil for PSA Members

Dates: Time:

9:00am – 5:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

REPRESENTING MEMBER SKILLS If you have a particular interest in the skills required to support members with individual issues then this is the course for you! It covers supporting members, negotiation skills and dealing with management.

Date:

1 April 2020 24 September 2020

Time:

9:00am – 5:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

EFFECTIVE MEETING SKILLS Workplace meetings like union meetings and consultative forums offer particular opportunities for Worksite Representatives to address workplace issues this course looks at how to get the most out of these meetings.

31 March 2020 Date: 23 September 2020 Time:

9:00am – 5:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

www.cpsu.asn.au

The courses are in two parts with the first part a one hour lunch and learn. This part will cover the fundamentals of the reclassification process focusing on how to best outline your case.

This one day course will look at a number of strategies to assist in developing a strong workplace culture including, assertiveness, dealing with difficult behaviours, emotional intelligence and strategic thinking.

Dates:

2-3 June 2020 13-14 October 2020

TRAINING COURSES

The second part is a half day workshop for members who have already attended the first session to work through their application with support and peer feedback.

Members do not need to attend these sessions consecutively, that is, after you have attended the lunch and learn you can attend any future workshop which suits your calendar.

9:00am – 5:00pm

This course is available to those Worksite Representatives who have completed the Worksite Representatives Course 1 (or equivalent). The training is delivered over a two-day program. This course develops advanced communication skills as well as leadership skills.

RECLASSIFICATION PART 1 & 2

Change takes time, but we don’t have to be passive participants in that change! Both as a workplace leader and as a team member there are a number of strategies you can engage in at any level to help improve your workplace culture to ensure that you are a part of a productive and effective team.

Time:

WORKSITE REPRESENTATIVES LEVEL TWO

SESSIONS ARE FREE TO PSA MEMBERS

PUBLIC SPEAKING SKILLS This one day course will help you feel comfortable speaking to groups of people and help you to ensure that the message you want to send is the one that is received. Speaking to a group can be very different from one to one communication and this course arms you with the skills you will need.

Dates:

12 February 2020 *27 May 2020 (Port Augusta) 17 June 2020 26 August 2020 21 October 2020

Time:

9:00am – 5:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide *Port Augusta

Cost:

Nil for PSA Members

GETTING THAT JOB! APPLICATION AND INTERVIEW SKILLS This one day course looks at the key skills in applying for new roles, responding to selection criteria, and interview skills.

Dates:

13 February 2020 *26 May 2020 (Port Augusta) 16 June 2020 25 August 2020 20 October 2020

Time:

6:00pm – 7:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide *Port Augusta

2020 RECLASSIFICATION COURSE DATES:

PART ONE - LUNCH’N’LEARN Unsure on whether you qualify for a reclassification?

Not sure how to go about compiling your application? Then this short course is for you. This course is offered both in person and as a video conference online.

18 February 2020 24 March 2020 Dates: 19 May 2020 18 August 2020 27 October 2020 Time:

12:00pm – 1:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

VIDEO CONFERENCE

Dates:

19 February 2020 25 March 2020 20 May 2020 19 August 2020 28 October 2020

Time:

12:00pm – 1:00pm

Venue:

Video Conference (session via video link only)

PART TWO - WORKSHOP This workshop is specifically designed to provide time for members to commence preparing their reclassification application. You do need to have undertaken part one of the course before attending and have gathered all of the materials required as per Determination 5 outlined in the first part of the course.

This course will also provide opportunity for peer review.

26 March 2020 18 June 2020 Dates: 27 August 2020 15 October 2020 Time:

9:00am – 12:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

Registration is essential – you can register online at: www.cpsu.asn.au/training-programs/ The workshop session is covered under trade union training–g leave. Members are entitled to 10 days paid trade union training leave every two years.

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