Public Sector Review - February 2018

Review Public Sector

Public Sector Review Magazine • February 2018

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Enterprise Bargaining

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Illegal Asbestos Imports in Australia

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State Election Special

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PSA Plus – Gym Membership

CONTENTS From the General Secretary: Proud to be PSA

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From the President: Modern Enterprise Agreement A Great Accomplishment

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From the Assistant General 5 Secretary: All Public Services Essential

TO ALL PSA WORKSITE REPRESENTATIVES

A message from the General Secretary

We would like to invite you and also encourage you to attend the PSA Worksite Representative Forum on 4 May. Keep an eye on your email for details and the registration link. We can’t wait to see you there!

PROUD TO BE PSA

INDUSTRIAL NEWS Enterprise Bargaining 6 PSA’s New Enterprise Agreement A Proud Achievement Enterprise Bargaining Negotiation Table Reflections

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Enterprise Agreement: What PSA Members Achieved

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Know Your Rights

Performance Management

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Illegal Asbestos in Australia

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Know Your Super Resolutions 18 Public Trustee Win

TE I S K R O W A S P M U R O REP F E H T E SAV

The number of improvements contained in your new enterprise agreement are extensive, including confirming ongoing employment as the primary form of employment within the public sector (for the first time); securing improvements and protections for Maternity Leave; Domestic and Family Violence Leave; Job Security - Redeployment, Retraining and Redundancy; income protection for work-injured members; and Flexitime and TOIL clauses.

E T A D

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MEMBER NEWS The New Wave

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Out and About With PSA Members

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Q&A With Diana Pilkington

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Communities In Our Region Need Our Help

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MEMBER BENEFITS Health Partners: Dental Myths 24 PSA Plus How do I redeem offers

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Legal Services Scheme

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Holiday Home: Port Vincent

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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 correctional services.

www.cpsu-spsf.asn.au

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BUILDING THE FORCE ON

MAY THE FOURTH

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

Public Sector Review Magazine | February 2018

Nev Kitchin

Now that the 2017 EB is finalised, we need to remind ourselves and our colleagues yet to join the PSA of the new benchmarks we have achieved for public sector employment in South Australia.

ELECTION SPECIAL State Election Special

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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 2, Number 1.

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

Cover Image: PSA members at a PSA enterprise bargaining rally.

Check out page 10 for further details on what members achieved in the new agreement.

There were many who said that our claim was too extensive, too complex and would simply never get through.

Clearly they underestimated the ability and resolve of your union and in particular the PSA EB Team in representing your interests. The emphasis in this EB was about ensuring security of employment and helping those on lower incomes to get a fair and equitable wage increase in a difficult environment.

What has been achieved in this latest EA took month after month of meeting upon meeting with the Office of the Public Sector and Treasury; drafting and re-drafting clause after clause; hundreds of meetings with members,

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Worksite Representatives and EB Ambassadors; arguments, debate and counter arguments; extensive comparative research; and organised Industrial activity including a rally at Parliament House held in extreme weather conditions.

Overall it was a mammoth job of members standing together, being unrelenting, strategically keeping

“ This latest EA

again demonstrates the value of being a union member

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ahead of the obstacles, and ultimately having the pride and satisfaction of having a positive impact on the lives of thousands of public servants and their families.

We were vindicated more than ever in paying particular attention to strengthening Appendix 1 and Determination 7 (Redeployment, Retraining and Redundancy) after the mid year budget review announcement in December 2017 that potentially around 2000 public sector positions could be lost over the next three

years. Now in the new EA, additional protections are in place and enshrined in our agreement which overrides the previous Appendix and Determination.

This latest EA again demonstrates the value of being a union member, and the critical role your union plays in protecting and enhancing workers’ rights, entitlements and conditions for now and into the future. So with a state election just around the corner, you can be confident that regardless of who is voted in, your union will continue to advocate for the public sector and fight for the resources you need to best serve the South Australian community.

To all PSA members and families, congratulations on your loyalty, support for each other and tenacity that has contributed so invaluably to this new EA achievement.

To continue to build the strength of your union, encourage your fellow colleagues to join the PSA. For existing members if you want to become more involved, put your hand up to become a PSA Worksite Representative or elected Health and Safety Representative.

Contact the PSA at enquiries@cpsu.asn. au for more information.

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A message from the Assistant General Secretary

A message from the President

A MODERN ENTERPRISE AGREEMENT 2017 – A GREAT ACCOMPLISHMENT

ALL PUBLIC SERVICES ARE ESSENTIAL

by Natasha Brown

by Michael Griffiths

The new name of our new EA is extremely fitting – MODERN – to have this agreement updated to 2020 puts us in the right place to ensure that we can keep working conditions at as high a level as possible for all the future Public Servants in these new modern times.

The work that has been done by your PSA EB Team just to update/review all outdated clauses and remove ambiguity from within the old EA is an outstanding achievement in itself.

Additional to that, the improvement to conditions and job security with a new clause added into the EA that confirms ongoing employment as the primary form of employment is a great win for members’ peace of mind.

We achieved salary increases of at least 2% for almost 90% of members

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and more than that for more than half our members along with our working conditions improvements – which is also a great win for members.

For both the PSA Council and your Worksite Representatives, who also have worked determinedly through this EB process to both unanimously resolve for the government’s offer to be taken to the membership showed that we achieved the best possible outcome with the majority of our objectives being met.

It is now our responsibility as PSA members to ensure that the government and agency leaders implement the terms of our modern EB agreement. We need to ensure that every member is protected by the changes we have achieved and which we now work under.

As PSA members we should ALL be proud to have achieved this outcome.

Now we have a great base to work from for the 2020 Enterprise Agreement.

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 | February 2018

Leading into the State election, the PSA wrote to major political parties seeking preelection commitments on issues important to PSA members. On the question of privatisation, some parties have only pledged to protect our “essential” public services.

There is no such thing as a “non-essential” public service.

Access to healthcare, education, healthy and safe environment, justice, transport and other basic public services are a human right and are essential for a prosperous society.

ALL public services are essential. The work that each and every one of you do every day, serving our community, is essential.

The most fundamental role of a government is to ensure its citizens have equitable access to the public goods and services they need to thrive.

A well-resourced public sector is the foundation of a fair society and a strong economy. This should be any government’s highest priority.

State to account for the job they have been elected to do: to act in the best interests of the South Australian community, and ensure all South Australians are supported by a wellresourced public sector.

Regardless of the election outcome, we must all hold the politicians of this

SA NOT FOR SALE Stop further privatisation in SA. Visit sanotforsale.com.au www.cpsu.asn.au

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ENTERPRISE BARGAINING THE PSA’S NEW SALARIED ENTERPRISE AGREEMENT – A PROUD ACHIEVEMENT The new salaried enterprise agreement is a landmark achievement for PSA members.

The new agreement – the South Australian Modern Public Sector Enterprise Agreement: Salaried 2017 (SAMPSEAS) – follows the most wide-ranging revision and update to the salaried parity agreement since the first parity agreement was struck nearly 20 years ago.

The agreement covers the majority of PSA members and sets new standards for the protection and enforceability of conditions for PSA members.

As the Public Sector Review went to print, the enterprise agreement ballot vote had been declared and an application had

been made to the South Australian Employment Tribunal (SAET) for approval.

Participation was strong for an enterprise agreement ballot – especially as the government held the ballot over the Christmas holiday period – with 88.5% support for the new agreement.

SAMPSEAS 2017 is a two year agreement with a nominal expiry date in January 2020 .

It has more than 350 new, amended, or in some cases, deleted, clauses.

Another 100 clauses will be under review during the life of the Agreement.

The PSA’s proposed Hours (and related matters) clause will be reviewed and negotiated with a view to reaching

agreement on those matters within the first three months of the agreement.

Upon approval, PSA members’ conditions will be protected by the Enterprise Agreement, which is particularly important in light of the uncertain political and industrial environment facing members this year.

SALARY INCREASES Through most of these negotiations the government steadfastly maintained its position for a 1.5% increase before moving to proposals for a flat rate increase. Successive agreements over many years have generally (with some exceptions) produced pay increases determined by a percentage rate.

This has meant that, in dollar terms, members on higher rates of pay

received significantly higher increases than lower paid members. The PSA position was never for flat rate increases.

In negotiations, the PSA was determined to achieve the fairest and most equitable outcome possible for members within the circumstances and constraints of the negotiations.

The new agreement provides for increases into the base salary of $1500 per annum for salaries up to $75,000; increases into the base salary of $1800 per annum or 1.5%, whichever is the greater, for salaries above $75,000, as well as new increments for several classifications.

Over the life of the agreement almost 90% of PSA members will receive annual increases equivalent to 2% or more. Lower paid members will receive a higher percentage increase. Higher paid members will receive a higher dollar amount increase.

Pay increases will apply from the first full pay period on or from 1 October 2017.

Back pay will be processed as soon as possible after the approval of the new agreement. Subsequent increases will occur in October 2018 and October 2019.

JOB SECURITY Job security remains among the highest priorities for PSA members.

For the first time ever in a Parity Enterprise Agreement there is now a clause confirming ongoing employment

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Public Sector Review Magazine | February 2018

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as the primary form of employment in the Public Sector. This is a significant improvement for PSA members, and will provide the basis for holding agencies to account in relation to the use of contract employment.

In addition, a new clause ensures ongoing employment for graduates and trainees, subject to satisfactory completion of their respective programs.

With no major political party willing to commit to a no forced redundancy policy it was critical to achieve stronger, more accountable Redeployment, Retraining and Redundancy (RRR) provisions in this agreement. SAMPSEAS 2017 has a comprehensive new RRR Appendix with significantly improved case management and accountability for redeployment.

This is a new stand-alone Appendix, and, unlike the last agreement, does not require a complementary Commissioner’s Determination. Commissioner’s Determination 7 is now itself redundant.

The new process for case managing excess employees is rigorous and respectful, with continuous inbuilt accountabilities throughout. Vacancy management requirements are similarly rigorous.

It is the PSA’s clear and confident expectation that any PSA member who is declared excess, and who wants to remain in public sector employment, will be able to do so.

Those excess employees who accept a TVSP within the first three months of being declared excess will now receive a $15,000 incentive payment.

The TVSP package will now remain at 100% for the first 12 months from being declared excess, and will drop only to 75% only after the 12 month redeployment period. This is a significant improvement on the current “step down” provisions.

WORKLOADS New and improved clauses in SAMPSEAS 2017 provides much stronger protections against unreasonable workloads for PSA members. A new specific consultation mechanism has been introduced for dealing with workload issues at the local worksite level as well as much stronger specific workload grievance and dispute mechanisms where workload issues are not able to be resolved through co-operative consultation processes. Recent history has shown that consideration of workloads has not been a priority when agencies are considering and implementing restructures.

Under the new agreement this should no longer be the case.

PSA MEMBERS’ RIGHTS TO BE REPRESENTED In a significant development, the PSA achieved a new clause in SAMPSEAS 2017 which confirms the rights of PSA members to be represented by their union. It identifies and confirms the rights of PSA officers and officials, and of PSA Worksite Representatives based on their

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legitimate role of representing members.

This is the first time in the history of the salaried parity agreement that PSA members’ rights to be represented have been enshrined in the enterprise agreement.

This is a great achievement for PSA members.

UNDERSTANDING AND IMPLEMENTING YOUR NEW AGREEMENT The PSA will be working hard with members and Worksite Representatives throughout this year to ensure your new agreement is respected and implemented in the terms it is intended to be.

There are a number of new provisions which will require vigilance and active involvement to ensure they are implemented appropriately.

PSA members and Worksite Representatives were actively involved in the development of our enterprise agreement proposals, and have continued to be actively involved in receiving reports on the progression and negotiated outcomes of our proposals. It is now time for members and Worksite Representatives to be actively involved, along with PSA officers and officials, to ensure the terms of our much improved agreement are implemented, and, if necessary enforced.

ENTERPRISE BARGAINING - TAKE A LONG-TERM VIEW Enterprise agreements are building blocks. Each agreement builds on the achievements of the preceding agreement. Every agreement is the foundation for the next one. In this

way conditions and protections are progressively and incrementally improved over the collective lives of the successive agreements. The enterprise agreement process is a long-term incremental process. It is simply not possible for every group of members to benefit in exactly the same way in each agreement. This is especially so in an agreement with the vast range of professions, occupations, industries and agencies covered by our public sector salaried agreement. While some groups of members may benefit more from one enterprise bargaining round, over a period of time everyone benefits.

SAMPSEAS 2017 represents a proud new chapter of achievement in the 133 year history of the PSA. And it forms the foundation for our next public sector salaried enterprise agreement.

FURTHER REFLECTIONS FROM THE ENTERPRISE BARGAINING NEGOTIATION TABLE A lot of things go through PSA negotiators minds when negotiating a new enterprise agreement.

There is a lot of thought about forms of words, and how wording in clauses may – or may not – be interpreted and implemented, and how members’ conditions may be affected by respective proposals – either for the better or the worse.

But there is much more behind negotiating at the bargaining table and campaigning in workplaces than finalising words in an agreement document. And that is because of what enterprise agreements mean for union members.

It may take some time for HR and IR practitioners to get used to some of the new terms. However, once the agreement is approved the terms of the new agreement apply and must be implemented.

Public Sector Review Magazine | February 2018

front of their minds in the most recent round of bargaining, no matter what was coming and going across the table during negotiations.

They are a statement of the values inherent in that employment relationship.

We are very proud of what we have achieved together in this bargaining round.

They express the level of respect with which employees are treated in their employment relationship.

And while we reflect on the outcome from this bargaining round, let us also reflect on the fact that we should not take for granted our rights to negotiate enterprise agreements which respect us and our roles as community members devoting our lives to public service.

They stand to enhance and protect the level of dignity with which people are treated at work.

These were some of the principles your PSA EB negotiating team kept in the

Many people around the world do not have the same rights to determine the level of respect and dignity with which they are treated at work.

We can be proud of our bargaining outcomes certainly, but we should also be proud of the rights we have in Australia to determine the values that underpin our employment relationships.

And we need to stand ready to protect those rights.

The PSA intends to continue to communicate with members throughout the year about the terms of the new agreement. We intend to provide explanatory information in a number of formats and forums as the year progresses.

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Enterprise agreements do more than simply set out in black and white the employment conditions which underpin the employment relationship.

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d e v e i h c a s r e b m e m a s p T WHA

use olence Leave cla c and Family Vi on sti ct pa me im Do d the ve of nition An impro • leave and recog vides for 15 days pro r conduct. from performance and odern Public Secto returning to work uth Australian M So T EN EM RE tions for members . Access to partAG tec pro 17 d 20 an ty ied ari lar Cl sis • ent: Sa on a part-time ba Enterprise Agreem agreement on Maternity Leave d requirement for (Jan 2018 - Jan l an va nts pro me ap ge of an te da arr age. e m ol tim fro ho t sc en of em is re til the child Two year ag • arrangements un ll be calculated at wi 2020).

Maternity Leave of . ds es rio us pe nt cla ve. d ue Subseq • w or amende first period of lea More than 350 ne life of the ction prior to the the • fra g E rin FT du the w vie employees re es to go under th entitlements for Another 100 claus eeding clause wi stf • ea br w Ne • ment in eding.

Agreement.

Enterprise Agree who are breastfe r pregnant ns protected by the trial environment. itio nd co al nti se job provisions fo ement where a Es • transfer to safe political and indus titl w in en rta Ne ve ce lea • un al an ion of light ing addit employees includ . nd fou be ot safe job cann up to 10 SES SALARY INCREA titlements (access partner leave en increases of id al pa nu an ed e nc eiv ha rec En • A members will to Almost 90% of PS days sick leave).

• HSR information re. ies mo lar or sa uires provision of 2% for req m ich nu wh an e r us pe 500 New cla • base salary of $1 Increases into the the PSA. • id at public . holidays will be pa 00 up to $75,0 worked on public num or 1.5% e an tim r pe All 0 80 • $1 base salary of holiday rates.

Increases into the r, for salaries above $75,000.

• ate gre is er ev ich wh d on or st full pay perio WORKLOADS ckdated to the fir er the Increases to be ba payable as soon as possible aft tions against • d an e stronger protec 17 from 1 Oct 20 ded clauses provid . en nt.

Am me • ree ag rkloads certification of the unreasonable wo t 2019. ism specifically for s Oct 2018 and Oc se rea inc nt nsultation mechan ue co eq a of n Subs tio uc • rod level.

Int al • oad issues at a loc ute addressing workl N ievance and Disp TIO JOB PROTEC rkload specific Gr wo r nt ge me on ree str Ag es Includ • in the Enterprise there is a clause form of mechanisms.

For the first time t as the primary en • ym plo em ing go on ing rm confi r.

N the Public Secto CLASSIFICATIO employment in graduates employment for ing application. m. go on gra es pro ir vid the pro e of ply from date of A new claus • classification to ap factory completion ssion tis Re sa to • ct bje su a view to progre and trainees ) has a employees with RR el .

(R lev 18 cy 20 O1 an st nd AS gu du all Audit of • competed by Au retraining and re proved case management appropriate to be Redeployment, as im th O2 • wi AS ix O/ to nd TG pe S, w ap OPS, PO, CF comprehensive ne nt. for the review of n, and y for redeployme a Clauses providing rvices Commission Administratio on t • ian and accountabilit rel t no es of us Se l life cla ga g of Le rin ix du A, nd re AH pe Ca S, ap Me of AYTC Secure s a stand-alone e ha tur w uc no str R on RR ati • classific Determination.

Commissioner ’s s of being agreement. first three month w stream for Allied the n thi wi SP t.

TV O4, AHP and ne en a ym pt ce pa e ac o tiv wh en e inc increments for AS w 00 Thos Ne 5,0 • $1 • a e eiv will rec nths declared excess Health Assistants. for the first 12 mo nt remain at 100% me ll wi loy e ep ag red ck pa ISTENCY The TVSP er the 12 month • ION AND CONS p only to 75% aft STANDARDISAT and then will dro nt in terprise Agreeme period. primacy of the En the of rs. on tte ati ma rm Confi nditions • d employment co remuneration an NDITIONS 3.1 called ’s Determination WAGES AND CO er ion ions of Commiss vis provides more pro ich e wh av e Le nt. im me xit • use for Fle ved, and ce by this agree A new separate cla ainst losing time accrued as appro up and given for beyond • ag s. extends benefits ce tan ins me so clarity, protections sation clauses and t in en ou es id mp nc pa Co sta be cm r’s to cir ke e ific im Wor • time limit in spec provides for flexit and taking rses ar Nu ing ye d o cru an tw ac e d nt lic un rre aro the cu included in the Po uses provide clarity ns against d on the clauses se ba New separate cla Payment for Overtime; protectio are • t of to be paid ou Time Off in Lieu agreements. provides for TOIL h first aid ed as approved, for mental healt s. ce losing time accru lishes a program tan ms tab cu es e cir us me cla so w in Ne • basis at overtime rates yees. angements and the ts are training of emplo en rity about hours arr cla em titl for en e us ed cla as w A ne d time-b nfirms rights of • n the • ployees’ hours an A new clause co s agreement withi e thi in from which all em ion represented and lus be inc will includ veloped for members to derived will be de the life of the agreement. Review of PSA Worksite hts of confirms the rig , Ordinary urs Ho of an first three months Sp , s. ork Arangements Representative Overtime, Shift W arrangements. e tim rtpa d an urs Ho

KNOW YOUR RIGHTS

PERFORMANCE MANAGEMENT The following information is provided to answer some of the more common questions raised by members about Performance Management or Management of Unsatisfactory Performance and resultant performance management plans (PMP) or performance improvement plans (PIP).

If it looks as though your employer is seeking to initiate a formal performance management plan or apply sanctions for unsatisfactory performance, it is important to contact the PSA Members’ Rights Hotline on 8205 3227 or email hotline@cpsu.asn.au at the earliest opportunity.

I have an annual performance plan with my manager (sometimes called performance development review).

Some comments included in this plan state how I can do better at my job.

Does this mean I will be placed on a formal plan for under-performance?

No. Annual reviews are ideally designed to be professional plans for your next year in your role. They are not designed to manage unsatisfactory performance.

Public Sector Review Magazine | February 2018

you need to register your disagreement and the reasons why you disagree. This can be done by email or handwritten on the plan.

If the meeting isn’t formal (that is you have not been notified in writing or told verbally that is is a formal meeting) it is encouraged that you attend to hear what your manager has to say. Make sure you take notes in case you need to rely on them in the future. If you feel unsure, ask your manager for some more detail about the meeting, for example an agenda and who will be in attendance. If you still feel uncomfortable, take a work colleague or a PSA Worksite Representative (WSR).

A few weeks ago my manager spoke to me about a performance issue.

Now they want to start a formal performance management plan. Do I need a representative at the first formal meeting?

Discussing and addressing underperformance in an informal manner should be attempted prior to an employer initiating a formal performance management plan (PMP) or performance improvement plan (PIP).

My manager recently spoke to me about areas where they thought I was not performing well and where they wanted to see improvement. I don’t agree with the comments. Can they start a performance plan?

Yes. An employer does not need to agree with an employee to initiate a plan. If you do not agree with any points outlined in the plan

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

Nev Kitchin General Secretary Service Association2 Pirie Street, Adelaide SA 5000 12 Authorised by Public www.cpsu.asn.au

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My manager has requested to see me about some performance issues.

Should I take a representative to this meeting?

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Not necessarily. If you feel comfortable in applying some of the tips detailed above, take a work colleague or a WSR as a support person or witness. If problems remain, or there is a high likelihood of disagreement, the PSA can assist at these first meetings where the performance management plan or performance improvement plan is devised.

My manager said they have heard comments from other colleagues regarding my performance which is why a formal plan is being initiated. I don’t agree, what should I do?

Any management attempt to initiate a plan should be evidence based. You must be given the opportunity to comment and if you can provide evidence to counter what is being alleged, provide that evidence to the manager.

What happens if my manager remains unhappy with my performance at the conclusion of a performance management plan?

An extension or modification to the plan may be negotiated. The employer may alternatively seek a sanction as outlined in the Commissioner’s Guide to Managing Unsatisfactory Performance.

Further information is available in the ‘Guide to Managing Unsatisfactory Performance’ distributed by the Commissioner for Public Sector Employment. The full document is available at: https://publicsector.sa.gov.au/ wp-content/uploads/20141001-GuidelineManagement-of-unsatisfactory-performanceincluding-misconduct.pdf

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ILLEGAL ASBESTOS

IMPORTS IN AUSTRALIA When it comes to asbestos, Australia has an appalling track record. From the 1950s to the late 1980s we had the world’s highest per capita use of asbestos contaminated products.

Three decades later, we now have one of the world’s worst rates of asbestos related deaths. In 2016 alone, more than 4,000 Australians died from asbestos diseases.

The last thing we need is a new asbestos epidemic. But that’s what we may be facing unless we get our act together.

Despite a comprehensive nation-wide asbestos ban enacted by the Howard government in 2003, illegal asbestos imports have become a serious problem.

Why? Because we have porous borders.

Asbestos contaminated building materials from China are the main, but by no means the only concern. Recent examples involve: • Concrete fibre floors found in January 2016 at two electrical substations on the Seaford rail line • Metal skirting detected in July 2016 during construction of the Queensland government’s Brisbane Tower • Roofing panels discovered during work at Perth Children’s Hospital, also in July 2016 • Contaminated heat exchange tubes identified by workers during the upgrading of the Nyrstar smelter at Port Pirie in August 2016.

There has also been an unprecedented series of asbestos related product safety recalls by the consumer watchdog.

Literally, thousands of illegally imported asbestos products have been taken off the market by the Australian Competition and Consumer Commission.

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These include: • Asbestos gaskets in Chinese manufactured Great Wall and Chery vehicles in 2012 • Bogus brake pads containing asbestos in Toyota Hilux utes and Hiace vans in 2015 • Polaris youth quad bikes, using asbestos brakes and gaskets, sold from 2000 to 2017.

These disturbing developments not only undermine the integrity of Australia’s asbestos ban, but also create new sources of asbestos exposure.

And, as illustrated by the Polaris incident, illegal asbestos imports pose a risk not only for workers but children as well.

The International Framework It is against this backdrop that the Commonwealth parliament’s Senate Economics Reference Committee initiated an inquiry into the risks posed by illegal asbestos imports in October 2016.

Much of the impetus for the inquiry arose from concerns raised by unions. On reflection, this is hardly surprising.

From the 1970s unions in Australia became increasingly active in advocating for a root and branch overhaul of asbestos safety regulations and management practices.

In the PSA’s case, this was exemplified by hundreds of, normally mild mannered, librarians at the State Library walking off the job - for the very first time - in support of their union-backed claim for an asbestos free workplace.

Public Sector Review Magazine | February 2018

Left: Dr. Kevin Purse President, Asbestos Diseases Society of South Australia

Without enforcement, deterrence declines and so does compliance.

Tackling illegal asbestos imports of course is not just an Australian concern.

With annual asbestos production in the order of two million tonnes, it is a major global issue.

On the upside, 55 countries around the world have now banned asbestos.

Elsewhere though it is business as usual irrespective of the toxic health consequences.

It was also clear that increased inspections and a greater emphasis on targeting ‘high risk’ asbestos consignments were needed.

Two other issues were repeatedly raised during the hearings. One was that importers needed to be held more accountable when importing products that could contain asbestos. The other highlighted the importance of compulsory asbestos awareness training for at-risk workers in the building and construction industry.

Where to Next?

There have been several attempts to regulate the international asbestos trade through the United Nations Rotterdam Convention.

The Convention’s rules, however, require unanimity for any changes to be made. This enables the major asbestos exporting countries – Russia, Kazakhstan, Brazil, China and India – to routinely veto proposals for reform. Attempts to modernise the voting rules have also failed so far.

In November 2017 the Senate Committee handed down a damning interim report Protecting Australians from the Threat of Asbestos. Its 26 recommendations covered most, if not all, of the concerns raised during the hearings.

The key recommendations call for: • Increased efforts by the Australian government to support international treaties to curtail illegal asbestos imports

• The establishment of a specialist unit within the Australian Border Force to combat illegal asbestos imports

• Adequate funding for the Asbestos Safety and Eradication Agency

• Tighter due diligence obligations for importers to ensure that workers, and customers, are not exposed to asbestos

The Senate Committee’s recommendations for curtailing illegal asbestos imports certainly have the potential to make Australia a safer place. Implementation though will largely depend on whether the Turnbull government is prepared to back them.

• A comprehensive education campaign for all importers of the risks and responsibility associated with illegal asbestos imports • Higher penalties for illegal asbestos import offences • Increased prosecutions for illegal asbestos import offences • Importers to bear the cost for the removal and disposal of illegal asbestos imports • Mandatory asbestos awareness training for a ‘wide range of occupations’ in the building and construction industry • The Australian Competition and Consumer Commission to place greater emphasis on compulsory recalls where asbestos is found in imported consumer products

So, where to next?

In the recent past there has been a commendable degree of political bipartisanship on asbestos issues.

However, as Coalition members on the Committee have submitted a dissenting report, the bipartisan consensus may now be coming to an abrupt end.

If that is the case, people may need to take matters into their own hands.

A well thought out national campaign that highlights the health risks created by illegal asbestos imports might be a good start.

Greater Accountability Essential The international stalemate on asbestos regulation places an even greater onus on national governments to adopt more effective measures to prevent illegal asbestos imports.

A recurrent theme during the Committee’s hearings was the enforcement role of customs authorities.

There was widespread concern that enforcement was virtually non-existent.

Evidence tabled indicate convictions for illegal asbestos imports have been few and far between. Only three convictions were recorded during the entire period from 2003 to 2016.

TOTAL PROPERTY CHECKLIST If you are interested in finding out information on residential asbestos, the Asbestos Coalition SA, together with the Asbestos Diseases Research Institute (ADRI), have launched the Total Property Checklist to help home owners and tradespeople to correctly identify asbestos products in residential properties.

www.cpsu.asn.au

The eight page checklist features product images and the many possible locations where asbestos-containing materials may be found in and around homes. Visit http:// www.asbestos.sa.gov.au/ for your copy.

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STATE ELECTION SPECIAL Will your party commit to not privatising, outsourcing or commercialising any Public Sector assets and services?

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THE GREENS

The PSA wrote a series of questions regarding important matters in the lead-up to the state election and asked several leading SA political parties to respond; the following are their responses.

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Will you support ongoing employment as the primary form of employment for the Public Sector?

Will you reduce the level of insecure and contract employment in the Public Sector?

THE GREENS Absolutely. The Greens believe that workplace laws should let people have a secure job, a good balance between working, personal and family life, and protect people’s rights at work. The Greens have always been strong supporters of the Public Service. As part of our policy on Jobs and Prosperity we want to reduce forced casualisation of the workforce and other insecure forms of employment, and believe that the Government needs to lead by example by offering secure employment. The Greens have and will always support more secure work, underpinned by guarantees such as regular and predictable hours and pay, access to paid leave, and other entitlements.

You can read our full policy at greens.org. au/policies/sa/jobs-and-prosperity, and read more at greens.org.au/workplace.

LABOR SA The Public Sector Act 2009, introduced by Labor, stipulates that unless certain conditions apply, ongoing employment should be considered as a primary form of employment.

The Labor Government continues to strongly support this intent, and supports where possible permanency and secure employment be provided for the public sector workforce.

The Government will continue to enforce that the engagement of people on contracts will be minimised. Instead, suitable excess employees will be transferred into roles, duties or positions where there is a suitable skills match.

The Labor Government is strongly committed to the rights and protection of workers. This was clearly illustrated with the introduction of key legislative measures such as the Labour Hire Licensing Bill 2017 which was opposed by other major parties.

LIBERAL SA A Liberal Government will support ongoing employment as the primary form of employment for the Public Sector. This form of employment obviously provides the greatest level of security for the individuals involved.

Of course other forms of employment have been used by the Labor Government and would continue to be used in the future.

SA-BEST SA-Best did not respond to the PSA’s questions for this election special.

Yes. Not only are we against privatising, outsourcing, or commercialising public assets - we want to take back those that have been privatised. We want to protect the public interest from sell-offs, which lead to higher prices, job cuts, attacks on workers’ pay and conditions, declining services, and reduce revenue to state governments. A strong public sector is a prerequisite for a healthy civil society and that some services, because of community service obligations (e.g. providing services at reduced rates to the disadvantaged, aged, or sick, and guaranteeing services to rural and remote communities) and their essential nature, should be undertaken by public sector agencies. Important public services should not be leased or sold to private interests.

We reject the privatisation of essential government services such as water, electricity, transport, roads and communication.

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LABOR SA The State Labor government believes that the public service is an important resource for South Australia and maintains its commitment to no privatisation of essential government assets or services.

Labor’s first election pledge of the 2018 campaign was to establish the Energy & Water Services (E&WS) Department. This will bring together publicly owned essential services and protect them from privatisation.

Public Sector Review Magazine | February 2018

Contrary to their election promises the Labor Government has embarked on a massive programme of privatisation ( MAC, LTO, Lotteries Commission, SE Forests, etc) and has paid KPMG $100,000 for a secret report into the privatisation of SA Water. A Liberal Government will not support the privatisation of SA Water.

E&WS would de-corporatise the state’s water supply and ensure decisions relating to publicly owned assets are made in the long-term, best interests of South Australians, and not driven purely by financial considerations.

There are many current examples where public services are being successfully delivered by private or non-government suppliers. We have a responsibility to consider such options where it is clearly in the public interest to do so.

The E&WS would also operate the publicly owned power plant, which the Liberals have announced their intentions to privatise.

SA-BEST

Labor will make necessary legislative changes to keep these vital assets in public hands.

SA-Best did not respond to the PSA’s questions for this election special.

Job losses and new functions have resulted in severe workload increases. How will your party resource the Public Sector to counter this? Will you invest in the Public Sector by establishing funding for areas that address the future needs and challenges for our state?

THE GREENS Obviously the Greens aren’t in government in this state, though these days we’re only ever one seat away! But we do hold the balance of power in the upper house and we have made that count, particularly when it comes to standing up for the rights of workers. Our track record is strong and we’ve stood against cuts to the public sector, and advocate for a strong taxation base that takes on the big end of town to pay their fair share because our priority is to ensure that essential services are there when they’re needed.

LABOR SA The Labor Government has stipulated that jobs are its number one priority. We support a public service that is dynamic, and focussed on meeting the changing needs of South Australians.

As outlined in the South Australian Public Sector Strategic Plan 2016 -2019, a Labor Government is committed to a public sector that is innovative and builds human resources and management capabilities from within.

The Government has always committed that wherever required it will invest in additional resources. In our most recent budget we provided an additional $195 million in funding for Health due to cuts from Commonwealth funding, and a further $159 million for managing children in care.

Due to the blocking of the Major Bank Levy the Government announced an efficiency measure across government agencies. These efficiencies have been allocated across both employee expenses and supplies and services. Key frontline services and priority areas of need will not be directly impacted.

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LIBERAL SA

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LIBERAL SA A Liberal Government will invest in the public sector and establish funding for areas that address the future needs and challenges for our state, including providing the resources, equipment, technology, training and development public servants need to do the job expected of them. A Liberal Government would work co-operatively with the public service to ensure excessive workload issues are not allowed to continue.

SA-BEST SA-Best did not respond to the PSA’s questions for this election special.

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STATE ELECTION SPECIAL CONTINUED 4

What does your party see as the role of the Public Sector in the economy?

THE GREENS We view the Public Sector as being an essential part not only of the economy, but of civil society. We need a strong public sector to provide secure work but also quality, essential services. We have consistently stood against government cuts to the Public Sector.

LABOR SA The State Labor government has always maintained that an efficient and effective public service is one of the key success factors in the future of this state.

The Government believes too much time is spent focussing on the size of the sector rather than the quality of its people and their work. We need to ensure that the debate continually comes back to the quality of service.

We have introduced a number of initiatives to build greater collaboration with private and nongovernment sectors. For example, through Change@ SouthAustralia, agencies have been partnering with other sectors on 90 day change projects.

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LIBERAL SA A Liberal Government would acknowledge the critical role the public service plays in the efficient delivery of public services and assisting in the implementation of a new policy plan to generate jobs and economic growth in South Australia.

What will your party do to consult genuinely with the PSA about proposals under consideration that impact upon PSA members?

THE GREENS As you know, we have an excellent working relationship with PSA. We appreciate their perspective on issues and actively seek out their views where appropriate. If I am re-elected then I look forward to continuing that relationship, and my office can always be contacted by members who have questions or concerns about proposals that impact upon PSA members.

SA-BEST SA-Best did not respond to the PSA’s questions for this election special.

Is your party committed to maintaining the state industrial jurisdiction? Does your party support collective bargaining, and recognise the legitimate right of members to be represented by their union?

THE GREENS The Greens have always supported the right of all workers to collectively bargain and to be represented by their union. We want to ensure that everyone has the right to freely choose to join or not join a union that represents them in the workplace, and we want to ensure the right of entry for union officials into the workplace of members who they represent.

We support workplace laws that recognise the right to strike or withhold labour, to collectively bargain, and to organise. Working people, including their representatives, have the right to be involved in decisions about their work, free of intimidation. Free, independent and democratic unions are an essential pillar of a civil society. You can read more at greens.org. au/policies/employmentworkplace-relations

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LABOR SA The Labor government is committed to maintain the state industrial jurisdiction and supports the important role unions provide for working South Australians.

The Government in 2015 established the South Australian Employment tribunal (SAET). The Liberals preference was to not establish an employment tribunal but to place these matters with South Australian Civil and Administrative Tribunal (SACAT).

The results of our dedicated SAET to-date have demonstrated a dramatic decrease in the time taken for resolution of disputes compared to previously established tribunals, vindicating our approach.

LIBERAL SA A Liberal Government would maintain the state industrial jurisdiction, support collective bargaining and recognise the right of members to be represented by their union.

SA-BEST SA-Best did not respond to the PSA’s questions for this election special.

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We deeply value the work and advice that is provided by the public service and have always advocated for an engagement model of ‘debate and decide’, rather than ‘announce and defend’.

LIBERAL SA A Liberal Government would consult genuinely with the PSA about proposals that have a significant impact upon PSA members.

As you would be aware Liberal Leader Steven Marshall has met with the PSA on a regular basis over recent years and if elected as Premier would continue that practice of regular consultation.

SA-BEST SA-Best did not respond to the PSA’s questions for this election special.

What is your party’s commitment to investing in our State’s future through the employment of trainees and graduates in the Public Sector?

THE GREENS We know that providing employment and development opportunities for young people is key to ensuring that they can stay in South Australia, and these opportunities can be provided through employing trainees and graduates in the Public Sector. The Greens absolutely are committed to ensuring that we have trainee and graduate positions and programs in the Public Sector.

LABOR SA The State Labor government is committed to creating opportunities for South Australian to enter the public sector as trainees and graduates. As the state’s largest employer we are committed to set an example by increasing the number of graduate and trainee positions in the public sector. We have led the way with our Job4Youth program achieving all targets ahead of schedule.

The State Labor Government implemented an initiative where the public service is required to consider redesigning roles to support the employment of graduates and trainees. The Flexibility for the Future initiative provides Public Sector employees with an opportunity to consider part-time and flexible working arrangements. By increasing the opportunities for public sector employees to voluntarily work part-time we have and will continue to invest in new trainee and graduate positions.

This has been an excellent outcome, particularly for injured workers. We have developed a modern judicial case management that takes a flexible approach to judicial case management providing best practice to resolve disputes quickly, economically and justly.

Public Sector Review Magazine | February 2018

The Government will always make it a priority to consult with the PSA on significant decisions that affect public servants. We will do this with respect and in good faith, just as we have with enterprise bargaining arrangements.

We established the Office of Public Sector to create a fully integrated approach to building the best possible public sector culture. The Government established the Public Sector Values and Behaviours Framework that provided 8 key values with ‘Collaboration and Engagement’ being one these key values.

These have been addressing issues like transition for automotive workers, identifying opportunities for industry growth , improving social wellbeing for young people in communities, managing better partnerships in building affordable housing, and getting services to businesses online.

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LABOR SA

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LIBERAL SA A Liberal Government would be committed to continue existing programmes of employing trainees and graduates in the public sector.

As financial circumstances permit we would consult on ways to improve the effectiveness of these programmes and expand them where appropriate.

SA-BEST SA-Best did not respond to the PSA’s questions for this election special.

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KNOW YOUR SUPER: SUPER RESOLUTIONS “The New Year is a great time to take a fresh look at your super to ensure you’re on track with the strategies you have in place and whether they need some tweaking.”

Super SA Senior Member Education Officer, Jarrad Gesty, regularly speaks to members who would like to get their super on track but lack the time. His suggestion is to go to as many seminars as interest you.

“Attending a seminar is a great way to get a whole heap of information quickly and ask questions. The Super SA education officers have a broad range of knowledge about all things super and are keen to share it with you, minus the jargon,” says Jarrad.

“We even have specific seminars that are run by a Centrelink expert and other sessions where a financial planner is present.”

Booking is easy and can be done via the seminar registration page on the Super SA website at www.supersa.sa.gov.au. There are plenty to choose from, regardless of what stage of your working life you’re at.

But even before you get to a seminar, there are some simple things you can do to give your super a boost: Find your lost super. If you’ve had more than one job or have changed address, you could have super with other funds that you don’t know about.

Combine your super. If you’ve got super with other funds, chances are you’re paying multiple fees. Combining your super could save you money and add thousands to your final super entitlement.

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Choose the right investment option.

Super SA has eight super investment options on offer. So make sure your super is in the one that’s right for you. You can switch your investment option as often as you like and the first switch in any financial year is free. Go into the What type of investor am I? calculator on our website to find out your risk profile.

And before you get into the habit of absorbing an increase in pay into your everyday spending, why not put it to work?

Here are your options: After- tax contributions. Anything from a one-off payment to 1% of your salary can make a difference over time.

And if you’re a member of the Triple S Scheme, when you contribute 4.5% or more of your salary after tax, your employer will make a 10% contribution! It’s a way to boost your super and it might also qualify you for a co-contribution from the Commonwealth Government.

Salary sacrifice. Contributing to super through salary sacrifice is another way to grow your super and it can also provide tax advantages. You can use the Projection calculator on our website to estimate how making salary sacrifice contributions could grow your super.

On a final note, remember to update your details if you have changed address or email. It’s important that we have your current contact information, so you don’t miss out on our latest news. Simply log in to the Member Portal and select My details.

So what’s your first step? Simple, book into a seminar at the website, www.supersa.sa.gov.au and get started on your new year super plans.

Check out dates for PSA hosted Lunch’n’Learns sessions delivered by Super SA at: www.cpsu.asn.au/training-programs.

PUBLIC TRUSTEE WORKLOAD WIN As a result of collective action by PSA members and the dedication and hard work of PSA Worksite Representatives, the PSA has achieved a positive resolution to a long running workload dispute. The Government has approved 10 additional FTE and an extension of two ASO3 temporary positions.

In 2016, PSA members contacted the PSA with significant workload issues for Estate Services Officers within Public Trustee.

Members had been trying to resolve the issues with management since 2015 to no avail. The issue escalated into a dispute where industrial action was undertaken by PSA members including returning files and work bans.

Public Sector Review Magazine | February 2018

Conciliation was attempted by the PSA and the employer in the SA Industrial Relations Commission (SAIRC) (now SA Employment Tribunal SAET). During 2017, PSA members were continuing to experience excessive workloads and were frustrated by the seeming lack of understanding and action from the employer. It was agreed by both parties that facilitated discussions with an

THE NEW WAVE As a PSA Organiser, I know the young PSA members I work with every day are strong, active, and committed to the union movement.

Our age does not define our beliefs or engagement with unionism, but we do face a unique set of challenges such as growing casualisation, job insecurity, and broader barriers such as access to affordable housing and education debt. These issues affect our everyday lives, and in many ways affect how we interact with our trade unions.

Under 35s make up 24.5% of the broader SA Public Sector workforce. The PSA wants to ensure that this number is reflected within our membership.

independent facilitator may assist to move the issue forward.

After weeks of negotiations and further information provided by members and PSA representatives, the employer finally agreed to make a submission to Government for additional staffing which was successful.

This is a great example of what PSA members can achieve together with their Worksite Representatives working collectively. The PSA will continue to work to ensure proper consultation continues and workloads are monitored.

Congratulations to Public Trustee PSA members and Worksite Representatives for staying the course, working hard and achieving a fantastic result.

www.cpsu.asn.au

There is no denying that Australian union density overall is dropping. While unionism in the Public Sector remains high in comparison to other industries, we know it is crucial for all unions to actively involve young members to build unionism for all generations.

In the PSA, our major retention issue is due to member retirement. This is one reason why we must bring in new active members so we can effectively tackle the challenges of the future together and to build strength.

When I visit worksites, I often hear myths surrounding young workers and unionism. I hear things like “young people do not care about the union”.

Ideologically, younger Australians are actually more inclined to align with trade union values due to their strong social compass.

Because of this we have the opportunity to create power in new places and to engage with fresh eyes around unionism and what it could look like. By involving our young members we have the great chance to shape the unionism we would like to see.

union if they are not yet union members.

Young workers may never have been exposed to the union movement, may not know what a union does, or what it means to be part of a union fight for what is fair, safe and reasonable. So we need to start at the very beginning in our explanation of unionism with potential members and not confuse a lack of understanding with hostility.

We need to tell positive union stories like the recent enterprise bargaining achievements, and share our wins from across the public sector.

And most importantly, we need to work intergenerationally, to educate workers, no matter their age, about the meaning of unionism. Building union power is an ongoing process. We have to embrace new ideas, stand together, celebrate what it means to be union, and ask our colleagues to join. *Catherine Story is a PSA Organiser and PSA SA Delegate on the CPSU SPSF Youth Committee

History shows us, and will continue to show us, that once young workers are engaged and involved in our unions we make fantastic members, activists, and union leaders.

We cannot make the mistake of assuming that young people are anti-

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OUT AND ABOUT WITH PSA MEMBERS

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Public Sector Review Magazine | February 2018

www.cpsu.asn.au

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DIANA PILKINGTON

HEAD MRI SA MEDICAL IMAGING | ROYAL ADELAIDE HOSPITAL CAMPUS Can you tell us a bit about what your work involves as a radiographer?

I have been a radiographer in the public sector for over 40 years. The huge leaps in technology have been incredible and I have been on a learning curve my entire working life. Currently I am Head Radiographer of Magnetic Resonance Imaging at the Royal Adelaide Hospital.

MRI is an exciting imaging modality with new techniques and developments every year, and a place where the radiographer can have a significant input into maximising the diagnostic ability of an examination and improving the patient’s experience of a MRI scan.

SA Medical Imaging at the new RAH recently faced privatisation - why is it important to keep these essential services within the public sphere? If privatised - what sort of impact could that have on public health services?

MRI has not received Medicare funding for all types of scans. SA has a huge number of private practice scanners available, but if you are being sent for a scan of your prostate, there is no Medicare rebate for that scan. The patient must pay the full cost.

There are many other scans that fall into this category, and if SA Health had privatised Medical Imaging, I was greatly concerned that these scans would no longer be available to the public of SA unless they could pay the hundreds of dollars the private sector was charging.

Also, there are new techniques that need to be available for our doctors to learn and train and ultimately to improve our patients’ outcomes that are not funded by Medicare and should be the responsibility of public health.

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With your experience in this campaign, can you provide some insight for our members in other agencies what effective strategies your member group used or words of wisdom you would like to share?

My advice is to never give up. If you are convinced that something is wrong, you must speak up and be heard. Our members were worried about their jobs, and the diversity of work that may be lost by the proposed privatisation, but mainly we were concerned for the public of SA losing their right to the best public health care we could offer. We engaged the public at the nRAH Open Days, and the clinicians at the old RAH, and were heartened to find that the public and our referrers were strongly against the privatisation proposal. So it was just a matter of convincing SA Health.

You have just moved into the new RAH - what’s it like working in this new state-of-the-art facility?

It has been the pinnacle of my career to be involved in this historic move, but for my area the design has created numerous frustrations, being spread over several floors, and the fact that the equipment was purchased years ago has created its own range of problems. Also the staffing model was not designed to allow us to rise to the challenges of the new RAH, so there is still a lot of work to be done.

What does being a member of your union mean for you?

It is my safety net, where I can get advice and discuss issues that affect my work life openly and without restraint . My frank communication style has had me at

Public Sector Review Magazine | February 2018

odds with my management in the past, and the support of the union, helped me to continue working in the public sector and to ensure that I still have the confidence to speak up when I think something is wrong.

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.

COMMUNITIES IN OUR REGION NEED OUR HELP The impacts of the climate crisis are unbalanced and unjust. Vulnerable communities across our region bear the brunt.

In 2016, Black Lung Disease killed Kenneth, a six-year-old boy from Happyland community in the Philippines. Happyland is just one of many urban poor communities in our region that need our help.

In late 2014, Rock Energy Corporation seized common farmland used by residents of Happyland and began storing massive piles of coal. Since then, everyone and everything in Happyland has been covered in a fine layer of coal dust.

The climate crisis amplifies inequality and entrenches disadvantage, but the global trade union movement can help. Powerful and effective trade unions across the Asia-Pacific region can and must lead a swift transition to a cleaner energy future.

Unions can ensure a just transition to a low-carbon future in which workers and low-income communities not only thrive, but benefit.

controlled they can be used to benefit workers and low-income communities.

This can lead to healthier communities, cleaner environments and low-carbon, safe and dignified livelihoods.

Public and community ownership of renewable energy systems is viable.

Unions and communities around the world are challenging the privatisation of energy and taking the power back.

When energy systems are democratically

Visit apheda.org.au to join, or email office@apheda.org.au for more information.

We must stand together to fight for climate justice and energy democracy.

Become a Global Justice Partner today.

*Article as supplied by Union Aid Abroad APHEDA.

Those who live and work there are being exposed to dangerous levels of mercury, nickel, cadmium and arsenic. Health and community organisations have reported numerous coal-related deaths.

Neighbourhood vitality and livelihoods have been destroyed due to harmed livestock and produce.

In response, the community has been organising and demanding action.

www.cpsu.asn.au

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MEMBER CLASSIFIEDS

Half myth You must visit your dentist every six months Your dentist will set a check-up schedule after examining your teeth and oral hygiene, and learning about your cleaning habits, diet, general health and lifestyle factors, and any history of periodontal disease. Depending on your level of risk, you may be encouraged to see your dentist every three to 12 months, although six monthly check-ups are the most common.

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. exposing your teeth to it throughout the day. And we’re not just talking about chocolate, lollies and soft drinks.

Too much fruit, juice or sweetened yoghurt can be just as damaging as soft drinks, sports drinks and chocolate milk. Drink tap water for the extra fluoride throughout the day and avoid sugary snacks.

Myth The more you brush, the healthier your teeth Heavy brushing can lead to tooth wear and gum recession. Avoid over-brushing by using a soft bristled toothbrush with a gentle technique (no scrubbing). Brush for two minutes twice a day with a fluoride toothpaste and spit (don’t rinse) the toothpaste, so you retain a little fluoride to guard your teeth. Floss once a day and chew sugar-free gum after meals to help cleanse the teeth and stimulate saliva flow. Saliva helps to balance the acids in your mouth to reduce the risk of decay.

Time for a check-up?

Book an appointment today – call Health Partners Dental 1300 114 114.

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

Please check the redemption instructions of each offer before you redeem.

To redeem online, you just have to follow four simple steps: 1. Select your search criteria 2. Choose your option 3. Redeem your offer

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

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 minimum of 70 words.

Classifieds can be emailed to the PSA at: enquiries@cpsu.asn.au

4. Confirm the redemption – with the staff member serving you.

Alternatively when dining, simply present your PSA Plus membership card when requesting the bill.

There are also a number of great tear-out vouchers located at the back of your PSA Plus Member Benefits Program. Simply tear out the voucher and provide to the specified business to access your discount.

Contact Us Frequent Values is constantly adding new offers to the PSA Plus Member Benefits Program to ensure that PSA members have access to exciting offers. If there is a restaurant, or activity that you would like to see added to the program, please send us your suggestions.

If you have any questions regarding the new program, or would like to provide a suggestion, contact the PSA Member Benefits Team at: memberbenefits@cpsu.asn.au.

PSA PLUS

YOUR MEMBER BENEFITS PROGRAM psaplus.frequentvalues.com.au

With your PSA Plus member benefits program, you can take advantage of a whopping 25% discount on a 12 month membership at Anytime Fitness.

(Valid for new paid in full memberships only)

Please note that classifieds are only available to financial PSA members.

PSA PLUS MEMBER BENEFITS PROGRAM

Myth Teeth whitening is harmful to your teeth Teeth whitening is safe, provided it’s done under the supervision and direction of a dentist. We recommend customfitted trays as it ensures the bleaching gel stays on your teeth, away from your gums to prevent irritation. Your dentist will also make sure you use the appropriate bleaching agent and for the correct amount of time. It’s normal to experience some sensitivity during the whitening process.

With our new member benefits program, you now have greater flexibility to redeem your offers through multiple avenues – using your card, smartphone, handbook vouchers or online.

INTERVIEW SUCCESS

HEALTH PARTNERS Busting dental myths Dentist, Tim Burton from Health Partners Dental, has the true dental facts…

HOW DO I REDEEM OFFERS WITH PSA PLUS?

PUBLIC SERVICE ASSOCIATION 122 Pirie Street, Adelaide GENERAL ENQUIRIES

(08) 8223 6509 (Fax) enquiries@cpsu.asn.au

Half myth The more sugar you eat, the worse for your teeth It’s not about the amount of sugar you’re eating, it’s about how often you’re

PSA PLUS

MEMBER BENEFITS PROGRAM

(08) 8205 3200 1800 811 457 (Toll Free)

2018/19

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To redeem your offer, simply search Anytime Fitness at the PSA Plus website psaplus.frequentvalues.com.au and redeem, or use the tear-out voucher located on page 33 of your PSA Plus Member Benefits Program.

ANYTIME FITNESS

25% OFF 12 MONTH MEMBERSHIP

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www.cpsu.asn.au If you have any questions regarding the new program, or would like to provide a suggestion, contact the PSA Member Benefits Team at memberbenefits@cpsu.asn.au 20% 2 Off the total bill 2

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176 Bar&Grill

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176 Greenhill Road, Parkside SA 5063 08 8291 7255

Public Sector Review Magazine | February 2018

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PSA HOLIDAY HOME:

PORT VINCENT

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 OFFERING MEMBERS BETTER BENEFITS

LEGAL SERVICES SCHEME Johnston Withers Lawyers are excited to announce the acquisition of conveyancing firm, Marshall Conveyancing Group of Murray Bridge.

Johnston Withers will continue to provide the excellent conveyancing services to the Murraylands and South Australia that the Marshalls clients have become accustomed to, whilst upholding their ethics and values, by delivering:

The firm which has been providing legal advice to South Australia for over 70 years, and is expanding into the Riverlands, with Gemma Wallace, Registered Conveyancer for Johnston Withers, taking the position of Practice Manager.

• Commitment to the community and social justice

The Murraylands will benefit from the expertise of Gemma, who was raised in a rural community and is now living locally in Murray Bridge, and understands the unique needs of regional clients.

Client-centric approach to files In addition to conveyancing, the Murray Bridge office will also provide expert legal services to clients. Johnston Withers have a wide range of experts who can assist with legal matters relating to wine and agricultural law, trust structures, family farming succession planning, commercial and family law, and wills and estates.

Gemma, a Registered Conveyancer since 2003, has always been driven to deliver her best. Due to her vast industry experience and knowledge Gemma is sought-after to facilitate large-scale local government easement projects, commercial and residential community title projects and more obscure applications under the Real Property Act. In 2016, Gemma became a recognised PEXA workspace trainer, leading the state with her practical knowledge of the e-conveyancing platform and technical ability to deliver PEXA training in South Australia. This expertise saw Gemma instigate the first online electronic transaction within a Law Firm in South Australia, which aligns perfectly with Marshalls, who consistently rank in the top ten e-conveyancing transactors for SA.

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• Regional expertise (over 80% JW professional staff grew up in the country, with offices in Roxby Downs, Whyalla, Port Augusta, and Clare; as well as Murray Bridge)

Johnston Withers are committed to providing Murray Bridge and South Australia with access to their top legal minds. The Murray Bridge office will be serviced by senior lawyers who will attend to local court matters, including Director Nic Kernahan. Johnston Withers are very proud to become part of the Murraylands community and to provide legal solutions to people for their families, businesses, workplaces, and personal lives.

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

Public Sector Review Magazine | February 2018

The Yorke Peninsula offers a wide variety of activities for all ages, and our Port Vincent holiday units are in the perfect location for members to experience the best of the region.

KEEPING IN TOUCH Stay up to date with union news, campaigns and competitions by “liking” the PSA Facebook page.

Simply search the Public Service Association of SA and “like” our page to access PSA Facebook only competitions and giveaways.

Please note that whilst we encourage our members to ask questions and interact with one another, as public sector employees, members are bound by their employer’s applicable Code of Conduct policy, Code of Ethics and any such applicable policies at all times. If you are unsure about what comments are appropriate to post, check out the PSA comment guidelines that you can find on our Facebook page to assist you with navigating social media.

The units are located in the centre of town and easy walking distance to the Port Vincent foreshore and jetty.

Sleeping up to six people, and featuring an enclosed outdoor entertaining area, the units are great for social gatherings and family getaways.

If you are looking for things to do on the Yorke Peninsula, you won’t have far to go.

Port Vincent jetty offers fishing, while nearby Edithburgh has some great scuba-diving and snorkelling opportunities.

PSA

DISCOUNTED CARDS www.cpsu.asn.au

For a longer day out, Innes National Park is approximately two hours’ drive away, and features remarkable landscapes, fantastic surfing and walking opportunities or simply enjoy time on the beach with the family.

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.

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 27

PSA

TRAINING CALENDAR WORKSITE REPRESENTATIVE SKILLS LEVEL 1 This training is delivered over a threeday 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

22 - 24 May 2018

Time:

9:00am – 5:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

Cost:

Nil for PSA Members

WORKSITE REPRESENTATIVE SKILLS LEVEL 2 This course is available to those Worksite Representatives who have completed the Worksite Representatives Course 1 (or equivalent). The training is delivered over a twoday program. This course develops advanced communication skills as well as leadership skills.

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.

Date

22 March 2018

Time:

9:00am – 5:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

Cost:

Nil for PSA Members

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, 1 hour, course is for you. This course is offered both in person and as a video conference online.

Date

27 March 2018

Time:

12:00pm – 1:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

Cost:

Nil for PSA Members

Date

28 March 2018

Dates

8 - 9 May 2018

Time:

12:00pm – 1:00pm

Time:

9:00am – 5:00pm

Venue:

Video Conference

Venue:

Public Service Association, 122 Pirie Street, Adelaide

Cost:

Nil for PSA Members

Cost:

Nil for PSA Members

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.

Dates

21 March 2018

Time:

9:00am – 5:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

Cost:

Nil for PSA Members

28

RECLASS WORKSHOP (PART 2) 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.

Date

11 April 2018

Time:

9:00am – 12:00pm

Venue:

Public Service Association, 122 Pirie Street, Adelaide

Cost:

Nil for PSA Members

Public Sector Review Magazine | February 2018

PSA

EASTER HOURS

The Easter public holidays are fast approaching, so now is the perfect time to get in touch with the Member Benefits Team and place your order for discounted gift cards.

Stock up on tasty treats for your family, and save between 5% and 10% - that’s a sweet deal!

Please note that the Member Benefits Centre will close at 4:45pm on Thursday 29 March 2018, and reopen at 8:45am Tuesday 3 April 2018. Please place your orders early to ensure they arrive in time.

PSA

LUNCH ‘n’ LEARN SEMINARS PSA runs a number of lunch time information sessions throughout the year new on topics such as Super, Wills and much more. Visit www.cpsu.asn.au/training-programs for more information.

www.cpsu.asn.au