Public Sector Review Magazine November 2017

Review Public Sector

Public Sector Review Magazine • November 2017

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Reflections from the EB negotiating table

www.cpsu.asn.au

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Know Your Rights Christmas and New Year Public Holidays 2017

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Women Working Together

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New PSA Member Benefit Program PSA Plus

CONTENTS From the General Secretary: Circle the wagons

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From the President: Smoke-free workplace

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From the Assistant General Secretary: Gender equality

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A YEAR IN REVIEW It has been another year of industrial activity, member action, profile raising and change for the PSA as we continue to evolve as a modern and dynamic public sector union.

INDUSTRIAL NEWS Enterprise Bargaining EB negotiating table

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Know Your Rights Public Holidays

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Privatisation of LTO

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Regional News

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Job Cuts In SA Pathology

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Know Super

Maternity and Extended Leave

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Workers Compensation

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Privatisation of SAMI

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MEMBER NEWS Violence in Myanmar

2017 has seen us working hard to campaign against privatisation across a number of areas such as the Lands Titles Office, ICT services, Medical Imaging, and Statewide Gambling Therapy Service. As a major campaign moving into 2018, the PSA will continue to actively oppose any sell-off of South Australian assets that will, without a doubt, threaten future services and quality for the community.

As you read through this edition you will see the launch of a new PSA Member Benefits program – PSA Plus which is operated by the team that produces the Entertainment Book. We are thrilled to announce that PSA Plus will offer PSA members an improved and expansive program with better savings and more variety.

See page 24-25 for more details.

Our accomplishments during the past year could not have been achieved without the support of all members, Worksite Representatives, Councillors and staff. As we move into a new year, the PSA will continue to fight for a fair and well resourced public sector and will ensure that there remains Protection in Numbers. Thank you for your ongoing contribution and support.

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Member Profiles

16 Heather Muggridge & Dave Platt Women Working Together

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Out and About With PSA Members

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MEMBER BENEFITS NEXGEN 17

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PSA Holiday Homes

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More Value For your membership

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Legal Services Scheme

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Life Memberships

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Health Partners - 5 symptoms 27 you shouldn’t turn a blind eye to Training Calendar

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

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.

Comments, letters and editorial material to: ‘The Editor’, Public Sector Review Level 5, 122 Pirie Street, Adelaide SA 5000 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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Public Sector Review Magazine | November 2017

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 1, Number 2.

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

Cover Image: PSA members at a PSA enterprise bargaining rally

A message from the General Secretary

CIRCLE THE WAGONS

by Nev Kitchin

In the lead-up to our current round of enterprise bargaining, the direction from PSA members could not have been clearer; job security, protecting conditions, and a fair wage were the priorities.

Hundreds of member meetings were held, and from these we identified numerous issues that informed our draft PSA EB proposals. The proposals included identifying productivity improvements and efficiencies in order to support an equitable and fair pay rise.

Despite a comprehensive rewrite of the many outdated and ambiguous clauses in the current Enterprise Agreement, combined with meeting after meeting with Government representatives and a more than reasonable offer by us to finalise the negotiations, it is now blatantly clear that the government’s original position of a pay rise limited to 1.5% (less than CPI) and a rollover of all existing conditions remains unchanged. Ignore any rhetoric about a so-called “employer of choice”.

Put simply, the Government is saying, “here are a few crumbs – take them and go away”. Our employer has no interest in modernising our agreement, hasn’t bothered to cost the savings we have identified, and has no interest in your ideas and experience from the coalface.

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It is essentially treating its largest cohort of workers with contempt.

Genuine good faith bargaining hasn’t happened. From here on, there is only one way that we as workers are going to achieve anything for ourselves and that is to stand up and fight. Your union has attempted every form of diplomacy, met with Ministers and made the feelings of the membership very clear.

“ the Government

is saying, “here are a few crumbs – take them and go away”.

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and fair but for the outsourcing and privatisation of existing public sector jobs that is taking place and gaining momentum. In reality, we are simply FTE numbers on a screen, for the Government to play with as it sees fit.

The PSA – your union – fights for the protection and where reasonable, the enhancement of your conditions of employment. We also fight to maintain the quality of services the public deserves. In doing so we are objective and avoid being party political. Our members give us the facts from the coalface and we take up the cause on their behalf.

The PSA is frank and fearless in standing up for our members.

We all acknowledge these are tough times; we know workers have lost jobs in a number of areas. But that doesn’t mean we simply roll over. In fact, we have all heard the Reserve Bank saying the complete opposite; it is asking us to go for a wage increase to help break the cycle of negative wages growth and stimulate the economy.

For many years the mantra from government has been that if everyone accepts less, more people will be able to retain their jobs. That would be credible

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A message from the President

A SMOKE-FREE WORKPLACE IS A GIVEN RIGHT, RIGHT?

by Michael Griffiths

Many of you will remember the haze that would inevitably cloud pretty well every work station back in the days when smoking at your desk was all part of the working day. It was as common as drinking a cup of coffee or answering the telephone.

Thankfully dodging smoke puffs is a thing of the past for most employees. However, there are still a few of us in the public sector who do not enjoy this fundamental right.

South Australia has the only prisons in Australia and New Zealand that allow smoking within prison buildings – and this includes all government and privatelyoperated institutions.

The State Government had committed to making all prisons smoke-free but that commitment has stalled and, quite frankly, our corrections members are fed up.

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In the modern world, no-one should be required to work in a smoke-filled workplace which unnecessarily risks their health. The job of a Correctional Officer is dangerous enough without being exposed to secondary tobacco smoke.

This failure to provide a work environment that protects workers’ health breaches the Government’s own legislation (Tobacco Products Regulation Act 1997; Work Health and Safety Act 2012; Public Sector Act 2009).

The Adelaide Remand Centre has now been smoke-free for 18 months and this was meant to be just the start of the reform process. However, the Department for Correctional Services has stopped the rollout, with no other prisons scheduled to become smokefree in the near future.

It’s time to catch up to the rest of the public sector, and put out the cigarettes.

Our fellow workers’ health is too important to risk.

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 | November 2017

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A message from the Assistant General Secretary

GENDER EQUALITY IN 2017

by Natasha Brown

We have a proud history in South Australia of campaigning for gender equality and women’s rights at work and this was demonstrated once again at our September Women’s Conference Gender Equality in 2017.

About 150 PSA members from across the public sector acknowledged the work of our predecessors who were pioneers for women’s rights and paved the way for us to take the next steps, continuing and building momentum for change.

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I am delighted to say that this year’s conference was the largest we have held for more than a decade, which reinforces our commitment to unite and proudly stand up for gender equality.

During the conference, we launched the PSA Women’s Action Network, and women from across the public sector have since committed to make their voices heard and take action to make our workplaces better and fairer for women.

Our collective strength is our greatest asset. By working together, we know we can create positive change to improve the lives of working women now and into the future.

I call on all women to sign up to the PSA Women’s Action Network.

Contact PSAWAN@cpsu.asn.au and join me in fighting for a world in which women and men are truly equal.

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REFLECTIONS FROM THE EB NEGOTIATING TABLE Negotiating enterprise agreements can be a tedious experience – with highs and lows, and optimism mixed with frustration. Frustration that the blindingly obvious is wilfully or unthinkingly ignored. Optimism that a better enterprise agreement will be achieved.

Sometimes enterprise agreement negotiations feel like an irresistible force meeting an immovable object.

Enterprise agreements are the product of incremental progression. That progression is achieved by the irresistible force of union members continuously seeking to protect and enhance their respect and dignity at work.

History shows us that the irresistible force does regularly move the immoveable object.

The story of the 2017 Salaried enterprise agreement is unfinished at the time of Review going to print.

But the story so far is one of PSA members identifying and pursuing those things which go most towards protecting their dignity at work, and promoting respect for them and the work they do. And the employer resisting.

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The easiest thing for an employer to do in negotiations is to simply say “No”.

Sometimes it comes automatically. The right thing for the employer to do is to do the work required to negotiate on the proposals in front of them. And that starts with reading the PSA’s proposals.

“More than 90% of PSA members told us they would vote “No” to a substandard agreement. ” What we have in these negotiations is an employer who has initially simply done the easy thing and said “No” to considering the PSA’s serious proposals, and when pushed a bit harder subsequently begun to give minimal consideration.

Public Sector Review Magazine | November 2017

Our PSA EB proposals are reasonable and fair. They are consistent with government policies and aspirations.

They provide the protections that members need – and establish a framework for government employees being treated with dignity and respect.

Our recent round of PSA membership meetings and membership survey have clearly established that members are committed to backing up their support for our PSA proposals with action.

More than 90% of PSA members told us they would vote “No” to a substandard agreement. Nearly three quarters of our members said they would talk to their colleagues about supporting our proposals. Nearly two thirds of members said they would take action in the workplace to demonstrate their support for the PSA proposals. And

a significant majority said they would stop work in support of achieving a fair agreement.

As the Review goes to print the PSA is holding local rallies of members with a view to increasing membership activity in support of our proposals. We are building our irresistible force.

Our strength at the negotiating table, as with our strength in applying pressure in other ways, depends on the strength and support of our membership. The more irresistible we are – the better result we will achieve.

We are at the stage where the Government needs to be reminded that PSA members take their enterprise agreement seriously, and that members expect their proposals for a new agreement to be taken seriously. The PSA is calling on all members to take strong actions to ensure they are treated with respect and dignity at work.

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The Government has changed its negotiating team, appears now to have read our proposals, and is beginning to talk to us about some of them.

The irresistible force is moving the formerly immovable object.

Together we will achieve an improved enterprise agreement.

The extent of that improvement will be determined by the extent of the actions members are willing to take.

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CLICK HERE

Tips for Government EB Negotiators • Read the PSA’s proposals • Read the industrial instruments (Awards, Public Sector Act, Determinations) • Recognise high quality work – even if it comes from the PSA • Make an effort – turn up and do the work • Take responsibility – come with authority to negotiate

• Consider whether it might be ok sometimes to say “Yes” • Look for where interests may coincide – eg where government’s polices, direction, aspirations are supported by PSA proposals • Understand that the 37,000 employees covered by the EA vote. Some even have friends and families

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KNOW YOUR RIGHTS Christmas and New Year Public Holidays 2017

employee is to be paid an additional day’s pay.

The following information is provided to inform PSA members on the appropriate penalty rates that apply for shifts and overtime worked (including recall to work) for the Christmas and New Year public holidays 2017.

The legislation relating to Public Holidays is contained in the South Australia Public Holidays Act 1910.

The SA Public Sector Salaried Employees Interim Award Clauses 6.2, 6.3 and 6.4 detail provisions for public holiday work.

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For employees who participate in a programmed day off as part of their roster Clause 6.3: Where a public holiday falls on a day which is the employee’s programmed day off the employee will be given an alternative day off either immediately preceding or following the public holiday or as soon as practicable thereafter.

For employees who are rostered to work over seven days including Saturdays and Sundays and a public holiday falls on their rostered day off Clause 6.4: Where the public holiday falls between a Monday to Friday (i.e.

Christmas Day, Proclamation Day and New Years Day) and this day is the employee’s rostered day off the

Public Sector Review Magazine | November 2017

Choice of being paid double time and a half or payment at time and a half and an additional day off in lieu Clause 6.2: provides employees the choice of either being paid at the rate of double time and a half (250%) or payment at the rate of time and a half (150%) and allowed an additional day off in lieu equivalent to the time worked on the respective public holiday. (This provision has some qualifying criteria which is detailed in Clause 6.2) Employees rostered over six days The SA Public Sector Wages Parity Enterprise Agreement Salaried 2014 at Clause 20.2, 20.3 and 20.4 provides for full time employees rostered over six days per week including Saturdays and Sundays. If a public holiday falls between Monday to Friday on a day which is the employees rostered day off the employee will be paid an additional day’s pay.

Correctional Officers The SA Public Sector Salaried Employees Interim Award at Part 9 details special conditions for employees employed as Correction Officers.

Day Christmas Eve - is a part public holiday from 7pm to 12 midnight Christmas Day Proclamation Day New Year’s Eve – is a part public holiday from 7pm to 12 midnight New Year’s Day

Public Holiday Sunday 24 December 2017 7pm to 12 midnight

Rate 250% (150% Penalty) for the period from 7pm to 12 midnight Monday 25 December 2017 250% (150% Penalty) Tuesday 26 December 2017 250% (150% Penalty) Sunday 31 December 2017 250% (150% Penalty) 7pm to 12 midnight for the period from 7pm to 12 midnight Monday 1 January 2018 250% (150% Penalty)

Clause 9.4.5: If the major part of a shift falls partly on a Saturday, Sunday or public holiday then the shift will be regarded as, and paid at, the respective Saturday, Sunday or public holiday rate.

Protective Security Officers The SA Public Sector Salaried Employees Interim Award at Part 13 details specific provisions for Protective Security Officers.

Clause 9.4.6: Where a public holiday falls on an employee’s programmed day off the employee will be given an alternative day off on a working day either immediately preceding or immediately following the public holiday or as soon as practicable thereafter.

Clause 13.13: Other than casual employees, an employee who is not required to work on a public holiday will be paid for the time the employee would have normally worked on such day.

Clause 9.9.1: An officer required to work on any public holiday is to be paid at the rate of double time and a half (250%).

The SA Public Sector Wages Parity Enterprise Agreement Salaried 2014 at Appendix 7 Clause 3 provides detail for Correctional Officers who may be advised they are not required to work on a public holiday.

Fisheries Officers The SA Public Sector Salaried Employees Interim Award at Part 10 details specific provisions for Fisheries Officers.

Clause 10.2.1: For Fisheries Officers where a public holiday falls between Monday to Friday in a four week period, the actual hours of duty required to be worked in that period is to be reduced by 7.5 hours for each public holiday which so falls.

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Traffic Inspectors The SA Public Sector Salaried Employees Interim Award at Part 11 details specific provisions for Traffic Inspectors.

Clause 11.3.5.2 (iv): On a public holiday which falls on Monday to Saturday inclusive – at a rate of double and a half for all time worked, with a minimum payment as for three hours work.

Please note: Information correct at the time of printing. Members should be aware the PSA is actively pursuing improvements and clarifications as part of the negotiation of a new Wages Parity Salaried Enterprise Agreement. Members will be informed of any agreed changes to current entitlements.

PSA MEMBERS’ RIGHTS HOTLINE For information and advice on your working and employment conditions, contact the PSA Members’ Rights Hotline between 8:45am – 5:00pm Monday to Friday.

Phone: (08) 8205 3227 Email: enquiries@cpsu.asn.au

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PRIVATISATION OF THE LANDS TITLES OFFICE IS BAD FOR SOUTH AUSTRALIA

By Basil Kidd, Former Registrar General of South Australia Privatisation of the Lands Titles Office (LTO) is wrong for at least four reasons: • It doesn’t make commercial sense • The Torrens Title System is a very important part of our heritage • The integrity of the Title to our land is at risk • Privatisation will damage our international reputation

The LTO has been rightly described as a cash cow which, of course, is exactly why private sector interests want to get hold of it. The consortium that has won the privatisation contract has estimated that the rights it has bought have a Net Present Value greater than $1.605 billion. If they didn’t believe this, they wouldn’t have paid $1.605 billion for them. If they are correct, the government has denied itself (and, worse, future governments) the opportunity to earn very substantial revenues for many years.

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Since the proposal was first announced, the Treasurer has held that the private sector is better placed to respond to changes in titling technology and opportunities for innovation in information product development. That just isn’t true. No-one knows the complex structure of the LTO information web and its interaction with other government information systems better than the staff of the LTO themselves.

They have won international awards for innovation in the past and they have sent teams into at least seven overseas jurisdictions to my knowledge, to help with

The Lands Titles Office is the operational centrepiece of the Torrens System.

development of titles systems. The LTO simply has to be resourced appropriately to achieve these outcomes.

the Lands Titles Office on the other. It is the responsibility of LTO staff to ensure that the Title to each individual parcel of land reflects all of the issues which affect it. Their skills enable anyone dealing with land to be confident that the Title is a complete record of interests in the land to which it refers.

The Torrens System of Title Registration was developed in South Australia and introduced to the world by Robert Richard Torrens in 1858. Torrens was Premier of South Australia and resigned from that position to become the first Registrar General. Since then, the system has been implemented in many jurisdictions worldwide. South Australia has a very high profile in the international land information community.

Public Sector Review Magazine | November 2017

Secure title to land doesn’t attract the attention of ordinary South Australians in the same way as other infrastructure issues like electricity, roads and water.

Most people take it for granted. They are able to do so because of the operation of the Torrens System. Basically, the success of the system rests on a partnership between professional surveyors, conveyancers, solicitors and valuers on the one hand and the staff of

The risk is that we will see a reduction in the rigour of these checking processes as the commercial operator cuts staff in the pursuit of profit. An error in the Title might not emerge for many years but when it does, it can have devastating and

costly effects. It is just not possible for a commercial enterprise to convey the same complete confidence in the Titles system to the world at large as does an agency of government.

The Treasurer has said that the operation of the LTO is not an essential service.

He would be hard pressed to get anyone to agree with him. Every economist, lawyer and other commentator I’ve ever heard of, accepts that secure title to land is absolutely fundamental to economic wellbeing.

There has been very active campaign in the UK to oppose privatisation of their Land Registry. Privatisation was first proposed in 2014. The UK Government finally accepted the arguments against it and shelved it in 2016.

The State Labor Council also recognises the problems. On 11 May 2017, it passed a very strong resolution which included the following words: “State Council goes on record to oppose privatisation, full or partial, of the South Australian Lands Title Office.…..

The proposed sale would be a serious mistake.”

Every knowledgeable observer and organisation in South Australia – the Law Society, the Australian Institute of Conveyancers, the Institution of Surveyors, the Property Council, the Real Estate Institute, the Public Service Association and former employees of the Lands Titles Office – all have spoken against this move by the government.

So what will they privatise next? If the Government will ignore every local expert and every influential organisation

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speaking against the privatisation of the Lands Titles Office - if they will also ignore the outcome of an extensive debate in England on the same subject - if they will ignore their own State Labor Council, who knows?

Many influential and credible organisations, including the PSA and the Law Society, confirm that there has been inadequate consultation and disclosure.

I see this as the thin edge of a wedge.

If the government gets away with this, some future government will undoubtedly see it as a precedent - a new starting point from which they can flog off public sector assets and public sector jobs with impunity to support short-term spending on populist projects.

The operations of the Lands Titles Office are an essential public service. They, and the security of the public sector jobs that goes with them, must be returned to public ownership and control.

Biographical Note: L.B. Kidd B.Com, Grad Dip (Property) AAUQ, FCPA was Registrar General and, latterly, Director of the Land Services Group in the early 1990’s at the end of a 35 year Public Service career which included service in the South Australian Treasury, the Department of Lands and its successor, the Department of Environment and Natural Resources. He graduated from UniSA in 2002 with a Graduate Diploma in Property and became a Registered Conveyancer, working in a conveyancing practice.

Far left: Basil Kidd, Former Registrar General of South Australia.

Bottom left: PSA Members from the Lands Titles Office opposing the privatisation of this essential service.

CHANGE OF ADDRESS OR PERSONAL DETAILS If you have changed residential address, updated your email address or even your employment details, let us know at membership@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.

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REGIONAL NEWS

SA regional centres under pressure due to vacancies PSA members working in regional centres have identified that they are working under increased pressure due to the number of vacancies across the State.

are met and that they are able to reach the service demands for their community.

This pressure has continued to increase as members feel the impacts of budget cuts, and higher and unreasonable workloads as a result of these unfilled positions.

A lack of incentives to encourage public sector workers to take positions in these areas in either a short-term capacity as a secondment, or for a long-term career move has been cited as a significant contributing factor.

Members have identified that it is paramount that vacancies are filled within regional centres quickly to ensure services

Reviews across agencies are continually conducted to find efficiencies with some positions moved to other locations,

If you would like the PSA to visit your workplace, please contact us on 8205 3200 or email the PSA at enquiries@cpsu.asn.au to arrange a future visit. particularly common in leadership roles.

Members have told the PSA that it is virtually impossible to manage work units effectively from other areas of the State.

The PSA will continue to raise staffing levels as an issue at consultative forums to highlight that these positions need to be filled, and will continue to conduct site visits across all regional areas of SA to ensure that the voice of regional PSA members is heard.

JOB CUTS IN SA PATHOLOGY SUSPENDED Intended job cuts in SA Pathology due to the Efficiency Improvement Programme (EIP) have been suspended thanks to ongoing pressure from the PSA and our SA Pathology members.

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Public Sector Review Magazine | November 2017

KNOW SUPER –

Right: Carolyn Carwana from Super SA recently ran a session at the PSA Women’s Conference.

GOING ON MATERNITY LEAVE OR PLANNING EXTENDED LEAVE? Speak to Super SA about your options.

Applying for Leave Without Pay (LWOP) to extend maternity leave or even annual leave can be a great option for SA public sector employees.

“But it’s best to talk to Super SA before taking leave, to help make the right decisions. Then there’ll be no surprises regarding super contributions and insurance when you return to work” says Carolyn Carwana, Super SA Member Education Officer.

Contributions while on leave If you are a Triple S member, once your income stops so too will your employer contributions. For women, the long-term effect can be significant because women are more likely to take longer periods of LWOP to care for children and elderly parents. It is no surprise then that women tend to retire with less super than men.

Insurance – Triple S As a Triple S member, you are likely to have automatic cover for income protection, which means you will have

The EIP was initiated in 2014 as an efficiency measure following an Ernst and Young (EY) comparison with interstate and overseas pathology practices. The PSA identified that the EY processes were incomplete and not representative of the South Australian context.

EY projections targeted over 330 jobs that were proposed to be cut, which would significantly and negatively impact on the delivery of service within

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immediate cover when you return to work. However, you cannot claim for income protection insurance while on LWOP, even if you continue to make personal contributions.

ensure that your employer component will continue to accrue and your Death and TPD cover will also apply.

Your Death and Total and Permanent Disablement (TPD) insurance will continue while you are on LWOP, unless you choose to suspend your cover (if you do this, no insurance will be paid within the first year that you return to work, unless your death or disablement is caused by an accident).

Got questions or need more information?

Book in to one of our seminars! Carolyn and the Member Education Team can provide further information and answer your questions. Visit the Super SA website at www.supersa.sa.gov.au to check out dates and times available.

If there is not enough money in your employer account to cover the premiums while you are on LWOP, the cover will be cancelled. If this happens Super SA will write to you.

What happens if you are in a Defined Benefit Scheme?

If you are in the Lump Sum or Pension Scheme you can continue to make member contributions for up to 12 months while on LWOP. By doing this you will

SA Pathology. The PSA argued that the projections were not based on any information with substance.

During the final consultation period, PSA members submitted comprehensive, detailed, and specific information from a wide range of work locations that was collated and presented formally to SA Pathology.

The document requested that SA Pathology cease the EIP and focus on

Disclaimer The information in this article 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 scheme/product, you consider the appropriateness of this information in the context of your own objectives, financial situation and needs and seek financial advice from a licensed financial adviser in relation to your financial position and requirements.

the roll out of EPLIS and bedding in the new machines at the new RAH. SA Pathology management finally suspended the EIP, acknowledging that PSA members’ consultation feedback was instrumental in the change of direction.

Thank you and congratulations to all members involved in this action and who offered feedback on this program.

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WORKERS COMPENSATION The PSA is determined to see all SA Public Sector workers treated with the respect they deserve, especially in the event they are seriously injured at work.

The current Enterprise Agreement negotiations are moving slowly. Not only are SA public sector workers having to wait for a wage rise to keep up with the ballooning costs of living, work injured public sector workers, including our corrections workers, front-line child protection workers, allied health workers, Country Fire Service workers and more, are not being afforded the extended workers compensation cover already provided by the SA Government to SA police and nurses.

This extended cover beyond the maximum of two year’s of income protection provided for under the current draconian Return to Work Act 2014 (RTW), will ensure that the time for recovery and return to work does not add financial loss and hardship to seriously injured workers and their families.

Let’s put things into perspective. The current threshold of 30% whole person impairment is an unfair and unrealistic qualifier to decide which workers will be looked after beyond two years. Many seriously injured workers who fall outside this qualifier will never be able to return

to their normal work or hours and will permanently have their ability to sell their labour on the job market diminished.

We are also particularly concerned for our work injured members who are 60 years or older. These workers, who have not recovered enough to return to work and earn a normal income, are also denied access to Income Protection Insurance on top of the two year cut-off of RTW support.

Many work injured members report that despite their desire to return to work, they simply cannot. Their bodies, and all too often their souls, are broken.

The PSA regularly see examples of seriously work injured workers who wish to return to work, however the medications and treatment required to allow them to return to some of their pre-injury capacity often create further impairment due to side effects. The current legislation leaves these workers hanging out to dry. Under the Act members say they are forced to endure the pain from their injuries and risk further injury in order to increase their capacity to return to work. The alternative is a debilitating financial hit.

MEMBERS KNOCK PRIVATISATION OFF THE TABLE FOR SAMI South Australian Medical Imaging Outpatients service will not be privatised thanks to the dedicated members who campaigned against this potential service sell-off. Since the beginning of the year, SA Health had been considering privatising the Outpatients Imaging section of the new Royal Adelaide Hospital.

The PSA disputed the consultation process regarding the intent to privatise and has advocated vigorously with support from

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Public Sector Review Magazine | November 2017

No thanks go to the parliamentarians who have relegated many South Australians to the proverbial ‘scrap heap’ - unable to work, unable to sell their labour on the market, unable to receive any income protection benefits, having to rely on pitiful Centrelink benefits.

The Government willingly puts public sector workers into increased risk work areas. They do so to protect and support the greater South Australian community.

However, if a worker sustains a serious work injury the Government is unwilling to take responsibility for the longer term support of that worker. The facts of the matter are that under the current legislation most seriously work injured public sector workers in South Australia are left with nothing after the two year benefit cut-off.

Under the PSA’s Enterprise Agreement proposals the SA public sector employees we represent would receive the work injury protections they so deserve.

The PSA will continue to pursue these protections and their enshrinement in your new Enterprise Agreement.

members who handed out material to the public, wrote letters to local MPs, raised concerns with management, and provided crucial feedback to highlight the dangers of privatisation in this area.

SAMI provides essential, specialised and complicated imaging services such as X-Rays, MRI’s, and Ultra Sounds to 76% of all patients presenting at the new RAH. This work is vital for accurate diagnosis and proper treatment.

Congratulations to all members and Worksite Representatives in SAMI for their diligence and persistence in gaining a great outcome for each other and the SA community.

VIOLENCE IN MYANMAR

Photo by Jonathan Miller Channel 4 News

At approximately 55 million people, Myanmar is home to a diverse range of communities and religious beliefs. However, a recent flash of violence has led to more than 500,000 of the Rohingya minority to flee the country over fears of ethnic cleansing.

Although the atrocities are some of the worst in Myanmar’s modern history, the issue has been decades in the making.

of ‘ethnic cleansing’ in November 2016 and authorities have restricted international aid efforts since.

A brief history After gaining independence from Britain in 1948, the newly formed Myanmar initially provided basic citizenship rights for the Rohingya community. Things changed for the worse after the military coup in 1962 though when the Rohingya were given foreign identity cards which restricted their access to jobs and education.

In March 2017, the Arakan Rohingya Salvation Army (ASRA) released a statement claiming it would “defend, salvage and protect [the] Rohingya community”. In late August, the group claimed responsibility for attacks on police posts and an army base that killed 12 members of the security forces. The group was officially labelled a ‘terrorist’ organisation on 25 August.

But it was new citizenship laws passed in 1982 that pushed the Rohingya to reach their current statelessness. These laws heavily restricted all aspects of life for the Rohingya including the right to practice religion, access education, work, travel, and healthcare.

What sparked the current refugee crisis?

In October 2016, nine border police were killed by Rohingya insurgents and the Myanmar military launched a crackdown on all villages where Rohingya lived. The troops were accused of human rights violations and crimes against humanity including rape, arson and extrajudicial killings. A UN official accused Myanmar

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After the attack, the government claimed 400 people were killed by its forces, mostly members of ASRA. This is in stark contrast to rights groups who said hundreds of civilians were killed. There is strong evidence Myanmar forces have torched Rohingya villages, adopting a systematic scorched-earth campaign. Reports by Bangladeshi officials and Amnesty International indicate the Myanmar military also laid landmines or explosives along the border with Bangladesh.

What should Australia do?

While we welcome the recent announcement of a further $15m of Australian aid and Julie Bishop’s comments condemning the violence, as a regional power with historic political influence in the

region, Union Aid Abroad APHEDA also calls on the Australian government to: • Review all forms of engagement with Myanmar • Call on other countries to pursue a similar aim • Call on the Myanmar government to allow unrestricted aid access to the Rohingya community • Support the U.N. Fact Finding Mission to proceed • Speed up the development of a U.N. linked action plan on business and human rights It is unacceptable for us to remain silent whilst ethnic cleansing is occurring. This is an issue which encompasses us all. It is not simply a Rohingya issue or a Muslim issue; it is an issue that affects all of humanity.

We ask you to JOIN US TODAY to support our work in Myanmar and other international solidarity efforts.

You can become a member for as little as $15 per month (tax deductible).

Over 80% of your contribution goes directly to our project partners. For more information on APHEDA and the important work we do visit www.apheda.org.au. *Article as supplied by Union Aid Abroad APHEDA.

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MEMBER PROFILE: HEATHER MUGGRIDGE SENIOR SOCIAL WORKER

I work as a Senior Social Worker in the Kinship Assessment Team in Placement Services. I assess current and prospective kinship carers to care for children. I work within a team which provides a service to the entire state so there is the opportunity for intrastate travel which I really enjoy.

I have been working in Child Protection for three years, prior to that I worked as a Youth Support Worker in Youth Justice.

My role is very different to the front line Social Worker role in Child Protection.

We are working with a backlog of assessments. An average day for me consists of several hours of interviews with current or potential Kinship Carers, Social Workers allocated to the case and Kinship Care Workers supporting the carers. As our team covers the whole state there can be significant travel required to complete our work. I really enjoy it though because we are privileged to be able to spend so much time with carers and ask them their story, which for some of them, can be a challenging experience, but ultimately it is important for the safety and welfare of the children in their care.

Workloads would have to be the main issue. We are working with a backlog which assists us to manage our cases, but many teams do not have that ability.

Workloads which continue to rise and

lead to unallocated cases causes us stress as it means that the children and families are not getting the service that they deserve.

Resourcing is another issue, and I don’t just mean appropriate numbers of staff for the work we do. We also require cars, computers and technology which allow us to do our work appropriately.

We do need more workers in all areas of our department, but we also need the resources to support the workers to continue working to protect children.

An example of this is often workers are unable to attend appointments at short notice due to not having enough vehicles for the number of staff within the area we work in.

Another major challenge we as child protection workers face is the negative image the general public has about what we do. The media coverage about our department has been overwhelmingly negative over the past few years and this has impacted on how we are viewed whilst performing our role within the community. Educating the community about our role as a statutory organisation is a challenge for us, and helping them to understand that we do work to try and keep families together.

As a department we need to support the community to acknowledge that protecting children is something every government department, community organisation and family member is responsible for, not just the Department for Child Protection.

The only way to ensure the safety and wellbeing of staff and children in care is by having a minimum of two staff on shift at any time. There is no other way to make sure that no harm will come to anyone without there being a second person there at all times.

Our staff and the children in our care deserve better and they deserve to be safe.

I have been a member with the PSA since 2012 when I began working in the public sector mainly due to the benefits and protection offered through union membership. I became a PSA Worksite Rep in 2016 initially because we only had one rep and it was evident that this was a large role so I offered to help out. I also wanted to be involved in the Breaking Point Campaign as the area I worked in was extremely understaffed and workers were unable to complete all aspects of their roles, which was impacting on the quality of care children were receiving. One of the great aspects of my role within Kinship Assessment is that I work closely with people from many different teams across the department, but also with carers who have to navigate the system. This provides me with feedback from many different sources about their experiences and what they would like to see improved. I believed becoming a PSA Worksite Rep would give me the opportunity to share their views and advocate for change.

#2UPONSHIFT CLICK HERE

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Public Sector Review Magazine | November 2017

CLICK HERE

MEMBER PROFILE: DAVE PLATT

CHILD AND YOUTH WORKER

I have been in child protection for nearly seven years. Each day is very different, it depends on the location, the young people you’re caring for and the consistency of the staff and more to the point, consistency in staff numbers.

A routine day can differ from getting young people up and through morning routine and off to school, then pick them up in the afternoon, homework, sit down together for dinner then through night time settling routines. However a day in another location can be eight hours of verbal abuse, threats of violence, physical assaults, being spat in the face and witnessing endless amounts of property damage. All too often met with little or no consequence.

Staff are trying to do their very best to build strong, safe and positive relationships with young people. This is becoming increasingly difficult with the lack of consistency in staff. Staff are increasingly being moved around to fill gaps at other locations and

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often leaving young people in the care of a single staff member. The young people suffer as these relationships are becoming less reliable and decreasing the opportunities for positive outcomes.

Far too often we are hearing the comments, “Where is Rachael”, “How come that person is here?” This is directly because we simply don’t have enough staff. Less experienced staff are being put in positions where they simply just don’t have the experience to manage the more complex situations.

Our senior staff are often tied up at high risk locations leaving less support for other areas. All of this leaves our staff and most importantly the young people in our care in potentially unsafe situations.

Over one year ago tragic events occurred and were able to occur because single shifts were allowed. The horrific nature of these crimes may have been prevented if we had ‘2UP’ on every shift. It was a recommendation of the

“Nyland Royal Commission” yet over one year later nothing has been done and the young people we care for are still being left in the same situation.

I became a union rep three years ago as there was a common issue within the workplace and there were lots of discussions, opinions, concerns but no action. I spoke up for my team mates, I spoke up for the young people we care for. Becoming a union rep allowed the voice of my team mates and colleagues to be heard and valued.

If there is one thing I could encourage all union members and non-union members it would be this. Your union rep is not someone to simply vent your frustrations to. Your rep is there to make your voice heard. We need to be united in that voice. The reps are not the union, every member is the union and with a united union we can create change.

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WOMEN WORKING TOGETHER Throughout history, South Australian women have been at the forefront of the women’s rights movement across the Nation. The PSA is proud to continue to be a part of that movement, celebrating the 30th annual PSA Women’s Conference in September.

Welcoming 150 women members, the 2017 Conference was the largest the PSA has held in over a decade, with women coming together from across the public sector to explore what Gender Equality in 2017 means in our modern workplaces.

Despite the significant advances made in women’s rights, gender equality has not yet been achieved, emphasising the importance of holding such events like the PSA Women’s Conference to provide women an opportunity to come together to break through these barriers.

empower the current generation of women to continue to push for equity for all.

Kicking off the 2017 program and providing the key note address, was inspirational female leader and Secretary of the Australian Council of Trade Unions (ACTU) Sally McManus who explored why women need to change the rules to achieve gender equality; “The rules are broken for women at work. We have not been able to move the gender pay gap for over a generation now. We have not been able to move that.”

Fiona Mort, Director in the South Australian Office for Women who leads the implementation of South Australia’s Women’s Policy Achieving Gender Equality and a range of initiatives including A Right to Safety, explored why we have not

Women still face enormous pressure to prove themselves, to pursue a career while balancing family and home life, and to overcome discrimination and sexism which is insidious in society. The PSA Women’s Conference assists to

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Public Sector Review Magazine | November 2017

yet reached gender equality – but that together women will achieve this; “As union women we have a long and proud history to draw upon...together we can achieve real and meaningful change.”

Thank you to all the people that have taken the time to put this conference together. The time in preparing this would have been enormous and it was a wonderful day. My work colleague and I work extremely hard in our roles and this once a year event is always a highlight and again this year the event was a wonderful opportunity to have a day to reflect, meet and enjoy.

As many women take time out of the workplace to have a family, it is acknowledged that women alarmingly retire with less than half as much superannuation compared to men of the same age. To help women members change this statistic, Carolyn Carwana from Super SA explored ways that women can maximise their super to secure women’s financial retirement independence.

A conference highlight, Nicole Haack from The Message Bureau facilitated a panel discussion featuring Co-Founder of FEAST Festival Margie Fischer,

I enjoyed all aspects of the conference - it was really good to hear about national issues and also to be reminded of the history of union activism in SA - thought-provoking. I enjoyed the venue and set up and meeting other PSA members from different departments.

The activities were good fun and the catering excellent. I liked the information booths and that you kept it all on schedule.

www.cpsu.asn.au

I enjoyed the panel, the array of knowledge and backgrounds of the women made for an entertaining and informative session. I like the opportunity to listen to others experiences and Q&A from the audience provides the opportunity for “real life” scenarios to be shared and discussed. It is both informative and validating.

PSA Lead Organiser Janet Giles, and Commissioner for Equal Opportunity Dr Niki Vincent providing members an opportunity to ask questions and discuss the diversity and meaning behind equity and equality.

The PSA also launched the new initiative of the PSA Women’s Action Network which is part of an ongoing PSA program to empower women in the workplace. If

Hearing about how South Australia has lead the way in gender reforms in the past was a useful reminder. It was good to be reminded that change is possible and we shouldn’t give up.

you are a female member and missed out on attending this years conference and are interested in joining the WAN, email the PSA at PSAWAN@cpsu.asn.au for more information.

Join the PSA Women’s Action Network (WAN) to be part of the change you want to see.

This conference was completely different to any of the other conferences I have attended.

It is all brand new. There is a new vibrancy to the way that we are encouraged to think about ourselves as working women. It was punchy and engaging from go to whoa.

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OUT AND ABOUT WITH PSA MEMBERS

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Public Sector Review Magazine | November 2017

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NEXGEN 17 PSA sent a delegation to Sydney for the ACTU NEX GEN 17 Conference in June, PSA Members Sue and Paula share their experiences below.

By Sue Russell How do I begin to describe what an amazing experience NexGen was? I’m an active Worksite Representative but relative to the workers from the PSA, I am an industrial relations novice. This was my first experience of being immersed into the world of industrial relations and the power of the collective voice. It was well organised, professional, diverse and unbelievably inspiring.

The ACTU’s Sally McManus opened, followed

by Economist Richard Denniss. Economist

you may say? Yes that is what I said, but take the time to google him and some of his views. For me, his speech was a highlight.

Highly engaging, but the content opened my eyes to the plight of 2017 employees which is ‘insecure employment’ and the disempowerment of workers through this strategy. It’s something being experienced by workers across the nation and with Union membership dropping to 6% of all private sector workers, it shows the strategy is working – people are too afraid to stand up for their rights.

By Paula Reid All the workshops I attended were really informative and engaging but the most interesting one was the last workshop on day one about the CUB dispute. The speakers at this session were so enthusiastic about the issues they faced and every strand of a good campaign was covered.

tool for the Union movement and we need to make better use of it in engaging with people, not just members.

They made good use of the workers skills that are valued by the employer to tip the dispute in their favour, educated the public to gain their support for the campaign, researched the brand and the employer to give them power in campaigning locally, regionally and nationally.

The Unions, with support from the Trades and Labour Council and the ACTU also used steadily increasing psychological pressure to keep the momentum of the campaign going and they made excellent use of social media, bypassing conservative media that does not generally support the workers’ message.

The gender equality information was really useful and one of the speakers talked about “Gendered violence at work” emphasising that the public sector needs to show a genuine commitment to ensuring safe workplaces for Women and not just relying on the public sector values or the code of ethics. This is something I would like to see implemented in SA.

There were two valuable lessons from the conference. Firstly my opinion on social media has changed fundamentally. I have never had much time for it in the past and social media has some downsides but it is a very important

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The conference also reminded me that Union activists come from all walks of life and are every age group, we are ALL Union!

I think it is easy to get bogged down in the day to day struggle as a union member or as a delegate in your workplace. Conferences and events such as these are absolutely vital in reenergising and reminding us that we are not alone. Listening to national and international speakers tell their stories makes us realise that workers everywhere in the world have their own issues going on but that ultimately it all comes down to respect and a reasonable living wage (not a ‘minimum’ wage as it has become).

Public Sector Review Magazine | November 2017

The workshop sessions I chose were typically about the use of electronic means to engage with members and about getting the message right. I heard from ‘Our Walmart’ at several sessions about how they were able to ‘activate’ the highly disadvantaged workers of the American chain, with only nine organisers. They have created their own ‘Social Media’ to communicate with their members. Bear in mind that Walmart workers are paid below the poverty line, they are highly disadvantaged and disempowered, so it was an amazing feat.

Other highlights were speakers from US collective ‘Black Lives Matter’, various speakers from Canada, a beautiful young Muslim woman who spoke to us and performed some Poetry Slam, Paddy Crumlin, union legend and passionate advocate for the blue collar worker and singing ‘Solidarity forever’ with former PM Bob Hawke.

I am extremely grateful to the Executive of PSA and the PSA Council for the opportunity to attend this inspirational conference and a special thank you to Organiser, Jessica Holz who encouraged me to apply.

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.

PSA HOLIDAY HOME: GLENELG If you’re thinking of staying close to the city, then our Glenelg holiday units are ideal.

Clean and comfortable, our units offer a fantastic location in the beachside suburb of Glenelg, which is perfect for exploring nearby shopping, eateries, and of course enjoying the beach. Sleeping up to six people, the units feature neat and tidy kitchen and bathroom facilities, and offer fantastic value for money.

Perhaps you’re thinking of staying near town for a sporting or entertainment event, or just need a quick break close to urban amenities? Glenelg’s central location ensures that you won’t be far

PSA

DISCOUNTED CARDS www.cpsu.asn.au

away from the city centre with travel via the Glenelg to Adelaide tram line.

Many local attractions, including the Beachouse, Jetty Road shopping, as well as beach volleyball tournaments in the summer months, can be accessed from the Glenelg holiday units.

For more information on PSA Holiday Homes, check out www.cpsu.asn.au/ holiday-homes 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.

Our holiday units are located in some of South Australia’s most popular tourist destinations, giving you the chance to explore more regional experiences including Glenelg/ Goolwa/ Kangaroo Island / Port Lincoln / Robe / Port Vincent / Wirrina.

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.

Please see our website: www.cpsu.asn.au 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 23

MORE VALUE FOR YOUR MEMBERSHIP We are thrilled to announce that as part of our continued commitment to improve member benefits, we have secured a customised member benefit program that provides fantastic value dining and leisure options for PSA members.

The PSA’s new member benefits program - PSA Plus, operated by the team which produces the renowned Entertainment Book, offers savings at over 4000 businesses across Australia and New Zealand. PSA Plus is delivered by Frequent Values (by Entertainment) and is an Australian owned and run company since 1994 How it Works In December members will receive their 2018 PSA Membership Card, along with their new member benefits program. The program will explain how PSA Plus works, the great new offers available, and will also feature some exciting vouchers.

PSA members will be able to access all deals offered through PSA Plus via

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an interactive website. The website is optimised for smart phones, and can be used to show available offers “nearest to me”, taking the hassle out of finding the best and closest available deals.

As well as being easier to use than our previous program, our new PSA Plus is more comprehensive, giving you a better range of savings not only within SA but across Australia and New Zealand.

PSA’s all new offers can be redeemed by simply presenting your PSA Membership Card, providing the tear-out vouchers at the participating business, or via your mobile device to print off vouchers or show your virtual card. All redemption details will be available on the new website.

Public Sector Review Magazine | November 2017

Your New PSA Membership Card As part of the new PSA Plus, your PSA Membership Card has been extended and will be valid for 18 months starting from January 2018, enabling you to redeem offers for longer up until 30 June 2019.

PSA members are now entitled to much, much more value than ever before.

PSA members will now have access to greater savings across an extensive range of dining experiences, hotels, airlines, tourist attractions and leisure activities, including: • Restaurant and Dining – 20% off the total bill* Over 2000 restaurants, all offering an ongoing 20% off the total bill (*up to $25.00) and can be used everyday,

valid any time without restrictions just by presenting your PSA Membership Card or smart phone.

• Travel and Leisure – Up to 50% off or 10% off the best promotional rate PSA Plus includes a dedicated Hotel booking engine where members are able to check availability and book accommodation at over 1800 hotels and resorts, all offering 10% better than the best available online promotional rates or up to 50% off the rack rate. There are no booking fees so members can be assured they are getting the best online promotional deal.

• Shows, sports tickets, live concerts and activities Members will have access to exclusive box office category tickets, which include exclusive access and pricing to premium live concerts and sporting events across Australia and New Zealand.

www.cpsu.asn.au

• Other high value offers Members can also access discounts on: • Airlines including Jetstar, Virgin Australia and Emirates • All major Car Hire companies • Day spas • Golf courses • Tourist attractions including major Australian theme parks • Cinemas • Leisure activities • Gift Cards from a variety of merchants • Ice Cream • Take-away and much more For more information about this great new member offer, keep an eye on your emails for future updates.

Tell a Colleague about the improved benefits With the enhanced value proposition, the new PSA Plus member benefit program will make it much easier for PSA Worksite Representatives and

members when talking to colleagues about the benefits of belonging to your union.

Correct Mailing Details?

Have you moved house or workplace in the last 12 months? Make sure that you update your contact details at www.cpsu.asn.au/contact-us/ to ensure that you receive the new handbook as these will be mailed out to members later in the year.

Be-in-it-to-win-it To celebrate the fantastic new PSA Plus, we will have some exciting giveaways and competitions to reveal over the coming months. To ensure that you don’t miss out entering these great competitions, like the PSA Facebook page at www.facebook.com/ PublicServiceAssociationSA.

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PSA OFFERING MEMBERS BETTER BENEFITS

LEGAL SERVICES SCHEME

While LGBTQI+ Australians still don’t enjoy equal rights in Australia, South Australia has introduced a number of legislative changes in 2017 that go some way toward addressing that inequity.

Adoption From 17 February of this year, the South Australian Adoption (Review) Amendment Act 2016 came into effect, allowing same sex couples to apply to adopt a child. That brings South Australia into line with other states (with the exception of the Northern Territory). Previously, same sex couples in SA were limited to fostering children.

The change also helps couples where one partner is the biological parent of a child.

Previously, the non-biological co-mother or co-father was required to seek a parenting order from the Family Court of Australia in order to gain parental rights.

While this is still available, couples may now also use stepparent adoption as an avenue to gain formal parental rights.

Assisted Reproductive Treatments (ART) and Surrogacy Prior to 2017, South Australia was the only jurisdiction to ban fertile single women and lesbians from accessing ART by requiring that applicants be “medically

26

infertile”. Same sex couples were also not permitted to access altruistic surrogacy (commercial surrogacy is illegal in every Australian jurisdiction). The Statutes Amendment (Surrogacy Eligibility) Act 2017 removes both of these barriers.

Recognition of Domestic Relationships The Marriage Act 1961 (Cth) was amended in 2004 to define marriage as ‘the union of a man and a woman to the exclusion of all others, voluntarily entered into for life’.

South Australian same sex couples who have sought legal recognition of their partnership must be ‘domestic partners’ for the purpose of the Family Relationships Act 1975. This required them to show that they have lived together for three years, either continuously or over a four year period.

Without satisfying that criterion, same sex partners in committed relationships could be denied various rights, including parenting rights, that are available to heterosexual couples.

Recognition of Overseas Relationships In 2016, Marco and David Bulmer-Rizzi were married in the United Kingdom and honeymooned in South Australia. While still on honeymoon, David died. Because South Australian law didn’t recognise their marriage, his widower was informed that David’s death certificate would say ‘never married’. The case attracted significant

Public Sector Review Magazine | November 2017

public interest and was instrumental in progressing the solution.

Relationships Register The Relationships Register came into effect on 1 August 2017 and addresses both domestic and international relationships.

It allows same sex couples who are legally married overseas to be legally recognised within South Australia.

It also allows domestic partnerships to be registered without the onerous three year requirement. To be eligible to apply, at least one partner must live in South Australia; both must be over eighteen, not in another registered or legally recognised relationship; and not related by family.

Application is via statutory declaration and there is a 28 day cooling off period after the application is made.

Being in a registered relationship may also impact upon your Will. For specific advice on your situation, call Johnston Withers phone 8231 1110.

For full details of what the PSA Legal Services Scheme covers, visit the PSA website at www.cpsu. asn.au/membership/legal-advice or visit Johnston Withers at www.johnstonwithers.com.au

MEMBER CLASSIFIEDS

LIFE MEMBERSHIPS The PSA awarded two life memberships for the Association at the Annual General Meeting held in August.

Raylene Dawson and Lesley Burford, both from the Department for Communities and Social Inclusion – Housing SA, have been awarded life membership for their significant contributions to outcomes achieved for members during their time as members, Worksite Representatives and Councillors.

Both Raylene and Lesley are Councillors representing the Administrative Services Electorate.

Congratulations Raylene and Lesley.

Top left: Raylene has been a PSA member and an active Worksite Representative for over 25 years and was first elected by members to serve on PSA and CPSU (SPSF Group) SA Branch Councils in 2010. Ray is a Vice President of the Association.

Top right: Lesley has been a PSA member and an active Worksite Representative for over 25 years and has served on PSA and CPSU (SPSF Group) SA Branch Councils for 10 years. During that time, Lesley has also held the roles of President and Vice President of the Association and is currently an elected delegate to Federal Council.

5 SYMPTOMS

• Straight lines appearing wavy, distorted or shadows in your central vision • Double vision • Flashes or floaters

• Shadows across your vision • Continual red eyes.

If you experience any of these symptoms, book an appointment at Health Partners Optical, and our optometrists will diagnose the cause and prescribe the best treatment for you.

Adelaide

Goodwood

Modbury

Woodcroft

1300 115 115

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www.cpsu.asn.au

If you are a financial member of the PSA and would like to advertise with us, you can place a classified in the Review free of charge. Classifieds are printed at the discretion of the Public Sector Review Editor and will only be printed for two editions unless the item is sold earlier. Classifieds must be supplied in text format with a maximum of 70 words.

Classifieds can be emailed to the PSA at . Please note that classifieds are only available to financial PSA members.

Why are regular eye exams so important?

As we grow older our eye health starts to deteriorate, that’s why it’s so important to get your eyes tested every two years if you’re under 65, and every year if you’re over 65.

YOU SHOULDN’T TURN A BLIND EYE TO. It’s easy to notice changes in your health and think ‘I’ll get it checked later’ – especially with your eyes. But there are some symptoms that shouldn’t be ignored:

Are you applying for a new position, or entrance to a University Course?

Or do you have a Professional Development Review coming up?

Interview Success can help.

We provide help tailored just for you – including preparation of documents, face to face coaching, and above all confidence building.

Visit us: www.facebook.com/ interviewsuccessforyou/ And for more details: catherine.cox@internode.on.net 0405 104 325

3 Eye tests can detect eye diseases and general health problems before you have any symptoms.

3 Early detection gives you more treatment options to help prevent or reduce vision loss.

3 Good vision helps for a happy and healthy life.

Book your bulk-billed* eye test today! *Eye tests are bulk-billed through Medicare and subject to eligibility and Medicare conditions.

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PSA

TRAINING CALENDAR 2018 will offer a range of updated courses for members and Worksite Representatives – below is a sneak peek at what will be on offer in the 2018 Training Calendar. The changes to the course content and delivery is a direct response to member feedback over the 2017 training year.

WORKSITE REPRESENTATIVE SKILLS LEVEL ONE This training is delivered over a three-day course program. Level one 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, level one will provide you with the knowledge and skills to undertake your role confidently and effectively.

WORKSITE REPRESENTATIVE SKILLS LEVEL TWO Level two is available to those Worksite Representatives who have completed the Worksite Representatives level one (or equivalent). The training is delivered over a two-day program. Level two develops advanced communication skills as well as leadership skills.

REPRESENTING MEMBERS IN THE WORKPLACE If you have a particular interest in the skills required to support members with individual issues then this is the course for you! This one day course covers supporting members, negotiation skills and dealing with management.

LIVE TRAINING LINK-UPS 28

EFFECTIVE WORKPLACE MEETINGS Consultative committee meetings offer particular opportunities for Worksite Representatives to address workplace issues and this one day course looks at how to get the most out of these meetings.

RECLASS LUNCH AND LEARN (PART 1) Unsure on whether you qualify for a reclassification? Not sure how to go about compiling your application? Then this short, one hour, course is for you. This course is offered both in person and as a video conference online.

RECLASS WORKSHOP (PART 2)

On behalf of PSA Executive, Council and staff, we would like to thank you for your support during 2017 and for belonging to your union.

Please note that the PSA Office and Member Benefit Centre at 122 Pirie Street Adelaide will be closed from 2:00pm Friday 22 December 2017, reopening at 8:45am on Tuesday 2 January 2018.

If you would like to take advantage of making member discount orders before Christmas, please ensure that your order has been placed by 10:30am on Thursday 21 December 2017 to be mailed that same day.

If you should require immediate emergency support during this office close down period, keep an eye on your emails (December) for the emergency support number.

This half day 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.

We look forward to working with you in the new year to improve working conditions for the public sector and wish all members and their families a Merry Christmas and a safe and festive holiday season.

PSA members now have greater flexibility and access to PSA seminars and training through the introduction of live video conferencing.

that video link up details are provided to members prior to the scheduled time of the seminar. Members wanting to link up from PC, Mac, Linux, iOS or Android will need download the ‘Zoom Cloud Meetings’ app prior to joining the seminars.

PSA Lunch’n’Learn seminars and parts of the reclassification courses are now available through live video link ups where members have the flexibility to link in to training courses and information seminars from a remote location across the State.

Members will still need to register for courses via the PSA website to ensure

Public Sector Review Magazine | November 2017

Contact the PSA Member Benefits Team to place an order at memberbenefits@cpsu.asn.au

For more information about upcoming training courses visit the PSA website at www.cpsu.asn.au/training-programs or email us at enquiries@cpsu.asn.au to take advantage of video conferencing.

www.cpsu.asn.au