INFORM: Autumn-Winter 2018 by HACSU Tasmania

NFORM I Autumn/Winter 2018

ages w t n e c e d r o FIGHT f O T E M I T r country e ir a f a • IT'S r o f RULES E H T E G stralians N u A r e ld • CHA o r ARE fo C O T N R U ity for all r e p s o r p • OUR T g P destroyinINFORM : AUTUMN/WINTER 2018

E CA • THE WAG

CONTENTS 1

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

who's who at hacsu

where there's a delegate there's power

it's time for a fight

our turn to care

hacsu delegates riki ohia sharon peck

a workers win delegate info

ambulance ramping fixed

allowance win new staff

a workplace shambles

the wage cap destroys prosperity

my disciplinary meeting

women making unions relevant again

health's best fwend

the cheek of anglicare's roster changes

what child safety plan?

it's time to change the rules

menarock's carving knife

indemnity malpractice insurance

4-year battle continues

superman to the rescue

hacsu delegates jennie sullivan hanne jensen

getting organised in burnie

a respectful workplace

on the nw campaign trail

hacsu delegates shalee richardson kim woodhead

inaugural hsu women's conference

fairer super for all

may day parade

money multi-tasking

hacsu delegates ruth teague angus troupe

hacsu holiday homes

If you have feedback, suggestions or contributions for future h of INFORM please w contact Craig.Griffiths@hacsutas.net.au f w issues

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 INFORM : AUTUMN/WINTER 2018express the opinion of the authors and are not necessarily those of HACSU. While all efforts have 953). 2018. All rights reserved. Articles published in Inform been made to ensure details are correct at the time of distribution, These are subject to change.

HACSU WHO'S WHO COMMITTEE OF MANAGEMENT Tim Jacobson State Secretary

ALLIED HEALTH PROFESSIONAL SUB-BRANCH Leigh Gorringe

Ben McGregor

Kristina Manning

Wade Clarkson

Anne-Marie Avery

Judy Seal

Ted Sherrin

Helen Burnet

Andrew White

Robbie Moore Assistant State Secretary

Leonie Halley

Philippa Cannan

Pru Peschar

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

Stephen Hayes

Janet Howells

Mike Coombs

Vanessa Ireland

Fiona Jones

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) Christine Hansson Member, Hobart Private Hospital (Registered Nurse) Peter Moore Trustee, Disability Services NW (Service Co-ordinator)

AMBULANCE SUB-BRANCH Lauren Hepher

James Scott

Simone Haigh

AJ Heiermann

Natalie Conway

Daryl Pendry

Lyn Crombie

David Thomas

Stephen Hickie

Chris Benjamin

Pam Brock Member, Strathdevon NW (Extended Care Assistant) Andrew Challis Member, Yaraandoo Nursing Home (Enrolled Nurse) Mike Coombs Member, Royal Hobart Hospital (Radiographer) Marlene McHenry Member, Beaconsfield District Health (Domestic) Melissa Saltmarsh Member, Launceston General Hospital (Hospital Aide)

NURSES SUB-BRANCH Leanne Cowen

Susan Banks-Smith

Nicole Howard

Judy Richmond

Paige Ashwood

Tim Richards

John Coutts

Christine Hansson

Shalee Richardson

Jane Armstrong

Michael Harrington

Carolyn Shearer Member, Oak Enterprises (Disability Service Worker) David Thomas Member, Ambulance Tasmania (Paramedic)

DENTAL SUB-BRANCH Marcus Barton

David Basser

INFORM : AUTUMN/WINTER 2018

EDITORIAL WHERE THERE’S A DELEGATE THERE’S POWER STATE SECRETARY TIM JACOBSON PEOPLE often ask me why our union is so powerful, how do we get things done and why does HACSU continue to grow? It's simple: workplace delegates! Without active delegates in strong unionised workplaces, things simply wouldn’t get done. It's a statistical fact that where there are active delegates and strong workplace structures, workers' ability to influence decisions is greatly increased. You may think, 'that’s great, but someone else can do it, not me', but that’s just what happened in my old workplace years ago. When the delegate retired there was a meeting to discuss a replacement but nobody wanted to do it... and then someone nominated me. I still remember who that person was, and I probably wasn’t too thankful at the time, but now I'm immensely grateful for that push. It was a huge opportunity to improve the lives of my colleagues, and now on a much bigger scale as HACSU Secretary.

The thing about being a delegate is that as well as representing your co-workers, some of whom may not be able to represent themselves, the skills you develop and the personal pride that comes from winning is immeasurable. HACSU has hundreds of delegates who go above and beyond every day to make sure their workmates are treated fairly and to strongly advocate for their industry. Delegates are workplace and industry experts, and the union office relies heavily on their expertise and experience to help make good decisions. Research done by HACSU in the lead-up to the launch of the 'Our Turn To Care' campaign showed that 75% of the community trusted aged care workers when it came to discussing issues across that sector. This means that good workplace union structures and membership equals significant influence both inside and outside workplaces.

INFORM : AUTUMN/WINTER 2018

As a delegate the sky's the limit, you set the level of engagement you feel comfortable with. Everyone has their own comfort zone and, when I was a delegate, sometimes I ventured outside that zone and the satisfaction I got from doing that while dealing with the issue at hand was fantastic. But there's no 'perfect delegate' - our greatest achievements come from all of us working together to exercise our unique skills and contributing to the greater good that makes us all more powerful. If you've ever thought about getting involved - do it! And if you haven't thought about it - consider it now. I promise you it's hugely rewarding. Talk to your local organiser or HACSUassist on 1300 880 032 about how you can get involved and make your union and your voice even more powerful.

PUBLIC SECTOR BARGAINING ITS TIME FOR A FIGHT ASSISTANT STATE SECRETARY ROBBIE MOORE WINTER is upon us and we've delivered logs of claims for a wide range of HACSU members to the government. These include claims for the Public Sector Unions Wages Agreement, Allied Health Professionals, Ambulance Tasmania and Public Sector Nurses. We're doing the same for the Radiation Therapists and Dental Officers agreements. Negotiations for a number of these agreements have started and, for all the agreements, the most significant issue is the government's unfair insistence on sticking to the so-called wages policy that it's imposed for far too long. This miserly 'policy' caps wage increases at 2%, which means a wage cut in real terms when compared to increases to groceries, petrol, rent and other costs of living.

This disgraceful position means the government isn't negotiating in good faith with its workforce, and members tell us they've had enough. When developing all logs of claims we consulted widely with members through surveys, casual chats, delegate meetings and formal workplace membership meetings... and members made it clear that enough's enough. They told us they're ready for a fight if their employer doesn't shift from its mean and disrespectful wages position. For the Tasmanian Government to refuse to have genuine negotiations with its workforce in good faith is an insult to its hard working, dedicated employees. Another huge insult is the Treasurer telling Health & Human Services staff they're overpaid it's unbelievable and shows his contempt for workers.

This workforce always goes above and beyond to do the best it possibly can as our state lurches from one health system crisis to the next. In the private sector we've seen the state government refusing to support workers who've had serious pay cuts through having their penalty rates slashed. This all makes it perfectly clear the only way we're going to get a decent outcome on wages and conditions is to run an effective campaign demonstrating that Tasmania needs a pay rise. HACSU is committed to this and is working alongside other unions to win for Tasmanian public sector workers. The government needs to listen to its own workforce. If it doesnâ&#x20AC;&#x2122;t it will regret it in coming months.

INFORM : AUTUMN/WINTER 2018

OUR TURN TO CARE AGED care is in crisis as government cuts mean ever-shrinking time and resources that dedicated workers need to deliver the best care to older Australians. The booming number of Australians in residential and home care are the very people who raised and looked after us, and they deserve better, so now it’s our turn to care. Carers and nurses say there are less staff available to help deliver care and they have less quality time to spend with residents. Admin, kitchen, maintenance and other staff are increasingly expected to cut their budgets as providers try to cope with reduced funding. The national Our Turn to Care campaign was launched in Launceston this year and has taken off with HACSU members talking to aged care workers, families, residents and providers about the need for our country’s leaders to fix aged care funding now, not later. In April, as part of a national day of action, people from all walks of life including interstate and international guests gathered on Hobart's Parliament Lawns to demand action and call for more funding. The television news that night showed refreshingly positive stories about people getting proactive to improve aged care. In May, three hard-working HACSU delegates took the message to Canberra and, although government representatives refused to meet the Tassie delegation, support from the opposition, minor parties and independents was overwhelming. But we’ve still got a long way to go. The government's response is lacklustre, but it can’t hide from the crisis because we're cranking up the heat. We're taking the campaign into the community, so please join us - after all, there isn’t a single one of us who won’t be touched by aged care. For everyone’s sake, it’s our turn to care.

INFORM : AUTUMN/WINTER 2018

AGED CARE CAMPAIGN TAKES OFF

INFORM : AUTUMN/WINTER 2018

YOUR HACSU DELEGATES SHARON PECK QUEEN VICTORIA CARE I'm an Extended Care Assistant at a residential facility and there really isn't an average day for me, as they're rarely the same. My job is physical, challenging and sometimes sad, but it's also interesting, fun, inspiring and rewarding - a tough gig, but I love it.

RIKI OHIA RICHMOND FELLOWSHIP I'm a Disability Support Worker for clients with mental illness, helping them prepare to live independently in the community, and I've been in this area for 4 years after working in corrections at Risdon Prison. I've been a HACSU member for 3 years, became a delegate this year, and am a member of the EBA bargaining team. I hope that one day we won't even need delegates, but the changes that come with the introduction of NDIS mean we are needed to help the industry and clients have a smooth transition. My favourite thing when I'm not at work is looking after my son and I also enjoy mountain biking, road riding, the gym and rugby. My new year resolution was to get though my social work studies without too much hassle and, although it wasn't easy, I now only have my placement and one subject next semester and I'll get my social work degree. If I could have one wild animal as a pet it'd be a wolf - they're amazing animals - and if I had to choose between being able to fly or invisibility it'd be the latter, that way I can't get into trouble, lol. My pet peeve, literally, is when both my dogs can't decide if they want to be inside or outside, it drives me nuts!

INFORM : AUTUMN/WINTER 2018

I've been in this industry for 11 years, but before my ECA training I had many jobs including factory work, retail and admin. I joined HACSU 10 years ago because I firmly believe in strong employee representation. As a delegate I work to reinforce the belief that we must be united if we want a fair and safe workplace, and my colleagues know they have a representative who'll stand by them. My hopes for the future in my workplace are that it can keep the wonderful, caring staff we have and always strive to provide complete, safe and top quality care to our residents. Outside work my favourite thing is to relax and spend time with my children and friends, and my new year resolution was to start travelling. The wild animal I'd love to have as a pet would be an olive python. My pet peeve is when the car in front does 50 in a 100 zone until the overtaking lane then turns into an F1 champion!

A WIN FOR WORKERS HACSU RIGHT, FAIR WORK WRONG FOR FOUR years HACSU has been insisting on confirmation that annual leave still accrues if you're absent from the workplace while receiving workers compensation. In 2014 we wrote to all employers and WorkSafe Tasmania, the regulator, and essentially received replies that they agreed with us that Tasmanian legislation provides for this. Worksafe Tasmania's website was updated to reflect this, but only briefly, because in late 2014

all references were removed, prompting many to suggest political interference. Employers and employees were instead referred to the Fair Work Ombudsman website, which said workers did not accrue annual leave in Tasmania while off on workers comp. Since 2014 many employers have relied on this Fair Work Ombudsman advice, which we believed was wrong. From early 2015 we pursued this and recently the Fair Work

Ombudsman wrote to us to confirm that the HACSU position was right and that its website has been corrected. This significant win means Tasmanian workers will continue to accrue annual leave while injured and absent from work under the Workers Rehabilitation & Compensation Act. If you've been affected by this issue contact HACSUassist at 1300 880 032 and we'll help you get a positive resolution.

HACSU WORKPLACE DELEGATES Delegates are the vital link between members and the union office. The role offers personal growth and the satisfaction that comes from helping your colleagues HACSU provides inspiring delegate training on topics such as: Bullying & Harassment • Organising for Safer Workplaces Dealing With Disciplinary Issues • Negotiating With Management Campaigning Skills for Delegates • Untangling Entitlements Delegate Level I, II & III Delegates can also participate in the annual Delegate Conference, Anna Stewart Program for union women and the UnionsTas Women's Conference If you're a delegate who wants to enrol in some training or a member who wants to become a delegate, please contact us on 1300 880 032 or assist@hacsutas.net.au

INFORM : AUTUMN/WINTER 2018

THE MU

WEATHER: Sunny and warm with blue skies. Everyth

AMBULANCE

MINISTER SAYS ‘PR

TASMANIANS are celebrating after today’s announcement by the Health Minister that ambulance ramping due to lack of hospital beds will no longer be a problem.

“The main issue has been lack of ramp 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 Ramping Complex”, said the Minister. INFORM : AUTUMN/WINTER 2018

State Gove

URKERY

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

E RAMPING

ROBLEM SOLVEDâ&#x20AC;&#x2122;

INFORM : AUTUMN/WINTER 2018 ernment purchase of Argyle St carpark solves all RHH problems Craig G

MEMBERS WIN ALLOWANCE NURSES IMPOSE BANS AND ACHIEVE FAIRNESS IN A CASE of gross inequity, some Alcohol & Drug Service nurses were paid a multidisciplinary allowance while others weren't. HACSU and the nurses resolved to test eligibility for the allowance by meeting with ADS management. During negotiations it was recognised that the pharmacotherapy and community teams had been merged in October 2017, further justifying payment of the MDA. It was agreed that all ADS nurses were entitled to the MDA and confirmed in a letter from management in April this year. But in May, HACSU got a letter from senior industrial relations management withdrawing from the agreed position, saying the April letter was sent in error, and the group of nurses weren't entitled to the allowance. Members met, decided the rejection of the agreed

outcome didn't meet good faith bargaining, and discussed what action to take. Management was emailed to inform it that a range of bans would begin on June 5 - no reply came back. The bans meant not doing the tasks that would qualify the nurses for the MDA, and it was decided to ask for support from allied health professional colleagues to minimise the impact any bans could have on their clients - this support was provided. The first tranche of bans began on June 5 with an escalation plan if a meeting wasn't held within two weeks. The next day we were asked to meet with management, where it was suggested we hadn't complied with good faith bargaining principles so should lift the bans and pursue this entitlement in bargaining for the new nurses agreement.

But HACSU is always memberdriven, so we couldn't lift the bans until members had met to discuss the proposition. When we did this it was resolved to maintain the bans and arrange another meeting on June 13 to consider whether to escalate action sooner rather than later. Two days later a letter arrived from management saying it had reconsidered its position: â&#x20AC;&#x153;It is our intention to extend the list of roles receiving MDA to include a number of roles in the Alcohol and Drug Services (ADS) Pharmacotherapy and Community Team. We will work with ADS and your organisers to finalise this list and its date of effectâ&#x20AC;? Congratulations to all Alcohol & Drug Service workers who stood together to achieve fairness around payment of the multidisciplinary allowance for nurses in pharmacotherapy.

NEW STAFF NAME: Craig Griffiths HACSU ROLE: Media & Publications SINCE JOINING HACSU IN APRIL 2018 CRAIG HAS DONE A BUNCH OF WRITING, EDITING, GRAPHIC DESIGN, PHOTOGRAPHY AND VIDEOSTUFF - INCLUDING CREATING THIS ISSUE OF INFORM. "I have a journalism degree and years of experience as a freelance writer, editor and graphic designer, and have been a trade union member, councillor or official with various unions since the 1980s. During my recent 14-year stint with another Tasmanian union I often worked closely with HACSU's leaders Chris & Tim, and then Tim & Robbie, but it's great to finally be part of the furniture. As someone here once said, 'I always thought you'd be a better fit at HACSU'. I'm loving getting my teeth into things at this much bigger union, and it's nice to work with old friends and new colleagues and to meet HACSU members. Outside work I'm obsessed with music from funk to punk, blues to metal, and I geek-out on guitars and effects pedals in my recording studio. I also have a decent workshop where I tweak and build electric guitars and drum things and customise (torture) cymbals with hammers and a home-made cymbal lathe. My skullbug.com website has more about the music. Maybe check it out if you like Primus, Waits or Vai. I also love to hang with my three adult kids - we share a demented love of loud rock, musical instruments, twisted humour and dodgy films. "

INFORM : AUTUMN/WINTER 2018

IT'S LIKE A JUNGLE SOMETIMES IT MAKES ME WONDER HOW I KEEP FROM GOING UNDER

WHAT DO YOU DO WHEN YOUR WORKPLACE FEELS LIKE A SHAMBLES? SOMETIMES your workplace can feel like a shambles and you put up with it for months, sitting there shaking your head... It's common in many workplaces and can be caused by rosters changing without consultation, bullying, impossible workloads or understaffing. But you can get together with your workmates and fight against what's happening by contacting your HACSU. Let us know your concerns and we'll arrange to hold member meetings, either in your workplace or offsite, so together we can get to the bottom of the issues.

Your HACSU organiser will note your concerns then contact the relevant manager to voice the issues you want raised. Sometimes management is in denial that something's wrong and sometimes it's an easy fix. Its happening right now at an aged care facility where the members' list of problems has been raised with management and it's now responded. Follow-up meetings will be held to see if that response is acceptable to members. If you let us know about problems in your workplace we'll tell your manager in no uncertain terms and push for a resolution.

As with the current aged care issue, if you're committed to getting the best outcome for your workplace we'll fully support you and help you work through your particular workplace shambles. On your own it may seem too huge but together it will seem possible. As Rudyard Kipling said, 'The strength of the pack is the wolf, and the strength of the wolf is the pack' HACSU members, remind your workmates that they need to be part of your union to make sure their voices are heard too.

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THE WAGE CAP DESTROYS EVERYONE’S PROSPERITY - Martyn Goddard, independent policy analyst FOR MANY YEARS Tasmania’s 30,000 government employees have been paid much less than their interstate counterparts. Since the introduction of the 2% annual wage cap in Lara Giddings’ 2011 slash-and-burn budget, that gap's almost doubled. State employees and Tasmanian voters have been told by successive governments the savings from low wages benefit the budget and help pay for services like health and education. But it’s not true. Those pay rates penalise workers, including HACSU members, but they don't help the budget because the Commonwealth Grants Commission, which administers the GST, takes money away from low-paying states like Tasmania and Victoria and gives it to those that pay more, like Western Australia. This financial year, Tasmania will lose $188 million dollars this way. Overall, there's no benefit to the state budget from low wages - what the government saves in one way is taken away in another. Because Tasmania pays its employees so little the Commission says our services

are cheaper than other states, so it moves GST around to correct that. The government gets no benefit from this and the cost to public sector employees, and the state economy, is huge. If state government employees were paid the average amount for comparable workers on the mainland, that $188 million wouldn't be lost. Each average full-time worker would get an extra $8,200 a year, that’s $157 a week. But the loss to the economy doesn’t stop there. If state employees were actually paid that extra amount, they'd go out and spend most of it. Economists call this the 'marginal propensity to consume', and for ordinary workers - particularly lower-paid ones - it’s quite high. The extra money would circulate and recirculate, creating new economic activity and jobs. Someone buying a jacket or restaurant meal would add to the prosperity of those businesses which can then afford to employ more people. When this sort of money is injected into a state it shows up very quickly in higher employment.

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When the Rudd government gave nine million Australian families and workers cash bonuses of up to $900 each to stave off the global financial crisis, it immediately increased the number of hours being worked in Tasmania. But Lara Giddings’ 2011 budget immediately caused a downturn in hours worked. On the most conservative of calculations, that $188 million would result in a total boost to the Tasmanian economy of around $400 million this year alone and, in a state this size, that's a huge amount. If the wage cap hadn't been introduced six years ago Tasmania's economy would have grown more than 25% faster over that time. Over the past six years since the wage cap came in, around one per cent a year of Tasmania’s economic output has been lost because of low public sector wages and the consequent GST adjustment. How could two state governments have got this so wrong? The most likely answer is they didn’t know. When the Labor-Green government introduced the wage cap, nobody from Treasury told them it wouldn’t work because of GST redistribution. And it's highly probable that Will Hodgman and Peter Gutwein don’t know either. Whether that’s the case or not, it’s an extraordinary indictment of the basic competence of our political leaders and those paid handsomely to advise them.

WHAT DO I DO

BEFORE MY DISCIPLINARY MEETING? CONTACT HACSUASSIST ASAP

YOUR CHECKLIST

Get in touch with HACSUassist as soon as you're aware a disciplinary process is to begin and we'll advise you on whether you're being afforded procedural fairness. If you are going to a disciplinary meeting take someone with you, ideally a HACSU industrial organiser, and let them advise you, represent you and give feedback about your response. You have to be given time to prepare your response, even if that time's limited, so the more prepared you are the more confident you'll be.

o Are there good grounds to initiate a disciplinary

TALK TO AN EAP COUNSELLOR Talking to an Employee Assistance Program counsellor can really help reduce the emotional stress associated with experiencing such scrutiny of you and your situation. Your employer covers the cost but your information is confidential and your name never appears on any billing information.

DON'T TALK TO COLLEAGUES If you talk to colleagues there's the potential to incur extra disciplinary action. A whole set of rules apply when a disciplinary process is set in motion and it's important they're adhered to during every step so you are given 'fair play in action' - natural justice.

process?

o Have you been given specific information about the allegation or complaint?

o Has there been a right to representation? o Have you been informed of the potential outcome, ie disciplinary action or dismissal?

o Has all evidence been provided to you and your representative?

o Have you been given the chance to provide a considered response?

o Have you had the chance for your explanation to be taken into account before any decision is made?

o If the issue is about a breach of policy or procedure

has it been established that you had prior knowledge of the policy or procedure?

o Has your employer treated you consistently with how it's treated other workers for the same or similar issue?

o Does the outcome fit the seriousness of the issue - ie does the punishment fit the crime?

o Would the outcome of this investigation be

considered reasonable ie would a 'reasonable employer' have made the same decision? Does it fit with other outcomes for similar offences?

Contact HACSUassist with any enquiries on 1300 880 032 or assist@hacsutas.net.au

Definition of Disciplinary Processes A disciplinary process is an administrative procedure, that should be based on procedural fairness, used by managers to ensure a standardised approach when addressing the behaviours or actions of an employee that may fall short of the policies, procedures and guidelines or professional standards of their employer. The disciplinary process is meant to provide managers and the individual with an opportunity to restate standards for conduct. There are circumstances where a disciplinary process leads to an agreed plan to implement corrective action. In some situations a disciplinary process may lead to dismissal. The disciplinary process does not serve as a replacement for managers to manage an employeeâ&#x20AC;&#x2122;s daily performance, which includes coaching, training and supervision. Nor should reasonable management processes be construed as disciplinary procedures. In relation to performance issues, the disciplinary process should be seen as the last resort, only carried out when other strategies to check poor performance or behaviour have been exhausted. INFORM : AUTUMN/WINTER 2018

WOMEN MAKING UNIO MAJOR CHANGE WITHIN THE UNION MOVEMENT

Something has changed within the union movement - membership is higher for women than for men - and, with people like Sally McManus at the forefront, unions are more relevant than ever. Forget the image of the burly union bloke - around 80% of health care workers are female - and today's average union member is a woman in her forties working in the public sector. Here at HACSU our female members and organisers are taking the lead, from working to get proper aged care funding to campaigning to change the rules for all Tasmanian workers. Meet two of the inspirational woman who drive things here at HACSU and in the Tasmanian union movement.

TAMMY MUNRO HACSU LEAD ORGANISER

I BECAME a union member as soon as I started working, but didnâ&#x20AC;&#x2122;t understand the power of the movement until later when my colleagues and I had an issue in our workplace and called on our union to help us. Our organiser made us realise the power of collective action and solidarity and that WE were the union and WE had the power to force change.

I'm driven by my need to keep educating myself on the issues that workers face and I'm passionate about helping make a better society for my nieces, nephews and grandchildren. I'm motivated by knowing the work I do plays a meaningful part in achieving positive change. It could be bargaining for better wages and conditions, representing workers dealing with a confusing industrial system, campaigning on social issues or having input into motions and resolutions aimed at building a more fair, inclusive and equitable society.

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If I could change one thing to make life better for Tasmanian workers it'd be to fix the power imbalance in industrial relations that clearly favours employers. We have to campaign to change that because right now workers are expected to trade-off conditions or wage increases that they and previous generations of Tasmanians fought for. Bargaining should be about workers negotiating better conditions and wages that reflect the ever-increasing responsibility and workloads. #changetherules

ONS RELEVANT AGAIN JESS MUNDAY HEAD OF UNIONS TASMANIA

I’VE ALWAYS been a union member but got really involved when I started work in a unionised Centrelink call centre and the delegate gave a presentation during induction. I asked him how I could get more involved, and it turned out he was looking to hand the reins over, so at 21 and full of enthusiasm I became the delegate. He gave me years’ worth of folders that included past disputes, membership forms etc and off I went with fabulous support from my union organiser and other delegates. Soon after that John Howard introduced WorkChoices and we had the biggest campaign ever on

our hands, so it was a great time to get active within a union. I loved it so much I stayed with the Federal CPSU for 12 years moving from delegate to organiser to state secretary and then finally heading up Unions Tasmania in 2017. I'm motivated every day to improve workers' lives because they deserve more than the treatment they get from employers and governments, even though they often have more power than they realise. As a woman I'm motivated to make sure the world of work is truly available for us to thrive in because, despite all the gains, women still suffer systemic gender bias, discrimination and harassment. Part time and flexible work isn’t easy to get when you need it, often you almost have to beg, and positions of power and leadership are hard for women to access. We're still suffering a model of work that presumes one person, usually the woman, is the primary carer for

children and can stay home and look after them while the other parent works, but that's not the reality for so many families. I'm also passionate about women’s involvement in the union movement, but we still have a lot of work to do. We must support women into a variety of roles, including union leadership, but I’m proud of where we’re going and our progress so far, and I’d like to be a part of that shift. If I could change one thing to make life better for Tasmanian workers it'd be access to permanent work. Too many are forced into insecure work arrangements as casuals, labour hire workers, contractors or on short, fixed-term arrangements, and the uncertainty of those situations is gut-wrenching. That's why we’re driving the Change the Rules campaign - one of its key goals is giving people the job security I know would make a huge difference to so many Tassie workers and families.

INFORM : AUTUMN/WINTER 2018

“THE HODGMAN GOVT IS THE BEST FRIEN

LUV

d n we

f t s be Happy

SHhH... dOn’t MenTiOn

INFORM : AUTUMN/WINTER 2018

ND TASMANIAN HEALTH HAS EVER HAD” Health Minister Michael Ferguson

LUV

est fwe g nds !

! s d

Happy

heAlth unDeRFunDinG

INFORM : AUTUMN/WINTER 2018 Craig G

LET'S DROP A BOMBSHELL

THE CHEEK OF THIS ANGLICARE MOB! DURING staff agreement negotiations in Campbell Town, Anglicare dropped the bombshell that it was about to rip out the current rostering schedule and implement its new 'more equitable' system. This new system, which supposedly wasn't included in Anglicare's log of claims because of NDIS implementation, was going to create massive pay cuts for many loyal staff. These are dedicated staff who've picked up the vacant shifts in residential and community services sections within the organisation time after time. Their union wasn't even consulted before the announcement, as required by their staff agreement. HACSU organisers met with management and worked out a way forward by having staff representatives on the roster

review committee and union organisers who'd attend to help find a transparent way forward and offer some industrial solutions to the dispute. Anglicare management did embrace HACSU's olive branch and has been party to a series of statewide and region specific talks to try and find an amicable solution, allowing organisers to attend staff meetings to give feedback and hear about issues that impact on members and staff. HACSU suggested a pattern of work document that we believe is a positive and beneficial tool for all parties, but Anglicare said it wouldn't go in that direction. HACSU is concerned that if this practice of working short-staffed is allowed to continue there's real potential for high workload pressures leading to staff burnout and injury.

INFORM : AUTUMN/WINTER 2018

Staff are concerned that if the proposed 'more equitable' rosters were implemented they could be thousands of dollars a year worse off - where's the equality in that? Anglicare can't continue to reward poor performance, such as non-attendance to rostered shifts, by giving them similar lines to the loyal staff who've been putting their families and friends on hold to make sure quality client support is maintained. HACSU is still pursuing a genuinely equitable solution to this issue. NOTE: A draft roster with blank lines, that appears to contain the necessary ingredients to have less impact on members, has been floated around various residential homes statewide.

CHILD SAFETY

2 YEARS ON AND THE ONLY PLAN IS OUTSOURCING TWO YEARS ago Human Services Minister Jacquie Petrusma announced the government was going to redesign child protection. She made this commitment to workers who were under massive workload pressure. Now it's 2018, and we have Roger Jaensch in that role... ...and a lack of resources is still a daily issue for workers struggling to give children and families on their caseloads the time and support they need. The most recent redesign announcement is centralisation of the gateway to Child Safety Services in Hobart and integration of the first point of contact for services with NGO provider, the Childrenâ&#x20AC;&#x2122;s Advice & Referral Service. Essentially there'll be no intake teams in the regions anymore and all calls to CSS will go to a centralised office in the south.

To make matters worse, callers may or may not be speaking with a Child Safety Officer. The government will co-locate public sector and NGO workers in the same office, doing the same job, despite well-known issues with such a model. The proposal also sees barriers put in place that make it harder to report children at risk. Anyone - community service worker, teacher, nurse or even a neighbour - who calls the Advice & Referral Service would be made responsible for giving the child and family additional support or intervention. This isn't a strategy to protect vulnerable kids, it's a strategy to reduce the numbers of cases entering the system. If making a report means you then have to take responsibility for that child or family it's quite likely some reports just won't be made - leaving children at risk.

HACSU members have tried to engage with the redesign process even though their position has clearly been ignored in a number of areas. At the time of writing members have endorsed seeking a meeting with the minister and engaging in a community campaign to ensure any redesign actually protects vulnerable kids and families. Members also want to make sure the redesign supports the dedicated workers who are constantly blamed for the failings of an under-resourced system. HACSU will challenge the attempt to ram through the changes and will keep fighting for a properly-resourced Child Safety Service located in, and engaged with, the community in which it works.

Jacquie & Roger's

BOX OF GOOD IDEAS INFORM : AUTUMN/WINTER 2018

HACSU

WANTS CHANGE NATIONAL CAMPAIGN TO COMBAT GROWING INEQUALITY

Life's been getting tougher for most Australians thanks to the elitist policies of right-wing state and federal governments that have concentrated power for big business to the detriment of workers. We only have two options: 1) sit back and hope scraps will filter through from big business to the workforce that generates productivity and profit, even though 'trickle down economics' is a proven failure, or 2) work together to change things. The evidence makes it clear the only way to make Australia fair is to show solidarity and work together to change the rules It's not enough to simply agree the system is broken - union members across Australia must get active in the Change the Rules campaign or risk forever being at the mercy of the 1% who currently hold the cards - victory is there for the taking if you're prepared to fight.

HACSU urges all members to sign on to the campaign to change the rules and make Australia fair again by contacting us at assist@hacsutas.net.au or 1300 88 00 32 to register INFORMsupport! : AUTUMN/WINTER 2018

JOB SECURITY Many workers in Australia are still casual after years of regular work with the same employer. The average tenure for a casual worker is three years, but this isn't their choice, it's because many have to take what's offered or leave - they have little to no bargaining power. They can't determine how many hours they'll work or how much they'll earn and they don't get annual or sick leave. Currently, employees are still defined as 'casual' even if they've worked the same hours for years. We must change the rules to properly define casual employment as irregular and short-term work and, if after six months an employee can demonstrate regular and systematic employment, they must have the right to convert to permanent employment if they choose.

AUSTRALIA NEEDS A PAY RISE Company profits keep rising, average wage increases have flatlined, the cost of living constantly goes up. Enterprise bargaining has become less effective as a way to provide much needed increases in pay and conditions, and this is due to many factors including restrictions placed on union members taking collective action to support their claims. Industry and sector-based awards need updating to provide the living wage and acceptable work conditions that today's workers and families need.

TAXATION Our entire health, aged care and disability sectors are dependant on federal and state funding and our tax contributions make sure these sectors function. In return we expect access to health care when needed, that disability services will provide the best quality of life for those who need it, and that our elders - who paid taxes all their lives - can access quality aged care. Big business now pays less tax, with up to a third paying none, while our ambulances remain ramped, elective surgery lists blow out, our loved ones wait for aged care beds and a disabled person gets pneumonia because specialised equipment wasn't funded. Multinational corporations must pay their fair share of tax and we must create the political willpower to make this happen.

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MENAROCK BUYS INTO AGED CARE ...AND TAKES A CARVING KNIFE TO CONDITIONS

COMMISSION SAYS NO, WORKERS SAVE ENTITLEMENTS

PROFIT-driven organisation Menarock entered the Tasmanian aged care sector in 2016 when it bought The Gardens nursing home in Claremont. When negotations for a new enterprise bargaining agreement for non-nursing staff began in 2017 it was clear Menarock had the knife out to pare conditions back to those endured by its mainland workers. It wanted to slash penalty rates, cut paid meal breaks for shift workers, reduce personal leave for new staff and give almost no notice of roster changes.

And to compensate for all that loss it offered a paltry one-off $300 - not much better than a slap in the face. What Menarock wanted to force on its workers was all about making life easier and cheaper from a business point of view, it clearly didnâ&#x20AC;&#x2122;t respect its employees. Workers voted on the EBA and the agreement was lodged with the Fair Work Commission. Thankfully, staff got a second chance when Fair Work rejected it because Menarock hadn't complied

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with procedural requirements and had lied in its statutory declaration. When take 2 of bargaining happened the majority of workers saw the agreement for what it really was - bloody horrible - and voted NO. Workers have remained on the current Gardens EBA, have saved key entitlements and haven't been disadvantaged. The lessons from this story are worth noting because, as we all know, once you lose your entitlements you rarely get them back.

PROFESSIONAL INDEMNITY MALPRACTICE INSURANCE. PROFESSIONAL You can’t aﬀord to beINDEMNITY without it. MALPRACTICE INSURANCE.

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.

You can’t aﬀord to be without it.

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 HACSU’s Indemnity Insurance (the HACSU policy) protects you against claims for loss, Offi cer, orProfessional Personal Carer are covered by thepolicy HACSU policy. injury or damage arising from an act, error or omission in the performance of your services. Coverage consists of:includes Professional Indemnity Insurance if you are in a role that has a personal care HACSU Membership MalpracticeFinancial IndemnityMembers of HACSU identified as$10,000,000 any one claim component. being a Healthlimit Professional, Nurse, Ambulance $70,000,000 in the aggregate Officer, or Personal Carer are covered by the HACSU policy. Public & Products Liability Extension Coverage consists of: Malpractice Indemnity Legal Benefits

$10,000,000 limit any one claim $70,000,000 in the aggregate $10,000,000 claim $100,000 limitlimit anyany oneone claim $70,000,000 in the aggregate $700,000 in the aggregate Public & Products Liability Extension $10,000,000 limit any one claim Good Samaritan Acts Endorsement $70,000,000 in the aggregate Legal Beneﬁts $100,000 limit any one claim This coverage indemnifies against liability at law for compensation claimant’s costs and expenses resulting $700,000and in the aggregate from any breach of duty in connection with the insured’s profession, in Australia. It will also pay costs and Good Samaritan Acts Endorsement 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 coverage indemnifies against liability at law for compensation and claimant’s costs and expenses resulting aThis claim may result in the claim being denied. from any breach of duty in connection with the insured’s profession, in Australia. It will also pay costs and Conversely, an incident which occurs and is reported during a policy period covers claims made at any time in expenses incurred (within the limitations and with the written consent of the insurer). the future, subject to definitions, extensions, exceptions and conditions of the policy. The HACSU policy is on a “claims made” basis - failure to immediately report any circumstance that may lead to All Members who are employees are covered by the policy, whether employed in the private or public sectors, a claim may result in the claim being denied. regardless of how much the Member earns. Conversely, an incident which occurs and is reported during a policy period covers claims made at any time in Members are covered whilst on unpaid leave, including maternity and parental leave, provided the Union has the future, subject to definitions, extensions, exceptions and conditions of the policy. been notified of the absence and the Member has not resigned. All Members who are employees are covered by the policy, whether employed in the private or public sectors, Members engaged in private practice are covered by the HACSU policy provided the Member is a sole trader regardless of how much the Member earns. operating alone who does not operate as a partnership or joint venture or in a business name (registered or Members are covered whilst on company unpaid leave, maternity and parental leave,other provided has unregistered) or as a registered or asincluding a Trust, foundation or any other entity thanthe theUnion Member’s beenname notified the absence not resigned. own andofwhose incomeand doesthe notMember exceedhas $100,000 (formerly $25,000) gross during the financial year from work done in private practice. Members engaged in private practice are covered by the HACSU policy provided the Member is a sole trader Members a business that as conducts Midwifery activities of any Nurse or insured Midwife operating who aloneoperate who does not operate a partnership or joint venture or ininsured a business name (registered or whilst in private practice are not covered by the HACSU policy whatsoever. unregistered) or as a registered company or as a Trust, foundation or any other entity other than the Member’s name and whose income doestonot exceed (formerly $25,000) gross during year Itown is the individual’s responsibility ensure that$100,000 HACSU’s policy meets the requirements of the the financial relevant national from work done in private practice. professional registration boards. 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. 12

INFORM SUMMER 2018

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4-YEAR BATTLE FOR BETTER WAG HACSU DELEGATES and members at Wynyard Care Centre showed great courage and tenacity during their 4-year battle for a new staff agreement - and it saw them nominated for the Local Workplace Campaign of the Year award. Their nursing and non-nursing agreement expired in 2014 and the Sydney-based CEO was contacted often to get cracking onto a new agreement, but she kept giving unacceptable and unnecessary reasons for delaying negotiations. Members were adament about getting a commitment to negotiations so applied to the Fair Work Commission for a Majority

Support Determination, an avenue available when an employer refuses to bargain. One determination and two years later the first face-to-face bargaining meeting was held in July 2016 and it was clear members were in for a tough fight to get a fair deal as management's log of claims was full of reductions consistent with moving back to the award. The major conditions losses included a 50% reduction to personal leave and drastic cuts to redundancy entitlements. The CEO met with staff 2 or 3 more times that year and then simply refused to meet them faceto-face again.

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That was 2016, and staff didn't see the CEO again until early in 2018 during a quick accreditation flyby, yet before these negotiations she'd fly from Sydney regularly to see staff. Management's version of the agreement was put out twice to the staff and was voted down almost unanimously both times. Union membership through the voting period increased and remains at 70% of all staff, and two delegates became four - all very active. Other HACSU members also became fantastic activists, speaking at media events and talking with politicians.

GES & CONDITIONS CONTINUES All members have been very involved in the industrial dispute, completing several work bans over the four years, one of which was refusing to complete ACFIs - the resource allocation instrument - for almost eighteen months. Other actions included wearing campaign materials, not attending to laundry and several strikes where they all walked off the site together, something that dedicated aged care workers don't take lightly. The fight was taken to politicians, including chats with Helen Polley and Justine Keay, who both ended up visiting to talk to staff and residents.

Several members spoke to Jacqui Lambie, who then took the issue to Canberra, giving a speech in the Senate about the Wynyard Care Centre dispute. There was a lot of attention from tv and print media, and social media, especially facebook, was buzzing with support for staff when they walked off the job on two occasions. HACSU delegates, members and activists took their story to the community, letterboxing every Wynyard home in their own time. They chatted to all business and shop owners, many of whom placed posters in their windows to support the workers.

In 2014 the campaign began... now it's 2018... and management still hasn't met staff face-to-face for discussions - it simply sent its version of an agreement out to vote for a third time. Non-nursing members at Wynyard Care Centre haven't had a pay rise, apart from their low-income entitlement from Fair Work, and nurses haven't had a rise in 7 years, and none of them have a new agreement, But these HACSU activists continue to stand up for their rights and fight back. No wonder they were nominated for the campaign award. Congratulations!

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TAS HEAL

WEATHER: Cloudy and cold for the foreseeable futu

SU TH

Minister Ferguson emerges from phone box to fix everything

Heal shirt of ev Tasm

“It’s a really lovely blue and I think I’l all my critics and those awfully pesky FLYING PORK SPOTTED OVER HOBART INFORMran : AUTUMN/WINTER 2018 Phones hot last night as many Hobart residents rang emergency services to report large pigs flying over Parliament House

CH It’s b prod

LTH NEWS

ure for many Tasmanians trying to access health services

UPERMAN TO HE RESCUE!

lth Minister says new t means he’s on top verything and sick manians can sleep easy

ll wear it to work all the time. I bet y health unions are scared now!”

HILD LABOUR SCANDAL FOR HOBART DISCOUNT SHOP INFORM super : AUTUMN/WINTER 2018 been revealed that discount stores in Hobart are stocking hero apparel duced by Bangladeshi children for little pay and no health and safety regulations

Craig G

YOUR HACSU DELEGATES it

HANNE JENSEN MULTICAP AND NWRH SPENCER CLINIC My job is to be a people-person and give the best possible care to each client. I've been at Multicap for 14 years and NWRH Spencer Clinic for three, and before that I was a dairy farmer and volunteered with the Wynyard Ambulance Service, doing over 5000 hours of unpaid but rewarding work.

JENNIE SULLIVAN CHILD & ADOLESCENT MENTAL HEALTH I work in Burnie, doing admin and reception, and I love being able to help children and their families, but it's hard when I canâ&#x20AC;&#x2122;t give clients immediate access to services they need. I've worked in this area for a very long time more than 30 years - and before that I was in a veterinary clinic. I became a HACSU delegate as my workplace needed a representative and a collective voice, and I hope to continue working with my colleagues to provide an even better service level to clients. Outside work I love spending time with my animals, wining and dining, gardening and spending time with my adult children - not necessarily in that order. I donâ&#x20AC;&#x2122;t make new year resolutions as I never stick to them. If i could have a wild animal as a pet it'd be a moonbear, as they're held in captivity, neglected and abused, and I'd like to free one and provide it with love and care. I'd definitely rather be able to fly than be invisible. My pet peeve, literally, is people who are cruel to animals - I have four pets and they were all rescued from abuse.

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I've been a HACSU member for 12 years and became a delegate in 2017, and I always remind fellow workers that we all have rights and a strong union to back us up when needed. There are some amazing people in HACSU and the training has been so informative and helps me to help others. My hopes are for management to listen to its employees and respect their rights. I love time with my family on our farm and teaching my 10 year old daughter riding skills on her horse Dusty - I've been a horse lover for many years and she has that passion too there's nothing more satisfying than spending time outdoors with your furry friends. I've never made any new year resolutions as I don't follow through, lol. If I could have a wild animal as a pet it'd be an elephant as they don't forget mistreatment, as I don't. I'd love to be invisible as that would be the ultimate power. My pet peeve is when your know you're right about something but people won't listen.

BURNIE : ORGANISED CHILD ADOLESCENT MENTAL HEALTH SERVICES CHILD and Adolescent Mental Health Services is a specialist field where psychologists and social workers work together to improve the wellbeing of young people and their families. Workers often have high caseloads, are on the front-line in the community and in the hospital setting to assess clients and are often under the pump to see clients outside appointed times. It's within this context that an incident occurred at CAMHS in Burnie earlier this year where one of our members was assaulted by a client. This was a serious matter and a number of workplace health and safety concerns were raised with the Tasmanian Health Service.

HACSU requested a health and safety audit and it identified a number of things that needed to be addressed including issues around personal alarm devices, emergency protocols and inductions on what to do in an emergency. The workplace also didnâ&#x20AC;&#x2122;t have a work health & safety rep or workplace delegate. Now there's a delegate and two safety reps to give some important structure to the workplace. Union membership has also grown as a result of staff standing together for a safer workplace, giving workers even more strength.

HACSU worked with members and did extensive workshopping around the next best steps then wrote to the regional manager to arrange a crucial meeting where members could speak freely and work together to make change. Members planned a series of actions to be implemented over the short and medium term, setting up a rolling process to ensure these occur. It's a work in progress, but this now-organised workforce is influencing positive changes that mean staff can feel safe and do their best at work.

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A RESPECTFUL HACSU IS HERE TO HELP MAKE SURE YOU HAVE THE RESPECTFUL WORKPLACE YOU DESERVE IN A RESPECTFUL WORKPLACE... Work is allocated fairly You shouldn't be expected to do the lion’s share of the work or continually be given the most difficult tasks. New employees need to settle in before they're given a full workload. You receive proper training and support You shouldn’t have to struggle to do your duties or panic about the results because you haven’t been properly instructed.

The Tasmanian Anti-Discrimination Act makes it illegal for you to be subject to conduct that offends, humiliates, intimidates, insults or ridicules you because of your: • Race • Age

You don't suffer from excessive workload Your workload should fit comfortably into your paid hours. You don't have a respectful workplace if you're staying back or starting early because you can’t complete your tasks.

• Sexual orientation

Your breaks are respected Is it really necessary to call you back from your break? Can it wait for 15 minutes? Can someone else help?

• Relationship status

Your feedback is valuedand considered There should be genuine consideration of your views before a decision's made. When a decision is made there should be an effort to get your opinion. YOUR WORKPLACE CAN ONLY BE RESPECTFUL WHEN IT EXCLUDES DISCRIMINATION. Discrimination is illegal and HACSU offers support and advice if you've been subject to it. HACSU also offers 45 minute Respectful Workplace briefings to provide some of the tools needed to deal with workplace bullying, simply contact assist@hacsutas.net.au to arrange one for your workplace. 30

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• Lawful sexual activity • Gender • Marital status • Pregnancy • Breastfeeding • Parental status • Family responsibilities • Disability • Industrial activity • Political belief or affiliation • Political activity • Religious belief/affiliation • Religious activity • Irrelevant criminal record • Irrelevant medical record • Association with a person who has, or is believed to have, any of the above attributes

L WORKPLACE YOUR WORKPLACE ISN'T RESPECTFUL IF YOU'RE BEING BULLIED In a respectful workplace bullying is actively discouraged, quality training is provided and complaints are dealt with quickly and fairly. According to the Fair Work Act you've been bullied at work if an individual or group of individuals repeatedly behaves unreasonably towards you or a group of workers of which you're a member, and that behaviour creates a risk to health and safety.

The Fair Work Commission can make orders to prevent you being bullied at work if it's satisfied you have been bullied at work by an individual or group of individuals and there's a risk you'll continue to be bullied by that same individual or group. HACSU can help you gain orders to prevent bullying.

For government employees, the State Service Act code of conduct requires that “An employee, when acting in the course of State Service employment, must treat everyone with respect and without harassment, victimisation or discrimination”.

The Fair Work Act says you've been bullied if you've been subject to: • Aggressive or intimidating conduct • Belittling or humiliating comments • The spreading of malicious rumours • Teasing, practical jokes or initiation ceremonies • Exclusion from work-related events • Unreasonable work expectations, including too much or too little work, or work below or beyond your skill level • The displaying of offensive material • Pressure to behave in an inappropriate manner

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on the campaign

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n trail in north west tasmania...

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YOUR HACSU DELEGATES KIM WOODHEAD CHILD SAFETY SERVICE I'm an acting consultant, clinical practice consultant and educator to the investigative arms of CSS and on a typical day I'll consult on tricky cases, review new policies and provide quality assurance feedback.

SHALEE RICHARDSON RISDON PRISON Working in the Correctional Primary Health Service at the Risdon Prison complex, my average day consists of medication, clinics, triage, first aid, inpatient care and all sorts of things depending on the day. I've been a nurse for 20 years, working at CPHS for three and a half, and before that I was in the private sector. I've been a HACSU member for about 16 years and recently became a delegate because I'd like to hold management accountable for the decisions it makes daily. My hope for the future is that all workplaces, not just my own, are safe for all those staff who leave their own families to care for other people. I sew avidly, and do patchwork, quilting and embroidery and have recently taken up crochet, although work and children take up most of my time. I gave up new years resolutions 100 years ago as I'm hopeless at keeping them. Even if I could have a wild animal as a pet I wouldnâ&#x20AC;&#x2122;t as I'm lucky enough to live in the country, and we have three resident wedgetailed eagles - they're the most amazing, graceful and deadly creatures. I'd love to be able to fly as being invisible would be lonely. My pet peeve is getting cold coffee in cafes.

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I've been doing this for 11 years, mostly as a Child Safety Officer and Team Leader, and before that did a variety of things such as hospitality, croupier, ISP help desk, banking call centre and Telstra emergency support. I've been with HACSU for several years, becoming a delegate in 2017 to help achieve better conditions and case loads for CSOs. We've kept wage increases low but, now the budget's in surplus, it's time the government reciprocated. I'd like to see a future focus on personal development, access to quality resources, and reward and recognition for the tough work people do. My idea of free time heaven is binge watching Game of Thrones or Stranger Things with a glass of red and dark chocolate. My 5-2 diet resolution is going ok, considering all the wine and chocolate. I wouldnâ&#x20AC;&#x2122;t want a wild animal as a pet but I like it when bats, cockatoos and possums visit our gum trees. I'd rather be invisible than fly as I'd become a super-spy or sneak into concerts and events. Pet peeves are wage inequality, gender pay gaps, companies that dodge taxes and public officials spending up on the taxpayer purse.

WOMENS CONFERENCE

HEALTH SERVICES UNION INAUGURAL EVENT THE INAUGURAL women’s committee of the Health Services Union - HACSU's national body - was held in Sydney in June. The event focused on the progression of women into union leadership positions and potential changes to HSU rules regarding affirmative action. Across Australia our union's membership is mostly women but this isn't reflected by branch leadership so we must find ways to recruit women into the fold. Tasmania was represented by HACSU Branch Committee members Judy Richmond, Pru Peschar, Christine Hansson, Marlene McHenry, Carolyn Shearer, Melissa Saltmarsh and Tammy Munro. On day one inspiring sisters from other unions spoke about their unions and how they've changed rules and practices to nurture women into leadership roles.

Each union has very different approaches but all stay focused so are seeing results with many women in leadership positions across the movement. Keynote speaker Kara Keys, ACTU National Campaign Coordinator, talked about women in unions and how women represent minority groups in all workplaces. She discussed the Change the Rules campaign to create a fairer Australia for workers and what'll be happening across the country during the rest of 2018. Kara was followed by a panel discussion featuring Jo Schofield from United Voice, Natalie Lang from the Australian Services Union, Emma Maiden from Unions NSW and Mich-Elle Myers from the Maritime Union of Australia. As leaders in their unions, they spoke about how they had to change their rules to make this happen or how they had to keep campaigning to ensure change.

This dynamic and thoughtprovoking session and Q&A inspired lengthy conversations over dinner. The following morning's workshops examined the pros and cons of rule changes and affirmative actions to boost the number of women in trade union leadership roles. These lively discussions produced recommendations to present to the national women’s committee who'll take them to November's national congress. At HACSU Tasmania's Delegate Conference we'll give a detailed report-back and discuss setting up a state women’s committee. If you want to know about the conference, or want to join HACSU's women’s committee, just email assist@hacsutas.net.au or call 1300 880 032.

Here’s to strong union women. May we know them, May we raise them, May we be them!

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On the last Sunday in April, ACTU Secretary Sally McManus led hundreds of unionists on a march through Hobart to launch the union movement's national Change the Rules campaign for fairness in industrial relations rules, especially around casual work and labour hire, and she promised a big fight ahead on workers' rights

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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 CHANCES are, while you’re reading this you’re also re-potting a plant, planning tonight’s dinner menu and possibly staining the back deck, not to mention 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. What does this mean for your finances? 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 It turns out women tend to save for a number of 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 multitasking has its challenges.

represents your most important goal and work your way down the list to less urgent goals.

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

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

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.

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

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

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 to use online payment systems. 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

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YOUR HACSU DELEGATES ANGUS TROUPE LAUNCESTON GENERAL HOSPITAL As a Radiation Therapist my day includes simulation planning and delivering ionising radiation to people with different types of cancers. Interactions with the patients I meet are the highlight of my job.

RUTH TEAGUE ST GILES As a Disability Support Worker I like making a difference to people’s lives. I've been in my current job and this industry for four and a half years, before that I was a qualified nail technician working from home. I’ve been a HACSU member for 4 years and became a delegate 2 years ago so I could make a difference and help my colleagues to understand, and stand up for, their rights. My achievements as a delegate include winning employees' working hours back, getting back-pay for staff, helping with OH&S issues and generally helping staff claim their rights and create strong union workplace but I wish management would always listen to support staff when it comes to clients' needs. In the future I'd like to see all staff join HACSU, stand up for their rights, and get better working conditions and pay rises. When I'm not at work I love watching movies, craft and card-making. (and liking and sharing HACSU facebook posts - Ed) My new year resolutions are right on track as I didn’t make any. If I could have one wild animal as a pet it'd be a giant panda, and I'd prefer to be invisible rather than be able to fly. A pet peeve of mine is people being late so, whether work or pleasure, I’m always early.

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I've been in this role for 4 years and before that I did a wide range of jobs such as retail, hospitality, labouring and factory work. I've been a member of HACSU since early 2016 and, as a delegate, I've helped with the 2016 AHP Radiation Therapy EBA and the accreditation progression agreement. I'd like Tasmanians to receive the highest quality treatment available and I'd like to see a strong union workforce that encourages a fair workplace. My fave things to do outside work are snowboarding and surfing. I'm not sure what wild animal I'd like as a pet but I know I'd prefer to be invisible than be able to fly. My pet peeve is pulp in orange juice.

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Rates & info: bit.ly/hacsu/holiday Bookings: 1300 880 INFORM : AUTUMN/WINTER 2018032

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.

“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).

INFORM : AUTUMN/WINTER 2018