INFORM The official journal of the Health & Community Services Union Tasmania
WINTER/SPRING 2021
Contents 01
HACSU who's who
03
Lucas Digney: Occupational Therapists want action
02 04 04
Tim Jacobson: Our campaign for aged care Embracing diversity in the workplace
HACSU disaffiliates from Tasmanian Labor
05
Delegate Karen Fahey
07
New minister same old problems
06 08 09 10 11 12 14 15 16 26 27 28 29 30 31 32 33 34 35 36 37 38 40 40 41 42 43
Delegate Simone Haigh
Super, what's in it for me?
MCH theatre and DSU redevelopment Delegate Tonya Walker
Working in health in rural Tasmania
Healthscope nurses stand together
St Helens holiday home for members Delegate Christine Hansson
Thank you for working in aged care day... week New HACSU staff member – James Milligan The insecurity of casual work
Keeping your contract can pay off Delegate Kathrine Ayers
Sexual harassment legislation changes Delegate Dayna French
Sandy Bay holiday home for members Private sector long service leave
Community and disability sleepovers Delegate Sue Carris
Southport holiday home for members Age discrimination in the workplace Spot the good ramping
Union representation, it's your right
Professional indemnity malpractice insurance COVID-19 worker help line Delegate Cheryl Snooks
You can stay with HESTA when you retire
Responsibility for any electoral comment in this publication is taken by Tim Jacobson, 11 Clare Street, New Town, Tasmania 7008. Produced by Health and Community Services Union Tasmania Branch (ABN 80 085 253 953). 2021. All rights reserved. Articles published in Inform express the opinion of the authors and are not necessarily those of HACSU. While all efforts have been made to ensure details are correct at the time of distribution, these are subject to change.
HACSU who's who COMMITTEE OF MANAGEMENT Tim Jacobson State Secretary Lucas Digney Assistant State Secretary Judy Richmond President, Mersey Community Hospital Chris Webb Senior Vice-President, HACSU Holiday Home Maintenance Officer Pru Peschar Junior Vice-President, THS/CCC – S Clarence Integrated Care Centre Leigh Gorringe Trustee, Oral Health Services Eastern Shore Christine Hansson Member, Healthscope Hobart Private Hospital Peter Moore Trustee, NW Disability Services Parkside
STAFF STATE SECRETARY Tim Jacobson
INDUSTRIAL ORGANISERS HACSUassist Lizi Ralph Richard Parkinson Shane Hamel
ASSISTANT STATE SECRETARY Lucas Digney ADMINISTRATION Angela Cook – Finance Manager Annie Lahtinen – Front Office Laura Binns – Launceston Raylene Woods – Launceston Sarah Langfeldt – Membership Officer Sarah Stanley – Admin Officer Sonia Serbanescu – Admin Officer Tasha Wilson – Admin Manager COMMUNICATIONS Craig Griffiths – Media & Publications Dorothy Liu – Communications & Marketing Ness Finn – Systems & Comms Manager
Hobart Chris Kennedy – Industrial Officer James Eddington – Legal Officer James Milligan – Legal Officer Janine Martin Mark Green Robbie Moore – Industrial Manager Shane Kunze Sharon Swards Tammy Munro – Lead Organiser Launceston Geoff Blyth Kristen Swain Vivek Foot – Lead Organiser Devonport Odette Seabourne Troy Baker
Pam Brock Member, DHHS NW Environmental Health Andrew Challis Member, OneCare Umina Park Mike Coombs Member, Royal Hobart Hospital Medical Imaging Marlene McHenry Member, Beaconsfield District Health Melissa Bibe Member, Launceston General Hospital Carolyn Shearer Member, Oak Possability Tasmania David Thomas Member, N Ambulance Tasmania
CONTACT US HACSUassist 1300 880 032 assist@hacsu.org.au HOBART: 11 Clare Street New Town LAUNCESTON: Suite 104, 287 Charles Street DEVONPORT: 80 Oldaker Street
SUB-BRANCHES ALLIED HEALTH PROFESSIONALS Andrew White Anne-Marie Avery Ben McGregor Daniel Moore
AMBULANCE
AJ Heiermann Alan Blank Cameron Johnson NURSES
Alison McKenzie Christine Hansson Jane Armstrong DENTAL
David Basser
Fiona Jones Janet Howells Kristina Manning Leigh Gorringe
Leonie Halley Sarah Leighton Sophie Mummery
Stephen Hayes Ted Sherrin Vanessa IrelandBarratt
David Thomas James Scott
Lauren Hepher Rebecca Gibson
Simone Haigh Wil Frost
John Coutts Judy Richmond Leanne Cowen
Luis del Valle Susan Banks-Smith Paige Ashwood Tim Richards Shalee Richardson
Marcus Barton
Published in October 2021. Please contact Craig at craig.griffiths@hacsu.org.au with feedback or contribution queries
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Our campaign for aged care TIM JACOBSON HACSU State Secretary
NO ONE could argue against the need for a complete overhaul of Australia's aged care system... well, no one but the Morrison Government.
Over the past year we've seen how desperately important it is to have an adequate and skilled aged care workforce. COVID-19's tragic impact has been felt heavily across our aged care sector particularly in north west Tasmania, NSW and Victoria.
The federal government has been big on talk when it comes to the sector, rushing out an early vaccination program that's been an unmitigated failure. Then they dropped the findings of the Aged Care Royal Commission
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without addressing the single largest problem – staffing levels and decent, well-paid careers.
They missed the opportunity in this year’s budget to address these issues – they delivered nothing. Well, if the government won’t do anything, we will, so we've collectively invested in a lifechanging wage case for aged care workers.
If successful, HACSU’s case for a 25% wage increase across the aged care workforce, including homecare and nursing, will see the largest boost to aged care wages in a generation. Having worked beside you for decades we know that unless wages and staffing levels are fixed there's no possible way the sector can lift standards of care. Over the past month I've visited many aged care facilities as a part
of our Thank You For Working in Aged Care celebrations.
I’ve had a great time catching up with many of you, and I've seen a massive level of support for our campaign from residents and their families, which is the thing that absolutely means the most for me.
I know you agree with how important it is to lift wages and standards across the sector, so keep an eye out for updates on the Aged Care Work Value case. We’ve got some work to do, and not just the legal work – we must push this rotten Morrison Government to do something, and push Labor and the independents to commit to our cause. Most importantly, we need to campaign in our communities and we need to win for aged care workers and for our elder Australians!
Occupational Therapists want action LUCAS DIGNEY
HACSU Assistant State Secretary OCCUPATIONAL Therapists help us learn new ways of doing things, regain lost skills and develop new ones.
They help us use materials or equipment that makes life easier, or adapts our environment to work better for us. These solutions help us to do as much as we can – safely and effectively – at home, at school, at work or in other settings.
Occupational Therapists are health care professionals who help us resume or maintain participation in a variety of tasks – career, leisure, social activities, being mobile, caring for ourselves and our home, and much more. In northern Tasmania, services have been reduced markedly or in some cases totally withdrawn simply because there's been an
inability to recruit appropriately experienced OTs to undertake the supervision of those services in these vital areas. HACSU OT members kicked off a community campaign in June that highlights the essential value of their services and the additional cost to the community when there's not enough of them.
For at least two years they've been warning of the real threat to health services because of a recruitment and retention problem in Tasmania. Since the commencement of the campaign members have talked to the media and supported patients and their families to do the same. They've taken steps to publicly advertise the issue and to demand the government take real and measurable action to address this issue.
community, but we’re not done.
The department has agreed to a targeted recruitment campaign and to recruit in a way that allows the ongoing turnover to be covered, but we’re still fighting to see the number of OTs increased in line with at least the national average.
Our members will soon meet with the Health Minister Jeremy Rockliff to tell him about the real problem that an inability to address this issue has created.
We’re hopeful the additional health funding in the budget will be allocated to address the chronic shortfall that began when the health budget was slashed and burned in 2011.
The campaign has seen several commitments made and some real wins for HACSU members and the
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Embracing diversity in the workplace TODAY'S workplace is forever changing, as are the HACSU members who work within it.
Our members are very diverse, whether they work in aged care, disability, community, the private or public sectors.
Different age groups, genders and cultures can bring challenges in a workplace but it's also a way to learn and change how we come together as a united workforce.
more international workers, and we produce culturally sensitive translations in printed materials so we can reach out to those workers and let them know the benefits of becoming a HACSU member.
Embracing diversity + working as one = strength for all!
This couldn't have been done without HACSU seeking input from, for example, a Nepalese member to produce flyers.
Diversity is a chance for many voices, perspectives and personalities to interact leading to out-of-the-box thinking.
Whatever the culture, age or gender, working together can be a truly enriching experience that allows others to broaden their perspective and learn about traditions from around the world.
HACSU happily embraces the changing face of sectors like aged care where there are a lot
As HACSU members know, unity in a workplace is a powerful thing,
This helps make a better workplace for workers and those being cared for in the health realm.
particularly when it comes to trying to improve wages and conditions.
It can also strengthen the workplace as the abandoning of prejudices and bonding over similarities leads to unity.
HACSU disaffiliates from Tasmanian Labor ON SEPTEMBER 24 HACSU notified the Labor Party that we were formally disaffiliating.
The decision was made by your Committee of Management and communicated that same week to the ALP.
It was something the COM had been considering for some time and the recent, and very public, dysfunction within the ALP ultimately lead to the decision being taken.
HACSU had been affiliated for over a decade, and the principal reason for our engagement with the ALP was to progress issues on behalf of HACSU members and influence decisions within Labor that affect our industries and workers’ rights generally. Regardless of where you work across health and community services, governments affect our work, families and industries. Whether you work in aged care, disability, or public or private health, governments hold the purse strings.
We continued to strive to influence decisions made by Labor across all of these areas.
For example, we continued to seek 4
better policy in the areas of aged care and disability. Unfortunately, Labor has not delivered for us.
When it comes to Tasmanian Labor, it’s hard to imagine how the current dysfunction will lead them to government any time soon. That’s why your COM made the decision to withdraw, taking the view that members’ resources should be put to better use.
This doesn’t mean HACSU will be withdrawing from the political debate.
Whether it’s ambulance ramping, ED overcrowding or progressive social policy that reduces harm, poverty and poor health – we'll be there. In the fight for a better deal for you, your workplace and your industry – we'll be there.
We'll continue to stand up for your rights as we've always done.
Your HACSU workplace delegate KAREN FAHEY
Extended Care Assistant
Onecare – Bishop Davies Court BECAUSE I work in the aged care industry as a carer there are days that are very rewarding, but other days can be chaotic where nothing goes right, and no two days are ever the same.
I've been doing this for nearly 22 years and before that I owned an apple orchard and hobby farm and worked in the school canteen 3 days a week.
I've been a member for 20 years and 7 years ago my HACSU organiser and delegate both asked me to be a bargaining rep for a new agreement. After the passing of the delegate, who was a dear friend and beautiful carer, I decided that in her honour I would become a delegate.
In that role I've encouraged new staff to join the union and passed on my knowledge to other members about their conditions in the workplace.
In the future I hope we have better working conditions, more trained staff and a pay increase in the aged care sector because wages are very low for the job we do. I also hope we go back to personcentered care when looking after the residents.
Because of staff cut backs we don’t have time to do the little extras we used to such as putting rollers in hair, putting on makeup or just sitting down to have a chat. I just wish management would ask us for input before they implement changes because, at the end of the day, we are the workers on the floor and we do have good ideas. My favourite thing to do when not at work is spend time with my family, and my favourite book is The Thorn Birds by Colleen McCullough.
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Your HACSU workplace delegate SIMONE HAIGH
Intensive Care Paramedic
Ambulance Tasmania Devonport EVERY day is different, which is one of the positives of the job, as you never know what's going to happen during your shift. I started as a volunteer 19 years ago and as a student paramedic with Ambulance Tasmania nearly 17 years ago.
Before that I studied sports science at uni and was a manager at McDonalds. I've been a HACSU member for the entirety of my employment with Ambulance Tasmania and a delegate for 10 years. My proudest achievement as a delegate is the senate inquiry into the mental health of first responders.
I approached Senator Anne Urquhart with concerns about the mental health of paramedics nationally, a serious matter, and she then organised the inquiry. Other than that it's the usual delegate stuff and lots of campaigns of various sizes.
In the future I hope to see the service move forward as it seems to be stuck for a while with no forward momentum and, hopefully, the new CE coming on board will help drive change. Workplace culture is slowly getting better but I think it's a priority and will make for a safer and happier workplace if it can be improved.
My favourite thing to do when not at work is showing my dogs or dog sports such as tracking and track and search with my 2 Weimaraners Oskar and Ned. My favourite song is Nothing Else Matters by Metallica, fave film is a tie between the original Ghostbusters and Hot Fuzz, and fave book is A Short History of Nearly Everything by Bill Bryson. 6
While I have soapbox...
In regards to the senate inquiry for first responders, the federal government produced a very poor reply to the recommendations. First responders have a significantly higher rate of mental injury, PTSI and suicide than the general public.
At the time of the reply to the report, the black summer bushfires had concluded and the majority of the reply was about public, not first responder, mental health support in relation to the fires.
The government neglected to address any other first responder throughout the country – only those involved with the fires.
Funding commitments for support in the reply put first responders in with the general public, but they have specific needs and need appropriately trained providers. It's incredibly disappointing that the federal government has neglected those who keep the community safe.
I'll continue to lobby and fight for better support for first responders.
New minister, same old problems Blah blah IN MAY this year Jeremy Rockliff became the newest episode in the Yes Minister of Health series.
To say public sector health is in crisis is a bit of an understatement – it's basically a shambles.
The issues of ramping and chronic understaffing won't just go away because of a sense of hope for the best, and redevelopments at both of Tasmania’s major hospitals are timely but not a fix in themselves. Over the winter of 2021 there have been many meetings with senior health management figures to recast the overall management structure of the Tasmanian Health Service. This is akin to reshuffling the deck chairs on the Titanic, but we're told it needs to be done to align the reporting lines. But the question is, as always, where are the staff?
Grand announcements about reducing the elective surgery waiting list and throwing big dollar figures about make for fine press releases, photo opps and headlines.
We need to attract more staff to work in public health, as our hospitals were already at capacity, and don’t even mention a global COVID pandemic. We need staff everywhere – administration, cleaners, cooks, orderlies, support workers, procurement staff, radiographers, dentists and more. We need all the nurses and allied health workers we can get. That takes a commitment to pay decent wages, provide decent
working conditions and a plan to rebuild the health system from the ground up. Let's see if the government is serious about making a difference to healthcare in Tasmania or if it's just another smoke and mirror show.
They'll have the opportunity later this year when we enter the public sector wage negotiations. Minister, time is ticking.
YES MINISTER OF HEALTH
These distract the public for another day, but without the staff it makes no difference to the real numbers on the ground.
We're told, again by media release, that there are recruitment plans in place – no detail – just 'trust us, we know what we are doing'. It would be easier to accept the rhetoric about plans to employ more staff if their bad form wasn't already on the board.
We haven’t forgotten a 2% wage cap plan and we haven’t forgotten the cuts to public health care when they were first elected. The tired old argument that it's cheaper to live in Tasmania has morphed into Tasmania being a lifestyle choice – but we don’t know anyone willing to trade off up to $30,000 a year for lifestyle.
NEW EPISODE FOR 2021 7
Super, what’s in it for me? THERE have been some big changes to superannuation lately, and it's important to keep up – so where have we come from and where are we headed? Australian unions had a big win in 1983 when they achieved a national superannuation scheme for all workers, as before this only some got retirement benefits.
The scheme was reformed in 1992 by the Keating Government to set it on a path to be one of the best retirement schemes in the world. In 2014 the Rudd-Gillard Government set out to make it even better with a plan to increase employer compulsory contributions from 9% to 12% to keep up with the cost of living.
This should've happened by 2019 but Liberal governments pushed that out until 2026.
In July 2021 we had the first increase since 2017, with the Superannuation Guarantee Contribution raised to 10%, so check your pay slip and make sure yours has been increased.
An issue with our super has been that if you earnt less than $450 in a month, you weren't entitled to the SGC because of your low income. People with other duties that meant they couldn't work much – domestic, caring etc – or those who could only find a small amount of work didn't have the same right to accrue savings for their retirement. This disproportionately affected female and migrant workers in
what the government calls ‘low or unskilled-jobs’.
Unions like HACSU fought beside the ACTU to get this removed and the government recently caved to our pressure and legislated so all workers will receive superannuation as of July 2022 no matter how little they earn.
Another problem was that if you didn't tell your employer who your super account was with you could end up with a handful of accounts, paying fees on each, and possibly losing track of your money.
Since November 2021 employers must check with the ATO to see if a new employee has a ‘stapled’ superannuation fund before creating one for them, so tell the ATO which account you want to be used as your stapled fund.
We recommend seeking financial advice from a licensed professional so you can make the right decision for your circumstances. We have come a very long way but there's still some way for us to go. Our system still has some inherent inequality between the retirement savings of women and men. One easy way to help address this, which most economists recommend and most unionists agree with, is to provide superannuation contributions for parents who take parental leave.
Check your super now and then to make sure your employer is keeping up with the changes and making the right contributions.
photos courtesy superhistory.com.au
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MCH Theatre and DSU redevelopment WHILE predicted timelines for the Theatre and Day Surgery redevelopment at Mersey Community Hospital have run behind schedule, things now seem to be ramping up.
Plans are being made in preparation for the stage where builders 'bust through the wall' and major disruptions occur.
Based on progressions, we can now expect tender to go out in September 2021 and commencement likely to be around December.
Staff modelling is in its early stages, and HACSU raised the issue of basing staffing on the older ACORN staffing models.
We highlighted that the new ACORN standards have much more detail around aides/techs etc than the old standards. Staffing is, and will be, a work in progress up until the final stages. There have been a few setbacks in the planning and construction
stages but those issues seem to be almost sorted. There's now a clear plan with timelines in place which, if met, will result in a relatively smooth transition into the new and improved theatre areas. The increased operational capacity that will result from the redevelopments will help the Mersey remain an integral and important part of the local community.
Initial stages will affect the current Day Procedure Unit and the ground level directly below. This will mean vacating the entire block, including the foyer and relocation of offices in the foyer area while DPU is relocated.
The final phase of construction will be the theatre area, and will begin affecting theatres and operational capacity around January or February 2022.
The intention is to continue the use of 3 theatres – endoscopy, theatre and theatre/endoscopy combined, up until this stage. During the redevelopment of the theatres, one day surgery and one endoscopy suite will remain operational for the construction period which has an expected duration of 2 years.
Management are confident that throughout the redevelopment period there'll be minimal, if any, requirement for the redeployment of staff. They're also aware that this is the ideal chance to get any training completed that you may have outstanding or wish to complete that will also assist in reducing the probability of staff needing to temporarily redeploy.
The redevelopment also provides the opportunity for any obsolete equipment to be sorted and replaced by updated equipment. 9
Your HACSU workplace delegate TONYA WALKER
Disability Support Worker Multicap Tasmania
I WORK a lot of awake shifts from 10pm to 6am, and my average night consists of spending time with one or two of the four participants in the group house I'm in as the others are usually already in bed.
We play games, listen to music or watch TV then I assist them with night time medications and getting into bed, then do the cleaning and other tasks that fill my shift. I've been in the disability sector and with Multicap Tasmania for over a year now, and I also did a short stint with Possability.
Before that I was a security officer working for a few different companies and did a variety of different tasks in the field, such as thermo testing for COVID-19, and I still hold my security license. I've been a HACSU member since beginning work with Multicap Tasmania and shortly thereafter became a delegate.
As a delegate, I've been able to get more people to join the union once they've had the benefits explained and learned what the union can do for everyone. I've been to all but one of the delegate meetings and strive to make a real difference in the workplace and for everyone who joins.
My hopes for the workplace in the future are to have a great rate of pay, a place where everyone feels like part of a team working together instead of bickering and favouritism and, most importantly, the safety and well-being of all participants and staff.
There are many things I like to do when not at work such as diamond dot art, reading, scrapbooking and spending valuable time with my gorgeous family. 10
My current favourite song is After You by Megan Trainor, favourite film of all time is The Green Mile by Stephen King and I have many favourite books but am currently reading The Ackerman Series by Ethan Cross which is fantastic but not for the faint-hearted!
I'm super passionate about animals and have a brindle 2 year old American Staffy named Charlie who is a big boy who loves to eat. I also have two female cats – Tessa is 10 and has always been an outside cat and Ally is 8 and likes
to spend her time inside and gets her bum wiped with baby wipes! I used to own six wolves: arctic wolf Merlin, arctic tundra wolf Kiara, grey timber wolf Lady Gray, two black and sable British Columbian timber wolves whose names I forget, and a grey timber wolf mixed with Siberian husky called Knight Hawke.
I also had a raccoon named Bandit and an arctic fox named Snowy. They weren't the only animals in my lifetime, but they are the ones that had the most impact.
Working in health in rural in Tasmania WHEN people imagine rural areas they think farms, furry animals, cute cottages, and a laidback lifestyle. While these can be true, some of us fail to acknowledge the dedicated people who work and care for others in our rural communities.
HACSU members in these workplaces are working harder than ever to ensure the public are being cared for. Often they have to do this with limited equipment and with strained resources.
Large hospitals have round the clock imaging, intensive care units and access to specialists. Rural hospitals don’t have these things so, more than their urban counterparts, our members need to rely on their clinical skills to manage patients. Consequently, they often have a higher level of clinical responsibility.
Support workers are the jack and jills of all trades, often managing multiple jobs and skills in any given week.
Cook and delegate Anthony Zwart and multiskilled domestic Jarrod Colgrave both work at Beaconsfield District Health Service
No hospital would be able to function without cleaners, maintenance, kitchen, admin and so many other staff members. We couldn't be any prouder of each and every one one of our rural members.
They do amazing work within our communities each and every day. HACSU is committed to ensuring that all rural workers have a safe workplace and that there are adequate staffing levels.
If you work in a rural area and need our help, don't hesitate to contact HACSUassist on 1300 880 032.
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Healthscope nurses stand together for sa WE STARTED the process of bargaining for Healthscope nurses’ new agreement in late 2020 and, as of September 2021, it still continues.
After back-and-forth meetings that weren't getting anywhere and a very poor offer of 1.5%, nurses voted to take protected industrial action. Healthscope tried to run a scare campaign, and some staff received a letter making false claims about that industrial action. The simple fact, of course, is that HACSU members are fully able to discuss what bans will look like or what's involved. This is not illegal in any shape or form, it's your right as a HACSU member, and you are protected. Scare tactics are nothing to worry about, and the fact that
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Healthscope goes in this direction only means they're running scared about nurses' power as a collective.
Other sneaky tactics are making it difficult for HACSU organisers to visit meal rooms by having their WH&S employee escort us to each meal room, of which there are 5. They also reject our right of entry notices citing the public health directive regarding COVID-19.
Other private hospitals are happy for us to visit and talk with our members, so why is Healthscope making itself the exception?
Unfortunately the other union involved, the AMNF, tried twice for a ballot but neither one got up. Our bans started in early February with nurses wearing campaign materials such as badges and stickers.
Flyers they gave to patients and families had a QR code for them to scan and have a say on their experience at Healthscope.
Our first stop work was for half an hour in March and was well attended, with other unions joining us in solidarity. Negotiations continued with no real outcome so we stepped up the action by stopping work again for 2 hours.
afer staffing and patient safety Nurses marched through the Hobart CBD with chants and banners and flyers to hand out.
They gathered at the Unions Tas office where the AMWU's John Short gave a heartfelt speech on the nurse’s courage in taking a stand for better conditions for workers and patients. Nurses then marched through the city back to Hobart Private Hospital.
Site organisers visited both campuses every second day to make sure members were being supported and show them they're not alone in their fight for safer staffing.
Management resorted to bullying tactics to make staff feel guilty for taking industrial action and supposedly not looking after their patients by walking off the job. Healthscope obviously doesn't understand that not having safe staffing levels is actually a far greater danger to patients.
Another stop work action was a morning walk up the road for breakfast to discuss the next steps and agree on a resolution for moving forward.
And while all this is going on... HACSU delegate and Hobart Private nurse Christine Hansson won Delegate of the Year and Healthscope nurses won Campaign of the Year! This campaign has been massive and, as you can imagine, it's especially hard for nurses to walk off the job – but that's how strongly they feel.
The fight hasn’t finished, and nurses are as united and resolute as ever.
As they do every day of their working lives, Healthscope nurses are determined to make things better.
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St Helens holiday home for members AFFORDABLE HOLIDAYS FOR HACSU MEMBERS
HACSU owns and operates member-only holiday homes in three amazing locations across Tasmania: St Helens, Sandy Bay and Southport. Our homes are fully furnished and fitted out with everything you’ll need. Whether you want to spend your holiday adventuring or relaxing, St Helens is the perfect location. Relax on the world-famous Bay of Fires, or take a trip down the Great Eastern Drive and experience the breathtaking views of the East Coast. For more, call 1300 880 032.
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Your HACSU workplace delegate CHRISTINE HANSSON Registered Nurse
Hobart Private Hospital I'VE BEEN at Healthscope Hobart Private Hospital for 22 years, but I've worked at seven hospitals during my 41 year career. I have been nursing since 1980 and have been a perioperative nurse since 1985 and am currently employed as a registered nurse perioperative scrub/scout.
I start my day organising the equipment and sterile supplies needed to complete my operating list. This includes making sure all the prostheses are available and liaising with other operating theatres and other health professionals such as x-ray and endoscopy.
The skill mix must be suitable for our case load and tea and meal breaks must be factored in whilst ensuring the list runs smoothly.
I've been involved in enterprise bargaining agreement negotiations
since I joined HACSU in 1996 whilst working at Calvary Healthcare Lenah Valley.
I became a delegate to join the negotiations, but soon realised it enabled me to gain knowledge about our working conditions and how to improve them.
When I began nursing, 'someone' out there fought really hard to gain the conditions that protected and rewarded us. I want to ensure that nurses in the future can care for their patients within a reasonable work load so they'll stay working in this fabulous profession. I want to be able to retire knowing the nurses who follow will be able to continue to work safely and look after me if I need a knee replacement.
Whilst at the Hobart Private I've been involved in negotiating all the staff agreements for the past 22 years, but I've never been more humbled by the unity and support members have displayed during this year’s negotiations. It’s been very stressful and
challenging, but we are pushing forward and we demand that our voice is heard.
We deserve to be able to work safely with a reasonable work load that's measured to the acuity of the patients we care for in all areas of the hospital, and our patients deserve this too. I'm extremely passionate about infection control and hand hygiene and enjoy mentoring beginner practitioners into the world of perioperative nursing. With the ever changing world of the procedures that we perform, it’s extremely important to keep up to date.
When I'm not working I enjoy dabbling in a few of my passions – I love knitting, millinery, sewing and baking cakes and bread.
My husband Brett and I have two adult children and an 8 month old grandson who lives with his parents in Adelaide.
We've visited him five times since his birth and I'm totally besotted with him and am always looking forward to our next visit.
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Thank you for working in aged care day... WE HOLD Thank you for Working in Aged Care Day each September, but one day isn’t enough to thank workers for the great work they do looking after the elders of our community, so in 2021 we celebrated all week. Real thanks means real change, so we applied to Fair Work for a 25% wage increase for aged care workers, and to celebrate we ran a giveaway for HACSU members. From 29 August to 4 September members could win a $50 Coles or Woolies gift card every month for 12 months with a golden ticket, 6 months with a silver ticket or 3 months with a bronze ticket – they just had to grab a chocolate from their organiser and unwrap it! There were also daily $50 spot prizes and a second chance draw.
Seema from Strathhaven found a golden ticket, Ana from UAW Kings Meadows a silver ticket, Ranjana from Taraandoo a bronze ticket and Evelyn from Tyler Village won the second chance draw.
. week
CHERYL – Lifestyle & Leisure Officer. Worked in aged care for 29 years. "It’s rewarding knowing we do make a positive difference to the lives of our residents, but I dislike that it’s so physically and mentally challenging for workers, though some days are better than others. A 25% wage increase would be wonderful, it would mean less financial stress at home trying to pay the bills and would give more incentive for people to stay working in this industry. There would be less burnout for workers due to having to work more hours and shifts to try and generate a liveable income and a wage increase would allow more family time at home. As far as changes, realistic resident to staff ratios would be great. Acknowledge and pay us properly for the huge role we play in aged care – the injustices we have to deal with now are enormous."
Thank you for working in aged care day...
. week MICHELLE – Extended Care Assistant. Worked in aged care for 14 years until July 2021. "I joined the aged care workforce back in 2007 after a 6 month TAFE course and worked for the same company until this year. I enjoyed making the residents' day and leaving work feeling satisfied and accomplished. I enjoyed the many stories and life events the residents shared with care staff and chatting to them about my life and my children. I enjoyed seeing the smiles and comfort they got from receiving the care they needed – it’s all about holistic care for each person. But the role of a carer has become very demanding due to unrealistic expectations from management who should jump in the shoes of a carer and do the role for 1 or 2 shifts a month to see how we roll. Aged care has become an industry of high staff turnover due to burnout, stress, fatigue and lack of respect shown by management.
Over the last 5 years older clients are getting more frail before entering facilities as they’re encouraged to stay home and seek care packages before then entering a facility with higher needs. A huge strain has been placed on the residential workforce as management seem blind to the need for more staff on the floor to accommodate the increasing requirements of incoming residents. Care workers deserve a 25% pay rise as the demands on them are excessive, and it'd help staff with massages, counselling, me-time, and the always rising cost of living. We’re required to do online training often in our own time and staff are doing progress notes during their meal breaks, which is unacceptable. I’d like to see more care staff, more cleaners, laundry and kitchen staff and newly appointed management teams across the board – especially in care and hotel services. Aged care management needs new blood and a new vibe!"
Thank you for working in aged care day...
PHOEBE – Extended Care Assistant. Working in aged care for 10 years. "There are good and bad things about aged care, it can be so hectic when you're rushed off your feet but it can also be very rewarding. If we earnt more we could drop a shift to spend more time with family and have more money to pay the bills rather than stressing so much. I'd like to see better staff to resident ratios in aged care."
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TIM – Personal Care Assistant. Working in aged care for 4.5 years. "What I like most about my job is how a simple 'thank you' from a resident for helping them do the most basic task can change my day or week in such an empowering way, when in reality they don't have to thank me for doing my job. I support a 25% pay rise for my industry as I believe we deserve fair wages for the professional care and support we give to our residents. We give so much of ourselves at work but still struggle to pay our bills and provide a decent standard of living for our families. I believe the biggest change needed in aged care is the resident to staff ratios. Proper ratios would allow more time for us to care for our residents' individual needs and treat them with the respect they deserve."
Thank you for working in aged care day...
WENDY – Extended Care Assistant. Working in aged care for 26 years. "The workload in aged care is becoming more physical , particularly of a day, so I now choose to mostly do night shift for that reason. I love my work colleagues as we can bounce off each other as only those who work in aged care fully understand how hard the job can be. I also love the residents, and the job can be very rewarding. More money would attract more staff and those who are already working in it deserve a pay rise. We do hard, physical and mentally draining and demanding work, especially with all the situations we deal with and the lack of a decent staff to resident ratio. I would like to see more support in understanding the behaviours we deal with on daily basis."
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Thank you for working in aged care day...
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DONNA – Extended Care Assistant and Leisure Health. Working in aged care for 11 years. "A 25% pay increase would make a huge change in my life and all workers in aged care. It would take financial pressure off the family unit and give more choice of the hours we work and give us less stress and more family time. We deserve a pay rise as we're hard workers who put our clients and residents first and continually work overtime without pay. We're one of the lowest paid workers who look after the elderly people who helped form the Australia we live in today. I would like to see staff to client ratios in age care as hospitals, childcare etc have ratios, but not this industry. raw winner
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I’d also like to see recognition of carers as the frontline between client and nurse."
New HACSU staff – James Milligan I’M JAMES, HACSU’s new Legal Officer.
After finishing my law degree and legal training in Melbourne, I moved to Tasmania to work as an industrial officer.
I’ve always practised in industrial relations law, working in organising and industrial roles at the United Workers Union, National Union of Workers, and the ACTU. I’m passionate about workplace rights and community solidarity, so I’m excited to be part of the HACSU family. On a given weekend, you’ll find me hiking in Tasmania’s wilderness, enjoying a meal with friends or dancing at the discotheque.
I look forward to working with HACSU members to ensure that Tasmanian workers win permanently. In solidarity.
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The insecurity of casual work BEING a casual employee often isn't a choice for the vast majority of casuals – it’s the only option the employer offered. Casuals generally lack job security, don’t get regular hours and can be let go for any old reason. In some industries more than 70% of workers at a workplace can be casual and in Tasmania stats suggest 1 in 3 workers are either casual or on fixed term contracts with less than 12 months of guaranteed work. If you're a casual you get paid extra, normally 25%, as compensation for having an insecure and irregular job.
But this also has to make up for the annual leave and sick leave entitlements that permanent workers get.
In other words, you must fund your own holidays and sick leave, which can be extra hard for the many who are actually under-employed.
A 'regular pattern' doesn’t always mean working the exact same hours week in week out.
Employers must assess you every 12 months and when they identify that you've satisfied the 3 criteria they must make you an offer of permanent employment. This doesn’t oblige you to accept the offer, but it should be made, and doesn’t require any selection process. You can make a request for conversion every 12 months and the employer must respond in writing to your request within 21 days, accepting or rejecting it. Any rejection must be in writing and must state reasons.
If your employer doesn't make an offer or refuses to accept your request to convert to permanent employment on ‘reasonable
grounds’ those grounds must be based on facts that are known or reasonably foreseeable.
Reasonable grounds for deciding not to make an offer can include that in the next 12 months your position won’t exist, your hours of work will significantly reduce or your days or times of work will significantly change and can’t be accommodated within your available days or times for work.
Reasonable grounds can also include that making the offer would not comply with a recruitment or selection process required under a commonwealth, state or territory law or that your employer would have to make a significant adjustment to your work hours for you to be employed fulltime or part-time. Contact us if you want to chat about your situation as a casual.
The federal government recently changed the National Employment Standards to include the right to ask for 'casual conversion', the process of requesting or being offered permanent work. Casual conversion processes may have been in an agreement or award, but now it's a federal law that applies to all private sector employees regardless of the industry you work in (but not applicable to state servants).
Once you've worked for more than 12 months in a private business with more than 15 employees you have the right to ask to convert from casual to permanent parttime or permanent full-time work.
The 3 basic criteria are that you worked for the employer for 12 months or more, worked a regular pattern of hours on an ongoing basis for at least 6 months, and could continue to work these hours as a permanent part time or full time employee without significant changes. 27
Keeping your contract can pay off WE CAN'T stress enough the importance of updating and keeping a copy of your work contract.
HACSU has had a number of members contact us because their employer has failed to honour their contracted hours. So what exactly are your contracted hours?
In simple terms, they are the number of hours your employer must provide you with and the number of hours you must work each week.
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We recently won back $130,000 for one member whose employer hadn't been adhering to her workplace contract for around 6 years.
This member had a copy of their work contract and therefore could prove what her hours of work were meant to be. Another member had been short changed by 388 hours over 9 months and received a back payment of more than $9000. If your employer offers you additional hours make sure your
contract is adjusted to include the change as you can't rely on them keeping an updated copy.
If your hours are disputed sometime in the future you don’t want your employer waving an old contract with lesser hours at you. If you believe your contracted hours aren't being met by your employer dig out your current contract and check your payslip. If things don't add up then it's time to give us a call.
Your HACSU workplace delegate KATHRINE AYRES Support Worker
Possability north MY AVERAGE day involves helping clients I support to live as independently as possible. I've been employed in the disability sector for 12 months and before that I was a personal carer in aged care for 11 years. I've been a HACSU member for 12 years and have been a worksite
delegate for nearly all of that time. When I was a new staff member in aged care the delegate was resigning and I was told it was my turn to become one.
Now I'm in disability I chose to be a delegate to represent my coworkers with work related issues.
I've assisted colleagues with all areas of bullying in the workplace, rostering issues, the EBA and participated in the campaign to save Aminya from closure.
My hope for the workplace in the future is that all employees are treated as equal, employees' rights are upheld and complaints are listened to and acted upon. When not at work I enjoy cooking, gardening, time at the beach, relaxing with a few cold refreshments and music and spending time with friends. My favourite song is 'Freedom Road' by blues band Giants.
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Sexual harassment legislation changes THE SEX Discrimination and Fair Work (Respect at Work) Amendment Bill 2021 passed both houses of Parliament on 2 September.
The Bill will expand coverage of the Sex Discrimination Act, and a Fair Work Act amendment will allow workers to apply to the Fair Work Commission for a Stop Sexual Harassment Order. The 2020 Respect@Work Report by Sex Discrimination Commissioner Kate Jenkins contained 55 recommendations, constituting a new approach for government, employers and the community to better prevent and respond to sexual harassment in the workplace. The Bill implements some of these recommendations to help reduce the prevalence of sexual harassment and gender-based discrimination in Australian workplaces.
It aims to better protect and empower workers, particularly vulnerable workers, in respect of workplace sexual harassment by making changes to the Fair Work Act, Sex Discrimination Act and the Australian Human Rights Commission Act.
Once the Bill receives royal assent the following notable changes will take effect: FAIR WORK ACT:
• It will be explicitly stated that sexual harassment in connection
with your employment can be a valid reason for dismissal • If you're sexually harassed at work you can apply for a Fair Work Commission ‘Stop Sexual Harassment Order’ • If you or your partner has a miscarriage, you'll each be entitled to 2 days’ paid compassionate leave (unpaid for casuals). SEX DISCRIMINATION ACT:
• Discrimination involving harassment on the ground of sex will be expressly prohibited • Sexual harassment protections will be extended to all paid and unpaid workers, including volunteers, interns and the selfemployed • The Act applies to allow complaints by, and against, members of Parliament, Commonwealth, state and territory judges, and state and territory public servants HUMAN RIGHTS COMMISSION ACT:
• In recognition of the pressures faced by complainants when speaking up, the period available to make a complaint under the Sex Discrimination Act to the Human Rights Commission will be extended from 6 months to 2 years But not everything was included, and one key recommendation in the Respect@Work report was to impose a positive duty on employers to take reasonable and proportionate measures to
eliminate sex discrimination, sexual harassment and victimisation. This is already legislatively enshrined in Victoria, but not at a Federal level. Such a duty is also similar to the duties imposed on employers under work health and safety legislation.
Given that sexual harassment is a work health and safety issue, we'll wait to see how regulators address this with enforcement action under relevant WHS/OHS legislation. Other recommendations not implemented include a recommendation empowering the Human Rights Commission to inquire into systemic unlawful discrimination, including systemic sexual harassment, among others.
But the Bill does send a clear signal to employers that workplace sexual harassment and discrimination is unlawful and must be taken seriously.
The express inclusion of workplace sexual harassment as a valid reason for dismissal further reinforces the idea that taking strong action is appropriate and necessary to make workplaces safer, fairer and more equal for all Australians, particularly women. Employers need to update their sexual harassment policies to account for the changes recommended in a wide range of reports released over the past 2 years, including providing details of all the options available for complainants. They need to conduct risk assessments, record sexual harassment risks in their risk register, have a prevention plan and record metrics.
Your employer should also update training and policies to reflect the changes, particularly so staff know if they're able to access the Fair Work Commission’s Stop Sexual Harassment Order jurisdiction. 30
https://www.maddocks.com.au/insights/changes-to-sexual-harassment-legislation-with-the-passage-of-the-respect-work-bill
Your HACSU workplace delegate DAYNA FRENCH Food Services Assistant
North West Regional Hospital WORKING in food services is a fast paced and physical role that involves prepping, delivering and service of food throughout the hospital and cafeteria area. While the workloads are high, I really enjoy the work and interaction with my colleagues.
I've been at the NWRH for nearly 25 years, most of my adult working
career, but before that I worked as a junior in domestic laundry services.
I have been a member in excess of 20 years, and moved into a delegate role to try and improve the everyday working conditions for my current and future colleagues.
I find it hard to hang my hat on one achievement, but I feel that over my time as a delegate I've assisted in unionising my workgroup and improving our day to day working environment.
I would like to see conditions continue to improve for workers making it an appetising career for future generations.
I enjoy getting away to my shack at Hellyer Beach every opportunity I get, and also like to relax with a bit of craft. Of course, I enjoy a quiet beer watching my beloved Collingwood play.
I would have to say that the whole Fast and Furious franchise are my favourite movies, I can’t single one out.
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Sandy Bay holiday home for members AFFORDABLE HOLIDAYS FOR HACSU MEMBERS HACSU owns and operates member-only holiday homes in three amazing locations across Tasmania: St Helens, Sandy Bay and Southport. Our homes are fully furnished and fitted out with everything you’ll need. Heading to Hobart? Stay right on the water’s edge in Sandy Bay, in strolling distance of popular beaches, cafés, shops, parks and a secure modern playground. Just seconds from Wrest Point Casino and minutes to the CBD. For more, call 1300 880 032.
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Private sector long service leave AT HACSUassist we often get calls about long service leave from members working for private sector employers.
Here are answers to some common questions we get asked: What long service leave do I get? After the completion of 10 years continuous service you're entitled to 8 2/3 weeks long service leave. When do I get it? The entitlement to long service leave is after the completion of 10 years continuous service with your employer. As long as there are no significant interruptions to your employment that would break your ‘continuous service’ you are entitled to it.
Am I eligible for pro-rata LSL? There are certain circumstances in which you will be eligible for prorata long service leave. Firstly, you must have been continuously employed for at least 7 years. If your employer terminates your employment for any reason other than serious and wilful misconduct, you are eligible for pro-rata long service leave. If you're of retirement age and are resigning to retire, you are eligible for pro-rata long service leave. In some circumstances you may be eligible for pro-rata long service leave if you have to end your employment due to domestic or other pressing necessity.
For example, if you have been employed for at least 7 years you may be able to access your long service leave on a pro-rata basis if you have to leave your employment to care for a seriously ill partner or child. Can LSL be cashed in? Yes, you may be able to cash in your long service leave, but this would need to be agreed upon between you and your employer, and you may also be able to take a mixture of cash and leave.
As always, HACSUassist is ready to help with any enquiries regarding your employment conditions so please get in contact with us if you have any other questions about your entitlement to long service leave.
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Community & disability sleepovers WE'RE working with several disability service providers regarding award and enterprise agreement breaches relating to sleepover times.
pay for the extra time rostered and performed.
It says you can be rostered to perform either a 7 or 8-hour sleepover, and enterprise agreements also reflect this award provision.
We recently held a conference meeting with that employer and the Fair Work Commission and the commissioner was quite clear in his directive.
The Social, Community, Home Care and Disability Services Industry Award is very clear.
What we're seeing now is an alarming trend where staff have been regularly and systematically rostered to perform shifts over the 8-hour maximum time without being paid for it.
Make no mistake – you are entitled to be paid at the relevant rate of
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One of the organisations we're working with believes they only have to pay a portion of the sleepover allowance and not the relevant rate of pay, but they're wrong.
He said the extra time is to be recognised and paid as time worked at the applicable rate of pay, not as a portion of the sleepover allowance.
But this employer then sent a communication to staff saying they have been paid correctly – as a
portion of the allowance, not at the relevant rate of pay – and that was that.
They then wrote to HACSU stating that their version of how they paid staff was correct and if HACSU choose to seek further advice on this matter then that's our choice. We simply don't accept this misguided attempt at wage theft and are currently working out our next steps in this saga. When you are working for robber barons like this it pays to be a member of your union.
HACSU makes sure you're protected and represented when these sitautions arise as well as keeping you updated as the issue progresses.
Your HACSU workplace delegate SUE CARRIS
Domestic + Health Care Assistant North West Regional Hospital
AS A MULTISKILLED domestic and health care assistant I don't really have an average working day.
No two days are the same because working as a cook, cleaner, and
carer in a small rural hospital quite often means you wear many hats and are the Jack and Jill of all trades.
I've spent 17 years as a multiskilled domestic and 10 years as a health care assistant. Before that I was a cleaner at the Interstate Hotel and the RSL.
I've been a HACSU member and delegate for one year, and I'd like
to help make my workplace safe and free from drama.
My hope for my workplace in the future is that all workers can come and work in a safe and happy environment.
My favourite thing to do when not at work is to relax and do some renos to my beautiful property. My favourite song is anything by the king, Elvis.
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Southport holiday home for members AFFORDABLE HOLIDAYS FOR HACSU MEMBERS HACSU owns and operates member-only holiday homes in three amazing locations across Tasmania: St Helens, Sandy Bay and Southport. Our homes are fully furnished and fitted out with everything you’ll need. Go to Southport and experience far south Tasmania surrounded by coastal walks and plenty of places to surf, swim and fish to your heart’s content, not to mention incredible thermal hot springs at Hastings Caves, the Tahune Airwalk, Lune River and Australia’s southernmost pub meals. For more call 1300 880 032.
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Age discrimination in the workplace IT'S AGAINST the law to discriminate against workers on the basis of age, but it can be hard to identify and even harder to prevent.
Unchecked, it can create an intimidating work environment and interfere with work performance, morale and employment and advancement opportunities for older workers. With a rise in insecure work and families struggling financially, it seems as though the retirement age is rising dramatically. It was once believed 60 was an ideal age to retire, the new retirement age is closer to 67.
Aside from the necessity, many people enjoy working and want to maintain employment.
Because of this, there's been a rise in age discrimination incidents in workplaces.
We're more proactive about racism and sexism being unacceptable practices in our workplaces, but ageism is a serious form of
discrimination that most workers aren't even aware of.
A common view is that the older you become, the less able you are to hold meaningful employment in today’s workforce. Despite invaluable skills, qualifications, experience and wisdom, older Australians often get overlooked in favour of those who are younger, easier to mold and cheaper to hire.
If any of the following things are happening or have happened to you in your workplace you may be experiencing age discrimination: • You don't get hired because the employer wants a younger looking person to do the job. • You're fired because your employer wants to keep younger workers who are paid less. • You're turned down for a promotion, which goes to someone younger hired from outside the workplace because the employer says the organisation wants a younger image.
• When job losses are announced, most of the staff affected are older, while younger workers with less seniority and less on-the-job experience are kept on. • Your supervisor or coworkers make age-related remarks about you, such as 'you're over the hill' or 'ancient'. If you feel you or a colleague is experiencing age discrimination, be sure to document the incidents with times, dates and specifics and note any witnesses to the events.
Age discrimination, like discrimination of any kind, is something you should never have to deal with and it should never be accepted in the workplace. If you feel you're starting to face age discrimination in the workplace, you should know your rights and take action right from the start.
HACSUassist offers support and guidance throughout this stressful time and all calls taken are confidential, just call 1300 880 032.
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Spot the good ramping...
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Union representation, it's your right IF YOU'RE a HACSU member who needs to meet with management to discuss your working conditions you have the right to union representation. The meeting could be to discuss hours, workload, workplace flexibility, rosters or any issue that affects your working life. Most employment agreements and workplace policies include processes the employer must follow before doing things like
changing your roster or statement of duties and tasks.
You can also check agreements and policies to see if there's a special process for disciplinary meetings or anything else relevant to the issue you want to discuss. It’s a good idea to ask management for a copy of all relevant information in writing before the meeting, and this includes your right to access your own personnel file if needed.
We suggest calling HACSUassist to contact the employer to make an appointment. You may also need to sit down with a HACSU organiser before the meeting to properly prepare by looking at what the issue is and what your preferred outcome is.
HACSUassist offers support and guidance for HACSU members and all calls are confidential, just call 1300 880 032.
Need representation? Call HACSUassist on 1300 880 032
Professional indemnity malpractice insurance IF YOU work in a role where you provide personal care, your HACSU membership includes free Professional Indemnity Malpractice Insurance (PIMI). PIMI is a type of insurance which protects you in the case of someone making a claim for loss, damage or injury as a result of how you’ve performed at work. It’s absolutely essential to have PIMI if you’re in a personal care role, and your employer doesn't provide this insurance – it’s your responsibility to make sure you have it.
Many personal care workers pay far too much for third-party PIMI or don’t have PIMI at all. HACSU’s policy covers members for claims up to $20,000,000. And it’s free.
Please check with us for eligibility and exclusions.
For a copy of the policy terms and conditions, ask your HACSU organiser or call us on 1300 880 032. 40 6
COVID-19 Worker Helpline What has COVID-19 meant for your work? Do you need advice on your workplace conditions, rights, wages or health and safety? Do you have questions around JobKeeper or other support for workers? Unions Tasmania is providing FREE advice to any Tasmanian whose job has been impacted by COVID-19. If you need workplace advice, please get in touch: (03) 6216 7616 covidhelp@unionstas.com.au DM: @unionstasmania
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Your HACSU workplace delegate CHERYL SNOOKS Disability Support Worker Mosaic Support Services
I SUPPORT clients mainly one on one with daily activities and encouraging them to be as independent as possible.
The main stream I'm in is 'knowhow', a stream that is about learning and independence. I've been in my current job for almost 10 years.
Before that I worked in child care supporting children with additional needs, and prior to that I was a teachers aid. I became a HACSU member soon after starting my current job and I was nominated to be union delegate by one of my co-workers who saw some qualities in me that could make me a good delegate. As a union delegate I've had input into our EBA and was able to be a part of the Anna Stewart training. In the future I'd like to have a family friendly and understanding workplace as a lot of our workers have children.
I'd also like the workplace to be all about the clients as the motto is 'living life my way'.
In my spare time I'm a genealogist, and this is something I am very passionate about and love researching anyone’s family tree.
COVID has made things hard as I had my sister's family move in with me and all the children had to get along, or in our case not get along.
HAVE YOUR DETAILS CHANGED? Moved house? New email address? Changed worksite? New phone? Let us know if any of your membership details change so you don't miss out on vital info or great discounts. It only takes a moment. Simply call 1300 880 032 or email assist@hacsu.org.au
Did you know you can stay with HESTA when you’re ready to stop working?
HS 1318.0 08/20 ISS6
There are over 20,000 HESTA members either transitioning to, or enjoying, full retirement through a HESTA Income Stream.
hesta.com.au/retire 43
