Over the past few years, the surge in the price of everything has pushed Australian families to the brink. What’s more, Australia has been through a decade of declining real wages due to the structural bias in the workplace bargaining system. To put it bluntly, the previous Coalition Federal Government rigged the workplace bargaining system so it favoured employers and forced unions to negotiate with one hand tied behind their backs.
As a result, Australians were already feeling the pinch before inflation spiked.
In this environment, unions have had to fight even harder to negotiate fair pay rises for workers. Thankfully we now have a Federal Government that actually wants to get wages moving again and is serious about levelling the industrial relations playing field. Employers can no longer use the threat of terminating an expired agreement and sending workers back onto the award safety net as a negotiating tactic. And the Closing Loopholes bill, which is now before Parliament, will make it harder for employers to cynically misuse labour hire as a way to pay people less (see story on page 5).
Nevertheless, enterprise bargaining never comes easily. You need a good negotiating team, with a clear mandate from workers, backed up by a united and determined workforce. And I’m proud to say that over the past few months RTBU members have negotiated a raft of successful Enterprise Agreements and secured some impressive outcomes. Our cover story on the in-principle agreement that members in Adelaide reached with Torrens Connect is a great example (page 15).
Enterprise agreements are not the only way that we can secure better wages and working conditions. This edition of Transport NOW also includes articles about the upcoming review of Western Australia’s State Wages Policy and the Network and Infrastructure Award (page 18), and the $6 mil-
lion package members secured to deal with a range of workplace issues at Metro Tasmania (page 14), and the submission to the review of the National Freight and Supply Chain Strategy (page 4). Not many people even know this strategy exists, but it has enormous implications for the lives of all Australians.
Behind the scenes, your union is also pushing ahead with our partnership with registered training organisation Training Ahead Australia. This is a very exciting development that will bring enormous benefits to RTBU members. Over time, we expect to see more and more RTBU members able to access union-quality training in their workplace.,
Finally, on Saturday October 14 we will all be asked to vote in the Voice to Parliament referendum. This is a landmark moment in our nation’s history – a moment where we get to right the wrongs of the past and choose a better future. Giving our first nations peoples a mechanism through which they can provide advice to parliament on matters that a ect them will make a significant di erence to the lives of our indigenous brothers and sisters, while taking nothing away from any other Australian. I respectfully urge all RTBU members to find it in their hearts to vote YES.
Talk
of living crisis’ is not just rhetoric, it’s an accurate description of the challenges facing people across the country.
Australia has been through a decade of declining real wages due to the structural bias in the workplace bargaining system.
NATIONAL: A blueprint for the future of freight
NATIONAL: Closing the loopholes that undermine wages and conditions
NATIONAL: Celebrating the RTBU’s 30th birthday
NATIONAL: What bosses really think
NATIONAL: New Jobs & Skills Council o cially launched in Hobart
THE BIG ISSUES: The Voice to Parliament referendum
NSW: Bus drivers secure win on Opal Cards
TAS: Metro Tas members secure $6m for pay and safety
SA/NT: Adelaide trammies demand CPI, not KPI
QLD: Members to vote on proposed QR agreements
WA: Reviews lay foundations for pay rises and career progression
VIC: Fight to keep V/Line loco maintenance in house
INT: ITF launches global manifesto on public transport financing
INT: Supporting Palestinian workers
DELEGATE PROFILES: Michael Gray and Bianca Barnard
BOOKS: A Long Way Home
It’s a vital document that has an impact on the lives of every single Australian, every single day – but few would know it even exists.
It’s the National Freight and Supply Chain Strategy, and it’s currently in the process of being updated.
National Secretary Mark Diamond said the RTBU was instrumental in getting the review of the strategy brought forward to this year.
“The COVID-19 pandemic and various natural disasters, including fires and floods, have exposed serious vulnerabilities in our national supply chains.
“We’ve seen supply chains seriously disrupted, leaving communities, and even entire states, stranded and without access to basics like food and medicine for extended periods.
“It is now clear that Australia cannot leave the security of its national supply chains in the hands of market forces alone – because if you leave all your eggs in the cheapest basket, eventually they’re going to get broken.
“There is a clear need for governments to take more control and to ensure that our supply chains are resilient and flexible enough to handle major shocks.
“We need to have a national freight system where road, rail, sea and air transport operators complement each other, and are able to back each other up when disruptions occur.
“We need to identify the parts of our rail network that are most vulnerable to being a ected by extreme weather, and make sure that infrastructure is built to a standard that can withstand those events.”
Mark said the RTBU had made a submission to the review and participated in a number of workshops to ensure that transport workers were heard in the review process.
“Under the previous Federal Government, workers and their unions were frozen out of decisions about the future of our Australia’s freight networks. Instead, the Government was only listening to the advice of big business and multi-national consulting firms.
“Transport workers, however, have an important perspective that needs to be heard, and needs to be respected.
“That’s why one of the things we have stressed is that workers must be consulted at every step of the way when decisions about the future of freight networks are being made."
Mark said the new Freight and Supply Chain Strategy also needed to address the need to decarbonise transport networks, and the uneven playing field between di erent modes of freight transport.
“Rail freight operators have to pay access fees to track owners - something that the road freight sector doesn’t have to worry about.
“At the same time, investment in high-quality rail infrastructure has been pitiful compared to the billions sunk into the national highway system. “This imbalance has the unintended consequence of adding more trucks to busy roads and increasing transport-related carbon emissions.
“The National Freight and Supply Chain must recognise the huge benefits of a safe, sustainable and well-maintained national rail freight network.”
New laws have been introduced to Federal Parliament to tackle the legal loopholes that employers use to erode workers’ rights and keep workers’ pay low.
The four major elements of the Closing Loopholes Bill are:
» Criminalising wage theft
» Introducing minimum standards for workers in the gig economy
» Closing the forced permanent casual worker loophole
» Closing the labour hire loophole
Other elements of the Closing Loopholes Bill include:
» Allowing the Fair Work Commission to set minimum standards for the road transport industry
» Introducing an o ence for industrial manslaughter and increasing penalties
» Better support for first responders diagnosed with post-traumatic stress disorder
» Expanding the functions of the Asbestos Safety and Eradication Agency to include silica safety and silica-related diseases
» Stronger workplace protections for survivors of family or domestic violence
» Provide specific protections for delegates, greater legal powers to challenge unfair contract terms, and cracking down on sham contracting
» Better representation for safety and compliance issues in the workplace, including expanding the powers of the Fair Work Commission to permit right of entry to investigate suspected underpayments
Minister for Employment and Workplace Relations Tony Burke said the labour hire loophole is where an employer and employees have agreed to a particular rate of pay for particular work in an enterprise agreement
– but then the employer brings in di erent workers through labour hire to undercut that rate of pay because they’re technically employed by a di erent employer.
“The loophole is only relevant where there is an enterprise agreement – already in place and signed up to by the workers and the employer,” he said. “Having agreed to that rate of pay with workers and registered it – it’s currently legal for an employer to undercut the agreed rate of pay through the use of labour hire.”
Sadly, however, a vote on the new laws has been delayed until next year after cross-bench Senators teamed up with the Liberals and Nationals to extend a Senate Committee report on the bill until February.
Unions including the RTBU will use the extra time to keep campaigning and building support for these important new laws.
Work is progressing on a short book and a video to commemorate the 30th anniversary of the modern RTBU.
National Secretary Mark Diamond said the book and video would be launched at the upcoming National Council meeting in Brisbane from 21-23 November.
“It’s important that we mark our 30th anniversary as it’s an important milestone for our national, all-grades union,” Mark said.
“But it’s also an opportunity for us to reflect on how far we’ve come, and to think about the challenges ahead.” Mark said the book would outline the history of four unions that merged in 1993, the process leading up to amalgamation, and the turbulent years that followed.
“Over the past 30 years the RTBU has had to deal with a wave of privatisations, new technologies, the Howard Government’s work choices laws, the global financial crisis and the politically-motivated Trade Union Royal Commission.
“The solidarity and resilience of the amalgamated union enabled it to
withstand these di cult times and emerge as a stronger organisation.
“We’re now looking to the future and finding new ways to help improve the lives of workers in the rail, tram and bus industries – such as our partnership with registered training organisation Training Ahead Australia.
“This partnership will ensure more members have access to union-standard workplace training.
“Partnering with a Registered Training Organisation was unimaginable for our predecessor unions, but we now have the scale and capability to take on major projects for our members.
“We’re dreaming big, and the next chapter in the history of the RTBU is going to be very exciting.”
Mark said the book would be published online and available for members to download after the National Council meeting.
We all know the titans of industry care more about profits than people, but it’s not often that they publicly admit to it. Or at least, not as openly as squillionaire property developer and selfstyled ‘wellness guru’ Tim Gurner.
Speaking on a panel at an event staged by the Australian Financial Review, Gurner said Australian workers had become ‘arrogant’ and should do more work for less.
“I think the problem that we’ve had is that people decided they didn’t really want to work so much anymore through COVID,” the Max Headroom look-alike said.
“And that has had a massive e ect on productivity. You know, tradies have definitely pulled back on productivity. “They have been paid a lot to do not too much in the last few years, and we need to see that change.”
It gets worse. The cartoon spiv with slicked-back hair, who owns a luxury ‘wellness centre’ where rich people can go to get a ‘vitamin C shower’ and relax on an ‘infrared stone bed’, thinks that working people need a good old dose of unemployment to bring them back to reality.
“We need to see unemployment rise –unemployment has to jump 40 to 50 per cent, in my view,” Gurner said. “We need to see pain in the economy. We need to remind people that they work for the employer, not the other way around.
“There’s been a systematic change where employees feel the employer
is extremely lucky to have them, as opposed to the other way around. It’s a dynamic that has to change.”
National Secretary Mark Diamond said the property developer’s comments had been supported by other business leaders, including the head of the Minerals Council of Australia chair Andrew Michelmore.
“Tim Gurner’s comments are not just the ramblings of some right-wing crazy - they reflect a widespread view among Australia’s captains of industry.
“When you hear these people talk about wanting to inflict pain on workers and their families, you understand why it is so important to have strong and e ective trade unions.
“The only way workers can protect themselves from these corporate psychopaths is by joining together and acting collectively.
“It’s also why we need strong laws and regulations to ensure fairness in our workplace relations system.
“The industrial relations reforms being put to Parliament will be crucial to closing the current loopholes that allow unscrupulous employers to drive down the wages and conditions of their workers.”
The only way workers can protect themselves from these corporate psychopaths is by joining together and acting collectively.
We need to see unemployment rise – [it] has to jump 40 to 50 per cent
Industry Skills Australia (ISA), the newly created Jobs and Skills Council for Australia’s transport and logistics industries, was o cially launched in Hobart during September.
ISA was in Tasmania to gather the perspectives of local transport and industry players to inform the federal government’s National Workforce Development Plan, which will be released next year.
Owned and led by industry, ISA’s scope covers transport and logistics (road, rail, aviation and maritime), omnichannel logistics, and space transport industries. Its role is to bring together employers, unions, educators, and industry leaders to identify the skills needed by industry and to develop training solutions to meet those needs.
The RTBU is represented on the ISA board by National Secretary Mark Diamond. Other members of the board include Jamie Newlyn from the MUA and Nick McIntosh from the TWU.
Mark and Tasmanian Branch Secretary Ric Bean also took the opportunity to meet with the CEOs of TasRail (Steven Dietrich) and Metro Tasmania (Katie Cooper) to discuss their strategic priorities.
ISA Chief Executive Paul Walsh said launching in Hobart and listening to Tasmania was an important initial step.
“The job we have been given by the Australian Government is to design solutions in collaboration with
industry to help develop an agile and highly-skilled supply chain workforce for the modern world. To succeed in our task, we know we must understand the unique needs of industry in smaller states and regional areas,” Paul said. “Tasmanian industry is at the forefront of so many exciting aspects of this challenge, and we know it’s vital to listen to industry about what possible solutions can be put in place to deal with skills bottlenecks and barriers.
“We also want to better understand some of the great examples of skills innovation and progression happening in Tasmania. We know great ideas can come from anyone and anywhere.”
ISA will spend the coming months seeking to identify industry’s current and emerging skills needs across the country. ISA will then build on that information to help create workforce development solutions including training products capable of building high-quality, world-class skills for new and existing workers.
Member for Lyons Brian Mitchell, who attended the launch, noted that ISA had important work ahead.
“I want to congratulate Industry Skills Australia for its establishment as the transport and logistics Jobs and Skills Council, which recognises the 30 plus years’ of experience the organisation brings to the role,” Brian said.
“JSCs like Industry Skills Australia will have the privilege and responsibility to help shape and direct the skills sector, providing valuable leadership and advice in a time where we face severe skills shortages.”
The Voice to Parliament was one of the key requests of the Uluru Statement from the Heart. The Uluru Statement was agreed in 2017 by over 250 Aboriginal and Torres Strait Islander leaders who were elected by the 1,300 Aboriginal & Torres Strait Islander people who participated in the Uluru Dialogues, from communities right across the country. These leaders came together to draft the historic Uluru Statement from the Heart, inviting all Australians to come together to create a better future.
One of the key steps identified was the need for a Voice to Parliament: a body of Aboriginal and Torres Strait Islander representatives who would give advice on matters a ecting Aboriginal and Torres Strait Islander people and their communities.
Over 80% of Aboriginal and Torres Strait Islander people support practical Recognition through the Voice. This is consistent with the outcomes of the Uluru Convention that drafted the historic Uluru Statement from the Heart. It is inviting all Australians to come together and create a better future, and identify that constitutional recognition through a practical and simple Voice is needed.
No, this is about recognising Aboriginal and Torres Strait Islander people in our Constitution with a Voice to Parliament, not a voice in Parliament.
When the constitution was drafted it deliberately excluded Aboriginal and Torres Strait Islander people. This is a moment in history that we can recognise their 65,000 years of continuous culture in our 122year- old constitution.
The Constitutional Expert Group comprising of nine experts advised that recognition through a simple, practical voice will not give Aboriginal and Torres Strait islander peoples special rights. It will operate like other reference groups that Government listens to, which is a normal function of Government.
This is an opportunity for all Australians to come together and build a stronger, united country by including Aboriginal & Torres Strait Islander peoples.
The constitution is Australia’s founding document: it’s a pretty big deal. It’s like a rule book for Government, not an operating manual. For example, the constitution specifies that the Government can make laws about “Defence” - it doesn’t specify whether we have to have an army, a navy or an air force. That’s up to the Government.
Aboriginal and Torres Strait Islander peoples have been asking governments for a long time to be a part of the process that determines policies and outcomes on matters that directly a ect them. This time they are asking the Australian people to give them a Voice through constitutional recognition. If a majority of Australians in a majority of states vote YES at the referendum, it will enshrine recognition of Aboriginal and Torres Strait Islander people and the right to provide advice on matters that a ect them and their communities.
Parliament will be responsible for setting up the Voice and how representatives are chosen. If you’re an Australian citizen, you get a say. Make sure you’re enrolled to vote if you aren’t already!
If the referendum is successful, a new section will be added into the Australian Constitution. This new section is to be called “Chapter IX Recognition of Aboriginal and Torres Strait Islander Peoples” and it will make it a constitutional requirement for there to be an Aboriginal and Torres Strait Islander Voice, which has the power to make representations to the Parliament and Executive Government of the Commonwealth on matters relating to Aboriginal and Torres Strait Islander People. It also states that the composition, functions, powers and procedures are an issue for the Parliament to decide.
Will
When you vote, you will be asked only the following question:
“A Proposed Law: to alter the Constitution to recognise the First Peoples of Australia by establishing an Aboriginal and Torres Strait Islander Voice. Do you approve this proposed alteration?”
Unlike a regular election where you number boxes, for the referendum you vote by writing either YES or NO
Aboriginal and Torres Strait Islander people want simple, practical recognition that means they can have a say on issues and policies that impact their lives: a Voice to Parliament.
Parliament was one of the of the Uluru Statement from Statement was agreed in 2017 Aboriginal and Torres Strait who were elected by the 1300 Torres Strait Islander people in the Uluru Dialogues, from right across the country. These together to draft the historic from the Heart, inviting come together to create a steps identifed was the need Parliament: a body of Aboriginal Islander representatives advice on matters afecting Torres Strait Islander people communities.
A Voice to Parliament will ensure that Aboriginal and Torres Strait Islander people can advise Government about the specific issues they face and what works best in their communities. It is about making sure policies and laws deliver real results on the ground.
It will take the form of an advisory body made up of Aboriginal and Torres Strait Islander representatives who will be elected by Aboriginal and Torres Strait Islander people. These representatives will provide advice to the parliament on how new laws would impact Aboriginal and Torres Strait Islander people.
Following a successful referendum, the Government will then have the job of drafting the legislation to make the Voice a reality. This will need to be voted through
Too often in Australian history Aboriginal and Torres Strait Islander peoples have had decisions made for them, and they have been denied the basic right to have a say on issues a ecting their communities. This has meant a massive amount of expertise and knowledge that Aboriginal and Torres Strait Islander peoples have has been ignored. We are still living with this reality today. The 2022 Closing the Gap report shows that e orts to close the lifetime expectancy gap within a generation are not on track. Aboriginal and Torres Strait Islander life expectancy is still nearly a decade shorter than the non-Indigenous population.
Do
Over 80% of Aboriginal and Torres Strait Islander people support practical Recongition through the Voice.
This is consistent with the outcomes of the Uluru Convention that drafted the historic Uluru Statement from the Heart. It is inviting all Australians to come together and create a better future, and identify that constitutional recognition through a practical and simple Voice is needed.
Fewer Aboriginal and Torres Strait Islander children are receiving the support required to be developmentally on track when they commence school than was the case a few years ago.
Aboriginal and Torres Strait islander peoples special rights. It will operate like other reference groups that Government listens to, which is a normal function of Government. We all know that big businesses and the mining lobby are listened to. Well, this is an opportunity for all Australians to come together and build a stronger, united country by including Aboriginal & Torres Strait Islander peoples.
do we
All your questions answered recognisingpeopleAboriginal in our to Parliament, not a drafted it Aboriginal and Torres is a moment in recognise their 65 000 in our 122-yearGroup comprising of recognition through not give
The constitution is Australia’s founding document: it’s a pretty big deal. It’s like a rule book for Government, not an operating manual. For example, the constitution specifes that the Government can make laws about “Defence” - it doesn’t specify whether we have to have an army, a navy or an air force. That’s up to the Government.
Aboriginal and Torres Strait Islander peoples have been asking governments for a long time to be a part of the process that determines policies and outcomes on matters that directly afect them. This time
they are asking the Australian people to give them a Voice through constitutional recognition. If a majority of Australians in a majority of states vote YES at the referendum, it will enshrine recognition of Aboriginal and Torres Strait Islander people and the right to provide advice on matters that afect them and their communities. Parliament will be responsible for setting up the Voice and how representatives are chosen. If you’re an Australian citizen, you get a say. Make sure you’re enrolled to vote if you aren’t already!
Aboriginal and Torres Strait Islander people want simple, practical recognition that means they can provide advice on issues that a ect their lives like health, education, and jobs. This reflects a simple reality that all of us know: when we listen to people about decisions that a ect them, we get better results.
Authorised by Sally McManus, Australian Council of Trade Unions, 4/365 Queen Street, Melbourne VIC 3000
The RTBU has delivered an important benefit for bus drivers with the NSW Government agreeing to provide drivers with free public transport.
This is a return to ex-government employees of a previous entitlement taken away during privatisation and a win for bus drivers in the private sector who get passes for the first time.
NSW Tram and Bus Division Secretary David Babineau said the RTBU had been working hard for almost five years to secure Opal Cards for members.
“We started negotiations on this issue with the former Berejiklian and then
Perrottet Liberal Governments, but couldn’t get a deal over the line.
“We have to give credit to the new Labor Government which recognised there was a problem and fixed it.”
NSW Transport Minister Jo Haylen said the free Opal Cards were a “no brainer” given the need to build the state’s bus driver workforce.
“Bus drivers will be able to use these cards to travel across the Opal-enabled public transport network, including to and from work, and to access other facilities like train station bathrooms while they’re out on the road.
“We want drivers to be able to comfortably take breaks between shifts, before getting back on the road and fulfilling their vital roles connecting the community.”
Ms Haylen said the Bus Industry Taskforce will consult with employees, unions and operators over the coming months to help ensure a smooth rollout of the cards.
“The rollout of these cards will mean every bus and train driver will be able to travel freely on the public transport network they proudly operate every day.”
Now that passes for bus drivers has been secured, the RTBU is continuing to fight for Opal cards to be extended to bus workshop and salaried sta as well as all light rail employees who work from depots.
Members at Metro Tasmania have secured $6 million from the State Government to address their concerns over pay and safety, and to address the high level of turnover of bus drivers.
The package came several weeks after Metro Tasmania and State Government e ectively waved the white flag on bus driver recruitment and retention, slashing around 180 services from the bus timetable in order to improve service reliability.
Tasmanian Branch Secretary Ric Bean said the breakthrough came when he and Branch President Mark Dunsby held high-level discussions with Deputy Premier and Transport Minister Michael Ferguson about measures to address the bus driver shortage.
“The State Government package addresses three of the key issues that we raised,” Ric said.
“Firstly, the commitment of $2 million to a pay rise outside of the Enterprise Agreement recognises that in a competitive labour market for bus drivers, employers have to o er competitive wages if they are to attract and retain sta
“Secondly, the package delivers $2 million in funding for safety screens for drivers, and, thirdly, for another $2 million towards the long-awaited roll-out of Transit O cers on the bus network.
“These are important initiatives that the RTBU has been campaigning for, and come on top of the ‘It’s not OK’ joint public awareness campaign between Metro Tasmania and the RTBU.”
Ric said the RTBU would continue working with the State Government to address a fourth issue of concern to drivers: the workplace culture at Metro Tasmania.
“Drivers need to feel that Metro management supports them. This is an intangible thing that can’t be solved by money alone - it requires people to work together in a cooperative and constructive manner, and to build trust.
“The high level of turnover in Metro’s management hasn’t helped, but we’re hopeful that we’ve finally reached a turning point.”
Metro Tasmania’s decision to cut services angered many Tasmanians, especially those who rely on public transport to get to work and access vital services.
Ric said the decision came as no surprise to bus drivers as they had been warning Metro management of the looming sta crisis since early 2021.
“The service cuts were the inevitable result of the absolute failure of Metro management to address long-standing workplace concerns over safety, pay and working conditions,” he said.
“There is nothing worse in public transport than leaving passengers stranded by the side of road, waiting for a service that will never come.
“But this situation has happened time and time again, right throughout the year.”
Ric thanked the Tasmanian community for their continued support of bus drivers. Thousands of people signed a petition started by Shadow Minister for Transport Josh Willie calling on the State Government to reverse the cuts to bus services and support public transport.
“It is clear that Tasmanians value their public bus services and want to have access to frequent, reliable and safe public transport,” Ric said.
“There’s still a lot of work to do, but we are hopeful that Metro can once again be the publicly-owned bus company that Tasmanians want and deserve.”
Tram drivers and controllers at Torrens Connect (AMO) in Adelaide have reached in-principle agreement on a new Enterprise Agreement that delivers a 15.5 per cent pay rise over three years.
The proposed deal includes pay rises of 7 per cent in 2024, 4.5 per cent in 2025, and 4 per cent in 2026.
It also includes a $2,300 pro-rata lump sum payment (in lieu of backpay), no loss of conditions, the inclusion of a CSO working group into the EA, and the formation of a rostering committee.
Torrens Connect (AMO) has also committed to providing Recognised Prior Learning (RPL) towards a Certificate 3 in Light Rail Operations, and time o to attend training if required – a significant step forward that members can build on in the future.
Furthermore, the in-principle agreement ensures tram operators will not lose out from interruptions to services from a grade separation project on the network. Members will be paid at the same level as their aggregate pay from the six months prior to the commencement of the grade separation project.
Glengowrie Depot Delegate Lance Edwards said that while the o not perfect, it delivered the largest pay rise the depot had ever achieved.
“Members made it clear to the company that they wanted a pay rise that kept pace with the rising cost of living. Our catchcry was CPI, not KPI,” Lance said.
“We took a range of industrial actions, including a two-hour work stoppage followed by a four-hour work stoppage.
“Members were about to go on strike for 24-hours when we had talks in the Fair Work Commission, and Torren Connects (AMO) put forward another revised o er.
“The bargaining team then conducted a survey of all members before accepting the in-principle agreement and suspending all planned industrial action.”
SA/NT Branch Secretary Darren Phillips said this EA would be the last one members have to negotiate with Torrens Connect (AMO) as Adelaide’s tram operations would be returning to State Government control in
hands has been one of the RTBU’s greatest victories.
“It was a long and di cult campaign, but we showed that the community values public transport and values the important service that our members provide.
“Going back into the broader public sector will give members greater certainty over their jobs and conditions, as they will have an employer that is not solely focused on maximising profits.
“When you consider the EA campaign and the forthcoming return to public ownership, it’s been an incredible period of time for members at the Glengowrie Depot.
“They should all be extremely proud of what they have achieved.”
The details of the proposed Enterprise Agreement are now being worked through, including clauses relating to Customer Service O cers (CSOs), with a draft agreement to be put to
Queensland Rail workers stood united as six of the seven existing agreements expired on February 28, 2023.
The escalating costs of everyday necessities had left members struggling to maintain their standard of living. That’s why, when surveyed, overwhelming feedback was for an urgent and significant pay increase.
We all know that this crisis is being fueled by large companies gouging prices for everyday necessities but regardless of the cause, members needed some relief now.
Beyond wages, in some areas there was a large amount of unfinished business from the previous agreement. Conditions which needed to be addressed so we could achieve fairness.
The negotiations began with a united front, as the RTBU collaborated with other rail unions to send a strong message of determination and resolve. QR’s initial o ers were much smaller than finally achieved.
While they acknowledged the pain, their o er wasn’t enough.
Frustrated by the lack of progress, we issued an ultimatum, expressing our unwavering stance: a fair pay rise or an
We pushed QR and government alike to o er a decent wage increase and with the expiry of the agreements looming we finally saw a decent wage increase provided.
In fact, it was the largest wage increase in the history of bargaining since 1991, and probably before that.
For many, aside from some non-money issues, this resolved the bulk of their agreements. For others though, there were still significant and di cult issues to be resolved – like increased shift penalty rates, and other allowances which had fallen behind.
The RTBU and some other unions conducted protected action ballots, with an overwhelming majority of over 80% of members voting, of which 90% were in favor of all proposed actions.
Armed with this resounding mandate, Queensland Rail was forced to reconsider its position, avoiding a potential strike.
However, the negotiated pay increase introduced a two-tier system, leaving the lowest-paid workers behind. In response, we implemented strategic actions such as shutdowns and bans, disrupting operations and maintenance schedules.
A significant disruption came in the
Members were determined to fight for a better deal and go the distance if required.
Their e orts were rewarded with all agreements reaching agreement in principle on almost all claim items. For some, this was the first time they had taken action and they learned that coming together, fighting and winning is one of the best feelings there is.
Many members will recall the winter of 2023 as the time they really learned that it’s all about Unity, Action and Victory.
Mekeela Evert
The Western Australia Branch is engaging with the WA State Government to help ensure that a pair of reviews currently underway lead to positive outcomes on pay and career progression for RTBU members.
In September, delegates and members attended the launch of the Western Australian Government’s Wages Policy Review, which included a briefing from the State Treasury and an address by Deputy Premier and Treasurer Rita Sa oti.
Branch Secretary Joshua Dekuyer said the review is an opportunity for the government to develop a new and improved Wages Policy that recognises the important contribution that public sector workers make to Western Australian communities.
“Public sector workers are the glue that holds our diverse communities together and dedicate their working lives to providing quality services and support to the people of Western Australia,” he said.
“However, despite our state having the fastest-growing and most resilient economy in the country, essential public sector workers are being left behind, with some seeing their wages fall by more than 10 per cent in real terms. “The government’s current Wages Policy, while an improvement on the flat rate that applied until December 2021, is unsustainable and jeopardises the attraction and retention of skilled and experienced workers.
“Western Australians deserve better. The Wages Review is an encouraging first step; now the government must ensure that its new Wages Policy delivers a genuine investment in the public service and appropriately recognises
the role that public sector workers play in delivering the critical services that our communities rely on.”
The Public Sector Alliance, of which RTBU WA is a proud member and joint leader, will campaign throughout the review process to help ensure positive outcomes for members.
The Western Australia Branch has also secured a review of the State Network and Infrastructure Award Classification and Career Progression for workers covered by the Railway Employees (Network and Infrastructure) Industrial Agreement 2022 (REA).
Josh hopes the review will modernise the REA structure to better reflect workers’ roles.
“It is envisaged that this will result in a more accurate and up-to-date reflection of workers’ roles, clearer career paths and progressions for employees, and a better understanding of and appreciation for the critical role that workers play,” he said. Making it easier for employees to attain new skills and move up the career ladder is one important outcome the Western Australia Branch hopes to achieve.
“Currently, many of our workers reach ‘glass ceilings’ and struggle to meaningfully progress their careers,” Josh said.
“Senior positions seldom become available, with workers often forced to wait for a colleague to retire before they can attain new skills and take on more responsibilities. This lack of opportunity and training is severely demotivating and results in retention issues for employers.
“Through the current review, the RTBU wants to see workers supported to develop new skills throughout their careers, and for skilled workers
who o er flexibility and versatility to be appropriately rewarded by employers.”
The review will also examine the REA classification structure, which was last updated in 2006.
“The nature of the work that our members are responsible for has changed considerably in the almost two decades since the REA was last reviewed,” Josh said.
“Roles have expanded to include an increased amount of construction work, major projects are increasingly managed in-house, and full line closures are far more frequent and significantly more complex.
“In addition, workloads—including night-shift work—have increased, safety requirements have become more complex, and the training required to use new technologies has become more demanding.
“This has resulted in a classification structure under the REA that no longer reflects the value and importance of these workers.
“A contemporary classification structure would have numerous benefits to workers, capturing the breadth and diversity of the roles and encouraging ongoing training and advancement. It would also recognise the significant additional responsibilities and workloads that RTBU employees have taken on since the classification was last updated.”
Former Western Australian Chief Industrial Commissioner Tony Beech has been appointed to lead the review. Tony previously led a State Government inquiry into wage theft, which resulted in a number of changes to the WA Industrial Relations Act designed to provide better protection for employees against wage theft. A draft report is expected to be completed by November, with a final report due by February 2024.
The Victorian Branch is calling on V/Line to scrap plans to lease out its fleet of mainline N-class diesel locomotives.
V/Line operates 25 N-Class locos but there are plans to lease out six, as early as this month.
And there are fears this number may increase as their utilisation on passenger services drops with the introduction of the new Velocity trains.
Victoria Branch Secretary Vik Sharma said there were issues over what will happen to the locos, how they will be maintained, and if they will be lost to state, with question marks over their long-term reliability and availability for Victorian freight operations.
“We want to know if, under the terms of the lease, these locomotives will remain in Victoria to benefit Victoria’s rail freight and assist in modal shift, getting trucks o the road,” Vik said. “Or will it be a free-for-all with them all going interstate and no longer benefitting the people of Victoria?
“The Government seems to be letting V/Line do what they want or are oblivious to what is happening, but either way they are beating the drum about Port Rail yet seem to be disposing of these assets as if they are nothing.
“If we don’t make su cient trains available more freight will simply end up back on Victoria’s roads.
“We can only avoid that by maintaining full capacity on the freight network and by having su cient locos available to ensure fewer cancellations due to maintenance issues.”
Vik said the needs of Victorian rail system should be a priority before any locos are hired out.
“These are state-owned assets and it’s in the best interest of all Victorians and all Victorian rail workers that they remain on the V/Line roster,” he said.
“Maintenance is a key issue here, as V/Line maintenance workers rely on these locos for their jobs and have the
experience and skills to keep them running reliably and safely.”
V/Line’s expertise even extended to the basic components essential to the locos’ safe and reliable operations.
“Because V/Line is maintaining an entire fleet, it has total control over who it is ordering from, and what and how many components it needs.
“This contrasts with private operators, which may end up operating only one or two N-class locos in their entire fleet.
“So, the questions arise: Where will the leased locos be maintained and by whom? And on components, where will they come from and will they be of a quality that maintains V/Line’s high standards?”
Vik said the Labor Government should ensure V/Line makes better use of its locos instead of just leasing them out.
“The Overland is currently hauled under contract by Pacific National locos,” he said. “But there is no reason why that contract could not eventually stipulate that it uses V/Line locos.
“And you could argue that there were passenger services promised back in the Bracks and Kennett eras that never eventuated, so as Velocity replaces the locos on existing routes they could be redeployed on new ones.”
Vik said other V/Line locos such as the P-class could also be used on operations such as the Infrastructure Evaluation Vehicle, the high-tech rail inspection system currently hauled by privately owned locos.
“The IEV is borrowed from Metro, which previous Governments privatised, and hauled by privately owned locos.
“It should be the other way around, with both the IEV and locos being brought back in house.”
Rail strikes planned for Friday 6 and Wednesday 11 October in Melbourne have been called o following a breakthrough in negotiations in last-minute crisis talks.
An in-principle agreement has now been struck between Metro Trains Melbourne management and the RTBU.
The agreement tackles key issues raised by the union such as job security, work life balance and safety and equality at work.
At the time of writing, a meeting of union representatives from across the Metro network was being planned to seek endorsement to proceed to final drafting over the subsequent week.
Victorian Branch Secretary Vik Sharma said the in-principle agreement was a great outcome for members that would not have been possible without the solidarity, persistence, commitment and hard work of our o cials, bargaining team, delegates and members.
Wins for members include:
» Job security – Firm wording to be included in the agreement to secure all jobs;
» 17% pay increase – 16% over 4 years plus 1% metro tunnel allowance, and all allowances increase in-line with wages;
» Public holiday accruals retained;
» Inclusion of additional days o (bonus days);
» New grievance clause giving members improved avenues to gain control over their working life;
» Improvements to existing classifications with new improved structures;
» Retired employee travel passes for all – with the Retired Employee Travel Pass to be reinstated for all employees, regardless of commencement date.
“Our union will always fight to deliver the best outcomes for members. If that involves the need to stop trams or trains we won’t hesitate,” Vik said.
As part of ongoing work examining the state of public transport systems around the world, the ITF has launched a new collective vision on the financing of this crucial public service.
The Manifesto on Sustainable Public Transport Investment, Funding and Fares is the product of a year’s work by a taskforce of ITF a liates and allied organisations, bringing together expertise from around the world. Taskforce members and case studies were drawn from Australia, Britain, Bulgaria, Germany, New Zealand, the Philippines and South Korea. While public transport workers worldwide kept society moving throughout the pandemic, the collapse in ridership and fare revenue has led many public transport systems into serious financial di culties.
“This situation poses a threat to both the economic recovery from the pandemic and the wider social and environmental benefits provided by public transport, such as mobility for low-income groups and reduced greenhouse gas emissions,” said John
In response, the manifesto combines perspectives from across the globe into a set of universal principles for public transport financing. Building on the existing ITF People’s Public Transport Policy and research conducted on government responses during the pandemic, it lays out a vision which unions and allied organisations can use to drive policy change in their local contexts.
The manifesto is built on the following four principles:
1. Sustainable investment in public transport system expansion and improvement is an investment in our collective future.
2. Sustainable funding models fit to the specific circumstances of different public transport systems are urgently needed.
3. Along with sustainable funding and investment, fare structures must support marginalised passengers and facilitate a rapid increase in public transport ridership.
4. Sustainable investment, funding and fares policies must support publicly owned and democrati
research had played a significant role in the development of the ITF Manifesto.
“The manifesto is a great document that should be mandatory reading for Transport Ministers and Treasurers in governments around the world,” Shayne said.
“It recommends the use of alternative funding mechanisms such as value capture for new infrastructure projects - something that the RTBU has been advocating for many years.
“It also talks about di erent forms of pricing models for public transport fares, including ‘solidarity fares’ which in which the price of transport reflects the average household income level in a particular area.
“Importantly, the manifesto also recognises that discount fares or farefree systems should not be introduced without first making sure that workers and systems can manage the loss of revenue and increase in ridership.”
The ITF Urban Transport team will now be engaging with unions to design targeted educational materials for workers on the content of the manifesto, as well as developing in-depth case studies on progressive policy develop-
National Assistant Secretary Shayne Kummerfeld recently travelled to Palestine to see how workers are being treated and to understand the challenges facing local trade unions. Here is an edited excerpt from Shayne’s report.
Hatem Abu Ziadeh and his co-workers at the Zarfati Garage became the first Palestinians working on an Israeli settlement to unionise. I met Abu and several of his colleagues in a home after their shift had finished and he told me his story.
Fundamentally Abu and his co-worker’s demands were equality and fair treatment alongside their Israeli co-workers.
In early 2013 Abu contacted several lawyers to see if anything could be done to help the Palestinian workers employed at the garage. The Garage was refusing its Palestinian workers from the West Bank the legal minimum salary and benefits. The treatment of these workers stood in sharp contrast to other garage workers with Jerusalem IDs or Israeli citizenship who received full labour rights and benefits.
Abu contacted Maan Workers Association (Maan), an Israeli based Union, and after initial conversations many workers met and decided to join the union.
Maan takes a position that it is the obligation of trade unions and civil society organisations in Israel to take a principled stand against the violation of the rights of Palestinian workers, and to ignore these workers is a betrayal of the principle of solidarity. One-year on, and negotiation with the Garage had stalled, with two main issues remaining unresolved. Firstly, there were the past under payments owed to the workers - none of which had been paid as provided for by the Israeli law. Secondly, the Garage was only paying the minimum wage; and the workers sought an increase
to salaries according to experience, seniority, and expertise.
On 21 July 2014 the management sent a letter to Abu, informing him of a meeting to take place two days later and implying that his work would no longer be needed. In e ect he was being dismissed. The letter was not sent to Abu’s union representative at Maan, as required by law, and Abu quickly contacted Maan for advice.
Maan argued that the garage management was unfairly targeting Abu because of his leadership position as head of the workers’ committee and demanded that the company retract its letter. The following day the garage again requested that Abu attend a meeting with the garage owners
In response to what Maan perceived as a clear threat that Abu would be dismissed, they met with workers on the 22nd of July during their morning break.
It was obvious to the workers that if Abu who had worked at the garage for seventeen years could be dismissed then all of them were vulnerable, the workers unanimously voted to strike. The garage management, caught o guard, demanded that the workers return to their stations at 11:30 am when their break ended, and called the police.
When the police arrived, they demanded that the workers either return to work or leave the premises because of an Israeli military order in the West Bank stating that no more than ten people can gather for political purposes without a permit. A strike by workers supporting a colleague would be deemed political if is it’s against an Israeli employer.
The following day nine workers and a Maan o cial (Tamir) returned to protest outside the garage. When a crowd of Israeli settlers arrived and started verbally threatening the protestors, Tamir called in the police.
But when the police arrived, instead of defending the workers right to peaceful protest, they arrested Tamir for inciting the workers.
The Union petitioned the Jerusalem Regional Labor Court for a hearing arguing that the garage was trying to dismiss Abu to break the union to stop negotiations.
At the hearing, the garage owners brought a major accusation against Abu that surprised both him and Maan. The garage owners accused Abu of sabotaging a military vehicle, and argued that Abu had participated in political protests and was a security threat against Israel.
Yet when the judge asked whether the garage owners had reported the sabotage incident to the police, it indicated that it had not. The garage owners also admitted that Abu had continued to work at the garage after they accused him of committing the o ence. Although the garage couldn’t provide any physical evidence that Abu had sabotaged the vehicle, the accusation alone was enough for his permit to be revoked. In December 2014, the Israeli police determined that there was no evidence that Abu had sabotaged a military vehicle and closed the case against him.
In December 2015 the court heard the case against Abu, and the judge’s decision was critical of Maan and Abu. In January 2015, after the court ruling Abu, was formally dismissed.
Maan then submitted an appeal to take the case to the National Labor Court, and February 2016 the appeal reversed the previous decision against the Union and Abu.
The Judge wrote of the accusations against Abu: “justifications changed several times, and there was no legitimacy to them. This opens questions as to the real reasons for the basis of calling for a hearing and the basis for the termination.”
Most importantly the judge wrote: “Because of the determination to harm him in his work in the union, he must return to his initial role [in the garage]”.
After nearly a year of negotiations the Union and the Garage signed a comprehensive labour agreement on the 14th of February 2017. The Palestinian workers received back pay and annual wage increases, and the agreement created mechanisms for settling future disputes between the ownership and the workers.
It was a major victory for Maan, Abu and the Palestinian workers at the garage.
Speaking to Abu and listening to his story was the highlight for me. It showed that the human spirit and resilience of people supporting each other can triumph against incredible odds.
‘To exist is to resist’ is a saying I continually heard from Palestinians. Abu’s strength and conviction is a story to inspire all union members across the globe into action.
What is your current job role?
Boilermaker at Pu ng Billy Railway. How long have you been in the industry and what other jobs have you done before?
I have been in the rail industry for almost a year and a half and previously worked in the automotive industry for about ten years.
What is the most challenging aspect of your role as delegate?
Pu ng Billy presents some unique challenges for me as a delegate. As an organisation that grew from voluntary roots the idea of a union presence being necessary is foreign concept to some of the older sta members. Much of my recruitment strategy has revolved around myth-busting a lot of the misinformation people have absorbed about what a union does.
What is the most rewarding aspect of being a delegate?
Having the ability to provide support to my fellow members. The balance of power in Australia is heavily tipped in favour of the employers and being able to level the playing field a little brings me great joy.
How do you spend your tme away from work?
Outside of work I spend as much time as possible curled up with my elderly cat and a good book.
What is your current job role?
I currently work full time as a Station O cer 2 at Mernda Railway Station. How long have you been in the industry?
I joined Metro in May of 2010, back then we were classed as RFR sta , working four hours a day. I have proudly completed 13 years within Metro and WOW time flies! I am so grateful and proud at what I’ve achieved so far.
Before joining the rail industry what other jobs did you have?
After graduating year 12, I worked fulltime at McDonalds and worked parttime at a Pizza/Pasta restaurant taking orders and serving food. On Saturdays I would work at an equestrian riding school, teaching children how to ride and take care of horses.
What has been the most challenging part of being a Delegate?
Breakdowns in communication channels around issues that require resolution can be frustrating, but I have learnt there are other avenues we can always work through.
I see attacks from people who don’t want to see you to succeed as an opportunity to learn and grow.
What has been the most rewarding part of being a Delegate?
Meeting like-minded people, and having the opportunities to speak to inspirational, experienced men and women who have so much to bring to the union and workplace. It’s rewarding to hear successful, positive stories and I’m inspired to grow my knowledge and network even more.
What do you like to do when you’re not working?
Since I was a little girl, I have had an expensive obsession with horses and own four amazingly sweet and spoilt horses.
When I’m not working, I enjoy trail riding, camping in the country and just being out in nature and sunshine. There is no better place on earth like the country, open spaces, fresh air and time away from the bustle of the city.
What is a fact about yourself that might surprise people?
I am loud and outspoken which at times comes across as arrogant and rude to some. I admire honesty and true intentions.
MICHAEL GRAY BIANCA BARNARDIt’s hard to fathom the terror felt by a five-year old child stuck on an empty train, speeding away from the safety of home in the middle of a dark night.
Saroo Brierley’s incredible memoir, the Long Way Home, describes that moment in gut-wrenching detail:
“I can still feel the icy chill of panic that hit me when I realised I was trapped – a feeling of being weak, hyperactive and incredulous, all in one. I don’t recall what I did exactly in that moment – screamed, banged the windows, cried, cursed. I was frantic, my heart beating triple time … But I kept running up and down, yelling out my brother’s name, begging for him to come and get me. I called for my mother, and for my brother Kallu too, but all in vain. No-one answered and the train didn’t stop.”
Saroo recounts his incredible journey from lost child in the middle of India, to growing up as an adopted child in Tasmania, and back to Indiawhere he miraculously manages to discover his hometown and track down his birth family.
It’s a story that many of us in Australia are already aware of. It was covered extensively in the media, including by and then his book was given the Hollywood treatment and turned into a Dev Patel and Nico
Saroo’s book is a remarkable tale of heartbreak, resilience, deter mination, the love of family, and –most of all – hope. The book is not always polished, but it doesn’t need
to be. Saroo writes as if he’s having a conversation in your lounge room. It’s authentic, and its authenticity adds to the power of his narrative, and at times to the drama.
Saroo survived through a combination of luck, determination and the kindness of others. He was saved from drowning twice – by the same homeless man each time. And then he was e ectively rescued from the streets –firstly by a family who took him in and alerted the local police to his plight, and then by Mrs Sood, who plucked him out of a horrifying juvenile facility in Kolkata.
Mrs Sood ran an adoption service called ISSA – linking orphaned Indian children with adoptive parents in other countries. In Saroo’s case, she connected him with the Brierleys, a married couple in the beachside Hobart suburb of Howrah
Tasmania’s version of Howrah is a world away from the wild human
ocean of India’s Howrah Train Station, where Saroo spent his first nights as a homeless street kid. It’s also where I grew up, just a few streets down the road from the Brierley’s house.
Howrah is a template of modern middle class suburban Australia. In other words, it’s a place where most people are not wealthy but do have enough to share, and have the capacity to help others in need. Not many, however, go as far as the Brierleys did.
It makes you wonder - why is it that we don’t do more to help people to escape chronic poverty?
Which brings me to a quick plug for two people who are doing just that: Rikki and Rob Fisher. Rikki and Rob run a small not-for-profit organisation, Kenya Kids International (KKI), that supports disadvantaged families in the remote Kenyan village of Agolomuok.
KKI has funded a number of projects in the village, such as getting a water supply to the local primary school, dents, and a sponsorship program
viduals who want to do something small but tangible to help alleviate
They do really amazing work – you
by Saroo Brierley at yourNATIONAL OFFICE
National Secretary: Mark Diamond
Email: rtbu@rtbu org.au Tel: 02 8203 6099
NEW SOUTH WALES
Branch Secretary: Alex Claassens
Email: nswho@rtbu-nsw.asn.au
VICTORIA
Branch Secretary: Vik Sharma
rtbu@rtbuvic com.au
Tel: (03) 8630 9100
QUEENSLAND
Branch Secretary: Peter Allen
Email: info@rtbu com.au
Tel: (07) 3839 4988
SOUTH AUSTRALIA & NORTHERN TERRITORY
Branch Secretary: Darren Phillips
Email: theteam@rtbusant org.au
Tel: (08) 8243 2511 / Freecall 1800 801 063
WESTERN AUSTRALIA
Branch Secretary: Joshua Dekuyer
Email: general@rtbuwa.asn.au
Tel: (08) 9225 6722
TASMANIA
Branch Secretary: Ric Bean
Email: tasadmin@rtbu org.au
