INFORM - Winter 2019

winter 2019

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

a tale of collective strength . rft workers attacked . bill attacks members . meet some delegates . rough weather in the community & disability sector . fte trickery . a day in the life of an aged care worker . work-related stress north west wins . sexual harassment . stop work photos . holiday homes . night owls and sleep . profit before people . we all need activists . mersey theatre staff . csd sterilising the streets . amboramping . changing the rules

CONTENTS 01 HACSU who's who 02 Tim Jacobson: A public sector tale of collective strength 03 Robbie Moore: Richmond Fellowship workers attacked 04 Professional indemnity malpractice insurance 05 Members attacked by EI Bill 06 New staff: Shane and Janine 07 HACSU Delegates Tammie Richards & Trevor Quinn 08 Rough weather in the community & disability sector 09 What the FTE?!

10 Day in the life of an aged care worker 12 Work-related stress 14 Wins by north west members 15 What is sexual harassment?

16 TNAPR stop works in Burnie, Launie and Hobart 18 HACSU Delegates Matthew Bessell & Jo Haigh 19 Holiday home: Southport 20 Night owls & sleep 22 Holiday home: Sandy Bay 23 Profit before people in disability & aged care 24 HACSU Delegate Michelle Farrell 25 Activists 26 MCH theatre staff 28 CSD sterilising in the streets 30 Ambulance ramping 32 HACSU Delegate Tony Priest 33 Holiday home: St Helens 34 Change the rules 36 2019 Delegate Conference 37 Hesta: Super through life's stages Please contact Craig at craig.griffiths@hacsutas.net.au with your feedback or contributions for future issues of INFORM 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). 2019. 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

SUB-BRANCHES

Tim Jacobson State Secretary

Leigh Gorringe Wade Clarkson Ted Sherrin Leonie Halley Stephen Hayes

Robbie Moore Assistant State Secretary Judy Richmond President, Mersey Community Hospital (After Hours Co-ordinator) Chris Webb Senior Vice-President (Holiday Home Maintenance Officer) Pru Peschar Junior Vice-President, DHHS Community Health (Social Worker) Leigh Gorringe Trustee, Oral Health Services (Dental Therapist) Christine Hansson Member, Hobart Private Hospital (Registered Nurse) Peter Moore Trustee, Disability Services NW (Service Co-ordinator)

ALLIED HEALTH PROFESSIONALS Vanessa Ireland Ben McGregor Anne-Marie Avery Philippa Cannan Janet Howells

Fiona Jones Kristina Manning Judy Seal Andrew White Pru Peschar

Mike Coombs Daniel Moore Liz Thomas Sarah Leighton Sophie Mummery

Natalie Conway David Thomas Simone Haigh

Stephen Hickie Andrew Mansell Malcolm Moss

Will Frost Kate Puffett

Jane Armstrong Susan Banks-Smith Paige Ashwood

Christine Hansson Tim Richards Michael Harrington Shalee Richardson

AMBULANCE Lauren Hepher AJ Heiermann James Scott

NURSES Leanne Cowen Judy Richmond John Coutts

DENTAL Marcus Barton

David Basser

Pam Brock Member, Strathdevon NW (Extended Care Assistant) Andrew Challis Member, Yaraandoo Nursing Home (Enrolled Nurse) Mike Coombs Member, Royal Hobart Hospital (Radiographer) Marlene McHenry Member, Beaconsfield District Health (Domestic) Melissa Saltmarsh Member, Launceston General Hospital (Hospital Aide) Carolyn Shearer Member, Possability - Oak Tasmania (Disability Service Worker) David Thomas Member, Ambulance Tasmania (Paramedic)

STAFF STATE SECRETARY Tim Jacobson ASSISTANT STATE SECRETARY Robbie Moore ADMINISTRATION Angela Cook - Finance & Accounts Manager Anne Lahtinen Gabrielle Rule Laura Binns - Launceston Leanne McDougall - Outbound Coordinator Raylene Woods - Launceston Sarah Langfeldt - Membership Officer Tasha Wilson - Admin Manager COMMUNICATIONS Craig Griffiths - Media & Publications Innes Finn - Communications & Publications

HACSUassist 1300 880 032 assist@hacsutas.net.au HOBART: 11 Clare Street New Town LAUNCESTON: 91 Paterson Street DEVONPORT: 80 Oldaker Street

INDUSTRIAL ORGANISERS CONTACT CENTRE Lizi Ralph Richard Parkinson Shane Hamel HOBART Chris Kennedy - Industrial Officer James Eddington - Legal Officer Janine Martin Mark Green Shane Kunze Sharon Swards Tammy Munro - Lead Organiser LAUNCESTON Geoff Blyth Kristen Swain Lucas Digney - Senior Organiser Vivek Foot - Lead Organiser DEVONPORT Odette Seabourne Simon Wright

PUBLIC SECTOR BARGAINING

COLLECTIVE STRENGTH STATE SECRETARY TIM JACOBSON AS THIS goes to print HACSU members employed right across the Tasmanian State Service are voting on a new, revised wage offer.

We trust this will put an end to what's been a completely shambolic bargaining approach from this government.

Before the ballot commenced Robbie and I held statewide member meetings to discuss our campaign, the offer and the ballot process.

The government has presented the new offer as a 'sensible reset' of the negotiations.

If, over the next few months, we are to finalise the two remaining years of the agreement then we must be clear on who'll lead negotiations on the government side and how things will proceed to achieve this end.

It really mustn't be a replay of what happened over the last year or more.

At the meetings it was clear that members were less than impressed - and I'm being polite - with how the government's handled things.

At the membership meetings, members reflected on our achievements since starting the industrial campaign more than a year ago.

Members hope, as we all do, that the next stage will more professional.

Despite what’s happened and where we are, several major wins for HACSU members were discussed.

We ran a strong, united campaign and HACSU members stood by each other - where others faltered we remained solid.

Every member should be enormously proud of this fact because it was this resolve that saw the government make the offer we're now voting on.

No Australian union has been able to break a state or federal government's wages policy but you did just that - you got it to 'Scrap the Cap'!

HACSU members have broken major ground on this, creating hope for public sector workers elsewhere that government wages policies can be broken and replaced with proper collective agreements.

We won the backpay owed to us even though the government twice threatened to walk away from paying the first increase back to December last year - but members weren’t having a bar of that!

We're angry with the government and, though we have settled the first year of the agreement, there's still a little way to go.

If necessary, members are fully prepared to take a fight up to the government once again to get a fair wage outcome.

And private sector employers should take note... the government policy of 2% is dead and buried.

Employers can no longer hide behind the public sector's low wage position as an excuse to not pay fair wages to workers.

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RICHMOND FELLOWSHIP TASMANIA

WORKERS ATTACKED ASSISTANT STATE SECRETARY ROBBIE MOORE IN AN UNPRECEDENTED attack on its own workforce, community services provider Richmond Fellowship Tasmania has told staff they have to accept a massive pay cut and go on fixed term contracts if they want to keep their jobs.

This so-called 'not-for-profit' organisation is trying to do this by establishing a shell company named Richmond Futures and using it to offer staff their own jobs back with less pay and loss of permanency.

It's reducing pay by reducing classifications despite the fact that roles won't actually change.

RFT originally refused to do any consultation, breaching the staff agreement.

abandoned the values the organisation was built on.

Community service organisations should be demonstrating their values and leading by example, not harming their own workers.

RFT is trying to blame the National Disability Insurance Scheme for doing this but, while there are issues with the role of NDIS regarding funding and uncertainty for providers, this action is beyond comprehension.

Other Tasmanian organisations that have transferred to NDIS funding, or are in the process of doing so, haven't attacked their staff in this way and still employ most of their workers on a permanent basis.

Other disability and community service providers have been shocked by Richmond Fellowship's behaviour and have told HACSU they'd never treat their workers in this way.

In Victoria, with more disability services still run by the government, there's been a tri-partisan approach where the state government, unions and employers have negotiated outcomes that ensure workers' employment conditions are protected.

Richmond Fellowship and the Tasmanian Government simply aren't interested in that sort of collaborative approach.

As a result, it's the workers who are suffering.

We forced it to conduct some consultation but workers know it’s a charade and the outcome won't change.

If staff want to continue in their roles they must accept a pay cut of over $100 a week, lose their permanent positions, and move to 12-month fixed term contracts.

RFT has operated for over 30 years supporting people facing mental health challenges and social disadvantage.

It's provided the community with excellent services for people in need, but in recent years seems to have

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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: Professional Indemnity Broadform Liability

$10,000,000 limit any one claim $60,000,000 in the aggregate $10,000,000 limit any one claim $60,000,000 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 HACSU 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 gross during the financial year from work done in private practice.

The policy extends, subject to the terms, conditions and exclusions of the policy, to indemnify the insured for claims, as otherwise covered by this policy, arising from midwife services performed by a registered/ licensed midwife within a registered/licensed medical hospital and who is an employee of a registered/ licensed hospital.

There is no cover provided by this policy for any claim related to, arising from, or in respect of the performance of any procedure or the administration of any substance to terminate pregnancy.

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

Please contact HACSU for a copy of the schedule and latest policy wording.

Authorised by HACSU State Secretary, Tim Jacobson | August 2019.

MEMBERS ATTACKED HACSU MEMBERS are the people who work tirelessly to deliver quality care and support to our communities, day in and day out.

They are the carer sharing a cuppa with your grandma, the paramedic saving your loved one’s life and the physio helping you on your road to recovery.

Many of our members carry out this important work while volunteering their own time to help run our union.

The rights of workers to organise, seek union representation, and democratically run their unions, is an internationally recognised human right.

Just like a free press, free unions are essential checks on the powerful in any democracy.

Our members, and workers right around the country, benefit from the work unions do through improved wages, conditions and job security.

During the federal election campaign, the Morrison Government insisted it had no plans to reduce workers’ rights.

Now Morrison is dusting off previously failed legislation to attack the operation of unions and our members’ rights.

The proposed Registered Organisations (Ensuring Integrity) Bill 2019 is known as the Ensuring Integrity Bill or the EI Bill.

The Australian union movement is already heavily regulated and the EI Bill goes further than any other western democracy in interfering in democratic workers' organisations.

WHAT DOES THE EI BILL DO? The bill would give government, employers or any party with ‘sufficient interest’ the power to intervene in the running and work of unions, disqualify people from union leadership, block union mergers and more easily deregister unions.

It fundamentally interferes with the democratic rights of working people to organise, run their own union and choose who represents them.

The EI Bill would not apply to corporations or other types of elected officials, like politicians.

Despite the numerous scandals in banking and other areas, including aged care and health and community services, that have seen money stolen, elderly people without enough food, wage theft and fraud, no one in any of those cases has been barred from holding office, nor has a single organisation been de-registered.

HACSU campaigns to protect the rights of our members, our branches and workers across Australia.

The work we're doing is steeped in our firm belief that unions, as the longest standing democratically run vehicles for social progression and economic equality, must be protected.

WE NEED YOUR HELP. If you're interested in learning more about the EI Bill and its attack on your rights, or you're willing to share your story about what our union means to you, we want to hear from you! Contact us on 1300 880 032

This bill fundamentally interferes with your democratic right to organise, to run your own union, to choose who represents you.

It must be stopped.

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NEW STAFF Shane NAME: Shane Hamel HACSU ROLE: Organiser, Contact Centre “Before moving to Tasmania to live with my partner I was a commercial electrician in Victoria and a proud ETU member, and I’ve also been a change management consultant and worked on several ISO 9001 quality management implementation projects in the legal industry and completed pro-bono work in the Indigenous sector.

I come from a union values family and my father was a PPETU delegate during the 1980s where he fought for many issues including getting superannuation for Gas and Fuel Corporation of Victoria employees, and my Great Great Grandfather was President of the Victorian Railway Union's Benalla branch in the early 1910s.

I learned the true value of being a member of a union when the electrical company I was working for in Victoria went under due to mismanagement, and the union was fantastic at helping us through the process of claiming our unpaid wages and helping us chase up underpaid and unpaid superannuation.

Joining the HACSU Assist team is exciting as it aligns with my personal values and is a great chance to use all my skills and knowledge to help members with their struggles and workplace issues.

Outside the office I'm the Chair of the Mother’s Day Classic Organising Committee and enjoy camping and hiking in the Tasmanian wilderness, running (I did the Bruny Island Ultra in 2018), surfing and working on my Land Rover."

Janine NAME: Janine Martin HACSU ROLE: Industrial Organiser "In my 40s I had a career change and followed my passion to work in aged care which led me to become a union delegate to help my workplace get better conditions.

Never in my wildest dreams did I expect to end up where I am today, but I've always loved helping people and this role fits me to a tee.

Working at HACSU is like working with family because we're all striving together for the best outcome for our members - which is awesome!

I’m a proud feminist and super excited for even more women’s involvement in shaping the future of the union movement, and I also firmly believe that educating younger generations is where growth has to come from.

I grew up with the sand right at our back door, and find that the beach is my escape, which is why whenever I find any spare time you'll find me on Bruny Island."

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YOUR HACSU DELEGATES TAMMIE RICHARDS

TREVOR QUINN

Mersey Community Hospital

Multicap

"I'm a Grade 4 Perioperative nurse, working mostly in the Anaesthetic and Post Anaesthetic Care Unit – what used to be called ‘Recovery’.

"I work at Multicap as a Support Worker and on an average working day I tend to all my client's daily needs such as showering, feeding and anything else they require.

I care for patients throughout their surgical journey, assisting the anaesthetist whilst providing nursing care before, during and after anaesthesia until patients can be discharged back to the ward, and I'm also responsible for the PACU portfolio.

I've been in this job for 8 years and worked in other disability areas for a few years before that.

I've been nursing for 11 and half years and before that worked as a carer in an aged care facility, and I've been a HACSU member since February and a delegate for a few months as I enjoy representing and supporting colleagues.

It was clear what a strong, supportive and active union HACSU is so I jumped ship because I was frustrated with the union I was in as it wasn't listening to its members.

I became a delegate because I believe in fairness and equity for all and believe in standing up for your rights and supporting those who are unable to do so.

I've helped achieve a mass membership for HACSU, and there's been a major swing in our department to this more supportive and active union.

As for the future of my workplace - I hope MCH will still be operational into the future of the Tasmanian Health Service.

When I'm not at work I like to drink wine... lol... and spend time with my family, especially my four beautiful granddaughters who grow so quickly - time is one thing you can never get back!

Before I joined this industry I worked as a teacher at St Giles and before that was a nurse’s aide in the psychiatric field.

I joined HACSU a few months ago because I wanted to become a delegate to help my workmates.

As a delegate I'd like to achieve stability for the staff in my workplace, especially with the changes that are currently happening, nobody really knows where they stand or if their job is safe.

My hope for my workplace in the future is that we succeed in getting stability and job security for all staff.

My favourite thing to do when I'm not at work... don’t know if I should say ha ha... anything to do with motorbikes and cars.

If I could wave a wand and make the state or federal government do one thing tomorrow it would be to disappear!

When I was 10 years old I used to love surfing at the beaches in Western Australia."

If I could wave a wand I'd achieve national pay parity or at the very least coming to an agreement with our EBA. Don’t remember what I was doing when i was 10, but according to my mum I read a lot of books, and I did enjoy playing softball which I continued to play for many years."

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ROUGH WEATHER IN THE COMMUNITY & DISABILITY SECTOR

BY MARK GREEN

IT'S THE MIDDLE of 2019 and the community & disability sector is going through some rough weather with potentially more to come.

There's a chronic lack of funding being injected into the mental health space by the state and federal Liberal governments.

Instead, we're continually seeing cuts to mental health funding and, with the increased uncertainty around the ongoing funding of programs, it's of major concern to all involved.

Then there's the NDIS that's creating havoc in many disability support workers' lives and also for employers to some extent.

There are cuts to contracted permanent part time hours, increased workloads and increased responsibilities.

Another serious issue is the lack of quality training and an increase

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in workers having to fund their own training and do it in their own time.

Changes to working rosters is another great concern for HACSU members and for the most important people in all this - the vulnerable people being supported.

Here's a brief case study of an enterprise agreement that HACSU started negotiating with an organisation 5 years ago:

The whole thing had become a painfully drawn-out process but, after continued insistence from HACSU, it was finally resolved.

That was 2 years ago, and it's been in place ever since, but it's now expired and has been up for renewal since May this year.

This agreement has been one of the leading workplace agreements in Tasmania's community & disability sector for many reasons

and HACSU, the employer and its staff are keen to embark on another round of good faith bargaining.

The employer is keen to roll over the current agreement along with a tune-up and inclusion of the claims negotiated by HACSU members.

We're all looking forward to greater protection, entitlements, renumeration and security.

The employer in question has a chance to maintain and increase these positive components and gain an enhanced agreement.

It would be a great tool for recruiting and retaining staff in the tough NDIS world we're all now working in.

This would be a win for the employer, a win for staff and a win for clients.

WHAT THE FTE?!

BY LUCAS DIGNEY

SKEWED FTE numbers mean restrictions are being placed on the hiring of health workers in Tasmania's already stretched health system.

Full Time Equivalent jobs aren't the number of actual workers, they're the number of workers being paid for the total hours worked.

It's often used as a ball and cup trick by many in government to paint a rosy picture, but the FTE in Tasmanian health ain’t what it seems to be.

• There's a vacancy control process underway yet there's a higher than ever demand on hospitals.

• Doctors, nurses, allied health professionals and other health workers have shared their concerns but the government denies there's a job freeze.

• New staffing levels are based on figures from the middle of last year.

For a long time HACSU's been concerned that the process managers must go through to hire additional workers, or even replace someone who left, is simply an unsophisticated way to keep employee numbers at a predetermined level.

But the restrictions are happening when demand has increased, a factor acknowledged by the government.

The number of health workers isn't based upon the demand on the services - it's a spending figure determined by bean counters.

Correspondence from the Tasmanian Health Service says the revised budget allocation was based on average full-time positions for the first half of the 2018-19 financial year and that

most areas of THS were capped at their full-time position FTE. This is misleading because FTE doesn't always equate to actual workers, and in areas like mental health and emergency, the amount of overtime means the actual FTE numbers are skewed to look like there are more workers than there really are.

That means departments have been given fixed staffing numbers they're unable to exceed except where there'd been funding for new positions after the date the new FTE figure was determined.

The consequences are serious: • It's more difficult or, in some cases, impossible to get positions filled.

• Staff are forced to make decisions to not see some patients at all.

• Workers are being expected to do more and more with less and less and the results of that are well known.

• There's more sick leave, more workers compensation claims, decreased morale and worse outcomes for all of us.

0.4 2080 0.6 90 6.37 329 42 1200 38 900 49.9 12 736 24 50.5 16.02 192 31 14.50 94311 2002 3 152 8 6.24 15 0.8 9 11.5 622 4.5 293 1 2.7 0.45 1102 5 13 193

Health worker numbers should not be capped and numbers should be based on demand, not old data.

Unfortunately, the horrorshow 2019 budget handed down by Mr Gutwein means all Tasmanians, especially those who rely on and work in our public health system, can expect more of the same and worse before things get any better.

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A DAY IN THE LIFE OF A

by TAHLIA stagG - AGED CARE WORKER, COFFS HARBOUR

6:30AM MY SHIFT STARTS I'm feeling lucky today as we have a full crew of 1 nurse and 3 care staff, so here we go...

Residents' breakfast is 8am, so that's just 90 minutes until 11 of my 24 residents expect to be sitting in the dining room washed, dressed and ready for their meal.

That's 8 minutes, 18 seconds per resident to use a lifter to transfer each one from bed to toilet, toilet to shower, wash them, shave them, dry them, moisturise them, dress them, comb their hair and brush their teeth... ...and apply hearing aids, dress their wounds, transfer them to a wheelchair, tidy their room, make their bed, empty their bin and wheel them to the dining room, all in a tad over 8 minutes.

Meanwhile, the other 13 are laying in their beds waiting for their meal too.

These residents can't walk or communicate and need spoon feeding, can only drink through a straw, and have difficulty swallowing.

They haven't been touched since the shift began because those with verbal and physical behaviours take priority.

They haven't yet been cared for because 4 care workers can only do so much in a ward of 24 high care residents.

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9:00AM

11:00AM

CODE BROWN O'CLOCK

PAPERWORK??

Yep, all 24 residents want the toilet at once, so the nurse does the medication round, 1 care worker collects the breakfast trays, and the other 2 of us are running to answer multiple buzzers and toileting several residents at a time.

I haven't done a single note of paperwork and will be in trouble for that because paperwork = ACFI funding.

One is incontinent and I've already showered her this morning but, as I follow the trail of poo from the dining room to her bedroom, I realise she'll be needing another shower pronto.

9:30AM MY TEA BREAK

I try to type my way through chart after chart, but the buzzers never stop and the phone always rings.

The activity hall calls to say my residents have finished playing bingo and are ready to be picked up.

The hairdresser calls from the office asking me to bring residents over for their appointments.

I often don't take the tea break I'm supposed to have, but this time I sort of do and scull my cup of cold tea though I feel guilty about the 13 residents still laying in bed in last nights pads, unable to buzz for assistance.

Somewhere amongst all this the 1 nurse and 3 care staff try to squeeze in their own lunch breaks.

I didn't get to use the toilet as there wasn't time.

The nurse delivers yet another round of meds, 1 care worker feeds the bed-ridden residents while the other supervises those in the dining room.

9:40AM BACK TO WORK All personal care should ideally be completed by 11am, leaving just enough time to start preparing for lunch.

So that's 6 minutes and 15 seconds per resident to attend to their personal hygiene - and this is best case scenario.

Throw in a fall, a broken hip, a skin tear, a death, vomit, upset visitor or accidental poop of the pants and the time left for each resident is even less.

12:00PM LUNCHTIME

Two residents are fighting over who got the most ice cream, another is choking on her drink because she refuses to have thickened fluids and someone else is taking the chewed up food from her mouth and feeding it to a fellow resident who's asleep at the table with her mouth open.

I still haven't done the paperwork.

AN AGED CARE WORKER 12:30PM THE BUSIEST HOUR All 24 residents must be toileted, repositioned, checked for pressure sores or returned to bed, and an hour isn't enough but it has to do as 2 staff are going home at 1pm, the other at 2pm, then I'm on my own.

2:45PM ALMOST CLOCK-OFF I'll clock off in 15 minutes, but who am I kidding, I cant leave until the paperwork's done.

3:20PM OVERTIME I'm on unpaid overtime to type my notes when a resident spills a drink onto his pants, and I don't see it happen, but his family just arrived and see the wet patch but not the cup on the floor.

They charge in and lecture me about how undignified it is for their father to have soiled pants.

I apologise and explain it's water but I'll change him right away.

The family didn't see their father spill his drink on himself, didn't see him spit on me at 7am as I showered him and didn't see me massage dencorub into his sore knees to soothe the pain or pick a flower to put on his lap and cheer him up during breakfast.

They didn't see me encourage him to eat his lunch when he didn't want to.

They only saw a patch of water on his pants and they act like the world is ending and it's my fault.

THE SENSATIONALIST, tabloid end of the media sometimes likes to suggest aged care workers are negligent, incompetent and lacking in skills.

The media often only runs bad news stories, but the vast majority of aged care workers have hearts of gold and look after and love your family members as if they're our own.

Not every worker is terrific, like in any workforce, but some media organisations don't dig very deep before flinging out a snappy headline - they don't see what goes on behind closed doors.

I'm lucky enough to work in the best facility in the area, with the most amazing staff and, while it's the hardest job I've ever had, I love it.

They don't see us hold the hands of a man with Parkinson's to ease his shakes just for a moment, or see see us quietly sing his favourite old song as we feed him breakfast.

They don't see us cry as we comb the hair of a resident who just passed away, trying to make them look presentable for their family.

They don't see us go home broken because we've seen more in one day than many will ever see.

The PM called for a royal commission into aged care, well Mr Morrison, how about looking into the real problem - chronic underfunding and understaffing.

The whole country should support quality care and a dignified life for all older Australians.

Rest assured we're doing our best, but if we do fall short it's not for lack of care and passion, it's simply lack of time.

We work much harder than you realise, and we're very capable people, but it can be an impossible job with too little time and we often feel like our best just isn't good enough, which really sucks.

And this isn't a dig at my employer, it's the reality of aged care right now.

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MENTAL HEALTH 101 : W

by SHARON Swards

WORK-RELATED STRESS affects all of us at times, so it's crucial we recognise it and know how to rein it in, or where to get help, before reaching a crisis point.

Stress is a normal response to the demands of work and, in short bursts, can be beneficial as it helps you stay alert and perform at your best.

Prolonged or excessive workplace stress is very damaging to your mental and physical health, and can be a trigger for those of us already dealing with depression or anxiety and cause an existing condition to worsen.

Stress can increase your risk of injury, fatigue and burnout and often affects relationships and life outside work.

SIGNS YOU ARE STRESSED • Chest pain or a pounding heart • Fatigue • Reduced interest in sex

It’s easy to become overwhelmed by work and not make time for anything else, but it's really important to achieve a balance that promotes your home life and your overall health as well as success in your job.

• Nausea, diarrhoea or constipation • Getting colds more often

SOME CONTRIBUTING FACTORS

• Muscle tension, pains and headaches

• Working long hours or overtime, working through breaks

• Episodes of fast, shallow breathing and excessive sweating • Loss or change of appetite • Sleeping problems NON-PHYSICAL SIGNS INCLUDE: • Feeling overwhelmed or frustrated • Feeling guilty or unhappy • Being irritable • Losing confidence and being indecisive • Thinking negatively • Having racing thoughts

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• Time pressure, working too hard or too fast, or trying to meet unrealistic targets • Work that's monotonous and dull, or which doesn't use your range of skills or previous training • Roles where you have low levels of control or inadequate support • Job insecurity • Lack of role clarity or poor communication • Conflict with colleagues or managers • Bullying and harassment

• Memory problems

• Discrimination because of gender, ethnicity, race or sexuality

• Excessive worrying

• Prolonged or excessive pressure

WORK-RELATED STRESS MANAGE YOUR WORKPLACE STRESS Try and postpone major life changes such as moving house or changing jobs if you're feeling stressed or anxious.

Get out of the workplace during lunch or specified break times, even a 10-minute walk can refresh you.

Find someone to talk to through your confidential workplace Employee Assistance Program run by qualified counsellors. It can also help to chat with a trusted close friend or family member.

Schedule work meetings during work hours, not in your personal time.

Learn to relax and make time for the things you enjoy such as reading, listening to music, exercising, meditating, gardening and friends.

Avoid checking your email or answering work calls out of hours.

Take your annual leave each year and make sure you have a proper break from work.

Call HACSU on 1300 880 032 if working conditions seem impossible or you feel work demands are unreasonable.

Try leaving on time at least a couple of times a week if you frequently work late,

Restrict your overtime hours as much as possible.

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WINS BY NORTH WEST MEMBERS by oDEtTe SeabournE

THE MORE union members there are at a worksite the stronger that worksite is.

Employers know this and so do workers, that's why private sector worksites in aged care, disability services and community services have seen a growth in union membership.

Due to this strength in numbers, members in worksites across the private sector on the north west coast have achieved many things over this past year.

And there are hundreds more wins across the state and across the private and public sectors.

When staff have issues they call their union office because that's how to get the best outcome for themselves and their workplace.

Union members know they have a voice and someone who'll stand beside them.

They know they have support when their working life is made difficult by management, their colleagues, or the processes and conditions under which they work.

Members feel safe knowing that by simply making a phone call or chatting to their HACSU industrial organiser they have someone who'll go in to bat for them.

SOME OF THE ACHIEVEMENTS

BY NORTH WEST MEMBERS OVER THE PAST 12 MONTHS: • Changes to ensure fairer drug and alcohol policies brought in by management.

• 6 years’ worth of back payment for an entire section of staff.

• Commitments from management that interested HACSU members could request additional permanent hours.

• Staff going up an employment level and getting a pay increase.

• Negotiated improvements in enterprise agreements.

• Getting support to make advancements in their work area.

• Helped move managers who were bullying staff.

• Representation in all areas and situations including performance and disciplinary issues.

• Better outcomes negotiated for individuals as well as large groups of workers.

• Made management account for cleaners' workload problems and advise that staff could participate in reviews and provide feedback on solutions.

• Ensured enough notice given when new rosters are issued so staff can plan their life outside work.

• Made sure staff are being paid for compulsory training.

• Sought feedback and set the record straight regarding rumors around facility closures.

• Addressed workplace health and safety issues.

• Gained a proper bed instead of a mattress on the floor for staff who do sleepovers at their facility.

• Had new systems put in place, and others removed, to help make working lives easier.

Who you gonna call? YOUR UNION! 14

• Ensured that contracts come with hours, not zero hours.

WHAT IS SEXUAL HARASSMENT? by tamMy Munro

SEXUAL HARASSMENT YOUR EMPLOYER'S DUTY Your employer must take IS ANY PHYSICAL OR reasonable, practical steps to VERBAL CONDUCT prevent sexual harassment from occurring, or else it is legally OR VISUAL DISPLAY WHICH IS OF A SEXUAL liable.

NATURE, UNWELCOME This includes issuing a strong sexual harassment policy and OR UNINVITED grievance procedure that: AND OFFENSIVE, • Clearly outlines what is acceptable and unacceptable HUMILIATING OR behaviour.

INTIMIDATING. IT CAN TAKE MANY FORMS • Suggestive remarks • Sexually explicit conversations • Unwelcome jokes about you or in your presence • Offensive pictures • Sexual propositions • Obscene communications such as phone calls, emails, sms/text messaging & letters • Touching a person where the touching is sexual in nature, which is also sexual assault.

• Has zero tolerance of sexual conduct in the workplace.

• Advises employees how to report instances of sexual harassment.

• Explains what a worker can expect the employer to do in response.

The employer should train all staff and supervisors to know what sexual harassment is.

Training should ensure that all staff understand company policy and procedures, and these should be available in a written form.

WHAT YOU CAN DO Sexual harassment can be stopped, so don't ignore the problem.

If you're uncomfortable, make it clear to the harasser that their behaviour is unacceptable, don't feel guilty, don't feel flattered and don't be verbally abusive or physically violent.

If you're not comfortable confronting the harasser, or if the behaviour continues, contact HACSUassist immediately on 1300 880 032.

Record what happened - person, place, time, date, what was said or done and list any witnesses.

Taking no action lets someone continue to intimidate you, and maybe others, and the harassment will get worse.

If there's an investigation a HACSU organiser will support you and advise you of your rights and options.

HACSU believes sexual harassment in the workplace is a serious issue and will help you have it stopped.

Sexual harassment is unacceptable and is a breach of the fundamental right of an employee to work in a safe environment and to be treated fairly and with respect.

Sexual harassment is not about occasional compliments and has nothing to do with the mutual attractions of friendship, which are consensual and acceptable to both parties.

Grounds for charging someone with sexual harassment can exist whether the harassment was intended or unintended.

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TASsie NEEDs A PAY RISE : statewid

unie

hobart

de stop work meetings : April 2019

YOUR HACSU DELEGATES MATTHEW BESSELL

JO HAIGH

Launceston General Hospital

Royal Hobart Hospital

"I'm a Kitchen Stores Supervisor at Launceston General Hospital and my average day is... very busy!

"As a Triage Clerk in the RHH Emergency Department my average day is flat out.

I've been in this job for 3 years and before that was a PFD sales rep.

I've been in this job for 2 years and before that I managed payrolls, projects and was a human resources advisor.

I've been a HACSU member for 2 years and soon became a delegate to make my workplace a more positive place, and recently I was involved in winning an issue in relation to uniforms within my department.

My hopes for my workplace are for it to be a more enjoyable place to work.

When I'm not at work my favourite things are anything car or caravan related as I'm a total revhead.

If I could wave a wand and make the state or federal government do one thing tomorrow it'd be give everyone a pay rise.

My favourite thing to do when I was 10 years old was riding my bike."

I became a delegate a couple of months ago and have been a HACSU member for nearly 2 years.

As a new delegate I'm hoping to work cohesively with management to achieve outcomes for my team members in ED to make it an easier and more pleasant place to work.

In the future I hope our role is more valued by management.

When not at work I love being with my family and dogs, camping, bushwalking and just enjoying the simple moments.

If I could wave a wand I'd make the government stand up and help the disadvantaged!

My favourite thing when I was 10 was riding my bike and hanging out with my cousins.

A pet peeve I'd like to have a short rant about is the lack of compassion in the world for those less fortunate.

So many will continue to face systemic social issues if we don't address how funding is distributed, particularly in health and education, with schools too busy arguing over their own funding to step back and allow funding to be distributed to those who need it most, and politicians just wrapped up in media spin rather than taking on unpopular hard policies that will actually make a difference!"

14 18

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NIGHT OWLS : S

by RICHARD PARKINSON

NIGHT SHIFT workers’ body clocks are out of sync with natural biological rhythms, resulting in shallow, disrupted sleep during the day.

In extreme cases, a major side effect is severe sleep deprivation leading to fatigue at work, with the increased risk of errors.

Shift workers tolerate the costs of their unnatural routine by receiving a night shift penalty.

Sleep is a period of deep rest when humans are unaware of what’s happening around them.

At various points during this state, voluntary muscles are paralysed, breathing and heartbeat slow down – and at times speed up – body temperature falls, and some parts of the brain become less active and others supercharged.

Most living creatures need this downtime every day and if they don’t get it they experience mental and physical disturbances.

How much sleep is needed?

This varies from person to person and depends on many factors, including genetics.

We sleep less as we age with four-year-olds needing 10-14 hours but most adults only 7-9 hours.

Some adults function well on less than 7 while others need more than 9, and those who sleep for 8 hours a night in their 30s might need an hour less in their 60s.

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What if we don’t get enough?

We struggle to concentrate and we react more slowly and make mistakes, especially on dull and repetitive tasks.

We’re easily distracted, moody, irritable and even irrational.

Worst of all, we may be so fatigued we can even doze off while driving.

Extreme sleep deprivation is so unpleasant it’s used as a form of torture.

Scientists have likened the effects of fatigue to those of alcohol intoxication, expressing hours awake in terms of bloodalcohol concentration.

A person who’s been awake for 24 hours continuously has a blood-alcohol equivalent of up to 0.10.

So somebody driving home after their first night shift is as impaired as if they’ve had twice the legal limit of alcohol.

Why night shift wreaks havoc The circadian rhythm is so ingrained in us that doing a night shift goes against the body's natural desire to be asleep at night and awake during the day.

Some people have better ways of coping than others, but it's still very difficult to feel your optimal self when you work the night shift.

Rotating shifts are even harder as our body likes to operate on a routine schedule.

When your exposure to sunlight is mixed - sometimes you sleep at night, other times during the day - the brain has trouble anticipating when to produce the transmitters and neurochemicals for sleep, digestion and proper functioning of the human body.

Regular, restful sleep is how the body recuperates from damage incurred during the day on a cellular level, but if our sleep schedule is erratic or irregular due to night shifts, that rest and repair synchrony that's supposed to happen at night doesn't play out the way it's supposed to.

SHIFTS + SLEEP 9 Tips for Better Sleep for Shift Workers If you have to work the night shift or hours outside the 9 to 5, these tips can help you get good sleep:

ONE: Try not to work a number of night shifts in a row. You may get increasingly sleep-deprived, and are more likely to recover if you can limit night shifts and schedule days off in between.

TWO: Avoid frequently rotating shifts. If you can't, it's easier to adjust to a schedule rotating from day shift to evening to night rather than the reverse.

THREE: Try to avoid long commutes that take time away from sleeping.

FOUR: Keep your workplace brightly lit to promote alertness.

The circadian rhythms that tells us when to be awake and when to sleep are controlled by part of the brain that's influenced by light. So if you're working nights, expose yourself to bright light when you wake up as this exposure to bright light when you start your working "day" can help your body's internal clock to adjust.

FIVE: Limit caffeine. A coffee at the beginning of your shift will help promote alertness but don't have more later in the shift or you may have trouble falling asleep when you get home.

SIX: Avoiding bright light on the way home from work will make it easier to fall asleep once you hit the pillow. So don't be tempted to stop to run errands.

SEVEN: Stick to a regular sleepwake schedule as much as you can.

EIGHT: Ask your family to limit phone calls and visitors during your sleep hours.

NINE: Use blackout blinds or heavy curtains to block sunlight when you sleep during the day because sunlight is a potent stimulator of the circadian rhythm. Even if your eyes are closed, the sunlight coming into the room tells your brain to click into daytime functioning, even though your body is exhausted and you're trying to sleep.

Sources: Peter Meredith The Mystery of Sleep Australian Geographic Oct 2012; Katherine Kam Sleep and the Night Shift WebMD 2010

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Rates and more info at hacsutas.asn.au/holiday-homes. To book call 1300 880 032 4/6/19

PROFIT BEFORE PEOPLE? by viVek foOt

IS PROFIT before people the future of disability and aged care?

It seems like every second day you hear about another horror story of vulnerable Australians suffering at the hand of someone who's after a quick buck.

Employers in aged care and disability, especially in Tasmania, have a long history of providing not-for-profit services where any funding funnels straight into care, not someone’s back pocket, but this is starting to change.

In May a mainland family syndicate operating as Reliance Disability Services was charged with stealing from 70 NDIS participants after it took more than a million dollars of funding and used it to buy, amongst other things, luxury European sports cars for family members.

Money meant to help people was simply turned into criminal profit.

Closer to home, the owner of Libero Health Care was recently given a record fine by the Tasmanian Magistrates Court after delivering fraudulent physiotherapy services to aged care providers, misleading them into believing its staff were qualified physios - they weren’t.

At HACSU we regularly deal with the flow-on effects of shareholders and tight budgets on workload, but could things get worse, and we only need to look across Bass Strait to see where we might be headed.

Victoria’s largest disability and child youth services business has recently been reported as having its heart set on going national.

money plus interest and any other money agreed upon in the deal.

As for aged care, the former CEO of one of the most successful pokies businesses in the country is feeding big dollars into a new home care provider, getting a personal stake in the company as a result, and potentially looking to end up on the stock exchange.

It's no wonder an investor jumps This is no mean feat in an industry onboard when the home care that's historically been dominated provider's CEO and founder by smaller providers in addition to says things like, “we are clearly a couple of long-standing faitha for-profit and for-purpose based organisations. organisation”.

To do this it's looking for 'capital partners' to fund the expansion in other words, private money.

By definition a capital partner only wants one thing out of such a deal - capital.

The partner hands over money to expand a disability and community services business and that business gives back that

With regulation lax, fraud rife and profits big the future looks scary.

On the other hand, HACSU and our sister unions throughout the country have been on the frontline of putting people before profits for decades.

You can rest assured we'll never stop doing that!

But they're just the tip of the iceberg, with regulatory outfits like the National Disability Insurance Agency and the Australian Health Practitioner Regulation Agency struggling to keep up.

Fraud is bad enough, but there are bigger changes afoot.

Tasmania is now home to some for-profit service providers in aged care and disability that are ASX-listed companies, and they are, by definition and law, here to make a profit.

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YOUR HACSU DELEGATES MICHELLE FARRELL Uniting Agewell "I work at Uniting Agewell Aldersgate Kings Meadows, and I rise at 5.30 and travel half an hour to a very busy workload.

Twelve years I've been in this industry and before that was a housekeeper at Devonport's Gateway Inn, a netball coach, receptionist, waitress, kitchen hand, rates clerk.. and always a mother too!

I've been a HACSU member for 12 years and since becoming a delegate I think I've earned a lot of respect in my workplace from co-workers in all departments.

In the future I'd like to be able to work without so much rushing and to see a more harmonious environment.

Away from work I love spending time with family, listening to loud music, gardening and enjoying the company of friends and my dogs.

If I had a magic wand I'd fix the health system and provide more hours for extra staff on the floor in aged care facilities.

My fave things when I was 10 were doing lots of craft, swimming and riding my bike with friends.

Pet peeve has to be two-faced people and litterers."

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ACTIVISTS by kristen swain

You might be wondering why an article about activism is in this month’s Inform magazine, after all we are all activists right? Not necessarily so…

Some view activists as being naive or extremists.

Some don’t see themselves as being political or don't think their contribution can make a difference.

But here's a little secret - any action, however big or small, can make a difference in worksites and communities.

And let’s face it, we spend so much of our precious life at work, who wouldn’t want some positive change?

Activism is inspiring, it works and it has the power to turn hopeless situations into stories of legend, plus it feels great!

For generations union members fought for and won conditions we now take for granted such as weekends, sick leave, paid holidays, maternity leave and so much more.

We are the mighty HACSU, the largest and strongest union in Tasmania!

But some of these conditions, such as penalty rates and fair and equitable pay rises, are under attack by state and federal governments.

ACTIVISM IS EASY!

It's so important for us all to be active right now and to encourage others to do the same so we can protect these rights and conditions for ourselves, for our children and for generations into the future.

We musn't let greed and profit margins wipe out the great Australian ideal of a fair go for all.

You have the power to organise, the power to support social justice issues and the power to effect positive change.

Motivated? Get active!

• CONVERSATION is a simple and powerful way to raise issues, encourage non-members to join and others to get involved in campaigns and events.

• PARTICIPATE in events and rallies, shake a wobble board, take a silly campaign selfie, wave a flag, scream some chants, all of these things are fun and empowering - it feels great to take part.

• SOCIAL MEDIA platforms are great ways to share HACSU posts with friends and family to get our message out there.

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MERSEY COMMUNITY HO by simon wright

WITH THE TASMANIA Needs a Pay Rise Campaign ramping up, nurses and theatre staff at the Mersey Community Hospital were keen to participate in industrial action to put pressure on the government to make a fair and reasonable pay rise offer.

At the beginning of the campaign HACSU had 5 nurse members at MCH and now there are 22 Registered and Enrolled Nursing members and rising.

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Management and the health minister were threatening to stand down staff who took industrial action but members gave a great display of solidarity.

Every effort was made to break the will of the nurses but they stood tall, strong and united and they continued with industrial action.

They stuck to their guns and enforced the bans - no participation in category 2 and 3 elective surgeries - but they were still doing category 1 surgeries.

They also stopped work for 2 hours every Thursday morning to do some side of the highway wobble boarding.

Local managers shuffled patients from category 2 or 3 to category 1 so elective surgeries still went ahead.

Most hadn't wobbled before and they really enjoyed it and had a good laugh.

They received tremendous support from passing drivers

OSPITAL THEATRE STAFF who tooted and waved at the nurses and theatre staff.

The Tasmanian Health Service responded by docking their pay.

On these Thursday mornings a core group of 5 or 6 stayed behind in theatre to ensure staff were at hand in the unlikely event of an emergency, and they showed great professionalism while supporting their colleagues in that way.

Some nurses lost more than 6 hours pay from one pay period, a significant hit, but that didn't dent their resolve to continue campaigning.

Mersey Theatre staff nurses and theatre support staff attended mass stop work meetings in Burnie, as did others across the state.

Colleagues supported the nurses through these stop work actions and they deserve congratulations for a great display of solidarity.

Nurses' industrial action forced the government's hand and was

instrumental in getting it to the table to commence negotiations - though the response was a lousy offer from a lousy government.

Mersey theatre staff have postponed any further action, unless it's state-wide, because they've already suffered pay deductions and don't want to be seen as easy targets.

Mersey Theatre staff, take a bow, you are an inspiration, not least to your union organisers!

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STERILISING IN

by SHANE KUNZE

SO CHESTER Sommerville has retired and gone off on a great grey nomad adventure with his lovely wife Angela - taking his leather bag and braces with him, we presume.

As a result of his departure, I moved into his portfolio of the public sector, and what a ride it's been.

Being from NSW I cant give an AFL equivalent, but I can say I've picked up the ball and run with it.

I've inherited a great bunch of delegates across the public sector from Oatlands to Ouse, from the Huon to New Norfolk and throughout Greater Hobart.

The spark came when a member of the public, who'd been visiting a sick relative in the Royal, saw the CSD guys in their scrubs and said, “We support you nurses!”.

“Oh, we’re not nurses” one replied, “we're CSD and we make sure the instruments are clean and sterile so your loved one's safe when they have their operation”.

It was a light bulb moment for that member of the public and for the CSD guys themselves.

We knew we had to get the story out that every hospital is more than doctors and nurses, it takes an entire team to run the place.

Which brings me to the Tassie Needs a Pay Rise campaign and the hard working crew of the Central Sterilising Department in the Royal Hobart Hospital.

It's like a big machine with hundreds of cogs all turning at once, some cogs are bigger than others, but they all need to turn or the machine just stops.

Before Chester’s departure the CSD guys approached him with some ideas as they wanted to do their part for the campaign.

The next big question was how to have those conversations with the public.

One idea was to go wobbleboarding each Thursday lunchtime on the corner of Liverpool and Argyle Streets to raise public awareness of the campaign.

On the first week 7 or 8 members came out nervously and gathered together for about half an hour.

It was a great first turn-up, but the most exciting thing for me, as the one about to take the portfolio, was the enthusiasm of the members once it kicked off.

Each week the numbers grew and, as word spread across the hospital campus, others came out from Pathology, Medical Imaging, theatres and various administration areas.

But the CSD guys wanted to do more, so we adapted signs to get honks from the passing traffic, attracting more attention, and momentum grew.

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We decided that when someone made contact of any kind we'd give them a ‘Tassie Needs a Pay Rise’ sticker – and that became the hook into a quick conversation to raise awareness of the campaign.

The enthusiasm of the CSD crew knows no bounds and, as we head into the final phase of the campaign for a decent pay rise, they're ready willing and able to get out on the street anytime it's needed.

So if you ever spot them on that corner by the Royal, wander over, say hi, grab a flag and show your support, cause they're fighting for you too - besides, it's bloody good fun!

Congratulations to the CSD crew because they took out the much coveted Local Campaign of the Year Award from Unions Tasmania for their grass roots action!

N THE STREETS

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ramp

as if things weren't bad enough already 30

...now this!

ping July 31 2019

YOUR HACSU DELEGATE TONY PRIEST Mosaic Support Services "As a support worker at Mosaic, an average day involves transporting clients to and from day services, general house duties, helping clients with meal preparation and taking them on outings.

Before I started in this industry I was a carpenter & joiner and ran a car dealership.

I've been a HACSU member for nearly 11 years, becoming a delegate 8 years ago when I was asked to become one when a position became open.

Seeing an enterprise agreement get up and running and building my knowledge to help other workers are among my achievements as a delegate.

In the future I'd like to see Mosaic become a leader in the industry.

When not at work I love to read a good action novel, do gardening and bob up and down on the water with a line in, and I'd like to sailor-cruise the pacific islands and bring recycling to Vanuatu.

If I could wave a magic wand over the government I'd make it improve the current health system and provide wage rises in line with the cost of living.

My favorite thing to do when I was 10 years old was to walk and run along the top of fences and also muck around in the bush behind home.

A non-work pet peeve of mine is the inconsistency of these so-called 'liberal' governments, local and federal, enough said... pfftt..."

HAVE YOUR DETAILS CHANGED? Moved house? New email addy? 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 just takes a moment! simply call 1300 880 032 or email assist@hacsutas.net.au 32

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Rates and more info at hacsutas.asn.au/holiday-homes. To book call 1300 880 032 4/6/19

HACSU is campaigning to Change The Rules so working people have more secure jobs and better pay.

CTR FOR FAIR PAY RISES Our pay isn’t keeping up with the cost of living, yet companies are posting record profits. The Morrison Government has told workers to wait for pay rises to trickle down from their employers, and it voted eight times to cut penalty rates and ignored wage theft. Other political parties have instead signed up to change the rules. They have committed to restoring and protecting penalty rates, fixing our broken bargaining system to make it easier to win fair pay rises, and introducing big penalties for wage theft.

CTR FOR SECURE WORK Too many of us are in casual or fixed term work. Australia has one of the highest rates of insecure work in the world but the Morrison Government doesn’t even believe that insecure work is a problem. Other political parties have instead signed up to change the rules. They have committed to stopping jobs being casualised and giving casual workers better rights, as well as stopping employers bypassing local workers to use and abuse visa workers.

CTR FOR WORKING WOMEN Working women are more likely to be in insecure and low paid work and do far more work raising a family or caring for others. On average they earn 15% less than men and retire with 47% less superannuation. The Morrison Government opposes real action to close the gender pay gap and opposes 10 days paid family and domestic violence leave. Other political parties have instead signed up to change the rules. They have committed to 10 days paid family and domestic violence leave, and new laws to close the gender pay gap.

CTR TO BRING BACK FAIRNESS Australia used to be the country of a fair go but the Morrison Government voted 26 times to oppose a Royal Commission into the banks, despite their terrible record, tried to give big companies an $80 billion tax cut and lets them get away with tax dodging. Other political parties have instead committed to holding the banks to account and making sure companies pay their fair share of tax.

CTR TO EDUCATE OUR NEXT GENERATION Every child deserves an education that gives them the best possible start in life but the Morrison Government has gutted TAFE, underfunded schools and put a freeze on higher education funding. Other political parties have instead committed to scrapping upfront fees for 100,000 TAFE students, have pledged to increase public school funding by $14 billion over the next decade, and to remove the funding freeze in higher education.

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HACSU DELEGATES WORKPLACE LEADERS CONFERENCE

Our annual delegate conference is a great chance for HACSU workplace leaders from all around Tasmania to get together, share experiences and learn new skills. Over two days you’ll see keynote speakers, engage with panels, attend workshops and make friends for life. If you have access to delegates leave you may be able to use your paid leave to attend.

THURSDAY NOVEMBER 7 TO FRIDAY NOVEMBER 8 2019

Tamar Valley Resort Grindelwald If you want to come or need more info call us now on 1300 880 032!

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The ageing workforce Super

through life's stages

opportunities and challenges

Australians are living longer, maintaining more active lifestyles and participating in the workforce We after look at to manage your long thehow traditional super from when you first start retirement age of 65.

Whatget does working, until you finally to enjoy it. for organisations? this mean STARTING OUT

Once upon a time, reaching your 60s Rightthat now, it’sretirement all about youweren’t – so meant your years you canThese set your super up for far away. days, however, people great things.

The first step?

Make are opting to work well into their 60s or sure it’s all in one place.

If you’ve 70s. In fact, the 2015 Intergenerational worked at a that number jobs Report revealed in theof past five years there’s a chance you over have65more the number of Australians in the than one account, workforce hassuper increased to 13%which – up from 6% just five years ago.

Thisthan is forecast to means paying more one set increase to 17% by 2055. of fees. It’s also worth thinking

about topping up your super with

It is clear that Australians are working extra contributions before life gets longer – some are making the choice to, more expensive with a mortgage, but for others, it is a matter of necessity.

or maybe kids.

Longer life expectancies mean that Take the time to look at what your retirement funds potentially need to super is invested in. When you’re support us for up to 30 years. The impact young you have many years ahead of this is that not everyone can afford to of you to weather any financial completely retire at 65. Rather, retirement storms, choosing a higher patterns areso becoming more non-linear, growth investment option might moving between stages of full-time work, be worth it.* career breaks and retraining and part-time orLIFE casual work. MORE This has implications GETS SERIOUS for the demand for health and community By default, life (or in death services and also forinsurance those working cover) and disability insurance these sectors.

- total and permanent disability

Employers who recognise plan for (TPD) and/or incomeand protection these trends will be well positioned (IP) - is provided within super. to tackle the challenges and seize the Not only can lifeageing insurance protect opportunities of our population.

The business case for supporting older workers Cost-effective Retaining older workers is cost-effective you if you’re diagnosed with a and benefitsillness, include life lower recruitment terminal insurance costs. can help protect your loved ones

financially if you pass away. You can also look out for yourself by Australia’s ageing population and checking or updating your IP to declining population growth mean fewer TPD cover.

Labour shortages

people are entering the workforce to replace workers. labour if Whenolder it comes toFuture your career, shortages will make it more difficult to you start to earn more, consider recruit suitably skilled staff. salary sacrificing extra into your

super. Find out more here.

Experience and productivity

MAYBE KIDS COME ALONG Older workers know their profession and are more likely perform their role Raising kids cantobe one of life’s efficiently.

great rewards, but less time in the workforce equals less money Put strategies in place going into your super account, Organisations need to consider how they and less when you retire.

plan for and cater to older workers – here Couples cantoshare this load by are a few ideas get you started:

adding a bit extra to the main

Have the conversation caregiver’s super through spouse Provide transition to retirement planning contributions or contribution for your employees.

Talk to HESTA splitting. about how we can support you through You mayeducation be ableand to take workplace advice. advantage of the government’s Remember, everyone’s circumstances are co-contribution to super approach if you are different and a one-size-fits-all earning under a certain threshold won’t suit all employees.

and make an after-tax contribution

Training to your super.

Provide access to appropriate training to IF RELATIONSHIPS END encourage upskilling and foster employee engagement.

When couples separate, super

can typically split as part of joint

Policy Workplace anti-discrimination and equal opportunity policies help to create a work environment where all employees feel valued, regardless age.scenario, an property.

Best of case

amicable decision of how much each person gets will be reached.

Older employees have invaluable skills If not, a court order to split the and knowledge gained through years of super might be necessary.

Mentoring

on-the-job learning and life experience.

Workplace mentoring programs can help WINDING DOWN to capture that knowledge and can be No matter what’s happening in beneficial for employees at the beginning your get of theirpersonal career. Thislife, typeas of you relationship older you should reassess benefits both the mentor and thethe mentee, insurance you your super acknowledging thehave valuein older employees and to who get it when you bring the should workforce.

pass away.

Flexible working arrangements

You might also want to review

Providing the options to work part time, what your super is invested in; job share and scale back working hours your needs will change as you get – with the view to gradually transition closer to retirement. to retirement – can encourage older employees to remain in paid employment.

It’s also possible to offer older employees the opportunity to continue building their super while reducing their time spent at work.

We can help Our team of Member Education Managers can deliver practical transition to retirement workshops tailored to your employees’ needs.

We present – at no extra cost – at a time and place that suits you.

Contact us on 1800 813 327 or hesta@hesta.com.au

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