INFORM Summer 2018/19

NFORM I Summer 2018-19

AGED CARE. DELEGATES. AMBULANCE ART. TASSIE NEEDS A PAY RISE. NDIS. THE GRINCH. INFORM MORE... : SUMMER 2018-19 CHANGE THE RULES. ADVICE. AND

CONTENTS 01 02 03 04 06 07 08 10 12 14 15 16 18 19 20 24 26 27 28 30 31 32 33 34 36 37 38 40 41 42 43 44 46 46

Who's who at HACSU Tim Jacobson - A better deal for all Robbie Moore - NDIS Ambo art Erinna Collins Advice - So the boss calls you in for a chat...

Aged care Elaine Smith - 'Malcolm, you don't scare me mate' TNAPR - Statewide hospital stop work meetings Tony Priest and Shannon Bland It's all about the long game Ferguson solves ambulance ramping What a pay rise means to public sector workers Advice - Pro-rata long service leave 2018 HACSU delegate conference Steve Hayes Delegates are power in the workplace Sarah Leighton Ambo art Advice - Falsifying documents Community & Disability - what a year!

Change the rules - inequality is growing Professional indemnity malpractice insurance Ambo art Nicky Fraser Holiday homes The Grinch and the wishes Rachel Brown and Anita Webber We need industry bargaining Rod Walker Andrew Mansell and Melissa Saltmarsh Advice - Workplace health and safety Hesta - fairer super for all ME Bank - How to multi-task your savings

INFORM the official journal of the health & community services union tasmania

Please contact Craig craig.griffiths@hacsutas.net.au with your feedback or contributions for future issues of INFORM

Editor: Tim Jacobson, HACSU State Secretary. Contact: assist@hacsutas.net.au or 1300 880 032. Responsibility for electoral comment in this publication is taken by Tim Jacobson, 11 Clare Street, New Town, Tasmania 7008. Produced by Health and Community Services Union Tasmania Branch (ABN 80 085 253 953). : SUMMER 2018-19 2019. AllINFORM rights reserved.

Articles published in Inform express the opinion of the authors and are not necessarily those of HACSU. While all efforts have been made to ensure details are correct at the time of distribution, These are subject to change.

HACSU WHO'S WHO COMMITTEE OF MANAGEMENT

HACSU SUB-BRANCHES

Tim Jacobson State Secretary

ALLIED HEALTH PROFESSIONALS

Robbie Moore Assistant State Secretary

Leigh Gorringe

Ben McGregor

Judy Seal

Judy Richmond President, Mersey Community Hospital (After Hours Co-ordinator)

Wade Clarkson

Anne-Marie Avery

Andrew White

Ted Sherrin

Philippa Cannan

Pru Peschar

Leonie Halley

Janet Howells

Mike Coombs

Stephen Hayes

Fiona Jones

Vanessa Ireland

Kristina Manning

Chris Webb Senior Vice-President (Holiday Home Maintenance Officer) Pru Peschar Junior Vice-President, DHHS Community Health (Social Worker) Leigh Gorringe Trustee, Oral Health Services (Dental Therapist)

AMBULANCE

Christine Hansson Member, Hobart Private Hospital (Registered Nurse)

Lauren Hepher

James Scott

Simone Haigh

AJ Heiermann

Natalie Conway

Daryl Pendry

Lyn Crombie

David Thomas

Stephen Hickie

Leanne Cowen

Susan Banks-Smith

Nicole Howard

Judy Richmond

Paige Ashwood

Tim Richards

John Coutts

Christine Hansson

Shalee Richardson

Jane Armstrong

Michael Harrington

Peter Moore Trustee, Disability Services NW (Service Co-ordinator) Pam Brock Member, Strathdevon NW (Extended Care Assistant) Andrew Challis Member, Yaraandoo Nursing Home (Enrolled Nurse) Mike Coombs Member, Royal Hobart Hospital (Radiographer)

Chris Benjamin

NURSES

Marlene McHenry Member, Beaconsfield District Health (Domestic) Melissa Saltmarsh Member, Launceston General Hospital (Hospital Aide) Carolyn Shearer Member, Possability - Oak Tasmania (Disability Service Worker)

DENTAL Marcus Barton

David Basser

David Thomas Member, Ambulance Tasmania (Paramedic)

INFORM : SUMMER 2018-19

1

EDITORIAL

A BETTER DEAL FOR ALL AUSTRALIANS STATE SECRETARY TIM JACOBSON IT DOESN'T matter where you look in HACSU's industry sectors, services and workers are struggling under mountains of demand.

Whether it's aged care, mental health, disability or public and private health I can't think of another time where everyone's struggled so much.

Someone recently told me they were injured overseas, ending up in hospital, and we should be very grateful for the system we have as we can get emergency care when we need it.

There's some truth to this but do we really want to look at the health systems of developing countries to feel good about our own?

We assume that every time someone in our family needs emergency treatment it'll be there, but do we also assume we can all afford those essential services?

2

INFORM : SUMMER 2018-19

Australia is meant to be the country of the 'fair go', and we like to think we look after each other through good times and bad, but there's a growing problem - there's one Australia for the rich and another for the rest of us.

In recent years governments have worked to convince us we're a country going backwards, and we're poor somehow, but that's rubbish because Australia is one of the most stable, growing economies in the world.

If the coffers really are empty, why is the government trying to hand $17 billion to the big banks who are already making already enormous profits?

To put that massive amount into perspective, the Tasmanian health system was funded $1.8 billion this year, plus the extra $100m for the hospital shortfall announced recently.

So an amount more than eight times the total cost of the Tasmanian health system is going to the big banks who, as proven in the Banking Royal Commission, can’t be trusted with our money.

The government needs to get its priorities right.

Should our own tax dollars be handed to big business or invested in ordinary Australians the people who built this country and who'll shape it into the future?

The answer is we must invest in the basic services everyone has a right to.

Good education, health, housing, and care for the ill and vulnerable is the best way to guarantee our country prospers into the future.

2019 is a federal election year, so it's time to think about how all Australians can get a better deal from those in Canberra.

NATIONAL DISABILITY INSURANCE SCHEME ASSISTANT STATE SECRETARY ROBBIE MOORE This followed on from earlier activities including a round table discussion with ALP Leader Bill Shorten to hear from people with disabilities, their advocates, service providers and workers.

THERE'S broad consensus among consumers, advocates, service providers and workers that, while the introduction of a National Disability Insurance Scheme was a good thing, its roll out has significant issues.

The NDIS is leading to more insecure employment and lacks the resources to ensure staff receive training and professional development opportunities.

Tasmanian disability support workers Danny McCormack and Amanda Kings' contributions improved ALP understanding of the issues and lead to a much better party position on NDIS workforce issues being adopted at its national conference.

The union engaged a marketing consultant to help develop national messaging especially regarding community engagement.

That's why HACSU has been lobbying for a better scheme, and we're getting great support.

The 2019 campaign will involve even more political lobbying as well as worksite and community activities where we can talk to workers, clients and their advocates and, importantly, employers.

Last year we had successful meetings with many key NDIS figures and this election year we'll step up these activities.

We'll engage with as many as possible to ensure understanding of the issues and what can be done to improve the NDIS.

Late in 2018 our National Secretary Lloyd Williams and I met with Linda Burney, ALP shadow minister responsible for the NDIS, to discuss what we'd like changed.

The key issues are:

The meeting was very productive and it was obvious Linda already understood some of the NDIS workforce issues.

• Disability workforce standards and accreditation

• NDIS prices that cover the real cost of service delivery and provide good jobs

• Workforce training and development for quality NDIS services • Protection of secure jobs and minimum safety net for all NDIS workers To deliver this we want: • Independent price setting • A workforce and market stabilisation fund • Sector bargaining across the NDISfunded sector • Genuine workforce consultation • A national disability worker registration and accreditation scheme • A workforce development strategy • Reform of disability workforce data collection • Employment protections for workers paid with NDIS funds • Portability of workers' entitlements As well as the many workplace and community events, we're planning more political lobbying including sending a delegation to Canberra in the next few months.

If you'd like further info or want to get more involved in this campaign, please contact HACSUassist on 1300 880 032.

INFORM : SUMMER 2018-19

3

AMBulan

INFORM : SUMMER 2018-19

nce ART

INFORM : SUMMER 2018-19 Craig G

YOUR HACSU DELEGATES Erinna Collins Child Safety Service I WORK in Child Safety Services' Case Management Team where we work with kids, parents, extended family and foster carers to create a safe home for children.

I worry that by not investing a good amount of time in helping support families we make it harder for them to understand and make necessary changes to their lifestyles.

I can spend a whole day at a computer, updating file-notes and info, doing legal work, co-ordinating access visits or following up with other professionals.

I’ve worked at Child Safety Services for the last 7 years, it was the first job I got after getting my social work degree and, because every day can be so vastly different and the work is always challenging, I’ve stayed.

On other days I can be in the thick of it, helping parents address our worries around them caring for their kids, changing nappies, talking with support networks and planning to ensure children are safe and thriving.

I love building little communities around families and seeing how happy kids are to see the important adults in their lives get along.

One of the things I find the hardest is never having enough time in the day to get things done to the standard I feel they need to be.

6

When i was at uni I worked anything from one to three casual jobs at once including picking fruit, retail, hospitality and stints at Vodafone and the bowling alley.

Child Safety staff and I try to boost HACSU membership in the south so we have a louder voice on the issues important to us.

I hope that sometime in the near future we can win our fight for safer working conditions, adequate staffing and better pay.

When I’m not at work I’m usually walking my dog, in front of the TV with takeaway, bushwalking or meeting up with friends.

If I had one 2019 wish it'd be to win Lotto because right now I’m working really hard on that, and it hasn’t panned out too well so far.

I’ve been a HACSU member since I started at Child Safety, and joined because even back then there was unrest around understaffing, low pay and worker safety.

FAVE TEEN SONG: When I was a teenager I loved music so much and was a big David Bowie fan, and Rebel Rebel was definitely a favourite.

As a workplace delegate I aim for an easier flow of communication between the union office and

PET PEEVE: Things only annoy me if I’m already in a bad mood or overtired, but I do have a bit of a swear if drivers act erratically on the road.

INFORM : SUMMER 2018-19

23

CALLED IN FOR A CHAT...

YOU'RE called into to the boss’s office for a chat, and you have nothing on your conscience so go without any qualms.

But the HR Manager is also there, and you're told a client's wife has complained that you stole money from him six months ago.

In reality, that employer was obliged to offer you these elements of procedural fairness:

• Timeliness • Confidentiality • Putting detailed allegations to the employee

HACSU ensures procedural fairness at this meeting so you're not intimidated or abused and to make sure there are no unfair questions such as asking about things not listed in the allegations or asking you to speculate about what other people think.

They don’t have a definite date, and you can’t remember anything about the visit, and can't even be sure you were working on the day in question.

• Genuinely taking into account the employee's responses • Providing reasonable opportunity to respond and/or be heard

The employer takes time to genuinely consider your response to the allegations, without bias, before meeting again to provide you with the outcome of the investigation.

When you say you want to call the union you're told this has to be dealt with today as it’s such a serious matter.

• Delivering an unbiased assessment of the evidence

If it finds no substance to the allegations, that's the end of it.

You're asked a series of questions you can’t answer, and told your employment is being terminated because of serious misconduct.

Then you're handed a termination letter that was written and signed before you even got to the meeting.

You're taken to your locker, marched off the premises, and when you reach your car a friend you’ve worked with for years comes over and tells you everyone in the office knows you’ve been sacked and why, as the HR Manager has been asking around. ________________________________ This scenario may seem far-fetched, but it's not too far from situations HACSU sees on a regular basis.

Employers must also allow a worker to have industrial representation, a workplace right under the general protections of the Fair Work Act. In our example, HACSU would contact your employer immediately and, if you weren't being offered procedural fairness, we'd lodge an application for unfair dismissal with the Fair Work Commission.

How it should've happened: You receive a letter a few days after the incident with allegations listing all elements of the claims against you, and are given at least a week to contact HACSU to get help to prepare a considered, written response.

Then you attend a meeting, accompanied by your union representative, to answer the allegations.

If there is a finding against you, there are a number of outcomes:

• For minor breaches there might be performance management, with training and support provided • More serious breaches might result in a warning letter • Serious and wilful misconduct, or breaches following a warning letter, can result in termination of employment.

If the employer has followed processes properly, and verified there was serious and wilful misconduct, it leaves HACSU with little room to move.

But some employers fail to provide our members with proper procedural fairness and when that happens we’re there for you.

INFORM : SUMMER 2018-19

7

THE FUTURE OF

AGED CARE CAST your mind back a year or so and try and recall where the nation’s dialogue was at when it came it aged care… much coming to mind?

If not you're in the same boat as many people across Australia because, until quite recently, if you read about aged care in the newspaper it was likely to be a negative story about some facility on the mainland you'd never heard of.

But as we move into 2019 aged care is on everyone’s mind, in every newspaper and occupying a lot of what's coming out of politicians' mouths.

Those in the industry knew this was coming because for too long aged care has suffered from underfunding, with consistent cuts in recent years.

Wages continue to be too low considering the difficulty and importance of the job, and that makes attracting and retaining staff a problem.

And with our aging population the need for more staff is obvious, and it all comes down to funding.

This is where the Our Turn to Care campaign steps in, leading the fight for improved funding for the sector on behalf of our hard-working members.

The campaign continued to escalate all through 2018 and towards the end of the year we got some politicians - the funding decision makers - to spend 'a day in life of an aged care worker' so they understand reality when it's time for them to consider more funding.

In 2019 the campaign will get even stronger.

The Royal Commission, yielded to

by Scott Morrison after constant pressure, will see a forensic investigation of the industry and hopefully shine a light on the root causes of its problems, many of which are due to funding inadequacies.

8

The government has indicated that it'll be waiting years until the report has been handed down to start acting, but that's a cop-out.

Adults can walk and chew gum at the same time, and older Australians need politicians to do just that.

As for big business and the everchanging faces of aged care... well, despite recent share price falls for the big providers, it's clear they're on a buying mission so they can dangle even more money and lure in even more shareholders.

Thankfully, Tasmania has continued its strong non-profit tradition, but large listed companies have recently built new facilities and purchased old ones from non-profit providers.

From an union perspective we may soon be looking at industry bargaining, rather than single employer enterprise bargaining, in order to address the chronic low wages that are rife in the industry.

This would be in worker’s interests but no doubt the bigger companies will have something to say about it, as putting more power in workers' hands is something they won't like.

When it comes to looking deeper into the future we need to look further afield.

Some world leaders in aged care, such as Japan and parts of Europe, have seen huge cultural and economic shifts that are changing the face of care delivery.

While automation can't replace a carer or nurse, other countries are increasingly relying on technology to assist their older people and have started to export this model.

It really is a case of 'watch this space'... so stay tuned.

There's never been a more uncertain time in the aged care industry, but with change comes opportunity, and HACSU will be fighting to take advantage of every opportunity we can for our members and for older Australians.

INFORM : SUMMER 2018-19

IT'S O

OUR TURN TO CARE

INFORM : SUMMER 2018-19

5

ELAINE SMITH - "MALCOLM, COME AND RIDICULOUS comments from politicians aren't exactly rare, but no comment was more ridiculous, and insulting to aged care workers, than former PM Malcolm Turnbull's.

His flippant comment about how an aged care worker in Burnie could “aspire“ to get a better job outraged carers around Australia.

Elaine Smith decided this was unacceptable and that she needed to stand up on behalf of all aged care workers.

Elaine is a 66 year old carer who works at Meercroft, an aged care facility in Devonport, and has done so for 26 years.

After hearing the PM's comments she told the local papers,

10

INFORM : SUMMER 2018-19

"Mr Turnbull’s comments were demeaning, because caring for the elderly is a job carers love doing and maybe if the government put more money into aged care we would get a higher wage”.

Elaine’s chat to the paper was even mentioned in Question Time in Canberra, with Mr Turnbull outraged that someone would question his statement.

When Elaine watched his rant on television she said, "everyone heard what you said Malcolm, you can’t deny it and I can only hope that when you are elderly and need care, that there are still people who work as carers, or 'aspire' to be carers so you may be looked after“.

So who is this woman who isn't afraid to take on a PM for his ignorant comments?

Elaine knew from an early age she wanted to work in aged care because she had a lot to do with her grandparents, which gave her a love for older people, and she first thought she'd like to become a nurse.

After leaving school she started working at what's now called Mt St Vincent in Ulverstone, and worked in community health doing things such as shopping for the elderly or doing their housework.

During this time she had two children and was often allowed to take her youngest child, Brett, to work with her, something the 'oldies' loved.

Elaine eventually left community health work to be a volunteer at Meercroft and Devonfield, where it turned out the boss turned knew her from when she worked at Community Health and offered her a casual paid job at Meercroft.

At first Elaine worked as a domestic and in the laundry, before a caring job came up in the nursing wing, a job she fell in love with.

She also became a home carer for her lifelong partner who had cancer and other health issues for a long time before passing away in 2017.

“Someone had to step up and fight with the doctors regarding his health, and do his caregiving, so I just did it.“

D FACE ME, YOU DON'T SCARE ME MATE" Elaine does the same for the residents at Meercroft too.

“Sometimes you have to fight for them, nobody scares me, not doctors, not nurses.“ Not even Prime Ministers, and standing up to Malcolm Turnbull made Elaine feel empowered.

"I thought to myself, come on Malcolm, come and face me, you don’t scare me mate!“ She laughs, and her laugh and smile is infectious, another reason residents love her.

Over the last few years Elaine has also been a HACSU Delegate because, “somebody had to do it".

For Elaine, it seems that when a job needs to be done it might as well be done by her.

If she could do it all again she'd still go into aged care.

”I'd choose it again in a heartbeat, the trust they put in you to care for them is extraordinary, and you love them

and they love you in return, they are family “ Others should aspire to be like Elaine.

INFORM : SUMMER 2018-19

11

TASSIE NEEDS A PAY RISE : HOSPITAL STOP WORK MEETINGS HACSU members are proud to stand up and fight for the health system that all Tasmanians rely on. That’s why they held stop work meetings at the major hospitals across the state in December 2018 – and that’s why they spoke so passionately at those meetings.

responded and the minutes. That’s not A The community doe for a moment. But it ambulances and mo Where is our health

Judy, Registered N

“On the mainland o than we do. How do to recruit or retain n expect us to be less paid less. Registratio don’t work less hard on the mainland. Ou and the Health Mini

LGH – Dece

Tim Jacobson, HAC

“You can deny that o Tasmanians as much believes you. It’s us w yards keeping the sy have to prove our in We’ve had seven ye we’ve pulled our be politicians got their get ours too.”

Luis, Mental Health

NWRH – December 10 Robbie Moore, HACSU: “The public will support health workers over politicians every day of the week. This government is in a world of hurt. We are winning this fight.”

Andrea, Admin: “There’s a lot of good will in this hospital. I don’t know many staff who don’t come in early, work through breaks and leave late. In fact, our health system is running on good will from the staff.

Where’s the government’s good will? Clearly Hodgman and Ferguson are worried. If they weren’t, they wouldn’t be asking managers to try and stop staff taking industrial action. They wouldn’t be asking managers to take down our names and report us if we attend rallies. If these actions weren’t working, they wouldn’t be trying to stop us. We need to hold the line.

Stay strong. Stay outraged. Because Tasmanians need a pay rise.”

Leonie, Social Worker: “Mental health is vital work. If our expertise, training and clinical investment isn’t acknowledged, how can we hope to attract or retain the workers we need to provide suitable services to the people of our island? We can win this fight if we all stick together. Tasmanians need a pay rise!”

12

INFORM : SUMMER 2018-19

Dayna, Food Services: “I have been a loyal worker, as have my coworkers. We come in early and knock off late just to get through the ever-increasing workload.

The workload increases weekly and morale goes down daily. Making ends meet is getting harder and harder. We all need a pay rise.”

MCH – December 10 Steve, Mental Health Clinical Lead: “THS has to recruit and retain staff in a worldwide environment of health specialist shortages. We’re just a day and a flight away from practicing anywhere in the world – and new health graduates are making those choices.

We’re losing our kids as the new grads leave.

It’s easy to see why, when staff are growing more and more demoralised and poor working conditions encourage ‘grass is greener’ thinking. Tasmanians need a pay rise to give Tasmania some hope of recruiting and retaining the workers our health system needs to provide proper services.”

Andrea, Admin: “Last week at our local primary school, a 6-yearold child was critically injured by a falling tree limb, which snapped in the high wind. The little boy was pinned underneath. The ambulance was called immediately, but the Ulverstone crew was ramped in Burnie. Burnie and Devonport crews weren’t available. A crew from Latrobe

“Everyone here at th we’re all focused on when they walk in th the hospital. We wo our mental health cl where they can retu and homes. We’re c thing by our patient start thinking about

Natalie, Intensive C

“Every day I turn up many hours I’ll be ra my urban area I’ll be of Tasmania will wait We have the slowes in Australia. Our wo in the last 7 years, ye 2%. The numbers do recruit 42 new param would paramedics w an all-time low and c high?”

Sally, Hospital Aide

“I work in mental he area and the team I the team is getting t double shifts, workin make things unsafe.

Emergency when we take new patients – need a pay rise to at Tasmania, so we can the people of our isl

response time was 35 Ambulance Tasmania’s fault. esn’t blame paramedics t proves we need more ore trained paramedics. minister? Missing in action!”

Nurse:

our peers earn 13% more oes the government expect nurses? AHPRA doesn’t s competent because we’re on fees are the same. We d or for less hours than nurses ur health system is in crisis ister doesn’t care.”

ember 11

CSU:

our health system is failing h as you like, but no one who have done the hard ystem together. We don’t ncrease in productivity. ears of 2% wages increases, elts in. Let’s not forget those fair pay rise. We demand we

h Nurse:

he LGH works hard and n one thing: the community hrough the front door of ork extremely hard to get lients recovered to a point urn to their families, friends committed to doing the right ts. The government should doing the right thing by us.”

Care Paramedic:

p to work and wonder how amped today. How far out of e sent. How long the people t for your ambulance today. st ambulance response time orkload has increased by 28% et we are being offered just on’t match up. We need to medics in Tasmania, but why work here when wages are at cost of living is at an all-time

e:

ealth. I love working in this work with. The thing is, tired. We’re doing endless ng understaffed which can . It affects patients up in e don’t have enough staff to what happens to them? We attract and keep workers in n provide proper services to sland.”

Chris, Chef: “We are so short staffed that some of us have to work the job of two people just to get the patients fed. We could only dream of receiving a $110,000 ‘average salary’ like our Treasurer would have the public believe. The truth is many of us are living week to week, pay check to pay check. And a with Christmas just around the corner, there’s not much left for gifts.”

RHH – December 12 Tim Jacobson, HACSU: “Hodgman, Gutwein and Ferguson, you three fellas can’t fool us. You think you can sit us out.

While you are all sipping champagne and eating prawns over Christmas, remember, you’ve just denied us a due pay rise. A pay rise you know we’ve worked hard for. A pay rise we deserve.

When you’ve finished your champagne and prawns, and get back to work in the New Year, we’ll be here waiting for you. We aren’t going away. You can’t treat us like this and think you can get away with it.”

Lauren, Intensive Care Paramedic: “The first thing people say when they hear you’re an ambo is ‘you must see some terrible things.’ And we do. Our workplace is dangerous and it’s unpredictable. We have unfilled positions across the state. We rely on people working overtime to get an ambulance on the road when you need our help. We run short because staff physically can’t work any harder.

We have good people propping up a broken system, and it is breaking them, both physically and psychologically. We are the lowest paid ambulance paramedics in Australia. We are not competitive against mainland services. How do you recruit and retain good people when the health system is so broken?”

Erinna, Child Safety Services: “The message our current government is sending is that they expect us to keep doing this, to keep putting ourselves and our clients at risk. They expect us to work ourselves into the ground just to keep things afloat so that they can keep adding to their already established and publicised budget surplus. At what cost?

They think a 2% pay increase is a fair trade off for sitting with the responsibility of saving and changing lives and day in day out putting our own lives on hold or at risk. People are constantly leaving my workplace. They know they are worth more and can get paid more elsewhere. How do we keep professionals in Tasmania, a state with an ageing population, if our wages fall even further behind?”

Carol, Infection Control Officer: “We have staff working double shifts and overtime to cover short staffing. We have vacancies filled with people on fixed term contracts when they should be filled with permanent staff. To make matters worse, it’s getting harder and harder to get by. We need a pay rise to keep up with cost of living, and to give Tasmania some hope of attracting and retaining workers for our hospitals.”

INFORM : SUMMER 2018-19

YOUR HACSU DELEGATES Tony Priest

Shannon Bland

Mosaic Support Services

Able Australia

I'M A SUPPORT worker and my average day involves transporting clients to and from day services, general house duties, helping with meal preparation and taking clients on outings.

I CURRENTLY work one-on-one with a client five days a week and, as he doesn’t speak any English, I spend my day working out ways to communicate with him, which is somewhat challenging but also very enjoyable.

I've been in the industry for more than 10 years and before that I was a carpenter and joiner and ran a car dealership.

For 8 of my 10 years as a HACSU member I've been a delegate because there was a position open and I put my hand up.

As a delegate it's great to build my knowledge and help other workers.

In the future I'd like to see our enterprise agreement up and running and see Mosaic become a leader in the industry.

When not at work I love to read a good action novel, do some gardening and bob up and down on the water with a line in.

If I had one wish for 2019 it'd be to sailor-cruise the pacific islands and bring recycling to Vanuatu.

FAVE TEEN SONG: As a teen I loved all the songs I heard.

14

INFORM : SUMMER 2018-19

I've been in the industry for 26 years and with Able for the past 10.

Having been a HACSU member for more than 20 years I became a delegate to help be a voice for my workmates, and it's good to be able to go into meetings and be heard when asking questions.

My hopes for the future are that we continue as a cohesive team, increase the number of participants we have, and continue to have fun with all of them.

My fave thing outside work is being at home with my family and friends.

If I had a wish for 2019 I'd love to go to New Zealand and go bungy jumping.

FAVE TEEN SONG: I loved 'When Will I Be Famous' by Bros and hated anything by Demis Roussos and Nana Mouskouri.

IT’S ALL ABOUT THE LONG GAME STANDING TOGETHER HAS LONG-LASTING POSITIVE EFFECTS LATE in 2018 HACSU met with management from the Mary Ogilvy aged care facility in New Town to start negotiating a new staff agreement.

We presented nine claims on behalf of members, thinking it was going to be a hard slog getting agreement on anything because of our experience the last time we bargained.

Our claims were for a 3-year agreement, 4% wage increase, a workload clause, improvements to workers comp, paid domestic violence leave, paid leave for union delegate training, additional lockdown leave and 14 weeks' maternity leave.

Mary Ogilvy's response was amazing, offering the best wage increases we'd seen in a very long time in the aged care sector, and rejecting only two claims.

This is the offer we took to members: • 1st year: 3%, 2nd year: 3.25%, 3rd year: 3.5%, 4th year: 4% or Fair Work, whichever is greater

• 3 days' paid leave if you contract gastro, influenza or any communicable illness from your workplace • Night shift ECA allowance increased to 17.5%

• Paid domestic violence leave increased to 10 days

• 14 weeks' paid maternity leave for all workers

• Paid leave for each delegate increased to 5 days

• Current conditions maintained, nothing cut

This was a great outcome because the situation at Mary Ogilvy just three years ago was very different.

Our members had been forced to take strike action from the very beginning because they were told they'd be locked out of their workplace if they wore badges in support of industrial action.

Many members then used their own to time to help a community campaign by folding, enveloping and letterboxing the New Town area.

They wanted the local community to know about their struggles and that the reason for taking action had nothing to do with money what they wanted was an excessive workload clause and a bullying & harassment clause.

The community campaign strengthened bonds and friendships, with everyone fighting for one cause - to have a respectful workplace.

These two very different negotiation stories clearly show the industrial action from three years earlier had an impact then and is still having a huge positive influence now.

Members should be very proud of themselves for standing together so strongly and proving that unity in the workplace is a power that can achieve a great outcome.

INFORM : SUMMER 2018-19

15

THE MU

WEATHER: Sunny and warm with blue skies. Everyth

AMBULANCE

FERGUSON SOLVE

MINISTER SAYS ‘PR

HEALTH Minister Michael ramped to the maximum Ferguson has announced limit, highlighting just one a brave new plan to solve of the problems plaguing the ongoing ambulance Tasmanian health for years. ramping problem.

As the workers' meeting At lunchtime on December finished, one ambulance TASMANIANS are celebrating after 12, concerned Health & even had to park on the today’s by atthe Communityannouncement Services Union footpath the Health top of the members held a stop work ramp on the corner of due Minister that ambulance ramping outside the Royal Hobart Liverpool and Argyle Streets to lack of hospital beds will longer Hospital to protest about the as there wasno no room below. broken health system that's Minister Ferguson acted be a problem. failing Tasmanians. promptly, and he would say Meanwhile, under their courageously, as soon as this “The main issue has been lack of ramp feet, ambulances were was brought to his attention,

space, but I’m thrilled to announce we’ve purchased the Argyle Street Carpark as part of the RHH redesign”, Minister Ferguson said.

With ramping spaces for 1,155 ambulances, Hobartians will never have to worry about finding a resting place.

“There’s even a tunnel from the hospital so medical staff can access patients resting comfortably in the Royal Hobart RHH rampComplex”, full while stop work held above it Ramping saidmeeting the Minister.

INFORM : SUMMER 2018-19

holding a media conference to detail his comprehensive solution to the ramping that's been occurring for many years.

"When HACSU sent me the photo of the ambulance parked on the street I put my dusty thinking cap on," Minster Ferguson said.

"Ambulances can't park on footpaths and get in the way of pedestrians just because the ramp's full, but I spotted the front of that red car parked beside it and had my Eureka moment!"

"I'm delighted to announce that all ambos have been ordered to install the EasyPark smartphone app so they can utilise the hundreds of parking meters situated around the Royal Hobart Hospital," he said a little too excitedly.

"I know people are having a hard time operating Hobart's confusing new meters, but our ambulance staff should be able to figure them out."

State Gove

URKERY

hing is perfect and wonderful. Nothing wrong to see here.

December 12 2018

E RAMPING

ES AMBO RAMPING

ROBLEM SOLVED’

The photo of the ambulance that couldn't ramp that inspired minister's genius idea Minister Ferguson brushed off concerns about what would happen if all parking spots in the hospital's vicinity were occupied.

"They can just do a few blockies until a spot is available, there's no need to

whinge and carry on about hypotheticals that may never happen," he said.

When questioned further about his ramping solution, and whether it was any kind of fix at all Minister Ferguson waved a hand and

spoke in the vague direction of his minders.

"Somebody take care of that, I want donuts," he said as he rushed from the room.

INFORM : SUMMER 2018-19 ernment purchase of Argyle St carpark solves all RHH problems Craig G

WHAT A PAYRISE MEANS TO ME TAS PUBLIC SECTOR WORKERS ARE THE LOWEST PAID IN THE COUNTRY

TASMANIAN public sector workers are the lowest paid in the country, and some are among the lowest paid public sector workers in the state.

If I didn’t do my job there's no way patients could be admitted and stay in a clean and safe hospital."

Yet Treasurer Gutwein made the ridiculous public statement that the average annual salary of a public sector worker is $110,000!

Name: Lesley Brown Workplace: LGH Role: Cleaner, has worked in health for 44 years "Treasurer, everything is going up, especially groceries and petrol, and this is becoming unaffordable for me.

It's a slap in the face that our government so undervalues its own employees.

They're essential to the public health system and it simply wouldn't work without cleaners, cooks, hospital aides, gardeners and ward clerks and the many others who keep our hospitals ticking over.

Many low paid public sector workers in Tasmania live from pay to pay trying to make ends meet and there's little left for big bills, holidays, family occasions or emergencies - that's not living, it's simply surviving.

When did workers in modern Australia end up so poor while working so bloody hard?

HACSU asked some public sector members earning far less than they deserve what message they'd like to send to Treasurer Gutwein: Name: Chris Lee Workplace: LGH Role: Cook for 10 years "Mr Gutwein, there are times I'd like to be able to go to school concerts and help run carnivals or even look after an unwell child, but I can't because we're so short staffed and I can’t afford to take the time away from work.

What's sad is I can't get those special times back and my son is the one who really misses out.

18

INFORM : SUMMER 2018-19

Treasurer, I'd like you to have the guts to speak to workers like me instead of managers, and if you think a 2% wage increase is good enough then you should try living on my wage!"

Because I work full time I'm not entitled to a health care card yet I'm on long-term medication that costs me $100 a month - that's $1200 a year.

Name: Donna Richardson Workplace: LGH Role: Hospital Aide for 5 years "Mr Gutwein, I'd love to hand you my pay slip so you can see how little I earn even though I work so hard, in fact I need to work across two wards at the LGH just to make ends meet.

It takes a lot more than doctors and nursing staff to make a public hospital function.

I've been working since I was 15 years old, with little to no time off, and there's so much pressure for me to provide for my family.

Yet we all come to work every day with a smile on our faces because we're here for the patients and we love what we do.

Shame on you for not valuing us properly.

Mr Gutwein I think if you had to do a day's work in my shoes you'd only last to morning tea time you need to do something about this mess!"

PRO-RATA LONG SERVICE LEAVE WHAT YOU NEED TO KNOW HACSU Assist has had a number of calls from members about the rules around accessing pro rata long service leave (PRLSL).

for 3 months, including any type of unpaid leave such as leave without pay, unpaid maternity leave, and unpaid sick leave.

These include, ‘when can I access pro rata long service leave?’ and 'I’ve just resigned my employment, but my employer didn't pay me Long Service Leave. Can they do that?’

You may think you've met the 7-year test but, if you've had some time off like that, you could fall short of the time requirement.

Before we delve into the rules let's understand what it is.

PRLSL allows someone who's maintained continuous employment for 7 years to access their accrued amount of long service leave provided they meet specific criteria.

'Continuous employment' means you haven't had an unpaid break from employment

Here are the reasons you can access PRLSL:

1) Your employer terminates your employment (except for serious and wilful misconduct) The termination could be from being made redundant, continuous performance issues or other continuous misconduct which was not seen as 'serious and wilful' misconduct 2) You retire

3) You resign due to medical reasons that prevent you from performing your normal duties 4) A pressing domestic necessity requires you to resign your employment These all seem straightforward, but there can be disagreement between members and employers around this entitlement.

HACSU can advise and represent you in long service leave disputes with your employer.

We strongly encourage you to talk to HACSU before you seek access to Pro Rata Long Service Leave.

If you have any further questions, please contact HACSU on 1300 88 00 32.

INFORM : SUMMER 2018-19

19

HACSU DELEG

12

INFORM : SUMMER 2018-19

GATE CONFERENCE 2018

HACSU'S ANNUAL Delegate Conference educates delegates on how to build our union and even up the balance of power for workers so they achieve better outcomes.

It's a great way to network and discuss the issues faced by members so we can help them achieve a better quality of life at work and in the community.

In November 2018 we held our biggest conference ever with more than 100 delegates from all sectors and all parts of Tasmania.

With an upcoming federal election, the theme followed the ACTU’s national Change the Rules campaign and interactive workshops offered delegates tools and info to use back in their workplaces:

Advanced Recruiting: More members means more power for all of us.

Change the Rules in your workplace: The importance of discussing the campaign with every worker.

How to win campaigns online: The power of social media.

Change the rules for women: Walk the walk, don't just talk the talk. It’s time women were treated equally.

The political process for dummies: Want to make change? VOTE! Workers compensation: A practical explanation of the process.

Our first inspiring keynote speaker was new ACTU president Michelle O’Neil who spoke

INFORM : SUMMER 2018-19

about her union background and the future of the Change the Rules campaign.

Ella Haddad and David O Byrne returned to talk about morphing from union delegates to state politicians who still have workers at heart.

This year's Politician BBQ panel threw federal pollies Ross Hart, Justine Keay, Julie Collins and Brian Mitchell onto the hotplate to be grilled by delegates for a good hour, though it may have felt longer to them.

Sector forums, such as the disability sector discussion around NDIS and the public sector forum on Scrap the Cap and ongoing industrial action, are always great for planning and problem solving with delegates from different workplaces.

Tim and Robbie outlined the year behind us, the year ahead, and our campaigns to fight for better wages and conditions for our members.

A real favourite was Dr John Falzon, political sociologist and former St Vincent de Paul CEO, an expert on the structural causes of marginalisation and inequality in Australia.

John's been involved in many advocacy campaigns for a fairer and more equitable society and he's a truly moving and entertaining speaker, and all the delegates were on their feet when he finished.

There's also a whole lot more to a HACSU delegate conference, and 2019's will be even bigger and better.

If you’re not a delegate speak to your local organiser and become one today, then look out for your conference invitation later in the year because it'd be great to see you there.

INFORM : SUMMER 2018-19

HACSU DELEGATE CONFERENCE 2018

INFORM : SUMMER 2018-19

13

A CHAMPION DELEGATE : STE MANY HACSU Members would know Steve Hayes, the clinical lead at Adult Community Mental Health in Devonport and a proud and active HACSU Delegate.

Steve's a 'Mexican', growing up in Tasmania's south and spending summers at a Carlton Beach shack, sailing dinghies and rowing on the Derwent and Huon Rivers and camping, fishing and hiking around Bushy Park and our national parks.

He's not yet a true north west coaster as he’s only lived there for 30 and a bit years.

Steve started his current journey by studying for a Community Service Diploma at Burnie TAFE followed by an undergraduate degree in Social Work at UTAS in Launceston, travelling daily by

24

car pooling with some other keen north west students.

Steve’s first post grad qualification was Mental Health Sciences at Flinders University then more post graduate study in Developmental Psychiatry at Monash and Melbourne Universities.

Before all this Steve was a mechanical & industrial plumber for 20 years, played in bands, and was a single parent working part time while at UTAS. Steve is clear about what made him want to work in mental health “When working as a welfare worker I recognised the clients with mental health issues have all the problems of other clients - homelessness, poverty, addictions, family or relationship

INFORM : SUMMER 2018-19

problems and trauma histories plus mental illness.

By the time I started uni I knew these folks could do with a hand, someone to walk with them on their journey, and I wanted to work where need was greatest.”

Steve's always been involved in collectivism in the workplace, and in a previous life he was a shop steward in the Amalgamated Metalworkers Union.

“Putting the whole of humanity as a priority, after looking after yourself, family and friends, certainly influences my support of socialist principles.

Doing what's right has nothing to do with easy, but I sleep well at night because I stand up and act on my beliefs, and most times I just must do what is 'right', which is usually politically left.

EVE HAYES, MENTAL HEALTH Although you do get into trouble with the bosses and colleagues from time to time and it’s probably not the thing to do if you want promotion, but my passion for social justice demands I respond to inequality when and where I see it.”

Steve knows that unionism or collectivism is the only way we can get enough power to get a discussion with the 1% who employ or govern us, and without unionism we don’t even get a seat at the table.

Most of the old issues are still very relevant such as collective bargaining, stability of tenure, hours of work versus rest, gender equity, health & safety, human rights, remuneration and leave.

“Drop your guard and employers will reduce as many as possible.

The more Australia moves from the almost socialist 1970s utopia of government-owned airlines, banks, shipping, phone & postal companies etc the more relevant unions are to organise and protect workers.

Private companies are about profit, not the best interests of Australians, and profit is usually in conflict with shared benefit.”

Steve says the current Tasmania Needs a Pay Rise campaign is vital, especially for allied health professionals.

“Australia is stagnating and low wages are causing a housing crisis, with many owning houses worth less than they're paying for them.

Health is an area where governments can save money by spending a little.

It's crazy to use locums and agency staff at massive additional costs, three or four times normal costs, with specialists costing the tax payer more than $2000 a day each.

It's obvious we'd be better off paying our own people a reasonable rate and so being able to recruit and retain clinicians.

But this incredibly simple maths seems beyond the grasp of politicians... and they say unions are stubborn and pigheaded!

Tasmania recruits in an international environment and so we continue to lose our youngest and our best.

Our health graduates deserve proper pay and opportunities in their home state.

How can we ask them to be undervalued and underpaid and donate their lives and careers to the Tasmanian community?

We must continue fighting until Tasmanians get the pay rise they need.”

Steve has hope in his heart, not cynicism, for the future of working people.

“Jobs will change but the role will always be required, so we are the future!

The person doing the work has the power because the system

can't function without them, hence the supremacy of the unity of workers, so there clearly is hope.”

Steve loves to spend time with his family, fishing with his son, getting on his motorbikes or going canoeing, and he's a life member and dragon boat sweep for North West Dragons Abreast.

He also loves time with his grand daughter.

He's an outstanding HACSU workplace delegate and members should take their hats off to people who put their hands up for the benefit of us all.

Steve has a few words of wisdom for HACSU members.

“I encourage people to think carefully when you vote as it’s your best chance, other than direct action, to make a difference.

Look at the policies that impact on your world and don’t be fooled by tax cuts or other bribes.

Vote for good policies not personalities and go with ideas not ideology.”

INFORM : SUMMER 2018-19

25

DELEGATES: POWER IN THE WORKPLACE HACSU ORGANISER SHANE KUNZE

I SPENT the first years of my career with HACSU working in the contact centre with the Assist team.

Heading into 2019, with my first year of workplace organising done, one of the greatest things I've learnt is the importance of having good, well-informed delegates.

Delegates are elected by their fellow members at a worksite or section of a worksite to represent their union and, with the help of a HACSU organiser, they carry out a range of interesting and valuable tasks.

These can include being on the team that negotiates a new staff agreement, representing fellow members and voicing their concerns and distributing

26

INFORM : SUMMER 2018-19

information to members on campaigns and workplace issues.

They are HACSU's eyes and ears on the ground, and they also help recruit members by talking to staff about the union, the importance of being a member, and the benefits HACSU provides.

Delegates are vital for any union and we simply couldn’t continue improving the lives of workers without them.

Personally, I've been blessed with having some of the hardest working and most committed delegates to work with.

They update me on what's going on at work, they attend rallies and organise their colleagues to attend, even the ones who may not be in their own worksite or sector - hence we had pathologists joining hospital aides to attend 2018's very successful Our Turn To Care aged care rally.

But there are also members in my portfolio of worksites who want to help and do that little bit extra for their fellow workers but, for a range of reasons, don’t want to be a delegate.

That’s fine too, and these people are great contacts in workplaces,

and are especially helpful to me when there are key events on the radar, so I guess I've been doubly blessed.

A union is only as strong as its members, and HACSU's delegates make us a very strong union indeed.

As we dig into 2019 there are new negotiations to kick off and other staff agreements to finalise.

The public sector Scrap the Cap campaign is well and truly ramping up, and there's a federal election on the horizon, so I'd say 2019 is going to be a big one.

If you've been thinking about being more involved, and taking that next step to become a workplace delegate, there's never been a better time to represent your colleagues.

Even if you already have a delegate in your workplace, two is always better than one as you can support each other.

To my current and past delegates - thank you for all your hard work in 2018, you guys are awesome!

To my future delegates - I can't wait to work with you, it's going to be an exciting year!

YOUR HACSU DELEGATES Sarah Leighton Tasmanian Clinical Genetics Service I WORK as a Genetic Counsellor with the Tasmanian Clinical Genetics Service, a state-wide service body based in Hobart that has one Clinical Geneticist, five Genetic Counsellors and two Administrative Assistants.

Genetic Counsellors are allied health professionals who work in partnership with Clinical Geneticists and my role includes giving risk information to clients, providing education about genetic conditions to individuals, families and health professionals, counselling people so they can make informed health care decisions and offering psychosocial support to those with a history of a genetic condition.

for the hard work carried out by all professions and roles covered by HACSU. I am incredibly hopeful that we will continue to work collectively to pursue more progressive working conditions.

FAVE TEEN SONG: I'm a sucker for nostalgia so the songs I loved as a teenager are the same songs I loved as a kid and still love now, and 'Weather With You' by Crowded House reminds me of many hot family road trips as a teenager.

Work can be fairly emotionally demanding, so I like to take my brain elsewhere by reading books, enjoying meals with friends and hiking in this beautiful state.

On the other hand, Wham's 'Jitter Bug' has got to be the most annoying song ever, and had already been thrashing round for 20 years by the time I was a teenager‌ why do people still play it?

If I had one wish for 2019 it'd be to get out and go camping more!

PET PEEVE: It's devastating to see the huge amount of road kill each morning be mindful and slow down!

An average day includes completing intake phone calls to facilitate clinic appointments, meeting with individuals and families in clinic to discuss and arrange genetic testing, interpreting lab reports, returning genetic testing results and lots of letter writing.

I love helping people understand the genetics of a particular condition and supporting them as they make informed health care decisions that are right for them.

The hardest part is trying to keep up with an increased demand on our service with our current level of staffing.

I graduated from the University of Melbourne Master of Genetic Counselling in 2017 and began my new career with TCGS the following February, before that I was a Ministerial Adviser in the Victorian Government.

One of the first things I did when I started this job was join HACSU, and I became a delegate because I'm a firm believer in being part of the change you want to see in your workplace.

I am proud to be involved in the movement to Scrap the Cap and I hope my work as a delegate can support better recognition and remuneration

INFORM : SUMMER 2018-19

27

AMBulan

14

INFORM : SUMMER 2018-19

nce ART

INFORM : SUMMER 2018-19

15

FALSIFYING DOCUMENTS THE CONSEQUENCES CAN BE HUGE FALSIFYING a document means making a fake document appear genuine, such as if it was authorised, signed or created by someone who didn't actually do any of those things.

Falsification can also include altering a document without permission or authorisation to do so.

Termination of Employment – Falsifying Documents

Lying on your timesheet Timesheets are legal documents that are the source of payroll transactions, they serve as the legal authority to pay an employee.

Faking timesheets is fraud and Fair Work Commissioners have said there's no question that falsifying time sheets is a matter of theft that could justify summary dismissal.

Altering a medical certificate Employers and human resource professionals can often receive medical certificates they're not quite sure about, prompting them to look a bit more closely.

Where there are doubts about the veracity of a medical certificate, employers will make enquiries seeking confirmation.

30

or adversely (that is, for exercising a workplace right such as leave entitlements or discrimination) you may have rights under Employment Law. Typically, in cases when an unfair dismissal is lodged, the Fair Work Commission holds a view that there is a valid reason for dismissal and that the dismissal was not harsh, unjust or unreasonable.

The decision to terminate an employee on the basis of dishonesty is not one made hastily by an employer, particularly where the suspicions of dishonesty overlap with illnesses or other workplace rights.

If, after investigation, the employer is satisfied the document has been tampered with a common outcome is summary dismissal on the basis of serious and wilful misconduct.

Falsification of Documents and the Law

Many matters involve employees whose employment has been terminated because they submitted falsified medical certificates in support of a sick leave application.

You may have seen warnings on legal documents such as loan applications or contracts about making false representations regarding the truthfulness of the contents.

If you've been terminated on what you feel to be harsh, unjust or unreasonable terms,

For example, if you falsify your income on a bank loan application that you

INFORM : SUMMER 2018-19

The offence of forgery no longer exists but it is an offence to knowingly falsify, or misrepresent, documents.

subsequently have approved you could be charged with falsification of documentation.

There are several categories of the charge that cover the creation, use and production of copies or use of a copied falsified document.

You can also be charged with this offence if you have in your possession a falsified document that you or someone else intended to use, even if you hadn't actually done so.

For example, altering a cheque you received for $1,000 and adding an extra zero to make the amount $10,000, or falsifying details on something considered a legal document such as a passport.

Importantly, you could be charged with a Commonwealth offence if the entity involved is a government department such as Medicare or Centrelink or if the document is a Commonwealth document like a passport.

The maximum penalty for a falsification of documents charge is 10 years imprisonment.

COMMUNITY & DISABILITY : WHAT A YEAR! HACSU ORGANISER MARK GREEN 2018 WAS a huge year in the community and disability sector, with the challenge of negotiating fair staff agreements in workplaces becoming increasingly difficult.

Two and a half years ago HACSU entered into good faith bargaining negotiations with Mosaic who, after four months, asked to suspend negotiations while it merged Star and Cosmos into a new, single entity named Mosaic Support Services.

We agreed, but after three months had gone by we dragged it back to the negotiating table and were making good progress.

Then Mosaic suspended negotiations again, just before Christmas 2017, while it finalised a deal to take over another organisation's respite facility.

After a few months HACSU got negotiators back to the table, and were close to finalising the outstanding items, when their

CEO sadly had to resign due to a serious health issue.

The People & Culture head then quit, along with some other HR staff, so there was another delay until a CEO was appointed.

HACSU met with the new CEO and had a series of meetings with her and her team, then Mosaic was suddenly CEO-less again.

We met with board members and a stand-in CEO to negotiate the final outstanding items, and had come to an inprinciple agreement including pay rises... ... then Mosaic appointed the current CEO who, along with a new People & Culture team, asked HACSU for time to look over the draft agreement - even though it was already set to go to staff for their vote.

When we met with Mosaic's new management team it gave us a new draft with around 50 pages cut from the previous inprinciple, agreed, document.

Each of those 50 pages contained staff entitlements and working conditions but the new People & Culture manager, Jessica Kingston, tried to tell HACSU and Mosaic staff they were removed simply for readability!

HACSU held member meetings to explain the changes and discuss how the agreed inprinciple items had been removed and complemented with a dose of confusing mistruths and mis-information from the Mosaic management team.

After the previous two and a half years of good faith bargaining nobody could believe that Mosaic's new team had pretty much brought back the ball and chain and thrown in a whipping for good measure.

But members have stayed vigilant and ready for a call-toarms if it's necessary.

Last year certainly had its difficulties, and I thank every community and disability HACSU member for their friendship and support.

INFORM : SUMMER 2018-19

31

HACSU

WANTS CHANGE NATIONAL CAMPAIGN TO

INEQUALITY is growing in Australia and one of the best highlighters of that is the difference in pay between workers and executives.

with Mirvac's Susan LloydHurwitz leading on $3.84 million ($73,846 a week).

The average Australian worker earns $1171 per week, compared with $91,352 per week for the average CEO.

CEOs in Australia are earning a sickening 78 times the wage of the his ‘Because you’re worth COMBAT GROWINGInINEQUALITY average Australian. it: Executive remuneration In Life's the past year the average themost 2016/17 financial been getting tougherinfor CEO's pay has increased year’policies report Stuart Australians thanks to the elitist of Liveris byright-wing 3.5%, compared with says, state and federal governments justthat 1.9 have per cent for the concentrated power for big “Fundamentally, executive average worker. business to the detriment of workers. practices are remuneration stale incompatible with A review of more We only havethan two500 options: 1) sitand back and the from modern economy.” executives at Australia’s hope scraps will filter through big largest companies by business to the workforce that This generates isn't to undermine the corporate consultant productivity and profit, even though 'trickle contributions of executives Conrad Liveris found down economics' is a proven or 2) andfailure, senior management thework average CEO's to change things. together to their organisations and remuneration in the the economy, but the The evidence makes 2016/17 financial year was it clear the only way to grossly unfair numbers are make Australia fair is to show solidarity and $4.75 million. widening work together to change the rules the growing rift between workers and the The list was topped by It's not enough to simply agree the Qantas CEO Alan Joyce, well-off in system Australia. is broken union members across Australia who took home a total pay The the Liveris report in part mustofget active in the Change Rules packet $24.58 million attributes the growth campaign or risk forever being at the mercy ($472,692 a week) followed in executive pay the 1% CEO who currently hold the cards to byof Macquarie technological - victory is there for the taking if you're innovation Nicholas Moore with $17.9 boosting company prepared to fight. million ($344,230 a week). profitability, but the HACSU urges all members to signunits on to The average female CEO’s business responsible thepackage campaign to change the total was $3.71 for rules addingand thatmake value aren't million ($71,153 a week) being fairly Australia fair again by contacting uscompensated. at 20 32

assist@hacsutas.net.au or 1300 88 00 32 to register INFORMsupport! : SUMMER 2018-19

For at least 30 years, profits in Australia have, on average, risen in real terms, Many workers in Australia while wages have gone are still casual after years of backwards. regular work with the same employer.

It's grossly unfair that the value of contributions The average tenure for isn't a spread across all workers in casual worker is three years, organisations, but is being but this isn't their choice, it's assessedmany on a macro because have tolevel take and then credited to a what's offered or leave -tiny they number have littleoftoexecutives. no bargaining

JOB SECURITY

power.

Only select people get to share the increasing They can'tindetermine how profitshours and this rarely, if or many they'll work ever, includes the workers. how much they'll earn and they getAussie's annual or sick The don't average trust leave. in big business is at an all-

time low and executive Currently, employees arepay policies are central to that. still defined as 'casual' even if they've worked the same Organisations should align hours for years. increases in executive We must change thewage rules remuneration to the to properly casual price index,define and more fairly employment as irregular and remunerate employees short-term work and,they if after based on the income six months employee produce andan expand pay can demonstrate regular and packets through profits. systematic employment, This must is onehave of thethe many they right reasons HACSU and to convert to permanent other unions union employment if theywill choose. be campaigning hard to change the rules in the run up to the next election.

HACSU'S

PROFESSIONAL INDEMNITY MALPRACTICE INSURANCE PROFESSIONAL INDEMNITY MALPRACTICE INSURANCE.

YOUcan’t CAN'T NOT HAVE IT You affAFFORD ord to beTO without it.

HACSU’s Professional Indemnity Insurance policy (the HACSU policy) protects you against claims for loss, injury or damage arising from an act, error or omission in the performance of your services.

HACSU Membership includes Professional Indemnity Insurance if you are in a role that has a personal care component. Financial Members of HACSU identified as being a Health Professional, Nurse, Ambulance Officer, or Personal Carer are covered by the HACSU policy.

Coverage consists of: Malpractice Indemnity Public & Products Liability Extension Legal Benefits

$10,000,000 limit any one claim $70,000,000 in the aggregate $10,000,000 limit any one claim $70,000,000 in the aggregate $100,000 limit any one claim $700,000 in the aggregate

Good Samaritan Acts Endorsement This coverage indemnifies against liability at law for compensation and claimant’s costs and expenses resulting from any breach of duty in connection with the insured’s profession, in Australia. It will also pay costs and expenses incurred (within the limitations and with the written consent of the insurer).

The HACSU policy is on a “claims made” basis - failure to immediately report any circumstance that may lead to a claim may result in the claim being denied.

Conversely, an incident which occurs and is reported during a policy period covers claims made at any time in the future, subject to definitions, extensions, exceptions and conditions of the policy.

All Members who are employees are covered by the policy, whether employed in the private or public sectors, regardless of how much the Member earns.

Members are covered whilst on unpaid leave, including maternity and parental leave, provided the Union has been notified of the absence and the Member has not resigned.

Members engaged in private practice are covered by the HACSU policy provided the Member is a sole trader operating alone who does not operate as a partnership or joint venture or in a business name (registered or unregistered) or as a registered company or as a Trust, foundation or any other entity other than the Member’s own name and whose income does not exceed $100,000 (formerly $25,000) gross during the financial year from work done in private practice.

Members who operate a business that conducts Midwifery activities of any insured Nurse or insured Midwife whilst in private practice are not covered by the HACSU policy whatsoever.

It is the individual’s responsibility to ensure that HACSU’s policy meets the requirements of the relevant national professional registration boards.

INFORM : SUMMER 2018-19

33

AMBulan

INFORM : SUMMER 2018-19

nce ART

INFORM : SUMMER 2018-19 Craig G

YOUR HACSU DELEGATES Nicky Fraser Coastal Residential Service I'M A DISABILITY Support Worker and I empower and encourage people with disabilities by providing as little or as much support as they need to do their daily tasks.

This can involve so many things, including helping with appointments, shopping and banking.

I've been in this industry since March 2018, and before that I was a chef for 14 years and in the hospitality industry since starting as a kitchen hand when I was 15.

HAVE YOUR DETAILS CHANGED?

I joined HACSU soon after starting this job and became a delegate because we didn't have one at all, and I'd like to gain a better understanding of workers’ rights so I can help members who come to me for advice.

Moved house?

Our organisation's had big changes with the NDIS roll out, and I hope government won't cut funding causing us to lose penalty rates and hope we can keep providing the same or greater support to our clients.

Changed worksite?

Outside work I like a bit of gardening and enjoy music, concerts and movies.

I'm going to the 'KISS, end of the road' concert, and doing a meet and greet with the band, so I’m pretty happy about that.

FAVE TEEN SONG: Green Day’s 'When I Come Around' or Pearl Jam’s 'Daughter'.

HATED TEEN SONG: 'Achy Breaky Heart' PET PEEVE: People not using their indicators and bad drivers. I have been known to have a little road rage now and then. I’m not abusive, just really give them a look of disbelief and shake my head

New email address?

New phone number?

Let us know if any of your membership details change so you don't miss out on vital info or great discounts.

It just takes a moment!

Call 1300 880 032 Email assist@hacsutas.net.au Online hacsutas.asn.au

36

INFORM : SUMMER 2018-19

holiday with HACSU ST HELENS

2-STOREY HOME Sleeps 8 2 bedrooms - 1 double bed, 2 single beds, 4 single foam mattresses TV/DVD, electric heating, fridge, oven, microwave, washing machine 10-minute drive to township Opposite beach and secure playground

SANDY BAY

GROUND FLOOR APARTMENT Sleeps 4 2 Bedrooms - 1 double bed, 2 singles Fully furnished, self-catered TV, electric heating, small fridge, oven, microwave, washing machine, free parking 5km from Hobart CBD 2km from Wrest Point Casino Just metres away from beaches, cafes, shops, parks and a secure, modern playground

SOUTHPORT

WATERFRONT HOME Sleeps 6 3 bedrooms - 1 double bed, 2 single bunks TV, electric heating, fridge, oven, microwave, washing machine, dryer, 104km south-west of Hobart Great for fishing, relaxing and exploring natural wonders

Rates & info: bit.ly/2WOyYyh

Bookings: INFORM :1300 SUMMER880 2018-19032

37

INFORM : SUMMER 2018-19

INFORM : SUMMER 2018-19

YOUR HACSU DELEGATES Rachel Brown

Anita Webber

OneCare Bishop Davies Court

Mersey Community Hospital

I'M AN EXTENDED Care Assistant, but don't just do personal care, I'm also a counsellor, a confidante and an extended family member.

I WORK in the MCH Antenatal Clinic and really enjoy being able to see the ladies throughout the pregnancy.

I love all aspects of my job but the hardest part is that we don't have the time we'd like to chat with our residents other than when we're doing care work.

I love it when you see the babies after they're born but, sadly, this doesn't happen so often now we don’t have the deliveries at MCH, but sometimes we're lucky and the ladies bring the babies up just to visit us.

I've been in this industry for nearly 6 years, an ECA for three and a half, and before that I worked in retail.

I signed up as a HACSU member as soon as I received my job paperwork and have been a delegate for a year and decided to become one because I'm interested in knowing how things do, or should, operate and want to help people with issues where I can.

I'd really like to work to see a majority of colleagues signed up to HACSU, and I'd like to see ratios put in place.

When I'm not at work I love to relax and catch up with family and friends, and if I had a holiday wish for this year I'd travel to Vietnam.

FAVE TEEN SONG: 'Youth Gone Wild' by Skid Row, but I really hated 'Push th' Little Daisies' by Ween!

PET PEEVE: It really annoys me when people don't know the difference between a slip lane and a merge lane. Just because you're in the right hand lane does not mean you always have right of way! I also don't like people who drive slowly but stay in the right hand lane on highways.

40

INFORM : SUMMER 2018-19

You meet so many lovely people in the clinic, and pregnant ladies present with all types of problems so every day can bring different challenges and you have to be empathetic and able to work under pressure.

I've worked at MCH for the last 15 years and before that I worked in retail, a saw mill and a service station.

I've been a HACSU member for 15 years and recently became a delegate so I could help other staff and increase my knowledge and skills for the future.

In the future I'd love to see my workplace become a place that all works together and see a maternity service that isn't so disjointed.

My favourite thing when not at work is being with family and friends, and if I had one holiday wish for 2019 it would be to go on a boat cruise around New Zealand.

FAVE TEEN SONG: 'Lean On Me'.

PET PEEVE: When people with a really strong opinion about something make others who don’t share the same view feel like they're wrong, everyone's entitled to their own opinion.

INDUSTRY BARGAINING THE DISABILITY SUPPORT SECTOR SHOWS WHY IT'S NEEDED THERE are dozens of organisations with similar clients, funded by the same government funding model, and every year HACSU and other unions spend countless hours bargaining for new agreements with them all individually.

Across-industry bargaining would be so much better than this.

Let's take the disability support sector as an example as it's one of Australia's fastest growing industries, with estimates projecting that over the next three years one in every five jobs will be created under the NDIS. The sector is responsible for the care of some of our society's most vulnerable people and requires specialised and skilled support workers, who are mostly women.

The average support worker works about 25 hours per week, with many having multiple employers in an effort to earn a living wage.

They can do the same job across multiple organisations yet receive different pay rates and work under different working conditions.

individualised 'fee-for service' model brings risks to the quality of jobs in the sector, including the fragmenting of working time and minimum-hours contracts.

The structure of work is changing, the concept of the employer has been transformed, and the disability support sector is made up of thousands of individual providers of various sizes representing a range of business models.

Some are for profit, and some are non-profit but, despite their many differences, all NDIS providers are constrained by federal government guidelines around service level and pricing.

support sector to attract and retain skilled and quality workers there must be adequate investment in decent work, including fair and decent wages and career development, and industry bargaining achieves this by creating an equal playing field for all workers.

Collectively negotiated agreements give a democratic voice to workers and mean ownership of outcomes by all parties.

In 2019 HACSU will campaign to improve wages and conditions for those within the disability support sector and will advocate for portable long service leave.

This type of structure means the government holds economic power within the sector, restricting the ability of employers to bargain and effectively locking disability support workers out of the enterprise bargaining regime.

Industry bargaining in the disability support sector could ensure quality of care and provide opportunities to deliver improved outcomes for working men and women.

For the disability

The NDIS is meant to represent key social reforms and improve human rights and dignity of people with disabilities through improved control and choice of care.

But for support services and care workers the shift from blockfunding to the

INFORM : SUMMER 2018-19

41

A NEW CHAPTER AFTER 35 YEARS ROD WALKER RETIRES IN APRIL 1983 Rod Walker opened his front door to the general manager of Mersey Community Hospital who said, 'They tell me you're looking for work, Rod'.

Rod was, so the general manager followed up with, 'you start at 9 o’clock tomorrow at the Mersey store room as a casual storeman'.

That's how Rod's 35 year career kicked off.

On his first day he was handed two membership cards and told he had to fill one of them out and either join the Public Service Association, now the CPSU, or the Hospital Employees Federation, now HACSU. At the time union membership density was 100%, everybody was a member of one of those two unions, and it was a powerful environment to be a part of.

Anyway, Rod chose HACSU. Back in 1983 he reckons it was much easier to live off the wages they got, and he and his wife lived comfortably and found it easier financially than it is now for his 27-year-old daughter.

'Permanent work was easier to obtain - there were less casuals.'

Rod worked as a casual storeman for 12 months while backfilling various types of leave and then spent 18 months as a casual attendant.

Then that good old general manager appeared again and offered him a permanent job, 'You start at 9am in the morning as a pharmacy storeman'.

It was around then that Rod become a shop steward, now known as a workplace delegate, and the senior shop steward at MCH was Mike Hall, who went on to become an HEF organiser

42

INFORM : SUMMER 2018-19

and then HACSU State Secretary.

When Mike left to work for the HEF Rod became the MCH senior shop steward and joined the HEF committee of management, and he remained a workplace delegate for the rest of his career.

The two people who inspired him to become a delegate in the first place were Mike Hall and Rod's mother, who was a cook at the hospital when he was a child and was an active HEF member.

In those days the pharmacy storeroom was run out of Hobart and stores were sent out by bus or other vehicle, but in 1989 pharmacy became a regional service and, after a four-year transition, the north west had its own regional pharmacy.

The late 80s heralded the introduction of the 38-hour week and an end to the 9-day fortnight, which saw some staff move from 37.5 hours up to 38 and other staff reduced from 40 hours back to 38.

In the early 90s banding and levels were introduced, statements of duties were rewritten and, thanks to a member-driven union campaign, nearly all workers went up a band - a big win.

In 1991 the general manager asked Rod to become Senior Storeman at Mersey.

In 1994 computer systems were introduced and Rod, and the supply for the entire Northwest, were transferred to North West Regional Hospital where he worked until retirement as Medical Supply Manager.

Rod says he became less union-active in later years because he strived to make change from within, as part of the management structure, attempting to drive change by being more flexible and tolerant of staff needs.

Rod believes there's more need than ever for staff to become members of the union, and his daughter, who wants to become a personal carer, has already been given her HACSU membership form.

The current wage offer of 2% is garbage according to Rod, who firmly believes a wage increase should be inline with CPI. In mid 2018, after a career of 35 years, Rod left his workplace for the final time to turn the page and start the retirement chapter.

We thank Rod for his many years of contributions and wish him all the best for the future.

YOUR HACSU DELEGATES Andrew Mansell

Melissa Saltmarsh

Ambulance Service

Launceston General Hospital

I'M AN AMBO working in the north west and an average day entails driving several hundred kilometres, fixing social and medical problems, mostly all good fun.

I WORK at the LGH as a Hospital Aide, and an average day for me includes stock orders, restocking ward supplies and discharge cleaning, just to name a few of my many tasks.

I used to work for Tasmania Police but have been in this job for 12 years and I've been a HACSU member for that whole time.

Having worked in health for 23 years, all of it at the LGH, I enjoy being able to provide quality care to patients, but I dislike the workload on my ward.

I've been a delegate for a few months and like to be able to inform members and civilians about our current struggles.

My hopes for the future are for our work to be safer, for fairness and for people to be able to stay in the job longer.

When I'm not at work I like to just hang with friends.

If I had one holiday wish for 2019 I'd take my children on the Overland Track.

FAVE TEEN SONG: Anything by Nirvana, but I hated anything country.

I've been a HACSU delegate and committee of management member for nearly 2 years, and my greatest achievement as a delegate was being actively involved with Hospital Aides taking industrial action after our mixed function allowance was taken away.

In the future I want to see better working conditions and a pay rise and, if I had one wish for 2019, it would be to spend the year traveling the world.

FAVE TEEN SONG: 'Under the Bridge' by the Red Hot Chili Peppers.

PET PEEVE: People who whinge too much

INFORM : SUMMER 2018-19

43

WORKPLACE HE EMPLOYER'S ROLE Your employer has a duty to consult all staff about health and safety issues in the workplace by talking directly to employees or to a safety representative acting on behalf of the employees.

It also has a legal duty to consult about anything that may affect health and safety in the workplace and must take account of these views when making a decision.

Your employer must consult on changes in working practices or procedures that could affect your health and safety, arrangements for using qualified people to help the business comply with health and safety legislation, information to be made available on health and safety risks in the workplace, planning of health and safety training and health and safety issues with new technology.

If your employer doesn't consult as the law requires, it's committing an offence.

HEALTH & SAFETY REP'S ROLE Your Health and Safety Rep will give you advice and can help you solve problems.

HSRs have legal duties including representing workers in talks with the employer or Worksafe Tasmania, investigating complaints and possible hazards and dangerous incidents, carrying out regular inspections of the workplace, taking part in workplace risk assessments and speaking to the employer about hazards at work and other health and safety issues.

YOUR DUTY OF CARE ROLE When you identify a health or safety risk you must take steps to mitigate the risk where possible and safe to do so and report the risk asap, then you must confirm the details of the risk in writing to your manager via your workplace protocol.

Know who your Health and Safety Rep is for your work group, and if you don't have an HSR contact your HACSU organiser to arrange a staff meeting and run an election. An HSR must receive training in paid time to be fully effective.

Health and safety is everyone’s concern.

44

INFORM : SUMMER 2018-19

EALTH & SAFETY YOUR EMPLOYER'S HEALTH & SAFETY RESPONSIBILITIES Employers have responsibilities for the health and safety of their employees and any visitors to their premises such as customers, suppliers and the general public. In addition to these duties, there are regulations to deal with hazards and for industries where hazards are particularly high.

Health and safety regulations Specific regulations cover areas such as lead, asbestos, chemicals, construction work, and gas safety. The Health and Safety Executive is responsible for enforcing health and safety at work.

Risk assessments Your employer has a duty of care to ensure, as far as possible, your health, safety and welfare while you're at work, and this should start with a risk assessment to spot possible health and safety hazards.

There must be an official record of what the assessment finds (your employer has to put plans in place to deal with the risks), and a formal health and safety policy which includes arrangements to protect your health and safety, and you should be told what these are.

Your employer's duty of care in practice All employers, whatever the size of the business, must: - Make the workplace safe - Prevent risks to health - Ensure plant and machinery is safe to use - Ensure safe working practices are set up and followed - Ensure all materials are handled, stored and used safely - Tell you about any potential hazards from the work you do, such as chemicals and other substances used, and give you information, instructions, training and supervision as needed - Set up emergency plans - Make sure ventilation, temperature, lighting, toilet, washing and rest facilities all meet health, safety and welfare requirements - Check the right work equipment is provided and is properly used and regularly maintained

- Prevent or control exposure to substances that may damage your health - Take precautions against risks caused by flammable or explosive hazards, electrical equipment, noise and radiation - Avoid potentially dangerous work involving manual handling and, if it can't be avoided, take precautions to reduce the risk of injury - Provide health supervision as needed - Provide protective clothing or equipment free of charge if risks can't be removed or adequately controlled by any other means - Ensure correct warning signs are provided and looked after - Report certain accidents, injuries, diseases and dangerous occurrences to Worksafe Tasmania Making the workplace safe and healthy So work premises are a safe and healthy place to work, your employer should: - Ensure proper ventilation with clean and fresh air - Keep temperatures at a comfortable level - Light premises so you can work and move about safely - Keep the workplace and equipment clean - Ensure areas are big enough to allow easy movement - Provide workstations to suit you and your work - Keep equipment in good working order - Make floors, walkways, stairs and roadways safe to use - Store things so they're unlikely to fall and cause injuries - Fit openable windows, doors and gates with safety devices if needed - Provide suitable washing facilities and clean drinking water - If necessary, provide somewhere for you to get changed and store your own clothes - Set aside areas for rest breaks and to eat meals - Let you take appropriate rest breaks and the right holiday/long service entitlements - Make sure that if you work alone, or off-site, you can do so safely and healthily.

INFORM : SUMMER 2018-19

45

Fairer super for all HESTA is at the forefront of current political debate, examining why women retire with less than men.

We have been strongly advocating on behalf of our members at the Senate inquiry into the economic security of women in retirement. The inquiry has been examining why women retire with significantly less super than men and what changes could be made to improve the system.

The Senate inquiry’s report outlines 19 recommendations intended to help women increase their participation in the workforce and improve their super savings as a means of achieving dignity and economic security in retirement.

HESTA CEO Debby Blakey said it was encouraging that the multi-party Senate inquiry had focussed on reforms designed to improve the overall fairness of the super system.

“We welcome the report’s recommendations that focus on system-wide reform of super and tackling unequal pay,” Ms Blakey said.

“This is the most effective way to tackle long-standing equity issues in Australian society that result in women being far more vulnerable to poverty later in life.

What we don’t want to see is another report like this sitting on a shelf gathering dust as this will simply expose future generations of women to the risk of an insecure retirement.”

HESTA’s submission stressed that the wage gap between men and women remains the biggest factor in women retiring with less than men.

INFORM : SUMMER 2018-19

“The gap in super savings that women experience is not due to the choices they make – the main causes are the gender pay gap that sees women earning less than their male counterparts and unpaid time out of the workforce.”

Closing the pay gap is clearly vital and must be tackled through structural and societal changes. In the meantime, the super system can also evolve. For many HESTA members, their super will supplement a retirement income that is underpinned by the Age Pension.

HESTA CEO, Debby Blakey The vast majority of HESTA’s more than 800,000 members are women working in health and community services, where the gender pay gap is 27.7%, according to figures from the Workplace Gender Equality Agency.

“Super is there for every Australian and the conversation needs to start including low-income earners and women,” adds Debby.

Information issued by H.E.S.T. Australia Ltd ABN 66 006 818 695 AFSL No. 235249, the Trustee of Health Employees Superannuation Trust Australia (HESTA) ABN 64 971 749 321. Before making a decision about HESTA products you should read the relevant Product Disclosure Statement (call 1800 813 327 or visit hesta.com.au for a copy), and consider any relevant risks (hesta.com.au/understandingrisk).

The ageing workforce opportunities and challenges

Australians are living longer, maintaining more active lifestyles and participating in the workforce long after the traditional retirement age of 65. What does this mean for organisations?

Once upon a time, reaching your 60s meant that your retirement years weren’t far away. These days, however, people are opting to work well into their 60s or 70s. In fact, the 2015 Intergenerational Report revealed that in the past five years the number of Australians over 65 in the workforce has increased to 13% – up from 6% just five years ago. This is forecast to increase to 17% by 2055.

It is clear that Australians are working longer – some are making the choice to, but for others, it is a matter of necessity.

Longer life expectancies mean that retirement funds potentially need to support us for up to 30 years. The impact of this is that not everyone can afford to completely retire at 65. Rather, retirement patterns are becoming more non-linear, moving between stages of full-time work, career breaks and retraining and part-time or casual work. This has implications for the demand for health and community services and also for those working in these sectors.

Employers who recognise and plan for these trends will be well positioned to tackle the challenges and seize the opportunities of our ageing population.

The business case for supporting older workers Cost-effective Retaining older workers is cost-effective and benefits include lower recruitment costs.

Labour shortages Australia’s ageing population and declining population growth mean fewer people are entering the workforce to replace older workers. Future labour shortages will make it more difficult to recruit suitably skilled staff.

Experience and productivity Older workers know their profession and are more likely to perform their role efficiently.

Put strategies in place Organisations need to consider how they plan for and cater to older workers – here are a few ideas to get you started: Have the conversation Provide transition to retirement planning for your employees. Talk to HESTA about how we can support you through workplace education and advice.

Remember, everyone’s circumstances are different and a one-size-fits-all approach won’t suit all employees.

Training Provide access to appropriate training to encourage upskilling and foster employee engagement.

Policy Workplace anti-discrimination and equal opportunity policies help to create a work environment where all employees feel valued, regardless of age.

Mentoring Older employees have invaluable skills and knowledge gained through years of on-the-job learning and life experience.

Workplace mentoring programs can help to capture that knowledge and can be beneficial for employees at the beginning of their career. This type of relationship benefits both the mentor and the mentee, acknowledging the value older employees bring to the workforce.

Flexible working arrangements Providing the options to work part time, job share and scale back working hours – with the view to gradually transition to retirement – can encourage older employees to remain in paid employment.

It’s also possible to offer older employees the opportunity to continue building their super while reducing their time spent at work.

We can help Our team of Member Education Managers can deliver practical transition to retirement workshops tailored to your employees’ needs.

We present – at no extra cost – at a time and place that suits you.

Contact us on 1800 813 327 or hesta@hesta.com.au

hesta.com.au INFORM : SUMMER 2018-19

47

Money multi-tasking done right These days multi-tasking is second nature. But when it comes to managing the many aspects of your finances, it pays to make sure you’re saving effectively WHILE you’re reading this you’re probably doing three other things as well as checking your social media.

Multi-tasking is what we do these days. But is it the best approach?

Psychologists say less can be more when it comes to making sound decisions.

Apparently our brains aren’t really hardwired to complete different tasks simultaneously, which is why you might occasionally catch yourself doing something like putting a cup of tea in the fridge.

So, if you’re going to focus on multiple saving goals at the same time, you need a strategy to deal with the downsides of multi-tasking.

BATTLE OF THE SEXES Women tend to save for different goals at the same time, while men focus on a single savings goal.

Which is better is open to debate, but it’s clear that money multi-tasking has its challenges.

48

INFORM : SUMMER 2018-19

There’s only so much we can get done at a time, and overloading with too many short-term goals can just lead to stress.

But if focusing on multiple financial goals is your thing, you might as well do it right and make full use of the tools available to maximise savings and minimise tension.

THE BUCKET LIST Saving to achieve different goals can be as easy as setting up ‘savings buckets’ using different types of accounts to achieve a range of personal goals.

Look for fee-free accounts so your progress isn’t hampered by unwanted charges.

Instead of juggling different deposits each week, give your brain a break, decide the priorities of your savings goal, then allocate funds on a sliding scale to each savings bucket.

Put more into the account that represents your most important goal

and work your way down the list to less urgent goals.

Then set up an automatic transfer of funds to each account with amounts that reflect your order of priorities.

Time your transfers to coincide with pay days so you don’t overdraw your everyday account.

HAVE IT ALL This type of money multi-tasking is an easy way to save for a holiday, new furnishings and maybe even home renovations all at the same time.

It’s about making efficient use of your time as well as your money, and it’s a no-brainer with online payments.

Money multi-tasking: With some planning and a clever strategy, it’s something we can all nail.

This article was provided by ME Bank. If you'd like to learn more about saving and how ME Bank can help, contact Stephen Tully on 0467 726 568 or stephen.tully@ mebank.com.au