Inform Winter 2017

INFORM WINTER 2017

INSIDE: WHAT YOU NEED TO KNOW ABOUT PENALTY RATES IN A POST-FWC DECISION CLIMATE HOW THE FAIR WORK DECISION COULD AFFECT YOU: Page 5 DEALING WITH DISCRIMINATION, BULLYING AND HARASSMENT: Pages 18 & 25

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INFORM WINTER 2017

CONTENTS P3

Who's who at HACSU? Our COM & Sub-Branches

P4

Editorial: Our health system is in crisis

P5

Protect our penalty rates! How the FWC decision could affect you

P6

Report: Growing our union

P7

When management fails to consult, unite!

P8

Carers week: A great success!

P9

Appropriate training must be a priority

P12

When we work together, we win

P13

The future is finally secure at Aminya

P14

Independent Medical Reviews and you

P15

Meet your Delegates (Part 1)

P16

Understanding entitlements: long term personal leave

P17

Ambulance update: the latest from AT

P18

Discrimination: How it looks in the workplace & making a complaint about it

P21

The 4-day working week

P23

Meet your Delegates (Part 2)

P24

This is what's going on in Community & Disability

P25

Workplace bullying is not OK!

P28

Unite & fight! Say YES to protected industrial action

P30

Meet your Delegates (Part 3)

INFORM is the official journal of the Health & Community Services Union Tasmania

Editor: Tim Jacobson, HACSU State Secretary. Contact: assist@hacsutas.net.au or 1300 880 032. Responsibility for electoral comment in this publication is taken by Tim Jacobson, 11 Clare Street, New Town, Tasmania 7008. Produced by Health and Community Services Union Tasmania Branch (ABN 80 085 253 953). 2017. 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.

WHO'S WHO AT HACSU? OUR C.O.M. & SUB-BRANCHES COMMITTEE OF MANAGEMENT •• Tim Jacobson | State Secretary, HACSU •• Robbie Moore | Assistant State Secretary, HACSU •• Judy Richmond | President, Mersey Community Hospital (After Hours Coordinator) •• Chris Webb | Senior Vice-President, HACSU (Holiday Home Maintenance Officer) •• Prunella Peschar | Junior VicePresident, DHHS—Community Health (Social Worker)

•• Leigh Gorringe | Trustee, Oral Health Services (Dental Therapist)

•• Mike Coombs | Member, Royal Hobart Hospital (Radiographer)

•• Christine Hansson | Member, The Hobart Private Hospital (Registered Nurse)

•• Marlene McHenry | Member, Beaconsfield District Health Service (Domestic)

•• Peter Moore | Trustee, Disability Services—NW (Service Co-ordinator)

•• Audrey Prosser | Member, Launceston General Hospital (Hospital Aide)

•• Pam Brock | Member, Strathdevon— NW (Extended Care Assistant)

•• Carolyn Shearer | Member, Oak Enterprises (Disability Service Worker)

•• Andrew Challis | Member, Yaraandoo Nursing Home (Enrolled Nurse)

•• David Thomas | Member, Ambulance Tasmania (Paramedic)

AMBULANCE SUB-BRANCH ••

Lauren Hepher President

••

Chris Benjamin North West Rep.

••

David Thomas Northern Rep.

••

AJ Heiermann Vice-President

••

James Scott Southern Rep.

••

Simone Haigh Project Officer

••

Lyn Crombie Communications

••

Natalie Conway Northern Rep.

••

Daryl Pendry Project Officer

ALLIED HEALTH PROFESSIONAL SUB-BRANCH ••

Leigh Gorringe

••

Vanessa Ireland

••

Janet Howells

••

Pru Peschar (Observer)

••

Wade Clarkson

••

Ben McGregor

••

Fiona Jones

••

••

Ted Sherrin

••

Anne-Marie Avery

••

Kristina Manning

Mike Coombs (Observer)

••

Leonie Halley

••

Helen Burnet

••

Judy Seal

••

Stephen Hayes

••

Philippa Cannan

••

Andrew White

DENTAL SUB-BRANCH ••

Marcus Barton President

••

David Basser Vice-President

NURSES SUB-BRANCH ••

Leanne Cowen

••

Jane Armstrong

••

Christine Hansson

••

Judy Richmond

••

Susan Banks-Smith

••

Michael Harrington

••

John Coutts

••

Paige Ashwood

••

Nicole Howard

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INFORM WINTER 2017

EDITORIAL: OUR HEALTH SYSTEM IS IN CRISIS STATE SECRETARY TIM JACOBSON We need to have a conversation about the state of our industries. Whether you work in aged care, disability, community services, private hospitals and diagnostics or the public health and community services sector, the services we are able to provide our community are in serious decline.

Over a decade of ongoing cuts, inadequate indexation and profiteering by the corporate sector is undermining the safety net of services members are able to provide to our community.

Recent negative events across Tasmanian public hospitals, particularly at the Royal Hobart Hospital, highlight the parlous state of our services.

Negative findings by the coroner, ambulance ramping, Emergency Departments at Code Yellow and specialist clinic waiting lists continue to spiral out of control. And the State Government continues to crow about record investment in our system.

It may be a record, but it is simply not enough. You know very well the consequence of cutting expenditure: it is overwork, growing demand and human suffering.

I’ve recently been involved with the work of the Tasmanian Patient Health Group. A group of patients who have organised themselves to advocate for change. Having sat down with them, some of the stories of their journey through the system and how badly it has let them down are moving.

But they never blame the staff. They blame politicians for their wrong priorities. Their praise for staff and knowledge of the pressure you are under is a feature of every conversation I have with them.

We must have a conversation about what is needed to ensure our industries are adequately funded. In most part, our industries are funded by Government through taxation revenues.

We are a rich country, but we have been made to feel poor. Profits are at an all-time high.

Corporate CEO salaries are obscene. Our tax system is broken and it must be addressed.

We aren’t a poor country. The problem is that big business and corporate high-flyers aren’t paying their fair share. If our tax system is fixed to ensure they pay their share, there would be more than enough to go around. We could fund our industries properly and support the most vulnerable in our communities. Our tax system is rigged against ordinary Australians in favour of big business and the law needs to change.

Bargaining across our sectors is extremely difficult with laws that aren’t helpful. Employers in a number of other industries are cancelling agreements and throwing their workers back to the minimum rates in modern Awards. Some employers in our industries have made this threat. This tells me that the bargaining laws are broken and must be fixed.

In order to achieve real change, resolve these issues and many more, we must change community attitudes.

When big business is making more profit and not paying tax, when our bargaining laws are failing and workers are worse off not better off, when our industries suffer, when inequality is on the rise we must act.

Over the coming months we will be discussing all these issues and more with you in your workplaces. The best way to protect ourselves against employer excesses is to join a union.

Talk with your workmates about how we can all make a difference: by being part of the union.

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INFORM WINTER 2017

PROTECT OUR PENALTY RATES! HERE'S WHAT YOU NEED TO KNOW ABOUT HOW FEBRUARY'S FAIR WORK DECISION COULD AFFECT YOU.

On Thursday, 23 February 2017 the Fair Work Commission handed down its much anticipated decision in relation to penalty rates.

The decision means that hospitality, retail and pharmacy will see a reduction in Sunday rates and Public Holiday rates in their awards.

Further proceedings are going to be heard and this is likely to see reductions in penalties for even more workers covered by the Hair and Beauty Award and the Clubs Award.

The ACTU has received further advice that the decision could lead to reductions in a lot of other industry awards including Aged, Health Care and SCHADS. This is a bad decision that acknowledges that it will reduce take home pay for low paid workers.

These workers don’t deserve this pay cut and cannot afford it.

It is essential that we continue to join with other unions to fight this unfair attack on workers, both for the sake of these workers and because if this is allowed to go ahead, it will impact directly on HACSU members.

HACSU has proudly stood alongside other unions over the last 18 months as part of the Save Our Weekend campaign and the support from the community has been fantastic.

We know there is widespread support for penalty rates from the feedback from all our community campaigning such as wobble boarding, market stalls, rallies, sporting events, etc.

The fight isn't over. We're still standing against these cuts and we will fight against any cuts proposed in any other industry.

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INFORM WINTER 2017

REPORT: GROWING OUR UNION ASSISTANT STATE SECRETARY, ROBBIE MOORE We're standing against cuts to penalty rates.

In the months since the Fair Work decision on penalty rates, we have been out on the job talking to members about what this could mean for you. We've started a survey and we've been holding membership meetings across the state to endorse a resolution from the ACTU: HACSU members say "We will campaign to protect penalty rates!"

We are also developing an activist database to build our structures and sustain a long term campaign.

The Portable Long Service Leave Scheme campaign is also continuing with the survey collection coming to a close. We have done joint activities with United Voice and in June we held an industry forum with union members, sector employers, PLSL experts and politicians.

We have also met with key figures in the aged care, disability and community services sectors.

We met with Darren Mathewson from Aged and Community Services and David Clements from National Disability Services to engage with both industries on the campaign.

A lot of work is continuing around the implementation of Public Sector Agreements, especially around the Public Sector Nurses Agreement. The implementation of Associate Nurse Unit Managers is proving to be quite complex and there are mixed views on how this should occur.

We are also doing a lot of work around the HACSU Sub Branches especially focusing on reestablishing the Nurse Sub Branch and Allied Health Professionals Sub Branch with nominations closing recently. The first meetings of these renewed Sub Branches have been held, focusing on the implementation of the Public Sector Agreements.

HACSU continues to focus on issues affecting members in Disability Services with the implementation of the National Disability Insurance Scheme (NDIS).

We along with other unions have made submissions to the current productivity commission and represented members at a summit on the NDIS in Canberra.

In aged care, three significant disputes are looming with Wynyard Care, The Gardens (based at Claremont) and Southern Cross Care that has sites in all regions. Wynyard Care and The Gardens are attempting to take away current conditions. Southern Cross Care has ignored members' Log of Claims to address massive workload issues and has offered very low wages increases over the next 3 years.

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INFORM WINTER 2017

WHEN MANAGEMENT FAILS TO CONSULT, UNITE! When management fails to consult with members about roster changes, you don’t have to just take the change. You can get a great result by sticking together and fighting for your rights.

At St Giles, management had sent some correspondence that made members very worried that their hours of work were going to be reduced without consultation – either with staff or with HACSU. It was clear from their conduct so far that management were showing little respect for HACSU members. Their actions had caused significant workplace stress and drained the morale of the team.

Members brought their concerns to HACSU and we contacted St Giles management on their behalf, citing a breach of the work agreement over their attempts to reduce the hours of support operations staff.

Specifically, St Giles hadn't gone through the proper consultative process to allow members to provide meaningful feedback on a very big change in their work hours. HACSU asked that the status quo remain whilst the dispute was resolved.

To management's credit, once we alerted them to the breach of the consultation clause, management contacted HACSU and apologised to members for the oversight, withdrew the original notification, and modified the shifts back to their original rosters.

St Giles then went about setting up individual meetings for the affected group homes to talk about the proposed roster changes in the group homes. HACSU sent out a bulletin encouraging members to attend these meetings in order to fully understand the proposed changes and the intended implications of the changes if they went ahead.

HACSU attended these meetings along with members, and we are pleased to say that in the meetings Members were able to consider all aspects and reasons for the change of hours.

The main reason for the roster changes was because of the funding hours St Giles will receive because of changes to NDIS funding.

At the meetings, management briefed members on the implications of the changes to the NDIS funding and the flow-on effects.

Members were then given the opportunity to put their ideas forward and to comment on what roster would suit their individual group home. After the consultation, it was agreed that three proposed changes to night shift would be put forward.

The changes were then coordinated to ensure no members was short on their take-home pay.

Some staff were also given the opportunity to change their rosters to better suit their own work life balance during this process.

The lesson here is: don’t just accept the roster you might have forced on you – stand up for your rights!

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INFORM WINTER 2017

CARERS WEEK: A GREAT SUCCESS! We're the union that cares for everyone in aged care.

HACSU aged care organisers commenced morning teas and BBQs statewide in all aged care facilities earlier this year to promote our huge range of benefits for members.

Each morning tea and barbecue was attended by lots of members (and non-members) who were enthusiastic about finding out what HACSU benefits can do for them.

We had plenty of discussions on how members can make significant savings in their fortnightly budgets with the discounts HACSU provides on essential goods like groceries, petrol as well as entertainment and holidays.

It all adds up over the year as big savings for you and could negate membership costs.

HACSU is the only union that looks after all Aged Care Workers. We cover ECAs, nurses, domestics, catering, leisure and lifestyle, maintenance and administration. If you work in aged care, we've got you covered.

HACSU also provides all workers a national voice on the things that matter most to them, like: •• Penalty rates •• More appropriate funding for aged care •• Keeping workers' and residents' safety on the national agenda •• Portable Long Service Leave •• And many other important issues that affect the aged care sector By covering all employees in aged care, HACSU and our members have the power to make positive change to your working conditions, workplace and the aged care sector as a whole.

HACSU and our members are leading the way, by not only creating better workplace conditions but a better quality of life overall through the benefits we provide for our members.

That's why we are the union that cares.

Talk to your work colleagues, friends and family about the benefits of being part of the union movement.

Together we can fight for workers’ rights.

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INFORM WINTER 2017

APPROPRIATE TRAINING MUST BE A PRIORITY Members who work in our aged care facilities are finding themselves caring for more and more residents with vast arrays of issues.

This means appropriate training on how to look after these residents is a high priority for a majority of our aged care members.

The need for training was highlighted recently at a major aged care facility where members were concerned about a resident whose behaviour, due to his mental health issues, was causing physical danger to members.

Members had raised concerns with management on numerous occasions in verbal conversations, through incident reports and in emails to Nurse Coordinators.

When the resident was admitted into care, none of the issues had been addressed and management hadn't given an appropriate response to members. Members had been left susceptible to physical abuse.

When members asked what to do if the resident had a non-compliant episode due to his mental health issues, management just told members to ‘appropriately physically restrain him’.

Members had major concerns about this. They had never been trained in how to appropriately restrain a resident with this particular type of aggressive mental health issue, and yet they were expected to do just that.

When members told HACSU what was happening, we wrote to management to remind them that they have a duty of care to provide employees with a safe workplace under the Workplace Health and Safety Act. Under the Act, employees also have a duty of care to ensure the workplace is safe for themselves and their colleagues to work in.

HACSU members were united and insisted that management address the situation immediately.

Because of members' unity and insistence that management be accountable and address these health and safety concerns, management ultimately made a number of important commitments: 1. Supply a detailed care plan, complete with restraint management practices.

2. Make referrals to seek specialist support for the management of the resident.

3. Provide staff with guidance regarding both care and management of the residents care plan.

4. To support staff in the safe management of the resident’s behaviour – including a 2 hour training in paid time on Behaviour Management with an interstate expert.

Because members stood up for themselves and stood together, the facility was forced to provide more appropriate safeguards and training.

But the fight still continued. The training provided left something to be desired in members' eyes.

Once again, members stood firm and pressed management to deliver training. Management recently committed to seek follow-up training to address the issue properly Rest assured, these HACSU members will hold management to their word until they are satisfied that they have the training they need to have a safe work environment.

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INFORM WINTER 2017

#PRIORITY1 WINS CAMPAIGN OF THE YEAR Congratulations to our Ambulance members, whose #Priority1 campaign took out the 2017 Local Workplace Campaign of the Year Award at the Unions Tasmania May Day Dinner.

Pictured: Ambulance Employees Sub-Branch (AESB) President Lauren Hepher collecting the Award from ACTU Secertary Sally McManus on behalf of HACSU Ambulance members.

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

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

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

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

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

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

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

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

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

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

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

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

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

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INFORM WINTER 2017

WHEN WE WORK TOGETHER, WE WIN In April 2016, the DHHS Human Resource (HR) department advised a specialised group of Allied Health Professionals that their long-held entitlement to overtime when working oncall from home was going to be removed and replaced with ordinary time payment.

Members contacted HACSU to advise of this change as HR had failed to do so.

HACSU met with members to discuss the situation and realised immediately that even though the issue was deeply and widely felt, not everybody within this team was a member of HACSU. Members agreed to talk with their non-member colleagues while HACSU drafted a letter to management and HR to arrange a meeting to discuss the issue.

At the meeting with HR, HACSU were told that the change would occur effective as of July 2016.

HACSU then invoked the dispute process on behalf of members and demanded that status quo be maintained until the matter was resolved.

We met again with members to go over strategies and it was decided that with 95% of staff now HACSU members, an industrial action plan was to be developed and presented to DHHS management and HR. HACSU were called to the Tasmanian Industrial Commission (TIC) by management and HR and TIC issued a directive that the parties again try to resolve the issue.

Following two further meetings and members maintaining their readiness to take action, management wrote to HACSU in late January 2017 acknowledging that on-call work from home outside of the normal span of hours would continue to be paid as overtime.

This is a great win for HACSU members who worked together as a collective with their union to ensure an unfair change without proper process was stopped. Their long-held entitlement continues to be paid now and into the future thanks to their determination and unity.

Never assume that your employer will tell your union about all changes within your workplace.

If you do hear of a change that may be occurring, always contact HACSU so we can assess the proposed change and ensure your workplace rights are respected.

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INFORM WINTER 2017

THE FUTURE IS FINALLY SECURE AT AMINYA Following a long and protracted process, James Scott Wing will be transferred to North East Care and the future of Aminya and aged care for the North East finally looks assured.

As some members would be aware, the future of aged care in the North East was thrown into uncertainty in early to mid-2015 when Presbyterian Care Tasmania inexplicably withdrew from their agreement to take over the James Scott Wing from the Tasmanian Health Service and consolidate aged care in the North East.

In late 2015 informal discussions commenced between May Shaw Health Centre, the Tasmanian Health Service, the Dorset Council and HACSU. This was followed by more formal negotiations which commenced in April 2016 to arrange the transfer of the James Scott Wing, the aged care section of Scottsdale Hospital, to Aminya which is now operated by North East Care.

Following a substantial amount of work on a number of agreements and administrative matters including bed licenses, the transfer would formally occur in early May 2017.

A number of workers have agreed to transfer from James Scott Wing to Aminya and the agreements will see those members compensated for the difference in wages and allowances amongst other things.

A number of other workers have chosen to stay in the Public Sector and they will be supported

by HACSU as they are found alternative work to do.

It is the end of an era and the beginning of a new one for aged care in Scottsdale and for some it's bittersweet, but the alternative was for Aminya to close indefinitely which would have been a catastrophe for Scottsdale and the wider North East.

There are a number of individuals who have worked tirelessly to ensure this occurred and HACSU commends them for their commitment and drive.

Most of all, this has been a trying and nervous times for members at both Aminya and James Scott Wing, however by sticking together and doing everything we could, we made it.

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INFORM WINTER 2017

INDEPENDENT MEDICAL REVIEWS & YOU On occasion employers require you to attend an Independent Medical Review (IMR) to assess your ability to perform your duties. Sometimes these are also called an Independent Medical Assessment (IMA). Regardless of the name, an employer can order them so it is important that members know their rights.

An IMR is mostly ordered in the event of a Workers Compensation Claim but can also be used in other circumstances. In the event of a Workers Comp claim the employer's insurance company can order an IMR to seek a review of your medical condition and injury relating to the claim. You are asked to attend a doctor of their choice for this assessment. The Workers Compensation Act of Tasmania allows for this and you are required to attend. But you do have rights here as well – for instance you can ask for a change of time and date. Any reasonable costs incurred are to be paid for by the insurance company – but probably most important of all – you can take someone with you. (We'll revisit this point later.)

One of the most common questions we hear is "Can I get a copy of the IMR report?"

Unfortunately it's not an easy answer. The report is actually the property of the insurance company, however, it's also your medical history so you can request a copy be forwarded to your treating doctor. It is important to ask this question as it won't just happen.

It is not unknown for an IMR to be used as a reason for the insurance company to lodge an Application to the Workers Compensation Tribunal to dispute the claim under what is called a section 81. This is a legal process for the insurance company to seek to dispute the claim and therefore cease payments. Under the Act an insurance company only has to argue that there are reasonable grounds to dispute the claim – a lot of the time, an IMR gives them those grounds, in that the IMR finds some other reason for the injury or health issue.

The other important thing to remember is the IMR is paid for by the insurance company, in Tasmania there are only a few doctors that perform this service.

The other main reason the employer may ask for an IMR is if you are placed on some form of restriction by your doctor. We recently attended one of these medical reviews with a member because the employer felt that the member had taken an excessive amount of sick leave in the recent past. The member had been provided a medical certificate requesting some minor restrictions in the workplace. The request was for a 10 minute break very two hours and the ability to perform some light stretching exercises. The member was also attending physiotherapist after work so that the member could avoid possible surgery. The employer argued that under their duty of care they needed to ensure the member could perform what is termed "the inherent duties of the position". The member could perform all the duties without any problems at all. The restrictions, we argued, were what is called "reasonable workplace adjustments". These are minor adjustments that an employer can reasonably take (that is, they don’t cost a lot) to allow the employee to continue working.

While an IMR is not initially an industrial matter, it may well turn out to be one. You should always take someone with you. In fact, this is probably your most important right. Taking someone who can take detailed notes may well help you avoid either a trip to the Workers Compensation Tribunal or a meeting with your employer. If you can't avoid either of these, at the very least you have someone on your side to give a detailed account of what actually happened in the IMR and be able to assist your treating doctor in refuting the report if necessary.

HACSU can attend IMRs with you and we strongly encourage members to call or email us to discuss with your rights and your obligations under the Workers Compensation Act and the Fair Work Act – we can provide detailed industrial advice and legal referrals if required.

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INFORM WINTER 2017

MEET YOUR DELEGATES!

MANDY TAYLOR

Child Safety Service, 5 years There's no such thing as an average day.

I investigate notifications in relation to children’s safety. I assess risk, neglect.

And I liaise with schools, police, doctors, families, home visits, school visits.

At times it's hard not to take some of what you are exposed to in your work home. Self– care and identifying your own stressors is really important. So is not allowing yourself to be too overwhelmed. The work doesn't slow down and there's always another family in need.

I recently became a delegate because I believe in not just moaning about problems, but doing something about it.

I like going to the football as I used to be a trainer. I like swimming and spending time with my grandchildren.

Should pineapple go on pizza?

Sometimes.

Orange juice: pulp or no pulp?

Pulp.

How do you feel about coriander?

Hate it.

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INFORM WINTER 2017

PAIGE ASHWOOD

Roy Fagan Centre, 4 years I've been employed with the department since I was 21 and I've been at Roy Fagan for the last 4 years. I enjoy being a nurse in mental health.

The best part of my job is my wonderful colleagues and the people we help on their road to recovery.

The two things I personally feel passionate about are penalty rates (I believe this will be our biggest fight), and patient assault on nurses and care assistants.

My life outside of work involves my newlydiscovered joy of travel and my love of participation in the racing industry as a breeder and owner. I take much enjoyment and love from my mares. Foaling and breeding season is a time of year that I get very excited about and take ultra seriously.

Should pineapple go on pizza?

Pineapple most definitely goes on pizza.

Orange juice: pulp or no pulp?

Pulp-free for me.

How do you feel about coriander?

Love it. It causes issues in our household as I'm the only one who does!

UNDERSTANDING ENTITLEMENTS: LONG TERM PERSONAL LEAVE If you are unfortunate enough to have an illness or injury that has kept you away from the workplace for a lengthy period of time, the last thing you need is a complicated return to work process.

Whilst Workers Compensation is also a complicated process, it has its own legislation and regulations that prescribe what returning to work looks like, there is lack of standard procedures for long term sickness that is not compensable.

HACSU assist gets a number of requests for help from members each year who are trying to navigate the complexity of policies and procedures (or lack of them) when attempting to get back to work after being absent for some time. This article will answer some of the most common questions we get.

Question: Can my employer make me attend an Independent Medical Assessment even if my Doctor has said that I am fit for work?

Answer: Yes. Your employer can demand that you are declared ‘fit for normal duties’ even if your Doctor has given you the all clear. Keep in mind that if you are deemed fit for partial duties with some restrictions (e.g. not lifting more than 5kg), you should insist on returning to work on restricted duties.

Question: I need to take carers leave to care for a close family member, but my employer says I have already take 10 days of carers leave so they won’t approve it even though I have plenty of personal leave accrued. Can they do this?

Answer: It depends on what your Agreement/Award states about the amount of carers leave you can take. For example, some agreements state that you can take up to ten days carers leave but then you need to apply to access any more. This effectively means that the employer could refuse a request. (This is when you need to call HACSU!) Other agreements do not have restrictions on access to carers leave.

Question: Because I have had a lot of sick leave, my employer wants me to move into another position.

They want a meeting with me. What should I do?

Answer: This is where you need representation from a union organiser. If it is unlikely that you can perform your duties in your current position due to chronic illness or injury, then you want to have a say on where the next stage of your working life is going to be. Don’t just leave it up to the employer to do the right thing by you.

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INFORM WINTER 2017

AMBULANCE UPDATE: THE LATEST FROM AT Ambulance Tasmania has undergone a significant amount of leadership change in the last 12 months.

We had the departure of the CEO Dominic Morgan who took nearly a year to replace, and Paul Templar spent nearly all of that time as the acting CEO. There have also been changes in many management positions.

This period also included the bargaining period for the 2015 EBA, which was not resolved until August 2016. Our members received back payments to December 2014 of the government sanctioned 2% per annum benchmark. Along with locking in the Earlier Work Value Claim (14.1% split over three payments), the agreement also provided for 2% in Dec 2015, 2% in Dec 2016 and a final 2% in Dec 2017. These final payments are fast approaching (July and December 2017).

It’s nearly time to commence the bargaining process for the 2018 Agreement. (Wow, that was quick.)

Neil Kirby took up the CE role late last year. HACSU has met formally and informally with Neil on several occasions. We so far have a productive relationship, but we note that there is much ‘change’ forecast, some of which will be accepted by our members, and some we suspect will be contested vigorously by our members, but we are working very hard to ensure elements of conjecture don’t become agency policy.

We understand that there will be a push to re-introduce support positions back into the structure and potentially re-evaluate the organisational structure in general. New paramedic positions were not included in the recent State Budget, despite years of lobbying by HACSU for this to happen.

Subsequently, post- the budget, the Health Minister announced new paramedic positions.

It remains unclear how these positions will be funded, but ultimately that’s a matter for the government.

During the 2015/2016 EBA bargaining, a claim raised by HACSU that a Necessitous Circumstances Fund be established. The idea was to have a ‘sick leave bank’ funded by our members on a voluntary basis as a fall-back position to ensure that when people were waiting on insurance payments etc. that they would not have a period without an income. It morphed into the formal clause in the EBA, the Extraordinary Leave Scheme or ELS. We have continued to work with Ambulance Tasmania and the DHHS about the rules for this scheme. As it stands this will be a voluntary scheme, with a Committee to administer the rules and determine claims made against the scheme. AT will provide administrative and payroll support in relation to tracking the contributions to and payments from the scheme.

The final rules, when they have tacit approval, will be put to members for a vote, which will include consultation and explanation about how the scheme will and won’t work. If members reject the scheme as developed then it will not eventuate.

HACSU believes that members who are affected by significant health issues do not also need to be placed under financial stress at the same time as trying to deal with a significant health issue.

HACSU continues to engage with AT and the THS about resourcing, including improvements to ramping, missed meal breaks, shift extensions and delay case responses. The solution is clear: we need extra resources in the Ambulance system as well as the hospital system.

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DISCRIMINATION: HOW IT LOOKS IN THE WORKPLACE The term ‘discrimination’ is widely used and at times misused. This article focuses on what discrimination is in the eyes of the law and what options are available to you if you feel you have been discriminated against.

What is discrimination?

Discrimination is when a person is treated less favourably (worse) than other people because they have a particular characteristic, such as their age, race, sex or disability. It is also discrimination when a person is disadvantaged compared to other people because they have a particular characteristic.

What is against the law?

Discrimination is unlawful under the Anti-Discrimination Act 1998 (Tas) (the Act) if it is discrimination on the basis of one or more of the characteristics listed in the Act (these characteristics are called 'attributes').

These ‘attributes’ take the form of: •• Age •• Race •• Disability •• Irrelevant medical record •• Gender •• Gender identity •• Intersex •• Breastfeeding •• Pregnancy

•• Sexual orientation •• Relationship status •• Lawful sexual activity •• Marital status •• Family responsibilities •• Parental status •• Irrelevant criminal record •• Religious belief or affiliation

•• Religious activity •• Political belief or affiliation •• Political activity •• Industrial activity •• Association with a person who has or is believed to have any of the other attributes.

Discrimination on the basis of an attribute is unlawful if it happens in connection with an area of activity that is listed in the Act. One of the areas of activity is employment.

Bullying usually involves the persistent bad treatment of a person by one or more other people.

Bullying doesn't always involve physical abuse such as punching or kicking. Often bullying involves other nasty behaviour such as verbal abuse, name-calling, nit-picking, threats, sarcasm, exclusion or shunning, or sabotage of a person's work.

Bullying is sometimes done through electronic communication systems such as e-mail, texting, social media, online forums, etc.

Some bullying is covered by discrimination laws. Bullying may be a form of less favourable treatment under the Anti-Discrimination Act 1998 (Tas) (the Act) if it is related to one or more of the personal characteristics ('attributes') listed in the Act. You can read more about how to deal with bullying in the workplace in "Workplace Bullying Is Not OK!" on Pages 25 & 26.

The Anti-Discrimination Act 1998 (the Act) says that you can complain if YOU are the person who was affected by the discrimination or other conduct, or if you are a person who was affected and you want to complain on your own behalf and on behalf of other people who were also affected.

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DISCRIMINATION: MAKING A COMPLAINT ABOUT IT You must complain within 12 months of the discrimination or other conduct happening. This complaint is made to the Anti-Discrimination Commissioner.

The complaint is assessed against the Anti-Discrimination Act 1998 and the AntiDiscrimination Commissioner determines whether the complaint can be dealt with under the Act ('accepted') or is outside the scope of the Act ('rejected').

If the complaint is going to be dealt with, the investigation process starts. This will include letters and documents to and from the complainant/s and respondent/s as well as others who might have relevant evidence in the form of documents and witness statements.

The Commissioner has 6 months to complete the investigation. If the investigation can't be finished in that time, she can ask the complainant to agree to her having more time.

At the end of the investigation there are 3 possible outcomes: 1. The complaint is dismissed 2. There is a further attempt to resolve the complaint through conciliation 3. The complaint is referred to the Anti-Discrimination Tribunal for it to hold an inquiry What responsibility does your employer have?

The Tasmanian Anti-Discrimination Act 1998 requires employers to create a workplace that is free from discrimination and harassment.

It is not acceptable for an employer to proclaim "We are an equal opportunity employer" but then proceed to appoint, promote or dismiss employees in accordance with rules that have 'always' been applied.

Decisions made on the basis of stereotypical attitudes rather than assessing the suitability of the individual applicant may cause an employer to narrow the field and possibly miss out on the best person for the job.

Employers must use non-discriminatory practices and follow non-discriminatory procedures, not only when someone is in the job, but for all processes including leading up to someone getting a job, job advertisements, position descriptions, duty statements, appointment process etc.

In employment the idea is to recruit the best person for the job. Removing discrimination from the recruitment process will help employers achieve this result.

Section 104 of the Anti-Discrimination Act says organisations must take reasonable steps to ensure no member, officer, employee or agent engages in discrimination or prohibited conduct. Further, it says an organisation that does not comply with this requirement is liable for any breach of the Act committed by any of its members, officers, employees or agents.

Where can I get advice?

Every person’s experience is different and if you are left wondering where you stand about behaviour towards you at the workplace make contact with HACSUassist for advice and support.

Source acknowledgement: the Office of the Anti-Discrimination Commissioner

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MAY DAY 2017

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THE 4-DAY WORKING WEEK: 10 REASONS WHY IT MAKES SENSE Our resident skiver takes a look at ten reasons why the 4-day working week could make sense.

1. A smaller carbon footprint: Countries with shorter average hours tend to have a smaller ecological footprint. As a nation, Australia is currently consuming well beyond its share of natural resource. Moving out of the fast lane would take us away from the convenience-led consumption that is damaging our environment, and leave time for living more sustainably.

2. A stronger economy: If handled properly, a move towards a shorter working week would improve social and economic equality, easing our dependence on debt-fuelled growth – key ingredients of a robust economy. It would be competitive, too: the Netherlands and Germany have shorter work weeks than Australia and the US, yet their economies are as strong or stronger.

3. Better employees: Those who work less tend to be more productive hour for hour than those regularly pushing themselves beyond the 40 hours per week point. They are less prone to sickness and absenteeism and make up a more stable & committed workforce.

4. Lower unemployment: Average working hours may have spiralled, but they are not spread equally across our economy – just as some find themselves working all hours of the day and night, others struggle to find work at all. A shorter working week would help to redistribute paid and unpaid time more evenly across the population.

5. Improved well-being: Giving everybody more time to spend as they choose would greatly reduce stress levels and improve overall well-being, as well as mental and physical health. Working less would help us all move away from the current path of living to work, working to earn and earning to consume. It would help us all to reflect on and appreciate the things that we truly value in life.

6. More equality between men and women: Women currently spend more time than men doing unpaid work. Moving towards a shorter working week as the ‘norm’ would help change attitudes about gender roles, promote more equal shares of paid and unpaid work, and help revalue jobs traditionally associated with women’s work.

7. Higher quality, affordable childcare: The high demand for childcare stems partly from a culture of long working hours which has spiralled out of control. A shorter working week would help mothers and fathers better balance their time, reducing the costs of full-time childcare. As well as bringing down the cost of childcare, working fewer hours would give parents more time to spend with their children. This opportunity for more activities, experiences and two-way teaching and learning would have benefits for mothers and fathers, as well as their children.

8. More time for families, friends and neighbours: Spending less time in paid work would enable us to spend more time with and care for each other – our parents, children, friends and neighbours – and to value and strengthen all the relationships that make our lives worthwhile and help to build a stronger society.

9. Making more of later life: A shorter and more flexible working week could make the transition from employment to retirement much smoother, spread over a longer period of time. Shifting suddenly from long hours to no hours of paid work can be traumatic, often causing illness and early death.

10. A stronger democracy: We’d all have more time to participate in local activities, to find out what’s going on around us, to engage in politics, locally and nationally, to ask questions and to campaign for change.

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THE 4-DAY WORKING WEEK: FANCIFUL, OR THE FUTURE? Another perspective on the 4-day working week: let's sort out our priorities.

In an era that is fast becoming characterised by the contrasting pressures of overwork on one hand and underemployment on the other, there seems to be increasing momentum behind the idea of a 4-day working week.

More than 150 years since the union movement fought to win the 8 hour working day, and at a time when the movement is unified in its response to the government’s attack on weekend penalty rates, is the 4-day working week the next big battle? Or is the real fight elsewhere?

There has been an increasing amount of attention paid to the idea of 4-day working week both at home and abroad. While it may sound like a thing of science fiction, some changes have already started to occur.

France, well known for its national love of work-life balance, has operated on a 35 hour week for quite some time. Meanwhile, Sweden has instigated a 6-hour working day for aged care workers.

With unpaid overtime rates in Australia coming close to the top of the world, could we all do with a shorter day?

Yet talk of a shorter working week comes at a time when millions are struggling with unemployment or – as increasingly common – underemployment.

If workers are struggling to find work 5 days a week, should we really looking to make the work week shorter? Is flexibility going to come at the expense of our take home pays?

According to the new Secretary of the Australian Council of Trade Unions, while the 4-day working week is an important point to consider, there is a the real fight is already underway.

The other problem we've got is that our wage growth is so low. So our minimum wage now is only 44 per cent of the average wage. That's now becoming like the American working poor, where people can't live on that.

So really, Australia: I think the priorities are really pay rises for Australians and secure jobs.

And they're the two first things we need to look at.

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MEET YOUR DELEGATES!

DANIEL WEBB

RUTH TEAGUE

An average night at work includes checking on the residents to make sure they're sleeping sound and filling out the charts.

We also respond to call bells . We shower residents anywhere from 3am on. We do linen changes and get the day shift's trolleys ready to help them out before they start.

Before I started in aged care I was a disability support worker for 12 years.

I barrack hard for the mighty Geelong Cats in the AFL and the St. George Illawarra Dragons in the NRL. I love going fishing down Bruny Island way and I love tending to our veggie garden at home with the kids.

And I like trivia nights and kicking back with mates with a coldie.

Should pineapple go on pizza?

The kids will say pineapple should definitely go on pizza, but I'm a no on that.

Orange juice: pulp or no pulp?

Definitely no pulp in orange juice.

How do you feel about coriander?

Coriander? Well I would rather chew on my socks after a long shift, haha.

I'm a disability support worker. Everyday is different, challenging and rewarding.

Knowing that I have made a difference in someone's life for the better makes my job so enjoyable.

Before becoming a support worker I worked as a Nail Technician and still do in my spare time.

I've been a HASCU member for about 2.5 years and I became a delegate about 8 months ago. I became a delegate to help improve working conditions and empower staff to make them aware of there rights.

My favourite thing to do when I'm not at work is watching movies, spending time with my family and doing craft.

Barrington Lodge, 14 months

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St Giles, 3 years

Should pineapple go on pizza?

NO PINEAPPLE ON PIZZA. Yuck!

Orange juice: pulp or no pulp?

With our without pulp doesn't bother me.

How do you feel about coriander?

I don't cook with coriander, I'm no master chef. About the only herbs I cook with are parsley and mint.

THIS IS WHAT'S GOING ON IN COMMUNITY & DISABILITY The community & disability sectors have kicked off at a furious pace in 2017.

Earlier this year, we had a guest from HACSU Victoria visit to discuss the NDIS with disability and aged care members. Mark Farthing visited members at the HACSU Hobart office, with North and North-Western members video-linking in from the Launceston and Devonport offices.

Mark wanted to meet with members to talk about the impact of the NDIS in their respective workplaces, and asked the group of members a series of questions. The answers members gave helped him form the HSU National submission into these sectors. (The HSU is the national health union, which HACSU is a branch of.)

It was a well-attended meeting with questions coming from Mark and also from our members at a furious pace.

The long-awaited Able Australia EBA was voted up by members and staff and is now in operation, having been registered by Fair Work.

At Colony 47, HACSU members recently voted in favour of the new EBA, which has also recently come into operation. The process had dragged on for some time due to a change of CEO and human resources staff at Colony 47.

HACSU is also in the final stages of finalising the new Nexus EBA. We are awaiting some final tweaks from Nexus before the proposed agreement goes out to members for voting.

We have met with Richmond Fellowship Tasmania management and members have reached an agreement to roll over their soon-to-expire EBA for another 12 months. All parties have recently signed off on this.

The District Nurses Non Nursing EBA is due to expire soon and HACSU has met with HDNS for bargaining twice so far. Negotiations are continuing and progressing well.

We will also be starting bargaining talks with Anglicare as their current EBA is approaching its expiry date in March next year.

At Mosaic, the EBA bargaining process is well underway. We have met with Mosaic and Quartz Consulting on numerous occasions, where bargaining has been good-spirited and progress has been made.

We are also currently in bargaining discussions with South Eastern Community Care around the soon-to-expire EBA. Negotiations are progressing well to date.

HACSU attended the District Nurses short film premiere about Hospice at Home at Mona in March. Members of Parliament were in attendance along with the media throng to witness the powerful short film about palliative care and Hospice at Home.

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WORKPLACE BULLYING IS NOT OK! After communicating with members at Hobart Private Hospital, it was apparent that one of the main issues was disrespectful workplace behaviour, with outright bullying going on in some areas of the hospital.

HACSU doesn’t tolerate bullying in the workplace and will always look for ways of preventing and dealing with this important issue.

Members at Hobart Private learned about their right to a workplace free of bullying.

The first thing the campaign covered was the support HACSU can provide: members can contact us for expert advice and support in dealing with these issues. It is important to know you are not alone in these situations.

Second, members learned how the law defines bullying.

The Fair Work Commission defines bullying as: (1) A worker is bullied at work if: (a) while the worker is at work in a constitutionally covered business: (i) an individual; or (ii) a group of individuals; repeatedly behaves unreasonably towards the worker, or a group of workers of which the worker is a member; and (b) that behaviour creates a risk to health and safety.

(2) To avoid doubt, subsection (1) does not apply to reasonable management action carried out in a reasonable manner.

The Fair Work Act doesn’t apply to public sector workers. However, the code of conduct in the State Service Act requires that: "An employee, when acting in the course of State Service employment, must treat everyone with respect and without harassment, victimisation or discrimination."

The following behaviours constitute bullying: •• Aggressive or intimidating conduct •• Belittling or humiliating comments •• Spreading malicious rumours •• Teasing, practical jokes or ‘initiation ceremonies’ •• Exclusion from work-related events •• Unreasonable work expectations, including too much or too little work, or work below or beyond a worker's skill level •• Displaying offensive material, and/or •• Pressure to behave in an inappropriate manner This behavior must be repeated and unreasonable and must create a risk to health and safety in order for it to be bullying.

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WORKPLACE BULLYING IS NOT OK! (CONT) The Fair Work Commission can make orders to prevent a worker being bullied at work if satisfied that: •• The worker has been bullied at work by an individual or group of individuals; and •• There is a risk that the worker will continue to be bullied at work by that same individual or group.

HACSU assists members in seeking orders to prevent bullying.

Discrimination is another particularly ugly form of workplace behaviour and it is illegal under different legislation. Under the Tasmanian Anti-Discrimination Act, it is unlawful to engage in any conduct that offends, humiliates, intimidates, insults or ridicules another person. You can read more about the Anti-Discrimination Act and what it protects against in "Discrimination: How It Looks In The Workplace" on Page 18.

HACSU provides support and advice to members who have been subjected to discrimination.

In addition to the Fair Work Act and the Anti-Discrimination Act, the Work Health and Safety Act gives your employer a duty of care to provide and maintain a safe work environment without risks to health and safety. This includes psychological risks.

HACSU delegates recently participated in a course on Preventing and Dealing with Bullying and Harassment – Creating a Positive Workplace, which gave them skills to help create a respectful environment in their workplaces.

HACSU also offers Respectful Workplace training to members to give them some of the tools they need to deal with workplace bullying. If you would like one of these 45 minute briefings in your workplace you can express interest at assist@hacsutas.net.au.

Workplace bullying is not OK and HACSU can help you achieve the respectful workplace you are entitled to.

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DELEGATE OF THE YEAR: JANINE MARTIN Congratulations to Janine who, while only a new delegate herself, strongly led her coworkers through Enterprise Bargaining and industrial action during the most recent EA negotiations at Mary Ogilvy Home. She won Delegate of the Year at Unions Tasmania's May Day Awards for her achievements.

Pictured: Janine collecting her Award from ACTU Secretary Sally McManus.

INFORM WINTER 2017

UNITE & FIGHT! SAY YES TO PROTECTED INDUSTRIAL ACTION As unionists, we all look proudly back at our history of workers who chose to take a united stand to commence industrial action in their workplaces to fight for better wages and conditions for all.

This industrial action was usually workplace bans or sometimes in the form of workplace strikes.

This type of industrial action is about withholding your labour to restore the balance of power between employers and employees and is still a tactic union members implement throughout many industries.

In the Health and Community Services industry members struggle with any sort of action that may impact on the patients, clients or residents that they look after.

Not all protected industrial action means stopping work. In fact, a stop work meeting is usually a last resort and measures are put in place to ensure that patients, residents or clients are not being affected or disadvantaged by any action taken.

Other forms of Protected Industrial Action are: •• •• •• •• •• •• ••

Work to rule (this means starting on time and leaving on time) Taking full designated breaks on time Wearing t-shirts or badges in the workplace Speaking with media in regards to the campaign Not submitting paperwork (eg. ACFI or BAF forms which are linked to payments or funding) Handing out paraphernalia to general public Performing work in a different manner to which it is normally carried out. Limiting, restricting or delaying work •• Overtime bans This is the process that has to be followed for protected industrial action to commence: •• For industrial action to be protected under the Fair Work Act, a protected action ballot must be conducted (usually by the Australian Electoral Commission).

•• Industrial Action can only be taken after the current EA expires and after the FWC makes an order authorising the ballot.

•• Before action can be taken, 50% of union members must vote in the ballot and more than 50% of those who voted must vote in favour of the action. The action must be taken within 30 days of the ballot results being declared.

•• Three working days’ notice must be given to the employer before taking action. In some cases the FWC might increase this notice period.

•• It is important that delegates encourage members to vote in the ballot. A big "yes" vote demonstrates power at work and can often get the employer to take the claims that are in dispute more seriously and to agree to more employee claims. In some cases the message a big "yes" vote delivers to the employer may mean that the employer may come back to the negotiations with a reasonable offer and may mean that industrial action is not needed.

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UNITE & FIGHT! SAY YES TO PROTECTED INDUSTRIAL ACTION If you're under an Award, here's what you need to know about industrial action: •• Workers covered by awards can’t take industrial action under any circumstances.

•• Workers are better off under an EBA as they can take industrial action if the employer doesn’t play fair.

•• This affects all workers, as awards underpin your industrial agreements.

•• It is extremely unfair – take the recent penalty rate cuts. Affected workers couldn’t take industrial action, even though their pay was being cut.

•• The law needs to change so that workers under awards can fight to protect their industrial entitlements, instead of standing helpless while they are being screwed.

The current climate of bargaining is becoming more about employers trying to reduce employees’ wages and entitlements than improving employees' working conditions.

The only power that workers have in their relationship with their employee is the ability to withdraw their labour.

Now more than ever we need to use the power of protected industrial action to enshrine and maintain conditions for the workforce of now and into the future while we have the power to use it!

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MEET YOUR DELEGATES!

JEANETTE PARSONS

DAVID THOMAS

Wynyard Care Centre, 11 years

Ambulance Tasmania, 12 years

My daily routine is to prepare and conduct activities for residents . I love spending time and talking with our residents. The hardest part is when we lose one of our residents, as they are like family.

I've now spent 8 years as a HACSU member, and I can’t quite recall when I became a delegate. I became one as we only had one at our facility and she convinced me to help her out and that I would enjoy it. I am always trying to achieve a happy work place for staff and residents.

I hope in the future that the next generation entering the aged care system will be treated with respect and dignity and for it to be a wonderful place for residents to live in and staff to work in.

Should pineapple go on pizza?

I love pineapple on pizza! On or off, for that matter.

Orange juice: pulp or no pulp?

No pulp in orange juice, I hate picking it out of my teeth.

How do you feel about coriander?

Coriander is great!

Before Ambulance, I worked in the hospitality industry and then as a government employee.

I joined HACSU when I started with Ambulance Tasmania and I've been a delegate for about 6 years. I’d been thinking about getting more involved for a while. I was in the last EBA bargaining group and that process, along with the campaign we ran to get the government to honour the deal, has been the highlight so far.

I collect patches and insignia (police and ambulance from around Australia). Feel free to send me stuff. I’m after ambulance patches from Oatlands and Glamorgan and other areas that were community run, prior to AT supplying Paramedics for their community to have a higher level of prehospital care.

Should pineapple go on pizza?

Yes, but I prefer "the lot" with anchovies.

Orange juice: pulp or no pulp?

No pulp.

How do you feel about coriander?

That's a herb, right...?

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INFORM WINTER 2017

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

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

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

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

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

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

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

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

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

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

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

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

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

Have a holiday with HACSU!

St Helen’s

• Sleeps up to 8 • 2-storey home with balcony • 2 bedrooms (1 double bed, 2x single beds & 4x single foam mattresses) • Electric heating, Fridge, Microwave, Oven, Washing Machine, TV/DVD Player • 10-minute drive to township • Opposite beach and secure playground

Sandy Bay

Southport

• • • •

Ground Floor Apartment 2 Bedrooms (1 double bed & 2x single beds) Fully furnished/Self-Catered Electric heating, small fridge, oven, microwave, washing machine, TV and free parking • Easy 5km drive to Hobart CBD • Easy 2km drive to Wrest Point Casino • Short stroll to popular beaches, cafes, shops, parks and a secure, modern playground

• Sleeps up to 6 people • 3 bedrooms (1 double bed & 2x single bunks) • Electric Heating, Fridge, Microwave, Oven, Washing Machine, Dryer, TV • Water Frontage • 104km south-west of Hobart • Great for fishing, relaxing and exploring natural wonders

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For rates and more info visit bit.ly/hacsu-holiday | To book call 1300 880 032