INFORM Summer 2018

INFORM SUMMER 2018

INSIDE: HOW THE RULES ARE BROKEN AND WHY WE NEED TO CHANGE THEM 01

WHY "DEBT AND DEFICIT" IS ALL PHOOEY: Page 21 A LOOK INTO THE TASMANIAN HEALTH CRISIS: Pages 4 & 9

INFORM SUMMER 2018

CONTENTS P3

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

P4

Editorial: Fixing the public health crisis

P5

Report: We need to change the rules

P6

Budget cuts still run deep in Acute Mental Health Services

P7

How can we engage youth in the union movement?

P9

Health is the number one issue this election

P10

Why your contract needs to reflect your hours

P13

Is the minimum wage really liveable?

P14

547 visas in aged care: what can we do?

P15

Mersey's mad rush prior to accreditation

P16

Meet your Delegates (Part 1)

P17

What a respectful workplace should look like

P20

Understanding workers compensation law

P21

Debt and deficit? Phooey!

P24

Inside HACSUassist with Shane

P26

Meet your Delegates (Part 2)

P27

This is what's going on in Community & Disability

P28

Fight for your rights!

P29

What you need to know about grievance resolution

P31

Insecure work is on the rise in Tasmania

P33

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). 2018. 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)

•• Melissa Saltmarsh | 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

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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

03

INFORM SUMMER 2018

EDITORIAL: FIXING THE PUBLIC HEALTH CRISIS STATE SECRETARY TIM JACOBSON If you work in public health, particularly in the service delivery areas, you will have no doubt about the pressures confronting our health system. Successive cuts, particularly those in the current term of government, have placed enormous pressure on all services.

You know it!

We have seen unprecedented statements by doctors, health economists and patients in recent times who each tell their own stories about how our system is letting Tasmanians down.

With my background as a health worker who was enormously proud of the work I performed when I worked in the system, I now despair at the current situation.

Short sightedness has now put employees in clear danger; extended shift times and overtime is placing huge pressure on staff which is not sustainable. We raised these concerns at a very recent meeting with the Secretary of the DHHS. All of the other stakeholders at that meeting agreed with our concerns.

It is a statistical fact that Tasmanians are older, sicker and have more chronic disease than in any other jurisdiction across Australia. Knowing this, over the past few years, governments should have been investing rather than cutting.

The recent announcement by Health Minister Ferguson to sideline the current THS CEO as well as the Governing Council has created huge uncertainty in terms of administrative and clinical leadership. Failures in leadership in this space have also led to major dysfunction and inefficiency across our services, not just in the THS but also the DHHS, with continual buck shoving between the two organisations. This uncertainty looks now to continue until well after the state election on 3 March. This is an appalling situation which will mean that we will head into another winter with all of the issues we had last year: ambulance ramping, ED departments overflowing and bed block, to name just a few.

And all of this without a glimpse of any future relief.

HACSU, along with health economists, doctors and other unions have been strongly advocating for change and highlighting failures for years now. As we move into an election, we need clear decisions (not platitudes) from any potential government about what they will do to address the crisis in our system. HACSU is keen to be part of any solution and are calling on both political parties to engage with us when determining future needs. We know that it’s often the case that the workforce, who hold many of the answers, can be left on the sidelines when it comes to addressing issues. And it’s not just clinical staff who hold the answers, we want any new government to engage with all workers in finding and addressing the issues. No one is more important when it comes to addressing the issues.

The state election provides a new opportunity for political parties to put their money where their mouth is regarding the issues in health and human services. It’s the number one issue for voters in consistent polling.

Make your vote count, make sure you consider each of the political parties' policies and commitments before you exercise your vote in March. I know I will be!

04

INFORM SUMMER 2018

REPORT: CHANGE THE RULES ASSISTANT STATE SECRETARY, ROBBIE MOORE At HACSU’s recent delegates conference we were privileged to have new ACTU Secretary Sally McManus as one of our key note speakers.

We introduced her showing part of her now-famous interview where she talked about the vast and ingrained unfairness in our industrial relations system – and more broadly, in our society. HACSU, alongside other unions, is now campaigning to change the rules that wrongly support the top end of town at the expense of working people and their families.

The UK opposition leader Jeremy Corbyn was nearly successful in getting rid of the Conservative government in very difficult circumstances, campaigning under the slogan "for the many, not the few." In many parts of the world we are finally seeing that people have had enough of trickle down economics which has only seen the rich get richer and the poor and working class get poorer.

Income inequality in Australia is now greater than at any time in the last 70 years. The top 1% have over 22% of total Australian wealth. Business is richer than ever. Profits are up 40% – the strongest gain in profit in 40 years – and yet Australian wage growth is the lowest ever recorded. On top of this, the top end of town seems still unsatisfied with the vast wealth they have horded; workers now also face penalty rate cuts and attacks on their rights at work.

While workers’ rights are being attacked, business tax avoidance is at all-time high. In the 2014/2015 financial year companies such as BHP, Bluescope, RACV and QANTAS paid no tax at all.

In 2014/2015, 10 companies alone avoided paying more than $660 million in taxes – enough to fund a 400 bed hospital. In the same period 48 millionaires also paid no tax. Despite this, Malcolm Turnbull is trying to give big business a massive tax cut to the tune of $65 billion dollars. He has already given rich people a tax cut.

Enough is enough. These rules must change.

The rules around industrial action are broken and unfair to workers. A worker's right to withdraw their labour is a fundamental freedom, yet workers in Australia do not have this right. In our own worksites lately we have seen how unfair these laws are and how employers, often with high paid legal teams, can use these laws against HACSU members.

In aged care we have seen the highly profitable provider Regis come into Tasmania and take over Presbyterian Care, then use an expensive Sydney legal firm to threaten workers' conditions and ultimately make cuts to things like personal leave and Sunday and public holiday payments.

Similar attacks are happening at other for-profit aged care operators such as Wynyard Care and Menarock.

As Sally McManus highlighted at HACSU’s delegates conference, there are number of steps we all need to take to make Australia a fairer country. We all need to tell the story of inequality and broken rules.

When you see examples of the rules being broken, call it out to your workmates, friends and family.

Explain that the rules that once protected our jobs and rights are not strong enough. Too much wealth and power is in the hands of a few.

Explain that the answer is a strong union movement that demands our politicians rewrite the rules and keep employers' power in check.

Ask your workmates, friends and family to join their union.

05

INFORM SUMMER 2018

BUDGET CUTS STILL RUN DEEP IN ACUTE MENTAL HEALTH SERVICES Members employed in the acute Mental Health unit at the Launceston General Hospital (LGH), Northside, continue to face issues that have been long known and widely reported.

2017 was another forgettable year for those responsible for running Northside. We have seen the High Dependency Unit (HDU) of the ward closed to mental health patients for almost three months due to a systematic failure of the Health Minister and workers continue to face daily struggles because of under-resourcing and an unwillingness to acknowledge the issues.

Members report that they regularly face issues due to inadequate staffing – no breaks, high levels of stress, inadequate numbers to safely staff the HDU and unmanageable workloads.

There are other issues to contend with, like improper or overuse of relief staff, issues with rosters and a number of other issues that can all be slated back to under resourcing.

HACSU wrote to THS management to raise a number of concerns and has faced an almost insurmountable battle.

Northside has not been benchmarked. Benchmarking allows a range of data to be analysed to provide a number of staff required to safely staff a ward or unit. This number depends on a range of factors; acuity, turnover, length of patient stays and a number of other factors.

The issue is that there is no baseline for staffing numbers for members to argue from and the various staffing policies that apply to the issue can be interpreted differently.

The main issues for HACSU members in all this is that patients do not receive the level of care they should and members are not as safe at work as they believe they should be.

HACSU Members will not give up though. At the time of writing a member driven campaign to take these issues on under Workplace Health and Safety requirements has begun.

Members will not sit around any longer when so much more can be done to make their working lives and the lives of Northside patients so much better.

Members are clear that the people of Tasmania and they deserve improved services when it comes to mental health.

HACSU TRAINING OPPORTUNITY Untangling Entitlements

Develop an understanding of the content and layout of your Award or Agreement and increase your confidence in interpreting clauses in Agreements.

This course will be held on 13 September 2018 in Hobart & Devonport.

Register your interest with HACSU on 1300 880 032 or assist@hacsutas.net.au

06

INFORM SUMMER 2018

HOW CAN WE ENGAGE YOUTH IN THE UNION MOVEMENT? Young people need unions, they are more at risk of injury in the workplace and more susceptible of being victims of workplace bullying and harassment, and quite often find it more difficult to exercise their workplace rights.

Today’s young people are the future and the key to the success of the union movement.

Looking back, joining the union was something that was instilled in young people both in the home and in the workplace from an early age. Over the years Liberal governments have eroded workers’ rights and in doing so devalued unions by making them look like they are the bad guy, that employees should all just be grateful they have a job and shouldn’t be making waves as we could all be easily replaced tomorrow by people who will appreciate how good we all have it!

Sound familiar? It's no wonder our youth are reluctant to join unions when they are being fed this information.

We spoke to some of our young members to see what we as unionists, delegates and organisers can do to encourage and empower youth in our workplaces.

Emma Thomas has worked in Food Services at the LGH for 4 years.

Matthew Bessell has worked in the Stores Department in Food Services at the LGH for 18 months.

Kate Goulston works in Patient Revenue at the LGH.

Before joining HACSU had you ever experienced a situation at work where having the support from union could have helped you?

Emma:

Yes, I could've gotten advice on how to deal with being bullied and harassed at work, I was too scared to speak up in case it got worse.

Matthew:

Yes, I could have used help with issues in a previous job with my pay.

Kate: Yes, I could have used some advice on how to deal with being on contract after contract.

07

INFORM SUMMER 2018

HOW CAN WE ENGAGE YOUTH IN THE UNION MOVEMENT? What is something that being a HACSU member has done to benefit you?

Emma:

The union has made me feel more secure and has given me advice when I needed it, made me feel as though I was not alone.

Matthew:

Nothing industrial as yet but I have been using the member benefits.

Kate:

I have received advice over the phone.

What could HACSU do to engage more with our young members?

Emma:

I would suggest more social media and social events.

Matthew:

Educate them on what a union is and how it can help them. I feel like most young people don’t know.

Kate:

Further information of what a union can do/does.

What would be a good way for HACSU organisers to approach young workers in today’s modern work place?

Emma:

Make lots of work place visits and have conversations not just about work.

Matthew:

Be more visible and make more site visits.

Kate:

More of a personal approach – face to face.

What can HACSU do to retain young members?

Emma:

Regular check ins with members to see how we are going.

Matthew:

Lower fees, but the benefits are good.

Kate:

Educate and make frequent visits.

HACSU really values these and all members' feedback and will look at what more we can do to engage young people in our union. Thanks to Emma, Matthew and Kate.

08

INFORM SUMMER 2018

HEALTH IS THE NUMBER ONE ISSUE THIS ELECTION About 9 months ago, I left the Tasmanian Health Service. I had worked with a truly dedicated team of podiatrists, responsible for providing care to the people of southern Tasmania.

I was proud to have worked in public health for over twenty years, but felt that there was little I could do from inside a dysfunctional health system to make changes for an effective, sustainable podiatry service.

I saw dedicated health professionals unable to meet the ever growing demands on their time.

I tried to fight funding cuts to podiatry and other allied health positions, which came about soon after Michael Ferguson became Minister for Health. His cruel cuts to service delivery and misguided budget and "vacancy control" continues to erode public confidence, and effective public healthcare.

I left to continue work on Hobart City Council and then decided to stand for Denison at the forthcoming state election. Dare I say it, I would like Minister Ferguson’s job!

Health is the number one issue this election.

For too long, Minister Ferguson has been ignoring advice from clinicians, HACSU and other unions, who have been united in fighting for better health services.

It is not just our public hospitals such as the Royal that have been gutted by this government’s lack of decision-making and vision. Primary health services for people in rural areas and metropolitan Hobart have been slashed, waitlists have been created to "manage" patients who need treatment, and people are turned away from a system that should be there to support them.

Ambulances are ramped on a regular basis, and Emergency Departments are not the place you’d really want your sick child or friend with mental health issues to be treated. Staff working in these areas are reporting post traumatic stress disorder (PTSD) because they themselves are struggling under the constant demand. Overtime is required just to fill rosters.

Not backfilling annual leave, and allowing dangerous levels of overtime in some professions such as nursing is neither a smart nor sustainable way of running a health system.

This is not fair for Tasmanians, and it is not fair for the health professionals who are delivering care to our community, nor for those workers in other roles keeping our health system functioning.

This approach to health cannot continue. We cannot be in the same situation in 5 years time, repeating the same mistakes.

Every Tasmanian, health workers included, need a government and a public health system that functions much better than the one we have!

Make your voice heard this state election, and ensure that all candidates know that health is the #1 issue for Tasmania.

Helen Burnet Delegate, HACSU Allied Health Professional Sub-Branch If you have any questions or suggestions, you can find Helen on Facebook, or contact her on 0417 284 267 or helenburnet@gmail.com

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INFORM SUMMER 2018

WHY YOUR CONTRACT NEEDS TO REFLECT YOUR HOURS You get your certificate from TAFE and you eagerly head off to find employment and begin your career...

When starting out your career – especially in the disability, community, aged care and home help sectors – it is common to be offered only minimal hours to start off with. Some people start out with an 8 hour per week contract, for example.

Most people are happy to start out like this and pick up extra shifts along the way; these days full time employment (38 hours per week) is becoming rare.

You might start out with just one or two shifts a week and then if you are lucky, those shifts quickly increase to 20 hours or more a week. You happily work these hours and pick up a few more spare shifts along the way, and think, "This isn't too bad!"

You may work these shifts for months or even years. You come to rely on the hours you work and the income this brings. You have an expectation that this will continue and you adjust your life and spending habits accordingly. Life is good... or so you think.

Then one day you look at your roster and it has been cut in half and your manager tells you that this is the way it will be going forward. Sometimes it's just a gradual decrease in hours over weeks and months. So you tell your manager that you have worked double the amount of hours previously, but your manager says, "We only have to pay you your contracted hours."

This is why it's so important to make sure that once you increase the hours that you work, you also get your contact adjusted to match.

Some organisations have built into their Agreement that once you work above your contracted hour for over 26 weeks then you can apply to have your hours adjusted and this usually happens without hesitation.

Other organisations require you to ask and if they see that it is ongoing employment then they may increase your hours on the contract.

If you have a contract with an employer, they have an obligation to find hours for you to work or otherwise just pay you your contracted hours. If your employment contract does not match your normal hours, then your employer only has an obligation to pay your contracted hours.

If your employer finds out that there aren't enough ongoing hours, in some cases in the Agreement there is a partial redundancy clause where you get a redundancy payment only for the hours you lose and continue on working with the available hours.

If you make sure the hours you work are reflected on your current employment contract and there is a reduction in hours at your workplace, we can ensure you get what is actually and morally your entitlements.

You should also ensure you keep a copy of your employment contract as you cannot always guarantee your employer will, especially if the business changes hands.

10

INFORM SUMMER 2018

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.

12

INFORM SUMMER 2018

IS THE MINIMUM WAGE REALLY LIVEABLE? With the cuts to penalty rates, stagnant wage growth and a rigged industrial relations system, disquiet around workers’ rights in this country is growing. But beyond these issues another serious concern is raising its head – is the minimum wage in this country enough to live on? And if it isn’t, shouldn’t it be?

If you are working on the minimum wage you are currently sitting on $18.29 an hour, or $694 a week (if you are even getting full time hours). Doesn’t sound like enough to get by on in this country? That’s because it isn’t, in comparison to cost of living and what average Australians are earning.

Depending on how you measure it the average wage sits around $80,000 per annum, in comparison to less than $40,000 if you are on minimum wage. 2.3 million workers, about a quarter of the total, are currently earning minimum wage. Disproportionately, they are women and they are young.

The rates clearly aren’t fair. But are they liveable? Many economists put the poverty line as 60% of median earnings. When was the last time the minimum wage met this standard? Cast your mind back, way back, because it was 1998.

The ACTU, in light of the fact that earning the minimum wage in this country puts you below the poverty line, recently put in a claim for annual increase of 4.5% or $45 a week to minimum wage. What did business group want? $8-10 a week. What did we get? 3.3%. However this increase still leaves the minimum wage below the poverty line. In fact, the Fair Work Commission in handing down its decision said: "In previous Reviews, the Panel has accepted that if the low paid are forced to live in poverty then their needs are not being met and that those in full-time employment can reasonably expect a standard of living that exceeds poverty levels. While we have not departed from that position, we acknowledge that the increase we propose to award will not lift all award-reliant employees out of poverty, particularly those households with dependent children and a single wage earner."

Outrageous. It has been 26 years since this country has had a recession, last year saw corporate profits increase 40% and well known radicals such as the Treasurer and Governor of the Reserve Bank have even said wages need to rise. Something must be wrong. The rules are broken and we need to change them.

HACSU supports ACTU’s call for the minimum wage to be raised to the level of a living wage, which would be set at 60% of the median wage in this country. This already happens elsewhere and it would ensure that people working full-time never find themselves living in poverty.

13

INFORM SUMMER 2018

457 VISAS IN AGED CARE: WHAT CAN WE DO? With the onset of Australia’s aging population seeing the aged care sector expanding to unprecedented levels, it may seem to the average Australian that there is a need to ‘import’ labour from other countries to bolster the burgeoning sector.

The Australian workforce consist of approximately 12 million people and the number of temporary visas total some 1.3 million. So just over 10% of all workers in Australia hold 457 visas. Yet underemployment (the rate of part time and casual workers who are seeking full time employment) stands at 8.3% and youth unemployment, 13%.

Why then, are employers seeking to import labour at the expense of Australian jobs when there is clear evidence of workers wanting more hours?

The answer lies in the complete lack of power that temporary visa workers hold compared to that of the employer. There are reports of employers in Australia grossly exploiting temporary visa holders by confiscating passports, controlling living arrangements and immediately deporting workers who dare to speak up.

This is tantamount to modern day slavery.

HACSU has also heard from members that employers are reducing shifts in the current workforce in order to employ temporary visa holders. This is disgraceful and it can only exacerbate tensions at the workplace and at the kitchen table.

The Turnbull Government has provided no support for the protection of these workers nor the protection of the local workforce. In fact, it would seem that the Federal Government supports this practice as a means of further attacking workers and the unions that represent them.

What can we do?

First and foremost, this is not a fight between current employees and temporary visa holders. The way forward can only be by all workers joining together to defeat the greed of the employer. Contact HACSU immediately if your employer is seeking to reduce your hours.

We also need to get a Government that takes into account the welfare of all workers and puts in place legislation that supports secure employment.

HACSU is campaigning alongside peak union bodies, Unions Tasmania and the Australian Council of Trade Unions, to change the rules to put power back in workers' hands.

If you would like further information about this campaign, talk to your HACSU organiser or contact the union.

14

INFORM SUMMER 2018

MERSEY'S MAD RUSH PRIOR TO ACCREDITATION Accreditation: just like Christmas you always know it’s coming up, and with accreditation looming at the Mersey Community Hospital there was a sense of urgency and expectation that general cleaning tasks would be performed by nurses who work in theatre.

While happy to do their bit questions were raised about whether these dusting and wiping duties should be added to their increasing list of work duties.

Nurses regularly perform obligatory nursing-specific cleaning tasks such as cleaning particular pieces of medical equipment, sterilisation, infection control and checking expiry dates on sterile stock.

However, nurses had also consistently been asked to take on additional time-consuming tasks which started to detract from their capacity to complete their daily nursing duties.

After meeting with HACSU members and hearing nurses’ concerns, HACSU wrote to the CoDirector of Nursing asking why nurses had been assigned these general cleaning tasks to the detriment of their ability to carry out their regular duties, rather than additional hours being offered to cleaning staff who were eager for work.

Following HACSU’s involvement THS agreed that extra hours in theatre would be granted to house-keeping members to perform these duties and nurses' duties would be returned to normal.

HACSU is hopeful that when accreditation rolls around again that there is not a hurried response to get these checklists up to speed.

Thanks to the actions of HACSU members and delegates working with their union, at least it resulted in constructive change.

HACSU TRAINING OPPORTUNITY Campaigning Skills

Get the knowledge and skills you'll need to participate in union campaigns that may occur in workplaces or in the wider community.

This course will be held on 17 July 2018 in Hobart & Launceston.

Register your interest with HACSU on 1300 880 032 or assist@hacsutas.net.au

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INFORM SUMMER 2018

MEET YOUR DELEGATES!

SALLIE-MAREE LOWE

LIZ DOMINY

Multicap Tasmania, 9 years

LGH Medical Records, 6 years

As a disability support worker, I attend to the personal care of clients and do their cooking and cleaning. I love the clients and motivating them to participate in things.

In Medical Records, we keep a "library" of patient records. Eighteen months ago, we switched from paper based records to electronic records. We pull histories for patients and we collate and scan all the paperwork when patients are discharged.

The hardest bit is probably locating missing notes.

I've only been a delegate for 12 months, I felt I wanted to support members with the changes that were happening and fight for our rights in the workplace.

My favourite thing to do when I'm not working is hang out with my two dogs, Hudson and Loki. I also enjoy gardening and binge watching Netflix.

Before I started this job, I worked in aged care and dress making. I've been a HACSU member since 1988.

I became a delegate because I want better for my colleagues and to be able to help those who need it. I'd love to see more unity amongst fellow workers.

Outside of work I enjoy sewing and walking - this year my resolution is to get healthier.

Would have rather have to always speak your mind, or never speak again?

I would rather always speak my mind.

Would you rather be able to fly, or be able to become invisible?

Invisible... it could come in handy.

If you had a wild animal as a pet, what would it be?

An elephant.

Would have rather have to always speak your mind, or never speak again?

Speaking my mind gets me in trouble!

Would you rather be able to fly, or be able to become invisible?

Most of the time I feel invisible but I have jumped out of a plane over Swansea. It was the most awesome experience I have ever had!

If you had a wild animal as a pet, what would it be?

A tiger.

16

INFORM SUMMER 2018

WHAT A RESPECTFUL WORKPLACE SHOULD LOOK LIKE HACSU visits all facilities within the health and community services sector on a regular basis and we encounter common questions and themes within many of these facilities.

One of the more common things is the increase in bullying and harassment within workplaces.

Many facility managers, CEOs and service providers are fully aware of the impact that bullying and harassment has on all those involved and are trying to rectify these issues and establish a more respectful workplace.

To ensure that they could work against bullying and harassment, the management of Family Based Care enlisted HACSU to provide their entire workforce with Respectful Workplace Training.

All 250 staff members were rostered to attend a training session in paid time, including full time, part time to casual employees. HACSU Senior Industrial Organiser Lucas Digney and Industrial Organiser Odette Seabourne provided eleven two-hour sessions over the course of three days.

During the course of the training session staff learned that in a respectful workplace, managers: •• Build and support teams •• Ensure essential systems are in place, including communication, feedback, supervision and workload planning •• Are enthusiastic and positive •• Model cooperative and collaborative working relationships without cliques •• Acknowledge good work and value staff •• Resolve difference or conflicts quickly and face-to–face if possible •• Value and provide feedback •• Model behaviours in accordance with their organisation’s values And in a respectful workplace, all employees: •• Model behaviours in accordance with the organisation’s values •• Contribute constructively to a team environment •• Value and provide feedback •• Respect & cooperate with coworkers

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INFORM SUMMER 2018

WHAT A RESPECTFUL WORKPLACE SHOULD LOOK LIKE (CONT.) Those that attended also learned about acceptable behaviours: •• Legitimate management actions (as long as these actions are conducted in line with established policies and are fair and equitable) •• Occasional differences of opinion •• Dealing with professional difficulties with other staff And unacceptable behaviours: •• Discrimination •• Disrespectful language •• Behaviour which isolates peers, employees and supervisors •• Bullying and harassment (in its many forms) Family Based Care employees are now aware that if they need more information on these matters there are several places they can find information including: •• The Australian Human Rights Commission Act 1986 •• Tasmania Anti Discrimination Act 1998 •• Tasmania Work Health and Safety Act 2012 and •• Tasmania Work Health and Safety Regulation 2012 They were also informed that bullying at work, as defined by Fair Work, is repeated unreasonable behaviour directed towards an employee, or group of employees, that creates a risk to health and safety. Moreover, according to the Workplace Health and Safety Act, health means physical and psychological health.

The sessions concluded with a reminder that if you feel you are being bullied or harassed, you should not remain silent. Speak up by raising it with your supervisor, HR or your union. If you are witness to such an incident it is your duty to report it. Remember, the standard you walk away from is the standard you accept.

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INFORM SUMMER 2018

UNDERSTANDING WORKERS COMPENSATION LAW As many workers will understand, the Workers Rehabilitation and Compensation Act 1988 TAS (Workers Comp) is complex and difficult to understand. Some workers do not make an application or claim under the Act on the understanding that "you want to avoid making a claim". This attitude is usually informed from your experiences and observations, from past claims made by you or others.

The reality however, is that should a complication arise at some point in the future, not making a claim at the time of injury has significant and long term legal and financial consequences.

In some cases, not making a claim or advising about an injury can be used as the reason a claim made late cannot succeed.

Generally speaking, a physical injury is easy to understand. A significant physical injury (such as a broken arm) normally gets both claimed and honoured by insurers and employers.

However, where there is no specific identifiable injury – such as muscle soreness, tears, injuries to backs, necks, strains – the claimant is subject to a review process. Other injuries such as mental trauma, PTSD, anxiety and depressive injuries must be deemed to be caused by work to a "substantial degree". This means that work was the major cause and the most significant factor in your injury. Additionally, there is rarely a single event that is the cause of a mental injury at work; it’s usually more complex than a physical event.

Almost all mental health injuries claimed under the Act are subjected to review. Any medical review process can be intimidating, legalistic and scary. In a lot of cases the ‘independent medical assessment’ is anything but independent.

The independent review is normally done by a nominee of the insurer or the employer, in many cases they are seen as ‘anti-worker’ or at least pro insurer/employer. This is where the laws become complex, because different medical opinions can be used to alter the status of a claim.

Strains, bruises, general soreness and particularly back injuries develop a few days or weeks after the date where the injury, accident, or event happened. Sometimes, the belief is it is not worth the time to make a report, although this too can cause significant issues down the track.

The most important thing to do is to inform the "responsible person" of an injury or potential injury at the time it occurs, even if you don’t think you will make a claim for minor injuries, strains, tweaks etc.

The responsible person is the person nominated by your employer. For large employers this may be the Workers Comp Rehab/Claims Officer, or Return to Work Officer. In other places this may be the facility manager. If in doubt, ensure you find out who you have to inform.

There is case law where an employee informed their line manager of an injury and significant safety hazard and the claim was dismissed on the basis that the "responsible person" was not informed. The safety hazard in that case was fixed and the manager claimed that the individual was informing them about the hazard only and they weren’t the Workers Comp responsible person, so it is important that you ensure the proper person is informed.

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INFORM SUMMER 2018

UNDERSTANDING WORKERS COMPENSATION LAW (CONT.) The Law changes all the time, as it’s simply an Act of Parliament. Effective 1 January 2018 changes were made to the Act. In summary the major changes are: •• Medical certificates can now have a 28 day period instead of 14 days •• Changes to medical accreditations (for doctors) and what they can assess •• The age cap has been mostly removed, compensation only ceases when the relevant employee is able to go onto an aged pension (there used to be a gap) •• Death certificates are no longer required to be supplied by family members if making a claim for a death at work •• Time frames for employees to return to work and injury management plans have been removed •• Employers are no longer required to supply you with making a claim forms even if you report an injury •• A return to work coordinator is only required for businesses with more than 100 employees (was 50) •• Changes to the Membership of the Work Cover Board •• Specific diseases were removed from the Act and will be dealt with by regulation (Diseases with a Presumptive Cause) HACSU provides preliminary advice about workers compensation through our HACSUassist team.

HACSU can guide you about taking the right steps at the beginning of a claim to ensure that you don’t get caught in a legal loop-hole later.

We often refer people to lawyers when they make a claim or a claim is challenged, as the application of this law is complex. (Any fees associated with using lawyers will be explained to you before you have to start paying.)

If you need assistance with Workers Compensation, contact the union on 1300 880 032.

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INFORM SUMMER 2018

DEBT AND DEFICIT? PHOOEY! In the end, everything in government comes down to money. And nowhere is that more true than in health.

The health portfolio accounts for almost a third of the state government’s budget, so when they decide to put the squeeze on, health tends to be the first to be hit. It happened in 2011 with Lara Giddings’s ill-advised and damaging budget cuts. And it has been happening for every one of the four years of Will Hodgman’s government.

The cry, both times, has been that we must live within our means. That all debt is bad. That all budget deficits are evil.

But that is caveman economics. When you drill down deeper into the arguments, that simple debt-and-deficit mantra that has cause so much pain for so long is shown to be nonsense.

Even Scott Morrison now accepts that there is good debt as well as bad.

The golden rule is that governments can borrow for productive infrastructure – hospitals, schools, roads – but not for day-to-day expenses like salaries. It’s a bit like an individual borrowing to buy a house but not to buy the groceries. Running up the weekly bills on a credit card will soon leave you with a huge bill and nothing left to show for it.

But buying permanent assets that will give you a long-term benefit, year after year, is different. The public benefits of a hospital, school or road will last for 30, 40 or 50 years but the building cost comes in all at once.

Unless governments borrow to spread that cost over a longer period, that sudden cost can deliver a hell of a hit to a single year’s budget – and the capacity to deliver services and employ staff.

That’s what’s happening at the moment. The main reason the Liberal government cannot deliver services properly is that they refuse to borrow, even for the best reasons. That means either the infrastructure doesn’t get built, or that funding for day-to-day operational spending has to be slashed. They’re doing both.

They’re also ignoring a more important, but more complicated, reason for borrowing for productive infrastructure. And that is that the benefits the community gets from those projects massively outweighs the costs of borrowing.

A company that borrows to fund a new asset can easily measure the benefit by looking at increased earnings. A public hospital, school or road will never turn a profit – but that doesn’t mean the benefit to the community isn’t there.

Economists have learnt how to measure it. They call it the social return on investment and they can put a dollar value on it. For any decent project, that usually comes in at between 10% and 15% a year.

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INFORM SUMMER 2018

DEBT AND DEFICIT? PHOOEY! (CONT.) Last year Tascorp, the borrowing-and-lending arm of Treasury, issued a bond to borrow $100 million over 30 years, with an interest rate of 4.35%. They will pay $4.35 million a year for 30 years and then pay back the whole of the principal.

That sounds like a bad deal – but only if you ignore both inflation and what we get out of it.

Assuming an average inflation rate, the real cost of those repayments will drop from $4.35 million in 2017 to less than $2.1 million in 2046, because a dollar will be worth less by then.

The same thing happens to the principal. By 2046 the $100 million we have to pay back will only be worth $48 million in real terms. All up, that’s $140 million.

But look what we get for it. A social return of 10% is $10 million and $300 million over 30 years.

But that, again, ignores the effect of inflation.

The real value of that benefit increases every year because it would cost more to provide next year than this. After 30 years, that benefit – as an economist would look at it – has escalated to a total of $440 million.

That’s a net benefit to the community of $300 million!

Hidden in those figures are the lives we save in our hospitals, the kids we educate in our schools, and the accidents we prevent because our roads are better.

Unfortunately, those bonds were not issue for the government but for non-government agencies that also use Tascorp, such as TasWater and the University.

The Liberals don’t get it. Nor did Lara Giddings. It’s time someone did.

Martyn Goddard is a policy analyst based in Hobart.

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INFORM SUMMER 2018

DELEGATES CONFERENCE

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INFORM SUMMER 2018

INSIDE HACSUASSIST WITH SHANE I have been extremely lucky to have worked in the HACSU contact centre for just over 3 years and I can say without any hesitation it has been the hardest, most frustrating, sometimes funniest, sometimes saddest, yet most rewarding job I have ever done. I have had the opportunity to work with some of the finest, most hardworking, passionate and intelligent people I have ever met. On top of that I have the privilege to represent you, the members of HACSU. But as the song says, the times are a-changing. In early 2018 I am changing roles within HACSU and moving to what we in the contact centre call ‘downstairs’ to commence an organising role.

Before I move on from the contact centre, I'd like to share a few stories with you.

To say it’s a pressure cooker is a massive understatement. The calls come thick and fast, Richard is at a meeting, Mat is dealing with a member who has just walked in with a letter from their employer dated last week and they have a meeting tomorrow.

You’re on the phone to the Human Resources person you have been chasing for three days, the red ‘call waiting’ light is flashing and the ‘ping’ of an incoming email to the Assist computer lets you know that the previous caller has left a message.

You have already looked up the EBA for an aged care worker, got an email so you can start the paperwork to the Industrial Commission for a Child Safety Officer. A disability support worker has called asking about the provisions for a sleepover, you’ve looked up the Health and Human Services Award for a Hospital Aide looking for the maternity leave provisions and you still need to write the notes for the last three calls.

You think to yourself, "I need to wind this call up," but you need the HR person to commit to moving the meeting time by two hours so you can make the second meeting you're booked in for. All the while thinking, "I have two letters to get done today and I still have to get that INFORM article done!"

The truth is, I have loved every minute of it.

I have attended countless meetings with members in the past three and a bit years, each one with its own unique challenge. Sometimes it's bringing down a boss a peg or two.

I remember one particular meeting where a warning had been issued to a member and then they were asked to make a response. I advised the employer that is like asking someone, after you have hanged them, if they would they like a trial. Sometimes you’ll discuss with a member what they are going to respond with prior to a meeting, then you get to the meeting...

Some things don’t always go to plan.

I remember another time getting to a meeting at a certain hospital, only to find that the member had just been admitted to the emergency department of the very same hospital and the manager was wondering why I objected to a bedside meeting!

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INFORM SUMMER 2018

INSIDE HACSUASSIST WITH SHANE (CONT.) Another memorable moment was assisting two members, and husband and wife working in the disability sector, who had been underpaid overtime for at least five years.

They were so worried that involving the union would single them out to the employer. We discussed the situation over a few days and I convinced them that they were not asking for anything beyond their entitlements.

With their consent I spoke to then wrote to the employer. Yes, a mistake had been made and it would require an audit that would take a few weeks, but it resulted in a combined payment of over $40,000 in back-paid wages, and a new contract with additional hours in recognition of the hours they had put in over the years.

Another case had me having to create a second call note for the same issue as I had entered so many notes about the call that you couldn’t add any more characters in the text box. I later found out that was a first for the contact centre, but that member is back at work which made it all worthwhile.

I am leaving the contact centre to move to a new role in HACSU, so I will ask an indulgence of you. When you call the contact centre we understand that it's likely that you are in trouble in your workplace – no one rings to say "Hey, I’m having a great day, just thought I’d call and let you know that!" (Although actually, one day one member did do that for me and I hope she is reading this as it was the bright moment on a really bad day.)

The team in the contact centre are there to assist you, but they need your assistance too. They need a copy of the letter you have received as soon as you get it, and don’t wait for the day before the meeting to call. Give them all the relevant information you can. If you can't email the letter and you want to take a photo of it to send in, make sure it’s clear and readable.

The sooner they get your response, the quicker they can advise you on any changes you may need to make, and if it can be sent in an email as a word document even better. And most importantly, don’t commit to the meeting with the manager until you have spoken to the contact centre team to ensure they can get to the meeting with you.

So that’s it, I will miss the contact centre, but I look forward to my new role in 2018 and putting faces to some of the voices at the other end of the line and thank you for the opportunity to work with and for you, the great members of HACSU.

HACSU CONFERENCE

Our annual conference for delegates & activists Come together with HACSU delegates and activists from around the state. Listen to keynote speakers, attend panels & workshops and network with fellow HACSU members.

HACSU Conference is held over two days on 8-9 November at the Tamar Valley Resort.

Register your interest with HACSU on 1300 880 032 or ellita.oost@hacsutas.net.au

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INFORM SUMMER 2018

MEET YOUR DELEGATES!

RACHEAL CLIFFORD

MATTHEW COLLINGS

My work involves cleaning patients' rooms, but I also like talking with them and getting to know them during their stay. I find it hard to say goodbye when they finally leave the hospital.

I became a delegate two years ago to get things done and stand up for what is right by my friends and team members. I hope to achieve better pay for members in future.

This year my resolution is to be happy, after a yoyo success with last year's resolution to lose weight.

Outside of work my favourite thing to do is ride my motorbike, a Harley Davidson!

I've always worked in customer service roles, and currently I work in reception at Regional Imaging. I find people are both the easiest and the hardest thing about my job.

I joined HACSU three years ago and became a delegate three months ago. I was inspired to do more for the union, and the union have helped me. I find the union so important.

As a delegate I'd like to do as much training as possible and help people, as well as work for better conditions.

Outside of work I play electronic music as a DJ.

Would have rather have to always speak your mind, or never speak again?

I'd rather always have to say everything on my mind.

Should pineapple go on pizza?

Absolutely!

St John's Hospital, 3 years

Would you rather be able to fly, or be able to become invisible?

Invisible.

If you had a wild animal as a pet, what would it be?

A tiger.

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INFORM SUMMER 2018

Regional Imaging, 5 years

Orange juice: pulp or no pulp?

Both are fine.

How do you feel about coriander?

Gross!

THIS IS WHAT'S GOING ON IN COMMUNITY & DISABILITY 2017 Has come to a close in what can only be described as a challenging year in the Community & Disability sector!

HACSU has had ongoing concerns with the rollout of the massively underfunded NDIS scheme statewide, along with insecure work contracts and a very concerning trend towards casualisation of the workforce in this sector.

It's becoming increasingly common to see reductions in workers' contracted hours, loss of penalty rates and even reluctance from some organisations to finalise or even enter into Enterprise Agreement negotiations with HACSU. HACSU members have genuine concerns around job security along with fears that in some instances employer-funded training for disability support workers will be reduced, or even worse become non-existent.

There are a number of Enterprise Agreements that have been finalised, namely the Nexus Inc & Hobart District Nurses Non Nursing Agreements which have been submitted to the Fair Work Commission for registration.

There are a few Agreements that should be completed early in 2018, namely South Eastern Community Care and Mosaic Support Services Agreements.

HACSU have also entered into pre-bargaining talks with Anglicare and have set up a series of bargaining dates commencing early in 2018.

This year will kick off at a fast pace with the start of enterprise bargaining for Montagu Community Living and Anglicare, along with Richmond Fellowship Tasmania and Community Based Support Agreements also up for renegotiation.

2018 will be another year of change and will present its own unique set of challenges but together we will prevail.

HACSU TRAINING OPPORTUNITY

Preventing and Dealing With Bullying & Harassment Learn what a positive workplace looks like and how to create one. Identify bullying and develop steps to deal with a negative workplace.

This course will be held on 20 March 2018 in Hobart & Launceston.

Register your interest with HACSU on 1300 880 032 or assist@hacsutas.net.au

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INFORM SUMMER 2018

FIGHT FOR YOUR RIGHTS! Early in 2017, HACSU took Healthscope to the Fair Work Commission (FWC) to represent our Physio Members at Hobart Private Hospital, who hadn’t been paid their meal breaks as required under the non-nursing Enterprise Agreement.

Healthscope argued there was "ambiguity" in the Agreement regarding meal breaks and the definition of shift workers and applied to have the Agreement changed. HACSU argued that the "ambiguity" didn’t exist and that any changes to the Agreement should be argued during bargaining, with the Agreement expiring on 31 January 2018.

Healthscope agreed to pay back the money owed to physio members, but in late June said they wanted bargaining to begin almost immediately, despite there being more than six months until the current Agreement expired.

HACSU responded that we needed time to survey and meet with our members at both Hobart Private and St Helen’s hospitals and to create a Log of Claims representing members’ wishes, and get these claims endorsed. HACSU surveyed Healthscope members in July and told Healthscope we would be ready to commence bargaining in late August.

In late July, without adequate notice or justification, Healthscope put a new "Agreement" out to ballot. This document changed the definition of "shift worker" to deny many workers their shift work and paid meal break entitlements. It also contained none of the claims which members wanted to improve their workplace and entitlements.

HACSU immediately applied to the FWC for orders to stop the proposed vote, force Healthscope to the bargaining table, and have members’ claims and protections represented and taken into account before any vote took place. HACSU argued forcefully and convincingly that unions have a right to represent our members’ collective interests in negotiating a new Agreement.

The Fair Work Deputy President agreed, and sent Healthscope away to begin bargaining with HACSU. This gave HACSU the time to formulate a Log of Claims and get it endorsed by members.

HACSU representatives – including HACSU staff representatives, Margaret Alomes and Patti Vagg – were able to begin meeting with Healthscope to begin negotiations. This process allowed HACSU to argue against the completely unfair changes Healthscope proposed to make to members’ entitlements.

Negotiations allowed HACSU to protect our members’ shift work entitlements, while allowing for rewording of the clause to allow for greater clarity and common sense.

By fighting for members’ rights to be represented collectively, HACSU was able to: •• Retain existing rights to shift work status •• Unchanged commencement time of afternoon shifts – Healthscope proposed a change from 6pm to 7pm •• Retain existing rights to paid meal breaks for shift workers •• Gain paid Family/Domestic Violence leave •• Gain an entitlement to paid 10 minute tea breaks •• Retain existing entitlements By forcing Healthscope to the bargaining table, HACSU was able to get a better result for our Members. HACSU will continue to build strength and work with our Members in Healthscope so the next round of bargaining with be even better!

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INFORM SUMMER 2018

WHAT YOU NEED TO KNOW ABOUT GRIEVANCE RESOLUTION Most members at one point or another in their working life will be faced with a grievance in their workplace. Whether you are lodging a complaint or one has been made against you, it can be a very stressful time and it can be a very overwhelming process to undergo.

Grievances are often to do with employees wanting to have issues they raise recognised, treated seriously and acted upon. Some employees leave their employment rather than raise issues or respond to complaints for fear of the repercussions of lodging a formal complaint.

A formal grievance is a formal complaint usually made in writing about a work practice or work environment related problem, concern or complaint which is unfair, unreasonable, inappropriate, unjustified or discriminatory and which arises out of an action, omission, situation or decision.

A grievance resolution is a process used by an employer to resolve or redress an employee’s grievance.

Effective grievance resolution is important because a responsive and timely grievance resolution helps maintain positive, healthy and productive working relationships and assists in maintaining positive workplaces with a good reputation which attract and retain happy and productive employees.

All members going through a grievance process need to be aware of their entitlement to procedural fairness and natural justice.

If your employer requests a meeting, you have a right to know: •• What it is about before you attend •• Know what the issue to be discussed is •• Who will be in attendance •• What procedure is being used (ie) disciplinary or performance review and development •• If there is a formal meeting, you are entitled to bring a support person to the meeting and we strongly urge members to seek representation from the union before attending.

•• Who has made the allegation and be provided with all relevant documentation which should include copies of the complaint made by the complainant which has been signed and dated.

•• Reasonable time to consider your response prior to the meeting with the employer, at this point members are encouraged to contact HACSUassist for support.

•• You will need to draft a written response containing factual information such as a sequence of events, giving dates, times, places and witnesses if any.

•• At the end of the meeting you should receive a time frame in which you can expect to be advised of the outcome. The time frame may include the employer carrying out further investigations and/or seeking other evidence.

The outcome should be balanced against the incident/allegation so it is a fair and appropriate outcome. If you feel the outcome was unjust, contact the union for further advice.

It's imperative that you contact the union as soon as they are aware of a grievance so we can support you in the process.

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INFORM SUMMER 2018

INFORM SUMMER 2018

INSECURE WORK IS ON THE RISE IN TASMANIA Research has been effective in describing the spread of insecure work in Australia and the ACTU has stated recently Australians' work is becoming less secure. Only 60 per cent of workers are in full- or part-time ongoing employment. The rest ‒ around four million workers – are engaged either as casuals, on short-term contracts, in labour hire or as "independent" contractors.

The situation in Tasmania is following the same model with staff in our public and private health systems increasingly subjected to the insecure work business model.

Casual work was originally limited to those rare cases where an employer could not cover the workload with permanent workers because of unforeseen workload peaks or temporary short-term staff shortages. It was closely regulated in awards and agreements to protect permanent work.

Today things have changed for the worse. Employers use casual fixed term and other insecure work arrangements to cover work functions in what can be best described as necessary and essential ongoing employment positions, using the catch cry of operational flexibility.

Our work laws have made it more and more difficult to protect permanent work. The result is an emerging class of workers without secure jobs, no sick leave, no holidays, no job security, little bargaining power and severely reduced capacity to participate in life’s normal activities such as purchasing a car or home or just getting a loan.

HACSU strongly denounces the increase in the use of casual, short term and temporary employment motivated purely as a flexibility measure and without showing any regard to the impact on health services across the board.

The impact of insecure and precarious employment on WHS is also profound All health sector staff in insecure and precarious employment arrangements can also face risks to their health and safety over and above the ample risks already faced by staff on more secure arrangements. Staff on casual, agency and fixed-term employment arrangements are less likely to have access to full training in relation to WHS issues. They are also less likely to report WHS issues arising in the workplace due to concerns that their employment might not be continued or could be otherwise adversely affected.

Health workers on insecure arrangements are less likely to be consulted around WHS issues and have less influence over eliminating and reducing WHS risks.

The link between insecure work arrangements and WHS outcomes can be demonstrated daily when staff are talking about workplace incidents that go unreported because of the fear of negative outcomes to their employment status.

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INFORM SUMMER 2018

INSECURE WORK IS ON THE RISE IN TASMANIA (CONT.) Limited opportunities for more secure work Workers can become trapped in unstable, insecure jobs that offer few opportunities for career advancement and development. Rather than providing a foot into future more secure work, casual and fixed term work can actually be detrimental to a worker’s future employment and earnings if it fails to enhance skills or provide pathways to permanency in the form of part- or full-time opportunities.

Support for a stepping-stone effect has been removed in the Tasmanian state service because conversion from casual or fixed term to permanency has been severely limited by a Ministerial directive that drastically limits the capacity of a casual and fixed term employee to appeal a decision when applying for a permanent position.

We all need to work together to change the rules to bring security back into our public and private workplaces.

Will you help? Contact the union if you want to join the campaign for job security in Tasmania!

HACSU TRAINING OPPORTUNITY Dealing With Disciplinary Issues

Increase your knowledge, skills and confidence in dealing with disciplinary issues.

Develop an understanding of the principles and steps of the disciplinary process.

This course will be held on 17 May 2018 in Hobart & Devonport.

Register your interest with HACSU on 1300 880 032 or assist@hacsutas.net.au

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INFORM SUMMER 2018

MEET YOUR DELEGATES!

TIM RICHARDS

MANDY CLENNETT

Mersey Theatre, 13 years

Pathology South, 11 years

I'm the Associate Nurse Unit Manager and I oversee and coordinate the theatre including staff and rostering. I love achieving the best possible outcome for our patients.

What I really dislike is the lack of recognition and respect for nurses from the state government who fatten their own pay packets while offering a measly 2% wage increase.

I became a delegate to help keep the buggers* honest. I'd like to see a stronger and happier workplace with higher morale.

I want to make changes that matter and make a difference to our employment conditions by gathering a strong group of nurses.

As a phlebotomist, my average day involves taking blood from patients. I bleed anywhere from 25-45 people a day and I enjoy all the patients. They come from all walks of life and they all have a story. My job has taught me not to judge a single soul.

I've been a HACSU member for 7 years, they've saved my skin on more than one occasion and I've always been so in awe of the delegates that supported me through thick and thin. I became a delegate because I thought it was time I stepped up and helped to support my work pals and union.

My husband and I are very hermit-like outside of work. We like making a nice meal together, having a nice wine and kicking back in the spa.

Would have rather have to always speak your mind, or never speak again?

Say everything on my mind, although I may not have a job!

Would you rather be able to fly, or be able to become invisible?

Definitely fly.

If you had a wild animal as a pet, what would it be?

A Tassie devil. *Our word, not Tim's!

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INFORM SUMMER 2018

Would have rather have to always speak your mind, or never speak again?

I'd rather never talk again, I think more listening now would be good for me, I'd learn more.

Would you rather be able to fly, or be able to become invisible?

Fly. I am always envious of birds in the wind.

If you had a wild animal as a pet, what would it be?

A panda. Ever since I was small I thought pandas were just beautiful, and I still do!

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

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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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INFORM SUMMER 2018

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