Inform - Issue 1, 2023

the official journal of the health & community services union tasmania

2023

ISSUE 1

Acknowledgement of Country

We acknowledge the Traditional Custodians of lutruwita/Tasmania, the palawa people and their elders past and present. We recognise their enduring connection to the land, sea, and waterways. The palawa people belong to the oldest continuing culture in the world, and we acknowledge with deep respect the values, language, and traditions they hold. Palawa cared for and protected Country for thousands of years and continue to do so, we thank them for protecting these lands for time immemorial and extend our respects to any First Nations people reading.

HACSU supports a process of genuine truth telling about our history – that means listening to Indigenous voices. We hope we can walk together with Aboriginal and Torres Strait Islander peoples for a better future and for justice, because sovereignty has never been ceded. Always was, always will be Aboriginal land.

CONTENTS

Acknowledgement of Country

HACSU who’s who

Tim Jacobson: The Tasmanian Government need to take real action on health

Lucas Digney: A huge year for the public sector, but still a lot of work to be done for health workers

Meet new HACSU staff

PSUWA: We did it

“We love the elderly”, but love doesn’t pay the bills

Secure Jobs, Better Pay: Workers win with new laws

Quality care, not corporate greed

What are your rights during a merger?

Ambulance win: Fight back against fatigue

The personal is political

Workers’ power builds at Healthscope

Disability Workers Week

The wages dispute that’s a battleground for cancer treatment

Every child deserves a worker

Your HACSU workplace delegate: Aiden Stalker

Uniting AgeWell workers hope to walk off over meal break cuts and insulting pay

One voice can change a workplace

Your HACSU workplace delegate: Danielle Newton & Skye Steyn

Your HACSU workplace delegate: Brahmanand Mandal

Workers force Calvary Aged Care to stop their stalling

Your HACSU workplace delegate: Matt Stevenson

Pulled into a disciplinary meeting over mistaken identity

UK strikes hit home

Sydney garbos on strike

Your HACSU workplace delegate: Alice Neasey

Your HACSU workplace delegate: Alana Hughes & Susan Neighbour

Responsibility for any 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). 2023. All 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 STAFF

Tim Jacobson State Secretary

Lucas Digney Assistant State Secretary

Judy Richmond President, Mersey Community Hospital

Chris Webb Senior Vice-President, HACSU Holiday Home Maintenance Officer

Christine Hansson Junior Vice-President, Healthscope Hobart Private Hospital

Leigh Gorringe Trustee, Oral Health Services Eastern Shore

Peter Moore Trustee, NW Disability Services Parkside

Andrew Challis Member, North West Private Hospital

Marlene McHenry Member, Beaconsfield District Health

Melissa Bibe Member, Launceston General Hospital

Carolyn Shearer Member, Oak Possability Tasmania

Dave Thomas Member, N Ambulance Tasmania

Kristy Youd Member, Masonic Care Launceston

Tanya Clifford Member, Royal Hobart Hospital

Nina Manning Member, Alcohol and Drug Services

CONTACT US

1300 880 032

assist@hacsu.org.au

Hobart: 11 Clare St, New Town

Launceston: Suite 104, 287 Charles St

STATE SECRETARY

Tim Jacobson

ASSISTANT STATE SECRETARY

Lucas Digney

ADMINISTRATION

Angela Cook - Finance Manager

Carly Swards - Finance & Admin Officer

Laura Binns - Launceston Admin Officer

Raylene Woods - Launceston Admin Officer

Sarah Langfeldt - Membership Officer

Scott Ellis - Administrative Officer

Sonia Serbanescu - Admin Team Leader

COMMUNICATIONS

Chelsea Menzie - Media & Publications

Dorothy Liu - Communications & Marketing

Ness Finn - Systems & Comms Manager

INDUSTRIAL ORGANISERS

HACSUassist

Lizi Ralph

Richard Parkinson

Shane Kunze

Hobart

Desmond Marcenko

James Eddington - Senior Legal Officer

James Milligan - Legal Officer

Rachel Brown

Robbie Moore - Industrial Manager

Shane Hamel

Sharon Swards

Tammy Munro - Industrial Specialist

Launceston

Geoff Blyth

Megan Thomas

Devonport

Kristen Swain

Odette Seabourne

SUB-BRANCHES

ALLIED HEALTH PROFESSIONALS

Aiden Stalker

Anne-Marie Avery

Ben McGregor

Daniel Moore

Fiona Jones

Janet Howells

Natasha Meerding

Nina Manning

Leigh Gorringe

Leonie Halley

Sophie Mummery

Stephen Hayes

Ted Sherria

Vanessa Ireland

AMBULANCE

Adam Fowler

Alan Blank

Bec Gibson

Cam Johnson

Luke Sutter

James Watkins

Jan Pur

Simone Haigh

Steve Pacheco

NURSES

Alison McKenzie

Christine Hansson

John Coutts

Judy Richmond

Leanne Cowen

Luis del Valle

Paige Ashwood

Shalee Richardson

Susan Banks-Smith

DENTAL

Martin Rose

Samuel Reiseger

THE TASMANIAN GOVERNMENT NEED TO TAKE REAL ACTION ON HEALTH

TIM JACOBSON STATE SECRETARY

“Oh well, it’s the same everywhere,” are words I hear a lot when this government talks to me about the state of our health services in Tasmania.

And yes, that’s true.

But what they’re leaving out is that on almost every measure Tasmania has the worst health system in the country.

A recent report on government services1 shows that on nearly every level Tasmania’s health system is the worst and will continue to get worse. But it isn’t just that – because in Tasmania we have a number of underlying issues that add to our healthcare ills.

Tasmanians are older, sicker, have more chronic disease and are more economically disadvantaged than most other states and territories. It’s a recipe for disaster that can only mean demand on our health system will continue to grow.

Current and previous state governments know this because there have been numerous reports (which have gathered dust on a long line of Health Ministers’ bookshelves) that point out this simple fact.

And given that we’re disadvantaged, the only place people can go to have their health needs addressed affordably is often the closest public hospital, emergency department, or ambulance.

The Tasmanian government continue to put wellmeaning but ineffective band-aids on the problem. It appears that almost weekly the government will announce a new initiative to address demand, but these initiatives usually fall on the same staff to implement and do not address the real issues.

We all know how difficult it is right now to see a GP when you need to – and how much it costs if you can make it in to see the doctor. In many cases we know that even simply paying the up-front fee is completely beyond some families’ means and the research shows that in many of these cases, their health will get worse, and the level of care they’ll need grows.

A recent report looking into fixing problems with Medicare2 has suggested broadening the GP system and including more allied health workers. It raises a couple of big questions: firstly, “where are we going to find these GPs and AHPs?” But it also fails to address how we’re supposed to keep people away from hospitals when they can’t afford or access the GP services that exist already.

If GP services aren’t available when people need them the most, how are people supposed to access the primary health care they need to avoid going to the hospital? People don’t just get sick between 9 and 5. And you can’t ignore your health. If there’s no other option but to call an ambulance or go to the hospital, you’d expect that that’s what people will keep doing – until we can provide the primary health services they need to be able to get the care they need at home and in the community.

The report also doesn’t seem to factor in how this overburdening of our hospital and ambulance services affect the health system’s ability to provide services for the people who do need to be there.

For every day the government fails to act, it’s another day we lose more of our ability to keep up services and another day workers struggle to provide proper health outcomes.

Let’s not forget that if we were to resource our aged care sector better, and provide decent jobs and better training, we would be able to care for our older Tasmanians in ways that would reduce hospital presentations.

We know that the private health sector is failing too. Only recently we learned that one of the major private hospitals has been forced to shut its ED because of staffing shortages on weekends. Which – you guessed it – means even more pressure on the public sector ED.

I’m no expert, but I do know enough to know that there are levers the government can pull to address these fundamental issues at any time. But it takes courage and money.

Yes, it would be a high price. There’s no doubt about that. But the price of not acting is higher – and not just economically. The price is human. The price is our health.

Either way, it’s Tasmanians who’ll pay that price if the government do not act.

That’s why we keep fighting for health – and for aged care, and for disability services, and community services. Because we know what’s at stake. And I encourage you to get involved when you see HACSU running campaigns, because you know your industry inside out. You know the pressures. You know what needs to change to make things better. Together, our voices make a difference.

We need action to fix health across the board now. It cannot wait.

A HUGE YEAR FOR THE PUBLIC SECTOR, BUT STILL A LOT OF WORK TO BE DONE FOR HEALTH WORKERS

LUCAS DIGNEY ASSISTANT STATE SECRETARY

Over the last 12 months we have been negotiating with the state government for new agreements for health workers.

Just like every other negotiation over the past decade, workers across the state had to engage in stop work actions to get the state’s negotiators to be reasonable and to get a fair and decent offer on the table.

The Public Sector Unions Wages Agreement which covers the whole state service, including health, education, youth and children, was supported by union members in early December. Through this agreement we’ve won many improvement for hardworking HACSU members and the wage increase has gone some way to help bridging the gap between earnings and the ever-increasing pricing on essentials that’s being deliberately imposed by the profiteers.

After what was seriously like pulling teeth, and ambulance workers having to write on vehicles and buildings, and a campaign that the government knew was growing too loud to ignore, we were able to get the government to make a better offer for the ambulance agreement – one that would finally deal with ambulance ramping, fatigue, meal breaks and end-of-shift dispatch amongst many of the other pressures on our ambos. Ambulance workers voted to endorse the offer and we will have a replacement ambulance agreement very soon.

At the time of writing, allied health professionals and radiation therapists have been engaged in industrial action to try and get the government to budge on a below par wage offer – action which has now forced the government to come back to the table with an improved offer for allied health professionals. AHPs will consider the offer before determining whether it’s acceptable or whether action continues, but again we’re proud to see that union action has forced the government to change their position.

Allied health professionals are in high demand across the country and our services cannot continue to be

eroded because we can’t offer a competitive package to these vital health workers. There is a high-priced cancer treatment machine currently switched off at the Holman Clinic in Burnie simply because a Senior Radiation Therapist cannot be recruited. The result is delayed cancer treatment for you and for your family. Shortages like this are why keep fighting for these agreements.

We have just commenced negotiations for a replacement nurse and midwives agreement, which we know will need to see some serious action from government to ensure that the ongoing recruitment and retention issues across that workforce are fixed.

The common element to all of the negotiations is that workers had to stand together and demand better to get a result. There should be no mistake or doubt that without that pressure and resolve, the government would have held firm in their offer of a barely-improved pittance for every agreement.

You should be proud if you stood up or you supported those that did. It’s you that makes the difference. This government still doesn’t seem to understand the pressure that everyone is under, but the community supports essential workers and know you deserve a lot better.

Whatever happens with the ongoing negotiations, we still have a lot of work to do to improve services and do whatever we can to hold the decision makers to account. We’ll do that the best way we know how: fighting together.

Meet new HACSU staff

Chelsea Menzie

I’m Chelsea, your new Media and Publications Officer, I started working at HACSU in October 2022.

I’m completing my Bachelor of Arts in Politics at UTas, where I also worked as a Deputy Editor and contributing writer at the premier student socialist rag, Togatus. It was a really great experience and I worked alongside HACSU heavyweight Des Marcenko – who was technically my boss in a nonhierarchical workers’ co-operative type of way.

Before I started at HACSU I also worked doing odd creative and copywriting gigs for a council, as a baker, a writer and as a barista.

I’m passionate about social justice and it’s something I try to use as a lens in most things I approach. One of my favourite moments from my past job in a council was going into high schools to talk with students about what it’s like to be queer, as well as meeting with older people who have been out for decades and making art together about it. I find it exciting to see people be an activist in seemingly small ways that in practice can be quite radical and liberatory for them.

I’m excited to work at HACSU and help contribute to building workers’ power and voice. The union movement is something I admire deeply and draw a lot of inspiration from in my own life. I also grew up in nipaluna/Hobart so I’m keen to help make Tasmania a fairer and more equitable place –especially for working class people.

Outside of work I like to hang out with my girlfriend and our pet dog, cat and chickens. I also enjoy gardening and home projects, second hand shopping, collecting records and tapes, and trying new places to eat with friends.

Meet new HACSU staff

Megan Thomas

My name is Megan, I’m your newest Industrial Organiser in the North.

Before starting at HACSU, I worked in the disability sector for over 12 years both for a large company and as a sole trader. Through that experience I came to understand how hard it can be for workers when businesses say they care about workers when often they don’t. So, when the opportunity arose to work for a union, I jumped at the opportunity to represent and stand side by side with workers in the heath and community sector.

Being an organiser means I can now care, support, fight for and represent those workers who in turn care and look after our most vulnerable. I have enjoyed meeting so many of our amazing workforce in the last few months and look forward to continuing to meet and build relationships with workers, so we can ensure we keep employers accountable for their actions.

Outside of work I am the very proud mum of four and the proudest Nan of six. I enjoy spending time with my husband Greg and our family, exploring our state and watching the kids play their sports. I’m also a proud supporter of the Western Bulldogs – and I have entrenched that love into my three daughters and one grandson, who love going to games together and barracking (not so) quietly.

Scott Ellis

I’m Scott, the most recent addition to the HACSU family as an Administration Officer.

I’ve always been about helping people in my career, so I was over the moon when I was asked to come on over to HACSU. Before being here I have been in an administration and customer service role at a university, and financial ombudsman service.

In my time away from the office I love to get out on my push bike first thing in the morning and clear the cobwebs, and whilst home it all depends on what we decide to do with our two young children.

I also like to spend lots of time in the garden as a form of meditation, attending to the veggie beds to then get the most delicious food as the result, unless the native animals get to it before I do.

I have already met and spoken to a number of members and look forward to meeting many more.

“WE LOVE THE ELDERLY”, BUT LOVE DOESN’T PAY THE BILLS Big wins but more work to do in the fight for 25% in aged care

Aged care workers just had a huge win in our case for sector-wide pay rises as the Fair Work Commission has decided that Award wages will go up by 15% on 30 June.

But it’s not over yet.

We’re still fighting to win a 25% wage increase for everyone who works in aged care – not just for some. The recognition we deserve

While 15% goes some of the way, we know it isn’t enough.

We will all get old one day. Many of us will rely on aged care to give us the support and dignity we need in our old age – and our loved ones rely on it now. Aged care work has been undervalued for far too long.

It takes skill and dedication to do these jobs. And it takes love.

“Of course we’re all here for a wage… but we could go somewhere else and earn more money. The reason we don’t isn’t because we’re not educated enough to do that. It’s because we love the elderly. We want to be to help them. We want them to have a loving atmosphere to live in. That’s why I get up every morning at 65 years old and come to work, to make sure that I make them smile. I want to make sure I put the music on. And if they want a glass of water on it, I’ll make sure that I’m here to do something for them. Sometimes they want to cuddle. You’re not really supposed to, but sometimes you have to cuddle them because you know that you’re the only family they might have come in that day to give them a cuddle. They might not have family, but you’re the work family. We do a lot. We deserve respect for it.”

- An aged care worker from Launceston

But love doesn’t pay the bills.

“The wage in increase still needs to be more,” said one aged care worker from the north west. “We earn our qualifications. And when we go to work, it’s mentally and physically draining. And yet you can go and stack shelves at the supermarket and get paid more. This increase is great but it isn’t enough. We still need the full 25% pay increase.”

We work as a team, so we should be paid as a team

Although those who provide direct care have secured the 15% pay rise, there are still many workers who are just as essential to keeping aged care running who’ve been left high and dry by the decision so far. When you think of aged care, your mind may not jump straight to the workers who prepare the food, launder clothes and linens and maintain the facility – but they’re just as vital as everyone else. There’s no dignity in aged care without a well-maintained place to live, good food hot on your plate and clean clothes, bedding, and towels.

“If it wasn’t for service employees, the doors would be shut. If you didn’t have cleaners to come into the facility, or maintenance, or laundry, or kitchen hands… the place wouldn’t run. And that’s why this is so insulting – that they think we’re worthless.

“And I think they really need to hear that we are important. Why are any of us more important than anyone else? We should be equal. We’re all here doing the same hard work. We deserve to be respected for that.

“I’d like to retire knowing that my 20-something years of work here was worth something. Not that I wasn’t worth it in the government’s eyes.

“If they don’t value aged care as a whole, do they just not value the elderly?”

HACSU knows every job in aged care is absolutely essential. It takes the whole team to provide care.

So we’ll keep fighting for every aged care worker to receive the 25% pay rise they deserve.

Who will get the pay rise on 30 June?

Residential aged care

• All personal care workers

• All recreational activities officers/lifestyle officers

• The most senior food services employee engaged at a facility (be they head chef/chef/ cook)

• All nurses

Home care

• All home care workers who work in aged care

I work in aged care. How much will my pay go up by?

The FWC has decided that pay rates in the Aged Care Award and the SCHADS Award will go up by 15% on 30 June.

If you’re one of the workers listed above and you’re paid on either of these Awards, you’ll see the full 15% hit your pay from thereon in.

If you’re on an agreement, your employer will have to pass on the difference between your existing pay rate and the new Award rate. The exact percentage increase you receive will depend on the difference between the two rates.

If you’re unsure about what this means for you, HACSU is here to help.

Give us a call if you’re unsure whether you’ll get the pay increase or how much you should expect to see.

Secure Jobs, Better Pay: Workers win with new laws

In September 1985, Bob Hawke introduced the first elements of the ACTU-ALP Prices and Incomes Accord, which changed the landscape of workplace laws in our country for good.

Bob Hawke led a new federal Labor government that was eager to turn the tide on the anti-worker laws and sentiments which the previous conservative government had championed. This was a fresh-faced government keen to modernise industrial relations.

The parallels of that moment and our current one are apparent. The Albanese Labor Government was elected in May 2022 on a promise to raise wages, increase workers’ bargaining power and bring greater fairness to Australian workplace relations.

The ALP’s signature industrial relations bill – best known as the Secure Jobs, Better Pay Bill – made its way through Parliament last December and was largely supported by the Australian union movement.

Here are four of the key changes for HACSU members.

Streamlining bargaining: No more excuses from lazy bosses

A new section of the Act has been created to allow unions to initiate bargaining to replace expired workplace agreements. In the past, employers have been allowed to sit on their hands until they decided they were ready, or until workers went through an onerous process to get a ‘majority support determination’ from Fair Work.

HACSU members might be familiar with a situation where their workplace enterprise agreement had expired and a wage rise was due… but the employer was not willing to commence bargaining.

With this new change, those days are gone.

HACSU, as a bargaining representative, can now compel employers to commence bargaining for a replacement agreement whether the employer wants to or not.

Sector bargaining: Industry-wide pay rises

The Secure Jobs, Better Pay Bill has introduced a new way to do bargaining called single interest bargaining. This is often called “sector bargaining” or “industry bargaining”. By doing bargaining this way, multiple employers are encouraged to bargain for a single agreement.

In the past, the Fair Work Act has prioritised single workplace agreements. That means each employer negotiates on their own and workers in the same industry might end up with very different rates of pay and working conditions depending on the agreements made with each employer.

Employer groups were strongly opposed to industry bargaining because it could likely see workers receiving pay rises and trade union participation increasing.

Why were they so opposed to that? Because this type of bargaining would allow unions to apply for ‘a single interest employer authorisation’ which would compel multiple employers from the same industry to bargain for a single agreement.

For unions, that means it’s easier to include a larger group of workers in the bargaining process. Workers across multiple employers and entire sectors will see the wins achieved by HACSU through a single EBA campaign.

This should see wages rise across a sector as more workers are included in union-negotiated bargaining agreements, which will always have better conditions than non-union agreements.

Gender equity and sexual harassment: women workers winning

For a union like ours whose members are mostly women, it is encouraging that the Fair Work Act has been amended to include the ‘promotion of job security and gender equity’.

This value statement has been coupled with real mechanisms to improve gender equality in the workplace.

The Fair Work Commission is now required to consider ‘the need to achieve gender equality [and eliminate] gender-based undervaluation of work and addressing gender pay gaps’ when awards are updated.

The Act has also been amended to ensure that equal pay for women must be prioritised when the Fair Work Commission considers Equal Renumeration orders.

Sexual harassment in the workplace is now explicitly prohibited in the Fair Work Act, and the Fair Work Commission has been enshrined with powers which allow it to resolve disputes which involve sexual harassment. And where the Commission is unable to resolve a dispute about harassment in the workplace, a worker can commence civil proceedings in the Federal Court.

Changes to small claims: bad news for wage thieves

Workers and their unions will be able to recover larger amounts of money from dodgy bosses more quickly, simply and cheaply with new changes to the Fair Work Act.

In the past, if you’d been underpaid by more than $20,000 you would have to go to the Federal Circuit Court to recover your stolen wages. Just to file to have

your case heard can cost up to $1400 and you would usually have to be represented by a lawyer or a union.

But from 1 July this year, workers will be able to go through small claims to reclaim amounts of up to $100,000 instead. It’s cheaper than going through the Federal Circuit Court as well as being much more straightforward to navigate.

It’s bad news for wage thieves who might have been counting on the daunting process of going through the Federal Circuit Court to deter workers from taking back the money that’s been withheld from them.

And it’s great news for workers who can now more easily get what they’re owed.

Where to now

Even when we support certain policies of a political party, we’ll never be able to solely rely on politicians to do the right thing.

As trade unionists, we understand that workers’ rights will only be improved through our own collective action and solidarity.

Nevertheless, it’s important that workers understand these fundamental changes to Australian workplace laws, and how we can best use them to improve conditions and help build power for working people.

QUALITY CARE NOT CORPORATE GREED

The “Household Model”: A chilling look at corporate greed and care

Since November last year, aged care workers, residents, family members and concerned health experts have joined forces to wage war on Southern Cross Care’s plans to get rid of almost 200 aged care workers around the state.

SCC dropped the bombshell on workers and residents alike when they announced their so-called “household model” last year with no notice and no consultation beforehand.

Stop the cuts, or resign

Workers certainly knew nothing about the household model, and neither did residents or their family members – so it wasn’t long before Lisa Mott, the daughter of a Southern Cross Care resident, joined forces with HACSU to speak out and start a petition calling for the CEO, Chair and Board to stop the cuts – or resign.

“I started this petition because it really annoyed me, the way that they think that they can get away with it. They haven’t valued what staff members do and they think that it’s all the same classification and it’s not.

When Southern Cross Care came out and said that they had spoken to residents and families saying that we were okay with it, we hadn’t heard about any of it. For them to say that we’re happy with the proposed changes is a blatant lie.

Management need to stop thinking about money and start thinking about the residents and how they would feel if they were in that position. If they think that’s okay, then they really need to rethink being on the Board of Southern Cross Care.”

The truth about the household model

According to Southern Cross Care, the so-called “household model” is supposed to centre residents’ care and upskill staff across the facility. But it doesn’t take much digging to find that Southern Cross Care are all smoke and mirrors.

We know the model would actually mean 175 job cuts across SCC’s kitchens, leisure and lifestyle teams and enrolled nurses, with carers being expected to take on all of these responsibilities on top of the work they do already – and more often or not, they’re so understaffed already that it’s hard to keep up.

A nurse expert, Dr Deb Carnes, has spoken out and called the model a “Trojan horse” to removing nursing care from SCC’s facilities.

“Effectively what SCC are trying to do is get an enrolled nurse’s level of skill for the cost of a carer. It’s a degrading way to treat nurses,” said Dr Carnes. “An enrolled nurse who is told by SCC that they will be employed and paid as a ‘carer’ must still meet EN standards of practice whilst they are registered.”

“It’s going to have a real impact on the residents. They’re not implementing the actual staffing theories of a household model. Getting rid of enrolled nurses is not part of it.”

“A true household model is person centred. It is actually about residents having input into the way that their household is run: the residents determine what happens in their space. But the cultural change and consultation with residents and staff at SCC are non-existent.”

“Management need to stop thinking about money and start thinking about the residents and how they would feel if they were in that position. If they think that’s okay, then they really need to rethink being on the Board of Southern Cross Care.” Lisa Mott

Solidarity across the community

Workplace laws have made it very difficult for Southern Cross Care workers to speak up themselves. Some have spoken up anonymously, but what’s really heartening is the how the entire community has gotten involved and taken a stand against SCC’s corporate greed.

Phil Goold, a resident at SCC Yaraandoo in Somerset, recently spoke to the media about the state of the facility he lives at and lent his support to workers. “The staff will have additional duties, but they can’t fulfil their duties now because of staff shortages. They’re all very apologetic, but they can’t provide proper care now or do what’s required because they don’t have time. It’s not good enough.”

Yvonne Murfet’s mother lived at SCC Fairway Rise until her passing last December. Yvonne has pled for SCC to back away from staff cuts in memory of her mother. “Throughout her 4-day palliative care journey my mum was cared for by exceptional care and nursing staff. These staff were amazing, dedicated,

caring and professional. Many of these exceptional staff were not sure of their next paycheck, their next roster, or even their continued employment given SCC’s recent ‘reform’ announcements. Mum was saying to me that ‘staff seem so sad, I don’t understand.’ Southern Cross Care know better. SCC, please listen to your staff now.”

Turning the tide

Because of community pressure, Southern Cross have been forced to consult properly with their workers and with residents. To date, they have put off implementing the household model twice because they know the community won’t take it lying down. If we keep speaking out and keep pressuring them to do the right thing, we have a real shot at stopping it for good and saving these jobs.

If you want to help, let us know. Together we’ve got the power to make the difference.

Amalgamations of providers have become increasingly common in the private care sector over the last few years, with big providers engulfing smaller organisations in Tasmania.

Anglicare

Anglicare Tasmania are the latest to put forward the shock announcement that they will be merging their workforce with a larger organisation. Withdrawing from most of their NDIS supported disability services by March 31 this year, mainland provider genU has been confirmed to take over their portfolio.

Their reduced involvement in disability support co-ordination and independent living services is set to affect approximately 220 workers and over 400 clients state-wide.

genU claims that disability workers at Anglicare will have further employment opportunities if they choose to stay on. They’ve also said they’ll honour previous conditions like annual leave, personal leave, and long service leave.

Ultimately, it’s important in any merger decision that workers are listened to and that they have transparency from their employers about what positions will exist and what working conditions will look like with any structural changes.

These latest mergers are a trend that we’re worried about when it comes to the monopolisation of the Tasmanian market, especially because we support putting participant’s care and choice above corporate profits.

We know how stressful these situations can be for workers, as well as their clients, and that’s why we’re ready to fight for you.

WHAT ARE YOUR RIGHTS DURING A MERG ER?

HACSU are in talks with Anglicare about guarantees for workers’ future employment, entitlements, and job security. Thus far, Anglicare have not stipulated clearly to us whether this decision will cause full or part redundancies.

Ready to fight

We’ll be meeting with workers to tackle their concerns, so make sure you keep an eye out for information from us if you’re affected. It’s a good time to encourage your colleagues who aren’t yet members to join, so we can help you through this process together.

So, what are your rights during a merger?

It’s complicated, and there’s not a one-size-fitsall answer for everyone, but we can speak more generally based on established protections that are legislated under the Fair Work Act (2009).

According to the Act, when there is a transfer of business a new employer must recognise an employee’s service with the old employer when working out “most” of their entitlements, including:

• Sick and carer’s leave

• Requests for flexible working arrangements

• Parental leave

Other entitlements and conditions are usually negotiated between the workers and their new employer, including:

• Redundancy

• Annual leave

• Long service leave

• Notices of termination

Employees will still be under the same workplace agreement at the transfer of the business until their current agreement expires and a new agreement will need to be negotiated for employees upon its expiration.

Most agreements also contain something called a ‘consultation clause’. These clauses usually outline the process which employers need to undertake before they can make major changes to the day-to-day operations of employees, like roster changes, ordinary hours of work, or if they intend to make other significant changes at your workplace.

These clauses usually also call for transparency around change processes from the employer, including giving workers and their union thorough information on any changes, taking measures to prevent adverse effects to workers, and giving prompt consideration to any matters raised by workers and their representatives.

Where to now?

We’ll be demanding that Anglicare and genU continues to keep workers up to date and informed about any structural changes, and we’ll be fighting for them to keep your best interests in mind in any acquisition.

If you’re still not sure or something doesn’t seem right, make sure you get in touch with our dedicated industrial advice line, HACSUassist on 1300 880 032 or via email at assist@hacsu.org.au

If you’re not yet a member or you know a colleague who could benefit from joining, make sure you tell them to join the largest union in Tasmania for health and community workers.

What about workers right?

It’s worth having a copy of your agreement at work to look over in case there are entitlements or conditions that you may not be aware of. Your workplace should provide you with a copy – if they don’t, please call HACSUassist a on 1300 880 032, and we can email one to you.

Ask my union!

“Announcement of a merger”

AMBULANCE WIN: FIGHT BACK AGAINST FATIGUE

Tasmanians watched paramedics walk off the job for the first time in decades last year in high-pressure, high-stakes negotiations for a new Ambulance Agreement. And after a very public blue with the government, the ambos have emerged victorious.

This marathon bout of negotiations for a new Ambulance Agreement saw paramedics and other ambulance workers pushed to breaking point in a fight for health.

It’s no secret that our ambulance service has been in crisis. We can all see ramping when we pass by a major hospital, and it’s hard to miss an ambulance with massive chalk writing on it.

But what often isn’t so visible is fatigue: the silent scourge of our Ambulance service, which leaves first responders exhausted and burnt out, ultimately costing some their careers – and costing our community paramedics.

At the heart of it, this was the story of workers – and our health services – pushed to the brink.

“They think it’s just about a meal”

Fatigue doesn’t just happen. It grows every time you’re not able to rest and recover, so ambos were fighting to get that chance to rest.

It wasn’t uncommon for ambos to go without meal breaks for hours, or be forced to take them whilst ramped at the hospital. When you’re working as a first responder your break isn’t about shoving food into your mouth as quickly as possible: it’s about being able to recharge to get back out there ready to respond to an emergency.

Intensive Care Paramedic Tammy Lee explained it like this: “We call it a meal break, but it’s a guaranteed period of time that you can just know that you’re covered, you’re not going to be tasked with another case. Of course part of it is that you get to eat your meal. But it’s about the break.”

“Sitting in the ambulance bay while you’re on meal break for 30 minutes – that’s not a break. You know that’s not downtime. That’s not taking you away and giving you time to clear your head.”

It isn’t just missed meals that contributes to ambos’ fatigue.

It’s being held back at work when their shift is supposed to have ended because there isn’t anyone else to send to a high-priority case. It’s being stuck on the ramp endlessly, knowing they’re not on the road and ready to respond in the area they’re meant to be in.

It’s wondering if things might have been different if the health system was working properly.

Ramping explained: the public face of a failing health system

Ramping is just a symptom of a health system in crisis. The cause of ramping isn’t to do with ambulance services at all: it’s due to bed block and blockages in patient flow within a hospital.

When a hospital is working normally and has patient flow, you’ll go in, you’ll go into Emergency, and they’ll see you and decide whether you need to be admitted. Then you’re moved up to wherever you need to go for care, and you’re discharged later on once you’ve been treated.

Ramping happens because the hospital can’t get people out and discharged. That can be because there’s nowhere for people to go to – maybe there are no nursing home places or no specialised care beds elsewhere – or because there aren’t enough staff on to do the

The next frontier: How Tasmania could still lose 90 paramedics

Ambulance workers have had huge wins. But the fight for our ambulance services isn’t over. Whilst we’re turning the tide on fatigue, there are still some big worries on the horizon.

Right now, there are over 90 ambulance workers who are essential to keeping our ambulance service running who are only on fixed-term contracts, and the funding runs out in June. There’s no doubt that Tasmania needs every one of them.

A paramedic said, “When that ends, that’ll be over 90 paramedics no longer able to perform their tasks on road. And we are already understaffed, which means that just puts the community at a greater risk.”

Contract paramedics are left to wonder if they’ll have a job, and how they’re supposed to plan their lives in this kind of uncertainty.

“Not having a permanent position means there’s a lack of job security. That makes my life very unpredictable and I don’t really feel like I can move forward in my personal life and career pathway.”

It’s not uncommon for these paramedics to consider leaving the service in search of job security elsewhere – whether in other careers, on

discharges and open up beds in the hospital wards.

Because of that, you get a backlog and people get stuck in emergency. When you can’t move people out of the emergency department, there’s no beds for paramedics to put patients on and that’s when ramping occurs.

When ramped, you’re not actually stuck on the hospital ramp. You’ll be on a stretcher in the hallway of a hospital, or perhaps in a dedicated “ramping ward” – but you can see when it’s happening because of the ambulances sitting parked up on the ramp whilst paramedics are inside with their patients.

And ultimately, what can happen – and has happened in the last 12 months – is that people die waiting on the ramp.

the mainland. “I am seeing very talented paramedics leave in order to seek job security. Those that apply for permanency that were Tassie trained and didn’t get the permanency – they have to seek it elsewhere. They’re young, they’re trying to build a life, secure themselves.”

“Health demands are only going to get greater. If you lose a multitude of paramedics, you’re going to hit a crisis point.”

This is Sarah Millhouse, one of the paramedics who were on fixed-term contracts and felt uncertain about the future

HUGE NEWS

Since this article was written, the Tasmanian Government have announced that the 97 paramedics on fixed-term contracts will be converted to permanent roles.

We fought hard for this and we’re celebrating it as a huge win for HACSU paramedics – and for Tasmanians!

“The fight isn’t just for me”

Winning the battle over the Ambulance Agreement is a testament to the power of Tasmanian ambos standing together, united, and the community backing them in. That’s what solidarity amongst working people looks like – and solidarity is what changes the world.

Paramedic Jan Pur was proud of his part in the fight.

“The fight isn’t just for me, but it’s for all of my colleagues. There’s so many people out there on short-term contracts. And these actions are important – there’s strength in being in a union. And the more of us that are actively doing this, the more pressure there is to make sure that things improve.”

“So if you’re ever doubting ‘Should I be a part of it? Should I do it?’ Always yes. The more of us that do it, the better it is for everyone. And keep in mind that maybe you’re doing it for the people that can’t. And together we’ll do better.”

The personal is political

It’s been a longstanding political motto of activists that “the personal is political”, but what does it really mean in practice?

It’s a term that originated from activists in the 60s and 70s, and simply put it means that nothing we do in our personal lives, no matter how small, is truly devoid of politics.

Today, this idea can be something we think about when we reflect on our own lives and our daily actions as people who care about progressive causes. When we re-orientate the way we think about what is political to be defined by the small actions we take – rather than the often-cynical politics that we see play out in parliament, or in the media – it can be a liberating way to create change in our own lives.

Unions have a longstanding history of political solidarity actions. Although laws have clamped down on organised solidarity strikes, union political action can look like individuals making individual choices about what to do based on our own morals and values. Take boycotts, for example. A boycott – or a consumer strike – is really just the sum of thousands upon thousands of individuals making the same politically motivated choice: to refuse to buy something that supports a bad cause.

A great example of consumer strikes making real change for workers was the 2016 Carlton United Breweries (CUB) strike. CUB are the parent company of many big-name beverages like Carlton Draught, VB, Asahi, Pure Blonde, Fosters, Corona, Balter, 4 Pines, Somersby, Bulmers, Mountain Goat, Mercury Cider, Vodka Cruisers, and more.

The strike began after 55 electricians at the brewery were terminated and forced to reapply for their positions, to be rehired on dodgy contracts that saw a pay cut of 65%.

Most workers rejected the new contracts

and instead took up the picket line. Unions also organised a nationwide public boycott of CUB beers. CUB beers are everywhere and they represent the go-to beer for many Aussies – but the strike took hold. People stopped buying them. And CUB continued to dramatically lose sales… even over the grand final weekend.

After months of picketing workers and loss in revenue, CUB folded and gave workers their previous positions and pay back, with additional improved job security measures.

Things like what beer you drink might not seem like a direct political choice when you first think about it, but whether or not people bought CUB beers that spring clearly made a tangible difference for the lives of striking workers who got their jobs back because of mounting public pressure.

Of course, it’s impossible to boycott everything we disagree with, especially because of the corporate monopoly on almost all consumer goods, but it is possible to help where we feel we’re able to strategically.

Choosing to look at how the little things in our lives fit in with the bigger picture can often see real benefits for workers. Because when you think about it, union members also take seemingly small steps every day to change things for the better in their workplaces – reporting health and safety hazards, talking to their colleagues about joining the union, wearing a campaign badge, building relationships with fellow workers, attending meetings, or speaking up when they feel like something isn’t right at work.

Those small and personal actions are what help to grow the union movement as a whole and expand workers’ rights across industries.

WORKERS’ POWER BUILDS AT HEALTHSCOPE

Hospital staff and health professionals at Healthscope Private Hospital in nipaluna/ Hobart have been taking united industrial action throughout their enterprise bargaining negotiations with the penny-pinching, foreign-owned conglomerate.

It’s the second time in 18 months that Healthscope workers have taken industrial action, with nurses walking off the job over similar poor pay and conditions during bargaining in 2021. As it stands, the agreement for non-nursing staff is currently 23 months overdue. The private health provider is notorious for its miserly wage offers in bargaining and stalling tactics – even though it made a reported 236-million-dollar profit in 2019 alone.

A concerned family member of a Healthscope worker told HACSU that they’re worried about Healthscope’s deceptive bargaining tactics:

“Hobart Private since new management has taken over have not cared for their staff at all. Promising things like paid violence leave is a must for all businesses regardless because it’s mandated by the government – but Healthscope like to sell it as ‘we are offering’. No, you are not! They have no option but to give it to all staff.”

Their tactics may be deceptive, but they’re not fooling anyone. The public know as well as Healthscope staff that workers, and their patients, deserve better.

Aside from their insulting wage offers and “additional” conditions – which are really just barely meeting legal obligations – workers have also dealt with growing concerns about equipment safety and maintenance. In early December vital equipment in Hobart’s largest private hospital was deemed unsafe, with worker William Sharman speaking out to media about Healthscope’s alleged neglect to fix maintenance issues like a leaking roof, outdated wheelchairs, and broken chairs, amongst other problems.

It’s sadly unsurprising for a company that puts its shareholders and corporate profit over its paying patient’s care. HACSU’s Tim Jacobson said that Healthscope’s behaviour was obviously “telling when it comes to where profit sits versus

patients.” But Healthscope hospital staff and health professionals are staunchly standing up to make management’s dirty tactics and misaligned priorities a thing of the past.

Workers have been bravely sticking up for each other against divisive upper management by taking part in industrial action. This includes bans on billing patients, catering for management, handling laundry, wearing uniforms, performing overtime, completing theatre set-ups, and vacuuming foyer areas and management’s offices.

Their protests ramped up to a stop-work walk out, where workers and supportive community members rallied outside the Hobart Private Hospital for a fair wage offer and improved conditions that will support higher levels of patient care.

It’s time that Healthscope decided to put patient care over corporate profit, and if they don’t, workers will be forced to continue their actions until they listen. They’ve done it before and they can certainly do it again.

Every year, we celebrate Disability Workers Week to give some love back to everyone who works in disability support.

It’s work that deserves celebration. It’s work you do because you love it and because you care.

And while you support them, HACSU is here to support and champion you and your rights.

We know we’ll never have an NDIS that supports people with disabilities properly if workers aren’t given the support you need to do the job –like fair wages, secure work, proper training, and the guarantee of safety at work.

We’re fighting for you every day to make sure your work is recognised and valued as it should be. Support disability, support workers.

THE WAGES DISPUTE THAT’S A BATTLEGROUND FOR CANCER TREATMENT

Asking for more pay isn’t really about the pay

What do cancer treatment in north west Tasmania and a public sector wages dispute have in common?

Allied health professionals.

Radiation therapists, to be specific.

And the fact that Tasmania can’t seem to keep any working in our health system.

At the moment, you may be surprised to learn that there’s a machine that should be used to administer radiation therapy to cancer patients sitting unused at the North West Regional Hospital simply because the Tasmanian government cannot recruit or retain enough radiation therapists to staff it.

Radiation therapists say that one in three positions are currently vacant and unable to be filled.

“If radiation therapy was fully staffed, there wouldn’t be a waitlist,” a radiation therapist told us. “All treatments would proceed.”

A radiation therapy nurse told us this: “Without radiation therapists we are unable to treat patients. We are now unable to treat as many patients on the north west coast who desperately need our services. The north west coast of Tasmania has patients with more advanced cancer. We need to attract more radiation therapists with equal pay to mainland centres.”

We keep losing our allied health professionals to the mainland and other countries because we can’t offer good enough wages or living and working conditions to keep them here – and that’s why allied health professionals have been locked in battle with the government over the Allied Health and Radiation Therapists wages agreements.

It’s the same across all of our health services. From physiotherapy to pharmacy, from social work to radiation therapy, from mental health services to child safety and beyond, every area is struggling to keep the health professionals we need to care for Tasmanians.

We talk about pay a lot – but it isn’t really about the pay.

It’s about keeping health workers here in Tasmania, and boosting the wages in our health system is one of the only ways to do that.

Steve Hayes is a social worker and a clinical lead in the Mental Health Service in the North West, where he says, “It’s really hard for us to get the staff we need to do the work that we need to do. Most teams would be looking after about 150 people with severe and complex illness and most of the teams in the North West are running understaffed.”

“We’re doing the best we can with what we’ve got. Most allied health disciplines are trained here in Tasmania, so there’s an opportunity to bring people in straight from university if they’re not going somewhere else – to the mainland, or overseas. There should be an opportunity to keep them here. But for that, you need remuneration packages that encourage people to stay.”

“We do triage caseloads. Really urgent work, the difficult stuff, the stuff that has to be done – that gets done, because we just get it done somehow. If there’s no allied health in a multidisciplinary team, it’ll fall to other disciplines to pick it up.”

But for teams that are highly specialised, like radiation therapy, when you don’t have enough staff to run a service you simply can’t run it in

your area. So when the government can’t staff that treatment machine out of the NWRH, patients are sent to Launceston for treatment – which can push Launceston radiation therapy services beyond their capacity in turn.

Steve sums it up: “The work that has to get done gets done. But unless you’ve got full staffed teams, you’re never going to be able to deliver the service that clients need.”

This is our health system. We all own it. We all rely on it. We should be able to staff it with the health professionals we need to care for us when we need it, and there’s no price you can put on that.

AHPs win a better offer

Because of allied health professionals’ industrial action, we have forced the government to come back and make some big improvements on their last offer to AHPs.

At the time of writing, AHPs are considering the government’s offer and will soon vote on it.

When we stick together and show that we’re willing to stand up for our services, we can always win.

EVERY CHILD DESERVES A WORKER

Child Safety workers have been taking bold actions to try and reform chronic and longstanding issues in the Tasmanian Child Safety Service. Back in September 2022 Child Safety workers took brave steps and spoke with the Premier, Jeremy Rockliff, about a service in crisis – and they’re still waiting for real change.

Workers are saying that they can no longer stand by while Child Safety and the Advice and Referral Line are critically under-resourced, and children reported at risk of neglect are not able to get the support that they so desperately need.

The service continues to decline with more staff leaving due to chronic recruitment and retention issues and workers have told us that every day without real change is another day closer to the collapse of the service all together. Not only is it unacceptable for the children workers are trying to protect, but it’s unacceptable for workers who have to face these

kinds of stressful decisions every day about which child has to go without due to the sheer amount of workload the service is seeing.

New data from the Productivity Commission out this year has shown that in 2022 it took up to 20% longer to start and finish child safety investigations in Tasmania than in the year prior. We know that workers are under immense stress and are trying their best in a very limited system to stay on top of priority cases amongst severe understaffing.

In October 2022 their frustration culminated in powerful half day strikes across the state, with members in Hobart, Launceston and Burnie taking action to say that enough is enough. They marched with signs, spoke to media, and even protested outside Children and Youth Minister Roger Jaensch’s office. It’s never easy walking off the job, especially when you’re in an area as important as child safety and people are relying on you

every day – but workers still stood up and took decisive action.

The action workers took sent a strong message to the government that they have to listen to the solutions their workforce is putting forward, and they must deliver a real strategy to fix the crisis the service is facing immediately. We’re continuing our campaign to keep the government accountable –every child deserves a voice, and every child deserves a worker.

Child safety workers are essential public service workers. They protect children, their families, and their futures. The government needs to start seeing them as essential and fixing this service which so many rely on. Together we can do this.

If you have any ideas for actions you’d like to take in your workplace, or would like more information about our campaign make sure you get in touch with us via HACSUassist on 1300 880 032 or via email at assist@hacsu.org.au

Your HACSU workplace delegate: Aiden Stalker

Aiden says he became a HACSU delegate in 2021 with a fellow colleague, who became the first delegates in their department. He says he was inspired to join HACSU based on a pay issue that they noticed when they were reviewing their award. He noticed the issue would affect many of his colleagues – and this experience prompted him to seek greater involvement in the union movement: “I’m an advocate of worker empowerment and becoming a delegate was the obvious choice to that end.”

Aiden Stalker is a HACSU delegate working for the Tasmanian Health Service (THS). He has two positions within the service, which are as a Specialist Pharamacist – Medicines and Information, and as a Rotational Clinical Pharamacist.

In his average work day in medical information he spends time researching and responding to complex medication related queries from clinicians about a range of different topics. This can look like researching complex drug interactions, screening and monitoring the stability of temperature sensitive medications, as well as providing training and education to other fellow pharmacists about specialised medication resources.

In his second, clinical pharmacy role, he performs medication reconciliation and review with a focus on medication safety and efficacy in the hospital. The average day looks like helping patients with their medication by answering questions, providing explanations upon their discharge and by coordinating medication supply requirements. Most recently, he says this has been stationed at the Hobart Repatriation Centre with geriatric patients, rehabilitation and palliative care.

He was a 2015 UTas graduate and has been with the THS since 2018. Before his role at the THS he was a student “playing drums in pubs and venues across Australia,” and also worked in community pharmacy in Northern Queensland to “experience a tropical sea change for a few years.”

He says his greatest achievement as a delegate has been seeing the “engagement in industrial related matters significantly improve in our department,” with membership since he became a delegate more than doubling. Aiden hopes that in the future active worker unionisation can become more normalised across the THS. “I want Tasmanians to have access to a robust and well-resourced health service. This means adequate resourcing to provide quality healthcare, reduce hospital admissions and the length of stay in hospital.” He says he believes that achieving these goals “cannot be at the expense of the worker, and achieving them is actually predicated on healthy, empowered workforce… ensuring wages keep up with the cost of living and being competitive with other jurisdictions are ways to do this.”

Outside of work Aiden is into music and playing the drums, he says he’s been trying to get his head around electronic drumming and music production lately. His favourite to recommend to others is Australian prog rock band, Karnivool and their “2009 banger – Goliath. If you like massive guitar sounds and interesting time-signatures, then it’s hard to go past!”

UNITING AGEWELL WORKERS HOPE TO WALK OFF OVER MEAL BREAK CUTS AND INSULTING PAY

Workers at Uniting AgeWell (UAW) have shown their mainland management that they won’t be bullied over their enterprise bargaining agreement with insulting pay offers and proposed cuts to their meal break entitlements.

HACSU members across the state at UAW worksites voted as a majority against their management’s dodgy new agreement at the end of December 2022. The underhanded deal that UAW tried to rush through would’ve seen entitlements go backwards, a pay cut in comparison to inflation and cost-of-living, and the removal of meal break entitlements.

It’s the third time in twelve months they’ve tried to trick workers into voting their breaks away, but HACSU members stood up and fought hard against their divisive tactics.

Meal breaks are central to any workplace, but particularly in the care sector. Workers need fair and proper conditions to be able to provide their best care to our most vulnerable – that’s why UAW staff are bravely standing up to say that paid meal breaks protect resident care.

UAW have already cut some workers’ breaks and tried to create further hostility, but workers are fighting to get meal breaks for every worker –including people who don’t get them now. And we know that the residents they care for, and the larger community, supports this too.

They pulled out all the stops to try and scrape this latest agreement by: attempting to buy out workers’ meal breaks, flying down an upper management team from Melbourne to pressure people, calling and texting workers at all hours in their personal time to vote yes, and even trying to bribe staff with free coffee. But if they spent the same number of

resources on a meaningful pay rise and on improving conditions workers say it would mean a lot more to them than veiled pressure and bribes.

Throughout COVID-19 we know that aged care workers continued to perform essential work in high demand environments. They’re usually the first on the ground dealing with outbreaks in residential care, have a whole new workload due to COVID, and are often working in uncomfortable PPE day-in and day-out because they care about helping our older Tasmanians.

Meanwhile, UAW’s upper management showed their “appreciation” for essential aged care staff from the comfort of their offices, making insulting decisions about their worker’s livelihoods. Deciding to further cut breaks, offering miserly wage “increases”, and slashing conditions for their exhausted workforce on the ground was all they saw fit to offer – even after all the hard work they see UAW workers do.

Management are clearly out of touch with the current struggles and cost-of-living crisis their own workforce is facing in Tasmania. It’s not good enough.

And they’re not finished with their trickery yet. In February, UAW tried to ram through yet another vote on the same terrible agreement – but HACSU members refused to cop it and we took them to the Fair Work Commission where it was decided they’d have to scrap the vote and negotiate.

HACSU members at Uniting AgeWell are now voting on taking industrial action.

If they continue with their onslaught against workers in bargaining, staff across their facilities have resolved to take further protected industrial action and stop-works to stand up for fairer working conditions and wages. It’s not a choice members take lightly, but it’s one they’ll be forced to make if UAW refuse to stop going after their breaks and legal entitlements.

We need to value essential aged care workers – they deserve our support now more than ever.

That’s why HACSU will continue to fight for aged carers and their residents, always.

Sometimes, it just takes one person speaking up to change a workplace.

When an aged care employer botched public holiday pays over the Christmas break, one union member found a problem with her pay. When she checked her payslip, she’d only been paid a flat Sunday rate for working on Christmas Day – not public holiday rates, like she should’ve been.

Each year, the government lists the official public holidays (or “gazetted holidays”) for the year and these are the days that must be paid at public holiday rates. But obviously this employer hadn’t been paying attention.

Our member had seen HACSU information about when you should be paid public holiday rates and knew what had happened wasn’t right, so she took it up with management and got HACSU involved.

It wasn’t long before the employer put out an all-staff notice letting everyone know that they had made a mistake with pay for Christmas Day and they’d be paying everyone the money they owed.

Sometimes all it takes is a question.

But sometimes, you have to push a little harder – like Ellen, who works at Eskleigh in disability services.

Ellen’s question about her travel allowance led to an 18-month argy bargy with her employer – and an eventual payout of tens of thousands of dollars to dozens of workers after HACSU got involved.

Ellen realised that she wasn’t being paid her travel allowance properly when she’d start or finish her workday at clients’ homes, and she started asking questions of her employer in 2021. Her employer insisted she didn’t qualify for the travel allowance, but Ellen wasn’t convinced – so she got in touch with HACSU. We investigated it ourselves and found that Ellen was absolutely right: she was being underpaid.

Under her workplace agreement, her

ONE VOICE CAN CHANGE A WORKPLACE

employer should have been paying her a travel allowance each time she travelled further between her own house and a client’s home than she would have travelled to or from her employer’s nearest office when beginning or ending a day.

The travel allowance is a per-kilometre amount for the difference between the two distances, so the dollars were adding up quickly with long-distance travel. And it wasn’t just Ellen who was affected – it was everyone who was travelling to and from clients’ homes first thing in the morning or last thing at the end of a shift.

We took it up with the employer, but they insisted they had it right.

They didn’t. Ellen knew it, and we knew it. So together we took them to the Fair Work Commission, which has the power to force employers to comply with workplace agreements, awards and industrial laws.

Fair Work was quick to agree with us and forced the employer to start paying the travel allowance correctly. The employer was also compelled to do a backpay audit for all their workers who’d been doing travel since the agreement came into effect so they could be paid back what the employer owed.

HACSU was able to help our members check the results of the audit so we could make sure everyone got all of the money that was owed to them.

In the end, the member who raised the question in the first place was paid back almost $6000 that was owed to her.

HACSU was also able to win back tens of thousands of dollars owed to union members at that same employer.

It pays to speak up. All it takes is one person.

If you’re not sure about your pay or your working entitlements, get in touch with HACSU. We’re here to help.

Your HACSU workplace delegate

Danielle Newton

Danielle Newton is a HACSU delegate and Theatre Ward Clerk at Calvary St. Vincent’s in Launceston. Calvary St Vincent’s Private Hospital mostly specialises in Rehabilitation, Endoscopy and Post Natal Care.

She says her average working day is “busy!”, having been a ward clerk for eight years at Calvary, and working in the health care sector for her whole career.

Danielle recently re-joined HACSU as a member, wanting to make her work place a “better place to work at, and somewhere we can all be proud of to work”. Her main concern as a delegate at the moment is addressing the current workload issues at her worksite, and in turn, improving patient outcomes because of this.

Outside of work Danielle is an avid 4x4 fan, and she enjoys going away camping with her husband and her pet dogs.

Skye Steyn is a HACSU delegate in her workplace, Mosaic, where she works as a Disability Support Worker (DSW). She says her work as a DSW is about “supporting complex needs clients at a community access venue, helping participants to achieve their goals”.

Skye has worked at Mosaic for two years, but has a wealth of experience with 35 years in the disability sector – where she has worked since she finished school.

She joined HACSU in January 2020 and became a delegate in 2022. She says some of her best achievements have been being “able to improve the cleaning roster at a Mosaic venue.” As well as recruiting six new HACSU members to join the movement in her workplace!

Skye says her biggest hope for her workplace is “stability, transparency, and honest, open communication,” which she says she will be working on in her role as a delegate.

Her favourite things to do outside of work in her free time are swimming at the beach and catching up on sleep. She also love books and film, her favourites are the crime novel, ‘Anonymous Girl’ and the film ‘Hotel for Dogs’.

Skye Steyn

Your HACSU workplace delegate: Brahmanand Mandal

Brahmanand Mandal (or BN for short) is a Personal Care Assistant at Calvary Sandhill, an aged care facility in South Launceston. He’s also a passionate HACSU delegate and advocate for aged care workers.

BN has been working in the aged care industry for over five years, and he’s been a HACSU member and delegate for two of them. In his previous role in Nepal he was a District Project Co-Ordinator for water sanitation and hygiene programmes run by the Global Sanitation Fund and the United Nations.

As a HACSU delegate BN says he has learned a lot of useful skills like leadership, team work, understanding health and safety laws, campaigning skills, bargaining skills and member recruitment tools. He hopes that in the future his workplace can ensure that all workers are accorded with dignity, respect and fairness no matter their walk of life. He also wants to help “organise his workplace to be safer and more democratic,” and play a role as a “good team member” with new “ideas, tools, skills and research information” in his workplace.

He says that outside of work he likes to participate in social causes and also enjoys travelling and exploring the state.

BN says that since he did his bachelor’s degree in Medicine and master’s in Public Health back home, he’s been a big believer in the role of education. “I believe education plays very important role in a person’s life and it can change the community for the better too.”

Since he came to Australia, BN says he’s been working almost exclusively in the aged care sector. “I have found so many challenges and opportunities in this sector, which is the reason why I have joined the union and love working as very active delegate. It’s definitely a passion too.”

His favourite song is ‘Boulevard of Broken Dreams’ by Greenday, and his favourite film is ‘Three Idiots’ (2009) which is a Hindi language coming-of-age movie.

BN won the Community Contribution by a Union Member Award in 2022

WORKERS FORCE CALVARY AGED CARE TO STOP THEIR STALLING

Stalling tactics

Calvary took over two aged care homes in Launceston from the Japara group at the end of 2021 and since then it’s been an uphill battle to get them to bargain for a new agreement – but union members standing up to their stalling tactics have just changed that.

The Japara Enterprise Agreement was due to expire at the end of 2021, and they told us that they’d prefer the new owner to initiate bargaining as they would own the business once the agreement came into force.

When we approached Calvary about a month after they took over from Japara, they said that they didn’t want to bargain at that stage as they were still finding their feet. HACSU asked in good faith that instead they give workers a pay increase which was owed to them at the end of December, but unfortunately Calvary refused this reasonable request.

We approached Calvary again in February 2022, but they still refused to bargain – using a number of excuses like “integrating their new services”, a COVID-19 outbreak, and a payroll system outage. HACSU again asked as a show of good faith that they give workers the pay increase that they were due if they really couldn’t come to the table, but unfortunately Calvary refused this request – again.

Calvary told us that they “understood the desire by HACSU to get bargaining underway but need time to get [their] ducks in a row.” After this response we thought it was about time Calvary got a new dog to get their ducks in a row if the current one can’t do the job.

Stalling negotiations is a common tactic of employers to discourage workers from unionising and getting a fair deal. But aside from dirty tactics, it’s also an unreasonable ask to make workers wait for bargaining, or a pay rise, for an undisclosed amount of time – especially when there’s a cost-of-living crisis that’s ongoing.

Members were tired of empty promises, and they started working on a petition to take to the Fair Work Commission that would force Calvary to the bargaining table. Calvary even tried to dispute this

democratic petition process – but fortunately new changes to the Fair Work act came at the right time, forcing them to the table, petition or not.

New laws

Changes to the Fair Work Act, which unions and their members have been campaigning for, finally came to fruition at the end of last year. The Act now states that bargaining will commence where the union gives written notice that it wishes to bargain (if a previous agreement has expired within the last 5 years) rather than on the employers’ terms.

We’ve written to Calvary Aged Care since we won these changes to the act, and we expect to commence bargaining for a new enterprise agreement any day now.

Workers win

It’s a powerful example of what can happen when workers stick together, know their rights and stand up for change when it comes to their employers and workplace laws.

The collective power of union members around Australia who pushed for change on these laws has been hugely beneficial for workers like us, because as Calvary has proven, you can’t always rely on employers to do the right thing when it comes to your bargaining.

These changes that force employers to bargain are a hard-fought win of workers around the country fighting together and they mean you’ll no longer need to be left in limbo about commencing negotiations on your pay and working conditions. We reckon that can only be a good thing.

We’ll continue to challenge health and community service employers to keep them honest because we’re the union that fights for you.

Your HACSU workplace delegate: Matt Stevenson

Matt Stevenson is an embryologist at Tas IVF and a delegate in his workplace for HACSU.

His working day looks like starting out first thing in theatre for egg collections. When the eggs are collected, he and his team move them into the appropriate dishes for either IVF (where the sperm swim to and fertilise the egg) or ICSI (an embryologist injects a sperm into the egg). A little after the eggs have been collected, the male partner usually collects a semen sample that he helps prepare for IVF or ICSI. Later in the day his team do a sperm injection or IVF fertilisation.

It can be a long process so usually the next morning he checks for fertilisation and is able to let the patient know the outcome. Five days after the eggs are collected, he checks the embryos for suitability for an embryo transfer, which usually happens around the middle of the day. Hopefully the patient will get a positive pregnancy test in about 10 days.

At Tas IVF he also assists in cryogenically freezing and storing embryos, so patients are able to use other suitable embryos for later use, if necessary.

Matt says “we also perform other procedures such as egg freezing & thawing, embryo thawing, embryo biopsy and semen analysis. All of this keeps us fairly busy!” It can be a challenging job, especially for patients who don’t achieve a pregnancy, but he says, “it’s definitely rewarding when we help make people’s families”.

Matt started at Tas IVF in 2010, he graduated in 1999 with a biomedical science degree (medical laboratory practice) from UTAS which saw him working in pathology prior. He worked in a haematology, coagulation and blood bank at Melbourne Pathology for seven years, and then did a couple of years on a working holiday in London doing coagulation. Later, he returned to Hobart, and “when Hobart Pathology didn’t have a permanent position for me, I started at Tas IVF!”

He joined HACSU in 2010 and says he can’t remember the exact timing he was nominated by his colleagues as their delegate, “I think I was on a day off!” Soon after he was working on his first EBA negotiation – he says he “learnt a lot, but especially that to get the best possible outcome you have to stand up for yourself and the best way to do this is to get involved – I even write my own clauses to make sure we get what we want (then James approves them, or not!)”

“Since becoming a delegate I have worked very closely with my lead organisers (special thanks to Tammy, Chris and James) to deliver some significant improvements to our EBAs.” He says that he “couldn’t have done it without support from my work colleagues – we’re lucky enough to have 100% HACSU membership.” Matt highly recommends working with colleagues to attain a high density of membership, communicating with each other clearly and frequently. “This helps to maintain unity by keeping everyone informed and engaged.”

He thinks their biggest wins have been adding several levels with yearly incremental pay increases while also improving many of the other clauses.

His biggest concern for the future of his workplace is the introduction of AI in the field. “AI is creeping into our role and so I am always mindful that the business may look to cut back on staffing at some point – I’ll be working hard to maintain staffing levels while also embracing the benefits that technology can bring.”

Outside of work Matt is a big sports fan, and enjoys “playing with, watching or coaching my two fantastic sons at soccer, hockey, cricket, swimming, futsal... and the list goes on!” Lately his favourite series to watch has been Jack Reacher because he loves the action genre.

PULLED INTO A DISCIPLINARY MEETING OVER MISTAKEN IDENTITY

HACSU GETS FALSE ALLEGATIONS DROPPED

It could have happened to anyone.

You get a call from management out of the blue and you’re told that there’s been a complaint against you – maybe from a resident, a client, or a fellow coworker – and now you’re being stood down from work.

You don’t know why. You don’t know what happens next and you don’t know what to do.

Just like an Extended Care Assistant we helped recently, you would be stressed out and confused.

Your first step is always to call HACSU right away.

Ali’s story

Ali is a casual Extended Care Assistant at an aged care facility where he supports residents who have conditions like dementia.

Not long ago, Ali a got a call from management telling him that there had been allegations of a resident complaint against him, and he’d been stood down from work.

The first thing Ali did was call HACSU.

Right away, we were able to help make sure he was paid for the shifts he was rostered for while he was stood down. If your employer stands you down and you’re permanent, you must be stood down with pay. If you’re casual, like Ali, they have to pay you for all the shifts on your roster.

A couple of days later, the employer sent Ali a letter of allegation. This is a letter that contains details about why you’ve been stood down.

According to his employer, Ali had allegedly been rough with one of the residents with dementia whilst helping her into bed. But there was one glaring problem with the allegation: Ali was nowhere near the resident at the time this was supposed to have happened. He’d left the wing hours ago, and there was camera footage to prove it.

If you’re in a disciplinary process, you always have the right to a response so you can tell your side of the story and set the record straight. If you’ve called HACSU for assistance, we’ll help you put your response together to make sure you’ve covered all of

the facts and ensure you can make the best possible case for yourself.

Your response might be sent off to your employer in writing, or you might provide it at something called a response meeting with your employer.

Ali had a response meeting with his employer and he went with a HACSU organiser by his side. HACSU organisers represent you at meetings and make sure they stay on track and that your employer isn’t asking you any leading or irrelevant questions. We also make it clear to your employer what we think would be a reasonable outcome.

We told Ali’s employer that because his response made it very clear he hadn’t had any contact with the resident at the time, the reasonable outcome would be for the issue to be dropped and for him to come back to work.

After the meeting, the employer went away and reviewed Ali’s response – and then he got the call saying there was no fault found and he was no longer stood down. His shifts had been put back into the roster and he was able to go back to work.

We were able to support Ali all the way through and make sure he got to go back to work with no fault on his record.

What if I get a warning, or some other kind of sanction?

IIf we help you through a disciplinary process and we believe your employer has made an unreasonable decision about taking disciplinary action against you, HACSU will stay involved and can raise a dispute against your employer if that’s what we need to do.

The next steps will always depend on your individual situation, but you can always rest assured that we are here to represent you and fight for you every step of the way.

UK STRIKES HIT HOME

Thousands of civil servants across the UK have been striking over their pay and conditions amid negotiations with their conservative government. The government’s miserly wage offers have led to thousands walking off the job to join mass pickets and wide scale service shutdowns, the likes of which haven’t been seen since the Thatcher government.

Inflation has hit a 41-year-high in the UK at 11.1 per cent and millions of workers are finding themselves struggling to be able to survive, now they’re fighting for pay increases that keep up with this newest costof-living crisis.

Ambulance workers stand firm

Ambulance workers are amongst the many in the public sector protesting. They’ve raised concerns about severe and record delays for patients seeking emergency treatment and their stressful working conditions, severe staffing shortages, and burnout.

Ambos and their unions say that these chronic issues in emergency services have been exacerbated by established and entrenched problems within the NHS more broadly, too. They say issues like high levels of understaffing in health

have led to long wait times in the emergency department – which has a flow on affect to paramedic services.

As a part of industrial action paramedics were only dispatched to high priority cases, with patients needing non-urgent care referred to GPs or pharmacists. NHS management apparently formulated a plan over the Christmas period to manage emergency worker walkouts by calling in military personnel, volunteers and discharging patients where possible to accommodate for other patients. It sounds a lot more convoluted than just giving workers the pay rise that they deserve, and the public getting the services they need.

New anti-strike bill

Now, more workers are set to take further united industrial action because of the government’s passage of a draconian anti-strike bill in the UK house of commons this year which is now awaiting a second vote in the upper house before it reaches assent. The anti-striking bill comes because of the mass shutdowns and growing worker power against the government, and it aims to curtail many of workers’ rights to protest and unionise.

What now?

It’s a scary and undemocratic precedent if this new bill does become law. Being able to protest conditions at work and unionise is one of the longest standing principles of a democratic and fair society. Repealing these kinds of rights are a worrying trend that everyone in the union movement, and beyond, must resist. But fortunately, workers are standing up to organise against these unionbusting tactics, planning further protests and strikes.

It’s important as unionists that we stand in solidarity with workers all over the world to get these underhanded tactics rebuked.

As for the UK public sector strikes, HACSU members know all too well about the struggle for fairer wages and conditions in the face of stingy employers.

Our health, public sector, and emergency workers across the world have helped their communities through the pandemic and upheld critical services in an unprecedented pandemic – and it’s time for governments across the globe to step up and respect essential workers by paying them what they’re worth. If they can’t, then we have no choice but to fight.

Nurses and ambulance workers both walked off their jobs on the same day for the first time in England © Dan Kitwood/Getty Images

SYDNEY GARBOS ON STRIKE

Around 35,000 bins were left unemptied in the Sydney area one February morning as workers from the Transport Workers Union (TWU) went on a 24-hour strike to demand better pay and working conditions. This is the third stoppage at the Hillsdale-based garbage site in a year, and one of many across other facilities the operator runs in NSW. Garbos are standing up to say that they’re essential workers who keep our streets clean and safe and deserve to be treated with respect. The TWU members are employed by subcontractor and waste giant Cleanaway. Workers say they haven’t received a pay rise in over two years, even though they are working at levels of staffing as low as 40%. Cleanaway had been refusing to partake in negotiations until they were eventually dragged to court by the union, with workers in the City of Sydney area paid $4 less an hour than other NSW council area counterparts.

Workers are asking the Sydney City Council to intervene, arguing that they can outsource waste services, but they cannot outsource responsibility for its hired subcontractors. Richard Olsen of the TWU NSW said:

“We’re calling on the City of Sydney council to intervene here. They are responsible for waste collection for the community, and they can’t bury their head in the sand.”

Cleanaway made a last-ditch effort when it heard about more strikes, but members again rejected their offer, saying it fails to fall in line with the rocketing cost-of-living across Australia. After this rejection, Cleanaway came back again with yet another offer, but workers say it still sees them fall further behind on keeping up with the cost of essentials and fails to

address many of the important conditions matters like overtime, workload, and safety.

In their latest offer, Cleanaway are also seeking to increase the maximum length of an ordinary shift from 8 to 12 hours so they can avoid overtime rates, which have been skyrocketing due to the poor recruitment and retention of staff. But workers are bravely standing up to say that enough is enough and they’ll keep protesting Cleanaway’s poor wages and attempts to cut conditions.

Cleanaway’s garbos are the perfect example of what can happen when workers stand together in unity and withdraw their labour to strike. Traditionally their roles as garbos have been seen as more or less expendable by corporate interests, but these latest strikes are proof of the essential work garbage workers provide for their community – especially when they see the reality of having bins left unemptied. Not staffing services the public rely on can often be a hard decision to make for workers, but when the value of their work isn’t respected then these small inconveniences can often be the biggest route to gain public awareness and see real change.

With numerous other negotiations and disputes in other states, it’s clear that Cleanaway are on a mission to attack its own workforce and undercut them on wages. Garbos aren’t going to stand for it, and they say that further strikes will come if Cleanaway fail to improve conditions and give them the same pay as their counterparts. As one group of essential, and often invisible, workers we send our solidarity to another – it’s time to hold scabby employers to account.

Rubbish left on inner city Sydney streets as garbage truck drivers strike. (Nine News) 41

Your HACSU workplace delegate

Alice Neasey

Alice Neasey works at Southern Cross Care in Yaraandoo where she is a cleaner and a proud HACSU delegate.

But Burnie locals might know her as the woman behind Stitched by Alice, where she makes scrubs in all kinds of patterns. Her scrubs are out and about on the coast at Yaraandoo and the North West Regional Hospital, but Alice also sells them to people all around Australia!

She got her start after a colleague wore Christmas-themed scrubs to work. “I was intrigued!” she said. “And my colleague said, ‘You could do these.’ So when I went home, I

went to Spotlight, I bought some fabric and a pattern and made myself Christmas scrubs. And from then on it just went crazy. Come Christmas-time I’m very busy!”

Between all her sewing and embroidery for Stitched by Alice and spending time with her children and grandchildren, Alice is always on the go.

And after sixteen years in aged care, her favourite part of the job is still seeing the residents. “Without the residents, the job would be boring. My day involves working with the residents and keeping the place clean – some days I work in the laundry, so that includes doing their washing, drying, ironing. Just keeping the place running as a whole.”

Many HACSU delegates put their hands up for the job themselves and ask for support from their colleagues in the role – but for Alice, it was her coworkers who nominated her and asked her to represent them! “I’m always happy to listen and get answers for people,” she says, “that’s my main role. To help people out.”

Alana Hughes

Alana is a cleaner at Southern Cross Care’s Mt Esk facility in Launceston, where she’s worked for 22 years this May. The job has always been a passion for Alana, who’s still coming to work every day at almost 65 years old.

“The reason I came to aged care was because of my love of the elderly people – I now am nearly one myself! But that’s why. I always wanted to work with or around the elderly.”

Alana wants the community to understand just how important her job is, because isn’t just nurses and care staff who are there for older Australians and their loved ones in aged care.

“We’re not ‘just’ cleaners. We interact with everybody that comes into the building. If families are emotional or upset when their loved ones are passing, we have to be there for them. Some nights you go home and you just go, ‘I’ve had enough’… but you come back the next day. Because you want to be there and you want to do something to help these elderly people.”

In her role as a delegate, Alana wants to be part of changing aged care for the better. As a union leader at work, she’s speaking up for workers like herself by advocating for a much deserved 25% pay rise for all aged care workers, which HACSU is fighting for at the Fair Work Commission through our work value case.

“We do a lot,” she says. “We deserve respect for it.”

You can read more about the aged care work value case and our fight for a 25% pay rise on page 10.

Susan Neighbour

Susan Neighbour is a Refugee Health Social Worker at the Launceston General Hospital and a passionate believer in social justice. Through her work, she sees people who have newly arrived on humanitarian visas, people on temporary visas and seasonal workers, as well as the established refugee community.

An average working day is usually full of surprises and is very difficult to predict, but advocacy is a usual part of Susan’s daily practice.

“I care very much about human rights, and disadvantage versus privilege. I am a strong believer in one world, one people – and therefore whatever impacts upon others in the world brings me a responsibility to speak out about the many injustices that occur in Australia and all other parts of our global home.”

Being a union delegate is just one way to speak out about injustices. Susan’s father was a strong unionist who always drilled into her that everyone needs a fair go in the workplace and that we have to fight for our rights. “I see union membership as crucial in the workplace to help to address employment conditions,” Susan says.

Her biggest hope for her workplace is transparency, equitable treatment, and inclusiveness for all employees. “I would like to see a true commitment to a bottom-up approach, including genuine consultation, so that those of us who are grassroots workers and know what is needed in our areas can contribute to decision-making.”

Choose HESTA as your super fund.

Strong long-term returns

Be with a strong performer. The HESTA MySuper authorised default option Balanced Growth, has delivered an average annualised return of 8.79% p.a. over 10 years* to our members. And we keep our administration fees and costs down.

Profit to members

We’re an industry super fund, so we’re run only for you.

Insurance for you and yours

You’ll have access to affordable cover that protects you and your family. From income protection to death insurance, we’ve got you covered.

Investing in today, and tomorrow

We invest in the future of your industry, your community, and our planet. From health and aged care infrastructure to clean energy and affordable housing, your super will shape a better tomorrow.

Support for parents

HESTA super and HESTA Personal Super members can get up to a 12-month break from paying insurance fees on parental leave — and stay protected 24/7. Find out more hesta.com.au/parental-leave

Expert help

Get expert superannuation advice on your terms, at no extra cost: it’s all part of being with HESTA. Access it whenever and wherever you like: online, over the phone, through an information session or face-to-face.

Gender equality

80% of HESTA members are women: a major reason why we’re so committed to gender equality and addressing why women retire with around half the super of men. We’re leading this change though how we act, advocate, and invest.

GROW

OUR UNION

There’s strength in numbers. The bigger our union, the more we can do together to improve things at work.

Help HACSU grow, and we’ll help you out with a $20 gift card – for a limited time only!

While stocks last, we’ll send you a $20 Coles gift card if you’re a HACSU member and you get a coworker (or a friend) to become a member, too.

It’s simple:

Help your coworker (or friend) to join HACSU – get them to call 1300 880 032 or join online at hacsu.org.au/members/join

Email assist@hacsu.org.au to tell us the name of your coworker (or friend) who has joined

Once we’ve confirmed your coworker (or friend) has become a member, we’ll mail your gift card to you

Spend your $20!

There’s no limit on the offer. You can get as many gift cards as you have coworkers (or friends) who want to become HACSU members.

Unions work best when everyone’s involved. Working together is how we make change.

Be part of the action and help us grow stronger today!

1. 2. 3. 4.