In what has been another historically significant year, where major national and international events had a tangible impact on the lives of Australians, the SDA and SDA members were able to continue our pursuit of better working conditions for retail, warehouse, and fast food workers.
Natural disasters, the War in Ukraine, Covid and a Federal election all had an impact on working people in Australia.
Despite this, Union work carried on and progress was achieved for hundreds of thousands of SDA members.
SDA’s Ground-Breaking Federal Court Action Against McDonald’s
Following almost two years of investigating exploitation and Award contraventions across the fast food chain, the SDA lodged a mega Federal Court claim against 323 McDonald’s operators – and the fast food giant itself – over the alleged denial of paid rest breaks at nearly 1,000 current and former McDonald’s sites. The latest claim, made in August 2022, is in conjunction with the SDA’s 15 existing Federal Court claims against McDonald’s Australia and 14 franchisees. The SDA has alleged that not only were McDonald’s workers not informed of their rest break entitlements, they were also told breaks could be exchanged for a free soft drink or going to the toilet.
The SDA is seeking thousands of dollars in compensation for individuals who did not receive their legal break entitlements and is asking the Court to award penalties against the 400 employers who have operated McDonald’s sites in the past six years.
As a conservative estimate, the SDA is seeking $250 million in total compensation plus penalties for over 250,000 current and former McDonald’s employees.
The claim is one of the biggest of its kind in Australian history, with over 1.8% of working Australians captured by the claim.
In April 2022, the SDA also commenced a nationwide investigation into McDonald’s managers’ conditions of work, in particular claims of wage theft and breaks denial.
Over 10,000 workers have already directly involved themselves in the SDA’s investigations.
Thanks to unions and union members, SDA members across the country received important increases to their take home pay and to compulsory super contributions.
The cost of living increased exponentially across the globe in 2022, with many Australians feeling the pinch at the checkout. Winning a fair and decent pay rise at the Annual Wage Review was a priority for the SDA and critical in helping alleviate the building financial pressure on minimum wage workers.
On 1 July, Award pay rates increased by $40 (full-time adult rate) or 4.6%, whichever is the greater.
This was the decision of the Annual Wage Review Panel after the ACTU, SDA and the Federal ALP Government all made submissions for a significant increase.
Thanks to the SDA campaign, there was no delay to increases to our Awards.
For Level 1 retail & fast food employees covered by their Awards, the $40 equals a 4.7% increase or +$1.05 per hour.
SDA members covered by Enterprise Agreements linked to the Annual wage Review decision saw a corresponding increase in their wages.
Your employer superannuation contributions also increased from 10% to 10.5% on 1 July.
Australians employed under an Award or an Enterprise Agreement saw the 0.5% increase in the contributions made to their nominated super accounts. Superannuation contributions are set to increase to 12% by 2025 which is a significant step to help working people retire with enough savings.
Along with this increase, the unfair $450 superannuation threshold was also removed.
Removing the unfair $450 threshold means all workers over the age of 18 are now entitled to superannuation payments.
The SDA welcomed the Albanese Government’s decision to introduce 10 days’ paid Family and Domestic Violence Leave.
The SDA and the union movement have campaigned tirelessly on this issue for over a decade and are pleased to see it become a universal right enshrined in the National Employment Standards (NES).
The entitlement will be available to full-time, part-time and casual employees.
Family and domestic violence is an issue that can have an impact on your work, your safety and the safety of your co-workers.
The SDA has, and continues to, work hard to tackle this issue in the workplace, by pushing for paid leave and other rights and entitlements so employees experiencing family and domestic violence have the employment and financial security to remove themselves from a dangerous situation.
On behalf of the SDA Newcastle & Northern Branch, I would like to wish you all a Merry Christmas and all of the successes for the New Year. Please be safe over the season, and I hope you have much quality time with your nearest and dearest.
SHOP, DISTRIBUTIVE AND ALLIED EMPLOYEES’ ASSOCIATION, SDA NEWCASTLE & NORTHERN BRANCH
WWW.SDAN.ORG.AU PHONE 1300 SDA HELP (1300 732 4357)
POSTAL ADDRESS: PO Box 2211, Dangar NSW 2309
EMAIL ADDRESS: secretary@sdan.org.au
‘CAUSE Published by the Shop Assistants and Warehouse Employees’ Federation of Australia, Newcastle and Northern NSW. Editor: Barbara Nebart
UNION OFFICIALS
President: Mr G Luxton Vice Presidents: Ms K Brown Ms R McGuire
Secretary/Treasurer: Barbara Nebart Assistant Secretary: David Bliss
INDUSTRIAL OFFICERS: Brendon Lott, Zak Holgate
ORGANISERS:
Lyn Wiebe, Debra Dunning, Susan Sneesby, Liam Burrows, RECRUITMENT OFFICERS: Belinda Urquhart, Michael Owen, Scott Harrison, Karla Gunther, Ruby Coventry
INFORMATION OFFICERS: Isobel Carr, Georgia Coombs, Stacey Pollock
COMMUNICATIONS OFFICER: Peta Bereczky
COMMITTEE:
R Simmons (Woolworths)
E Frost (Coles)
J Crotty (Woolworths)
L Farrell (Coles)
T Coggan (Bunnings)
C Morris (McDonald’s)
actively set out to crush ordinary workers, and it just got harder and harder to get our fair share.
BY DAVID BLISS, ASSISTANT SECRETARY1977 was a watershed year for me and many others growing up. As a young boy, I was gripped by Luke Skywalker, Han Solo, Princess Leia and the Rebellion as they defied Darth Vader and the Empire.
Truth be told, Han was always my pick. A maverick, a bit scruffy and a renegade – but he could always be relied upon to help his mates when they were in trouble.
In recent years, for trade unionists under an Abbott/Turnbull/Morrison (ATM) Government, it has felt as though the (Industrial) Empire
Wages flat-lined, bargaining vanished and every effort to make life easier and better for working people was squashed.
It’s not surprising we feel this way, when you consider the cumulative effect of the previous ATM Government. It’s a hit list on working people:
u The former PM and Secret Minister for Everything, Scott Morrison, refused to back a decent wage increase, and attacked Labor and Prime Minister Anthony Albanese when he called for a minimum wage increase for Australia’s lowest paid workers which kept up with soaring inflation;
u The former Treasurer, Josh Frydenberg, let the cat out of the bag when he confided that low wages were a ‘deliberate design feature of [the Government’s] economic architecture’;
u Enterprise bargaining stalled and shrunk over the last nine years;
u Contrary to the bosses’ narrative, productivity has increased. In retail, there is now an estimated 7% shortfall in wages compared to productivity (i.e. your output). Everyone on the shop or warehouse floor knows you are working harder than ever before;
u Over the last nine years, the Fair Work Commission has been stacked with employerside appointments, trashing the balance of representation on the Commission benches;
u CEO pay packets have increased 41 per cent; and
u The profits for big business have grown by 25 per cent.
Meanwhile, unions and working people have been relentlessly demonised by so-called business leaders, conservative politicians (and their US-based media backer) and out-of-touch elites when we demand a fair share and that our pay not go backward – when the cost of living is steeply climbing.
The recent comments of Qantas CEO Alan Joyce, Reserve Bank Governor Philip Lowe and various business lobby group talking heads opposing wage increases which keep up with inflation and condemning the Labor Government’s Fair Work Legislation
Amendment (Secure Jobs, Better Pay) Bill 2022 simply serve to underscore that power and money will not be shared willingly.
We need to fight for our fair share every day.
That’s why it is so important and so exciting that the Secure Jobs, Better Pay legislation passed the Senate on 2 December.
We must get wages moving again, we must boost bargaining, and we need laws which promote gender equality and secure employment. The net effect of these changes to our industrial laws will not fix a decade-long problem in the making of the previous Government overnight, but nor will they cause industrial chaos. It is modest, incremental change.
The Chicken Littles of the business world are telling plenty of whoppers at the moment about what the economy, business and workers need. But they have an impeccable track record of getting this stuff wrong, opposing every wage increase, every improvement to Award conditions and every increase in the safety net.
The sky has never fallen in before, despite their terrifying warnings in the past, and nor will their predicted doom transpire this time.
They are worse than a broken clock (which at least is right twice a day…)!
So back to my Star Wars analogy, the Secure Jobs, Better Pay legislation is a new hope and the first step in the right direction to bring balance back to our industrial laws (the force).
I also know that, like my childhood hero Han Solo, we can rebel and prevail if we stick together and fight for our fair share. May the Union be with you!
When the New Year rolls around, and we start looking for ‘Back To School’ supplies, it can be particularly stressful trying to get together those extra funds after the holiday season.
The SDA Newcastle Branch would like to lighten the load for five lucky members!
We are holding a competition for you to win a $150 Officeworks gift card. Just click here to enter or, if you’re reading this as a hard copy, scan the QR code below.
Open to financial members only. Entrants need to submit the correct answer to the question on our website. Winners will be chosen at random and notified by email after the competition closes.
With Christmas nearly here, you should be aware of your public holiday rights.
The simple rule in NSW is this: you have an absolute right to refuse to work on Christmas Day and Boxing Day – it’s the law!
If you say “no” to work on Boxing Day, fines of up to $11,000 apply to anyone who makes you work on Boxing Day.
Contact the SDA: If you have any questions or concerns, speak to your Delegate, SDA Organiser, or call the SDA.
This season, the following public holidays will be observed in New South Wales, and will attract the public holiday penalty rate:
Sunday, 25 December (Christmas Day*) Monday, 26 December (Boxing Day**) Tuesday, 27 December (Additional Day) Sunday, 1 January (New Year’s Day) Monday, 2 January (Additional Day) Thursday, 26 January (Australia Day)
*Christmas Day: Shops must close in NSW on Christmas Day (25 December) unless they have an exemption.
**Boxing Day: Shops can only trade in NSW if everyone working in the shop has freely volunteered to work. It is illegal to open if any employee did not freely elect to work. Delegates and members should refer to their Award or Enterprise Agreement.
Following the Fair Work Commission’s landmark May 2022 in-principle decision to include 10 days of paid family and domestic violence leave in modern awards, the Albanese Federal Government announced it would legislate for 10 days of paid family and domestic violence leave in the National Employment Standards. This will extend the new entitlement to all workers on awards and enterprise agreements, as well as non-award employees.
The National Employment Standards (NES) currently allow for five days of unpaid family and domestic violence leave, but this will be amended to provide for 10 days of paid family and domestic violence leave.
Arising from lobbying by unions including the SDA, the Albanese Government will improve on the proposal of the Commission, including:
u ten days of paid family and domestic violence leave will be provided in a 12 month period for part-time and casual employees as well as full-time employees;
u the leave will be at the full rate of pay for the hours they would have worked had they not taken the leave, not just the base rate of pay. This will minimise the financial impact on workers;
u the definition of family and domestic violence has been extended to include conduct of a member of an employee’s household or a former intimate partner.
The proposed new paid entitlement is expected to take effect on 1 February 2023 for employees who are not employed by a small business. Small businesses will have an additional six-month transition period starting on 1 February 2023 to implement the entitlement.
The SDA and the union movement strongly support the paid family and domestic violence leave with the improvements introduced by the Albanese Federal Labor Government.
It will greatly assist workers who find themselves in this terrible situation. This is a landmark win for Australian workers and SDA members.
Thank you to all SDA members who supported the #WeWontWait campaign and contributed to this outcome by sharing their stories.
If you would like information about family or domestic violence impacting you at work, please contact the SDA. For professional help, counselling and support, call 1800-RESPECT.
To vote, you need to be correctly enrolled.
If you’ve turned 18 since the last election, changed address or changed your name, now’s the time to enrol for the first time, or to make sure your details are up to date.
To enrol to vote online, or to update your details, just click here or if you’re reading this as a hard copy, scan the QR code below.
40 lucky members will win an adults’ double pass to the movies at a Hoyts or Event cinema. The first 40 applications will win.
TO ENTER
Just click here or, if you’re reading this as a hard copy, scan the QR code on this page.
You must enter by 12 noon on Friday 27 January 2023 to be in the running to win one of the 40 double movie passes on offer!
The first 40 members drawn from the barrel will win. Please nominate your preferred cinema chain on the online application form. If no nomination is made, we will award a double pass to Hoyts. Winners will be notified by mail. Entries are limited to one per member.
Apple workers have comprehensively rejected a proposed new Enterprise Agreement which would have locked in unfairness, and failed to reward them for their contribution to the success of a $2.3 trillion business.
After languishing on an expired Agreement for over four years, Apple commenced bargaining earlier this year. The SDA, the ASU and bargaining parties met regularly over several months, but made little progress on improving Apple’s initial offer. Meetings were punctuated by proceedings in the Fair Work Commission where the unions argued that Apple was not bargaining in good faith. This forced Apple back to the bargaining table where Apple, reluctantly, made further concessions, including a minimum 19 hours per week for part-time employees and paid parental leave entitlements in the Agreement rather than policy. Disappointingly, Apple refused to compromise further on key issues, including:
u A fair wage increase: Apple offered 2.8%, 2.6% and 2.6%, which is well below current inflation (7.3%), the minimum Award increase (4.6%) and doesn’t even match average enterprise agreement outcomes (3.5% as of 21 November).
Apple’s proposed increase also only applied to roughly a quarter of its workforce, with those workers on above-agreement rates offered no guaranteed increases for the next four years.
u A classification structure which recognises and rewards the skills and knowledge of its workforce: Apple’s proposed deal left all the prerogative in the hands of the employer to reward individual workers as it chose fit, rather than a transparent and fair classification structure which is fit for purpose and properly remunerates its people.
u Rostering arrangements and hours of work which enable their workforce to plan and live their lives: Apple has developed – and is resistant to changing – hyperflexible rostering arrangements which vest all the control with Apple to regularly change rosters and deny workers a range of minimum award conditions. Consequently, the deal was crushingly rejected following months of unsuccessful bargaining, Fair Work Commission proceedings and a vocal joint SDA/ASU vote ‘No’ campaign.
87% of workers voted in the secret ballot and 68% of those workers voted against the proposal.
This was an outstanding result and showed what workers can achieve when they stand together.
I’d like to acknowledge and thank the many Apple workers at the Charlestown store and across the country who have shared their thoughts and experiences during workplace visits and online meetings.
This has informed the Union’s bargaining strategy at all times and ensured a strong worker voice throughout the process.
I’d also like to acknowledge and thank the ASU and the other bargaining representatives for their persistence and support.
We have defeated Apple’s haughty attempts to snub its workforce with a substandard deal.
The challenge now is to bring Apple back to the bargaining table in 2023 and make meaningful improvements to those things which really matter to its workforce.
Once again we’re back in the swing this year with real, face-to-face Delegates Dinners. Thank you so much to our incredibly hard-working Delegates for all your help over the last couple of challenging years.
Photos on page 10 show our Central Coast function, while on page 11, you’ll see our Newcastle function. Obviously, a great time was had by all!
These members are going to the movies, courtesy of the SDA’s last movie ticket competition.
Congratulations!
And
Last but not least, these members each won a $100 gift voucher just for making sure their contact details were up to date:
During the summer months, many SDA members may be faced with having to work in very hot environments.
The majority of problems that occur are related to transient heat, that is, heat which has the potential to increase the temperature of a building or other area.
Factors such as the type of work being undertaken, humidity, air temperature, sun penetration, clothing and air movement should always be taken into account when considering the health and safety risks associated with heat. Heat and uncomfortable temperatures can have different effects on different people. Working in hot conditions may result in health effects, ranging from mild discomfort and headaches to life-threatening problems.
These more serious health conditions can generally be grouped together as the effects of heat stress.
Some of these effects are: u reduced ability to concentrate and therefore an increased risk of accidents;
u increased discomfort in the use of protective clothing and equipment;
u aggravation of the effects of other hazards, e.g. noise;
u aggravation of pre-existing illnesses, e.g. heart disease; u heat cramps (painful spasms in one or more muscles); u heat exhaustion characterised by weakness and fatigue, vomiting, headaches and giddiness as well as unconsciousness and, in some cases, death.
Working in hot conditions not only affects a person’s physical health but can also affect a person’s mental state, and often contributes to stress levels.
Your employer has a duty of care to provide you with a workplace that is safe and healthy, particularly in extreme conditions.
This extends to ensuring that heat risks are identified, assessed and controlled within the workplace when environmental conditions affect the health and safety of employees.
An employer must ensure that:
u adequate ventilation and air movement is provided in indoor environments that may become hot, and u appropriate work and rest regimes relative to the physical fitness, general health, medication taken and body weight of each employee exposed to heat are implemented.
Issues relating to transient heat in the workplace, particularly over the summer months, must be addressed immediately and resolved effectively.
For more information about heat or working in uncomfortable temperatures, please speak to your Delegate or Organiser or contact the SDA.
against McDonald’s Australia and 14 franchisees, which were lodged on behalf of thousands of workers.
BY BARBARA NEBART, BRANCH SECRETARY
Over $250 million in compensation is being sought for more than 250,000 current and former McDonald’s workers nationwide, following the SDA’s latest legal action.
In August 2022, the SDA lodged a mega Federal Court claim against 323 McDonald’s operators - and the fast food giant itself - over the alleged denial of paid rest breaks at nearly 1,000 current and former McDonald’s sites.
This new claim is one of the biggest of its kind in Australian history, with over 1.8% of all working Australians captured by the claim.
This new claim comes after almost two years of investigation and is in conjunction with the SDA’s 15 existing Federal Court claims
From this detailed investigation, the SDA has found that not only were McDonald’s workers allegedly not informed of their rest break entitlements, they were also allegedly told breaks could be exchanged for a free soft drink or going to the toilet. This is blatantly wrong.
McDonald’s has the capacity and a responsibility to ensure that they’re giving workers all of their entitlements.
That’s why the SDA has taken action. We’re seeking thousands of dollars in compensation for workers who did not receive their legal break entitlements.
As a conservative estimate, the SDA is seeking $250 million in compensation in total.
On top of compensation, we’re asking the Court to award penalties against the 338 employers who have operated McDonald’s sites over the past six years.
These Federal Court claims are not just about compensation and penalising McDonald’s – they’re about sending a clear message that this systematic exploitation of young workers will not be tolerated.
Across their restaurants, McDonald’s demands consistency. It’s simply not believable that these breaks weren’t denied on purpose.
McDonald’s knows that the SDA has hundreds of examples of the Union and workers raising the denial of breaks with franchisees and McDonald’s itself.
Other major Australian corporations found to be underpaying their workforce have done the right thing – they’ve stepped up and backpaid their staff.
The SDA has been investigating the denial of paid breaks at McDonald’s for a number of years.
While you’re lazing around and checking in with your friends this Summer, remember to be careful what you say on Facebook, Insta and other social media.
Comments on social media (including other people’s posts or pages) are regarded as public comments –they are not private.
Avoid negative comments about your company, your manager or other employees on social media. Some members have come to us after “official warnings” or worse following unwise comments on social media. It’s best not to mention your employer at all.
Be smart. When you’re at home, leave your work at work. Enjoy your social media for your social life, not your work life.
In 2020, 14 Maccas workers in South Australia decided to stand up and call McDonald’s out for the systematic denial of paid rest breaks.
In December 2020, we lodged our first claim in the Federal Court, seeking thousands in compensation for these 14 workers.
14 workers quickly turned into a thousand, with workers stretching from Fremantle to Fingal Bay up to Darwin, coming forward to share their experiences at McDonald’s with the SDA.
In under two years, this one claim by 14 workers has grown into 16 claims by over 250,000 workers nationwide.
By standing together, Maccas crew have spearheaded a national, multimillion dollar movement against one of the largest fast food chains in the world to fight for fairness in their workplaces.
Over 10,000 current and former McDonald’s workers have reached out to us to discuss their time at McDonald’s and this continues to grow.
If you, or someone you know, has worked at McDonald’s in the past six years, they’re eligible to get involved in our actions.
If you’ve been denied your breaks, take our survey now to get started.
I worked at McDonald’s for five years and I never remember receiving my 10-minute breaks. I was told we weren’t allowed to leave our stations during “lockdown periods” even if it was to get a drink or go to the toilet. I was only able to leave my station during lockdown periods if I was desperate for a drink or a toilet break, and even then I felt bad, like I was doing something wrong for taking a break.
– Grace, former McDonald’s crew member, 2014-2019
I worked at McDonald’s for nine years and I never remember receiving a paid rest break. I became aware at some point that 10-minute breaks existed, but based on the culture and approach of management, I felt that there was no point in asking for them.
– Damon, former McDonald’s Shift Supervisor, 2009-2018
Receiving my paid rest break each shift would have made a huge difference at Maccas. I have hypoglycemic episodes and I once passed out at work after being denied my 10-minute break. Working at McDonald’s wasn’t easy, and this approach made me feel really unsafe at work.
– Rohan, former McDonald’s Shift Supervisor, 2008-2017
I worked at McDonald’s for 10 years, and I never remember receiving a paid rest break. When I asked about the entitlement I was told that “you guys already get enough” by my manager. I was repeatedly told that, as a manager, I didn’t get breaks. I didn’t know this wasn’t the truth.
Elizabeth, former McDonald’s Duty Manager, 2008-2018
Mental health is a workplace issue, and one that your employer is required to consider when creating a working environment that is safe and free from risks to both physical and mental health.
A mentally healthy workplace takes positive steps to prevent harm by identifying mental health hazards, managing harm from an early stage, and supporting recovery, just as we would with physical hazards at work. Employers must manage risks to psychological health and safety by:
u Eliminating risk of psychosocial hazards as far as is reasonably practicable;
u Minimising the risks that can’t be eliminated;
u Understanding the hazards and risks associated with the workplace’s operations;
u Using the highest protections to proactively eliminate or reduce risks.
Employers must also consult with workers and health and safety representatives and their unions on matters that affect health and safety.
There are several hazards at work that can cause mental health injury or illness, and your employer must manage them by implementing appropriate health and safety measures.
Mental health hazards in the workplace include, but are not limited to, the circumstances outlined below.
Job demands are one of the most common mental health hazards at the workplace for retail, warehouse and fast food workers.
While challenging tasks can make workers feel excited and motivated about their work, when workers are overloaded with excessive, unrealistic or unreasonable demands, this creates a mental health hazard. This may also arise when job demands interfere with the ability to fulfil family or caring responsibilities.
Low job control occurs when an employee has little control or agency over the work they perform. Being excessively supervised and micromanaged can create an unreasonably stressful work environment.
Change is inevitable in the workplace, but when it is managed poorly and without consultation with workers and their representatives, it can have a significant impact on the working environment and the health of workers.
Poor organisational change can include:
u Making changes without talking to or allowing workers and their representatives to have a say;
u Announcing changes at the last minute;
u Not ensuring that workers and their representatives properly understand the changes that will affect them.
Support is an important element in any workplace. Adequate support improves productivity, efficiency, and overall workplace morale, while poor support can have the opposite effect.
Support in the workplace is the practical assistance and emotional support that managers, supervisors, and co-workers provide to employees. Providing adequate support can help employees get through challenging situations in their work.
As essential frontline workers, SDA members are disproportionately exposed to abuse, violence or threats of sexual/ physical harm, and traumatic events in the workplace.
Violent and traumatic events include: u Robbery;
u Physical and verbal assault from customers, including sexual harassment;
u Witnessing or experiencing stressful events including accidents or injury;
u Ongoing bullying;
u Workplace accidents, injuries or deaths.
Remote or isolated work
Remote or isolated work can make it difficult for workers to get help or assistance from other people because of the location, the time when the work is performed, or the nature of the work being done.
This is particularly common in smaller stores and at service stations, but can affect many SDA members and employees in our sectors.
The relationships you have with those in your workplace can positively or negatively affect your mental health and work performance.
Examples of how poor workplace relationships manifest include:
u Verbal and physical abuse;
u Bullying and harassment, including discrimination and sexual harassment;
u Abusive or offensive emails or messages;
u Threatening body language;
u Isolating or excluding workers from activities or training;
u Allocating some workers more tasks than others, or allocating very minimal tasks;
u Deliberately withholding information needed for work performance.
Low role clarity or role conflict arises when a worker’s roles, responsibilities and performance objectives aren’t clear, such as where workers:
u Have multiple reporting lines/supervisors with competing demands;
u Are asked to undertake a specific task with no instructions or detailed information about requirements;
u Are requested to undertake tasks that are not typically part of the roles and responsibilities of the position.
Working in poor quality and hazardous working environments, such as workplaces with poor air quality, high noise levels, extreme temperatures or unsafe machinery is not only a risk to workers’ physical health, but also their mental health.
You have a right to a safe and healthy workplace free from risks to your mental health. You have a right to raise health and safety concerns or hazards in your workplace that you think may pose a risk to your mental health. You also have a right to report any incidents, whether they result in an injury or have the potential to do so.
What to do if an incident or injury occurs, or you observe a workplace hazard:
u First, make sure you and other people are safe. If you, or someone else, is at immediate risk of harm to themselves or others, contact emergency services on 000.
u Seek first aid or urgent medical attention where necessary.
u Seek support (including psychological support) from a colleague, helpline, counselling service or the SDA.
u Keep a record of what happened, when and where it happened, who was involved and anything else you think may be important. Keep a screen shot if the behaviour occurs online.
u Report what happened to a supervisor, manager, employer hotline or your workplace Health and Safety Representative or SDA Delegate or Organiser.
u For 24-hour, 7-day telephone mental health support, call Lifeline on 131 114, Beyond Blue on 1300 224 636, or the suicide call back service on 1300 659 467.
If you, or someone you know, is experiencing mental health and wellbeing issues, there are a number of organisations that may be able to help: WORKPLACE ASSISTANCE
SDA Newcastle: 1300 732 4357 sdan.org.au
FINANCIAL COUNSELLING
National Debt Hotline: 1800 007 007 ndh.org.au
LOOKING AFTER YOUR MENTAL HEALTH
Beyond Blue: 1300 224 636 beyondblue.org.au
Lifeline: 131 114 lifeline.org.au
Kids Helpline (under 25s) 1800 551 800 kidshelpline.com.au
It’s a highlight of our year to be able to catch-up with our special SDA Honorary members – those who have helped shaped the future of the workers today, through many hard fought battles to better our rights at work!
Q: My manager has told the team and I that we are required to complete online training to stay up to date with the most current safety requirements. I was wondering if we should be paid while completing this training?
A: All compulsory training must be paid. No exceptions.
From time-to-time, employers may require their employees to undertake essential training to ensure that they are proficient in performing their duties. Employers undertake this to ensure staff are aware of company policies (policy updates and/or refreshers), as well as ensuring that they have the right skills and knowledge to perform their role.
The most common forms of training include:
u O n/off-the-job training;
u O nline/face-to-face learning;
u Individual/team-based training.
One of the common concerns our members share with us is that they are not being paid for their time to undertake this “essential” training.
If an employee is required to undertake mandatory training as part of their job, whether inside or outside of work hours, they have a right to be paid for all time spent training. However, if training is genuinely voluntary the same obligation does not apply. Sometimes the line between compulsory and voluntary training can be difficult to discern. If you are concerned about not being paid for completed training, contact 1300 SDA HELP (1300 732 4357).
Q: I’m a casual employee working at a small retail store. Last week, I was rostered to work a four-hour shift. After one hour of working my manager sent me home – she said the store was super quiet, so they didn’t need me. I just received my payslip and was only paid for one hour.
This does not seem right. What are my rights regarding this issue?
A: You’re correct. This isn’t right.
You are entitled to work and to be paid for all the hours you have been contracted to work, i.e. the full four hour shift.
As a casual, if you have been contacted before arriving at work and the commencement of the shift to reduce your hours, then the employer may make the change.
However, the employer cannot unilaterally change your working hours once you commence work.
If your employer proposes to cut your shift short and send you home, the Union recommends you advise you are happy to leave if you are paid for your full shift and to speak with your workplace Delegate immediately if there is any issue.
Q: I have applied for three weeks annual leave in December and my manager has refused my request. What are my rights to annual leave?
A: Under the National Employment Standards (NES) an employer must not unreasonably refuse an employee’s request for annual leave. However, this does not translate to your employer being required to accept your annual leave request.
When evaluating whether a request is reasonable, there are several factors that need to be considered. These include peak trade periods, amount of notice, frequency of time off, and levels of staff requesting the same period of leave.
Under the NES, a permanent employee is entitled to four weeks of paid annual leave per year, or five weeks if you are classified as a shift worker. This is your minimum entitlement. The NES applies to all employees covered by the national workplace relations system, regardless of any award, agreement or contract.
Your entitlement to annual leave accrues according to the number of ordinary hours worked and can be taken as soon as it is accrued.
It is up to the employer and employee to agree on the timing and to establish the length of annual leave to be taken.
When annual leave is taken, the minimum requirement is that an employee be paid their base rate of pay for the ordinary hours that would have been worked
The base rate of pay is the rate payable to an employee for ordinary hours worked, excluding:
u Incentive-based payments and bonuses;
u Loadings;
u Monetary allowances;
u Overtime or penalty rates.
Some Awards (including the General Retail, Fast Food, Pharmacy Industry and Vehicle Repair Services & Retail Awards) and all SDA-negotiated Agreements provide for an annual leave loading of 17.5% on the base rate of pay, or a payment of penalty rates for the period of leave, whichever is greater.
u General Retail Industry Award 2020 u Fast Food Industry Award 2020
u Storage Services & Wholesale Award 2020 u Pharmacy Industry Award 2020 u Pharmaceutical Industry Award 2020 u Vehicle Repair, Service & Retail Award 2020 Agreements
u ALDI u Ali Baba u Baiada Steggles u Barbeques Galore u Best & Less u Betts Shoes u Big W u Bunnings u BWS u Clifford Hallam Healthcare u Coles Supermarkets u Coles Express u Coles Liquor Group u Costco u Dan Murphy’s u David Jones u Dulux u Freedom Furniture u Harris Scarfe u Hungry Jack’s u Just Group u KFC u Kmart u Lovisa u Michael Hill u Myer u Officeworks u Priceline u Prouds u The Reject Shop u Sanity u Super Retail Group u Target u Tasty Trucks u Woolworths Petrol (EG Fuels) u Woolworths Supermarkets
To raise members’ awareness of the entitlements available to new parents and to clearly explain their industrial rights, the SDA provides a Parental Pack which includes a guide to industrial rights and obligations relating to parental leave, and a gift for your new baby.
Parental Packs are available to the mother or father of a child who is less than six months old where that parent is a financial member of the SDA either at the time of commencing parental leave or at the time of the birth of the child.
You can register for your SDA Parental Pack immediately after birth of your child – simply contact the SDA by calling 1300 SDA HELP (1300 732 4357).
When you register for your SDA Parental Pack, you’ll automatically go into the draw to win a gift voucher!
Winners are drawn every June and December.
Congratulations to our winners u Amy Murley, City Chic Green Hills u Zoe Harper, Priceline Green Hills u Alex McFarlane, David Jones Kotara u Kristina Borowicz, Euro Garages Scone
We congratulate our most recent retirees, and wish them all the best in their future adventures.
u Brenda Curran, Coles Wyoming
u Sonya Kelly, Kmart Glendale
u Kathleen McCall, Coles Swansea
u Wendy Bibby, Coles Warners Bay
u Beverley Como, Coles Kurri Kurri
u Jane Webber, Kmart Woy Woy
u Mary-Louise Fahey, Coles Umina
u Carol Grimston, Kmart Lake Haven
u Judy Smoothy, Target Erina
u Carmel Drennan, Spotlight Bennetts Green u Julie Farrell, Woolworths Wadalba
Our condolences go out to the family and friends of members who have passed.
u Michael Purcell, Honorary Member u Sharon Barrett, Coles Express Gorokan u Lee-Ann Goodwin, Big W Muswellbrook u Margaret Mayo, Honorary Member u Colin Smith, Honorary Member u Lynette Tynan, Honorary Member
Judith-Ann Tyson, Woolworths Lake Haven
Bettina Lea, Big W Newcastle West
Donald Walker, NOK of Robyn Walker, Honorary Member
Genevieve Gardiner, NOK of Krista Nobbs, Noni B Kotara u Joyce O’Neill, NOK of Debbie Barry, Myer Charlestown u Bradley Barnes, NOK of Bronwyn Barnes, Woolworths Lake Munmorah u Shirley Scholes, NOK of Julie Scholes, Big W Raymond Terrace
The SDA is totally committed to eliminating sexual harassment from our members’ workplaces. Sexual harassment is a serious form of sex discrimination, and a health and safety issue.
The SDA treats complaints of sexual harassment seriously and sympathetically, and commits to dealing with them promptly and confidentially.
The SDA will ensure, to the extent we are able, that complaints will be fully investigated by the employer in an impartial manner, and that the resolution is just and equitable.
The SDA will also act to ensure that all steps are taken by employers to prevent further sexual harassment from occurring in the workplace.
Employers, in consultation with the SDA, should develop, implement and monitor appropriate and effective sexual harassment policies, procedures and preventative measures to ensure that sexual harassment is eliminated from our workplaces.
Don’t suffer in silence. If someone you work with experiences sexual harassment, call the SDA now. Let’s stop sexual harassment!
Sexual harassment can be stopped
If you have been sexually harassed at work or you witness someone being sexually harassed, you have a range of options to deal with this.
Write it down
Write down incidents of sexual harassment as they happen. This will be useful if you decide to make a complaint, particularly if the incident/s occur over a period of time.
You should capture the following information:
l The date of the incident, including anything relevant that happened before and after.
l Where it took place.
l Who was there and whether there were witnesses (to the incident and/or anything that happened before and after).
l What happened and what was said by whom.
l Why you believe that what was said or done was sexual harassment.
l How the incident made you feel. Talk to the harasser
If you feel comfortable and confident, you can approach the harasser and tell them that their behaviour is unacceptable and unwanted, and ask them to stop the behaviour. Do not approach the harasser if you feel it could endanger your safety in any way.
Tell someone – get advice
If you are not comfortable talking to the harasser, or if the behaviour is of a criminal nature, or it continues, speak to someone you trust at your workplace about what is happening.
Only 13% of SDA members who have experienced workplace sexual harassment in the last five years made a formal report or complaint in relation to the most recent incident.
This can be your SDA Delegate, Health & Safety Representative or SDA Organiser, or you can contact the SDA for confidential advice and/or assistance.
Advice provided by the SDA is on a confidential basis, and the SDA will only act on your behalf in relation to a complaint if this is what you want and you authorise the Union to do so. Make a report or complaint to your employer
You have a right to make a report or complaint if you have been sexually harassed at work. Your workplace will have a process in place for how to make a complaint or report. If you don’t feel comfortable or are unsure of how to make a complaint, the SDA can provide you with assistance with how to do this.
Make an external complaint
Depending on the nature of the harassment, there is a range of external options for assistance. Please contact the SDA for advice about the options available to you and to provide assistance throughout the process.
What can you do if you or someone you work with is sexually harassed?
Sexual harassment is any unwanted or unwelcome behaviour of a sexual nature that may make a person feel offended, humiliated or intimidated. The behaviour can be physical, verbal or visual and includes some of the following behaviours:
l sexually suggestive jokes or comments
l intrusive questions about a person’s private life or body l unwelcome touching, hugging, cornering or kissing
l inappropriate staring or leering
l inappropriate physical contact
l insults or taunts based on gender or sexual preference
l unwanted invitations to go out on dates or requests for sex
l sharing or communicating content of a sexual nature via text, email, online, social media or other technology
Sexual harassment can be perpetrated by anyone in your workplace, including a co-worker, more senior co-worker, supervisor or manager, or anyone else who comes into your workplace such as a customer or contractor.
Even if you are not the target of the sexual behaviour, you may also experience sexual harassment if you witness or are exposed to the sexual harassment of another person.
Sexual harassment can happen to anyone, but the SDA’s surveys show that female members are much more likely to experience sexual harassment.
Sexual harassment at work is unlawful and some types of sexual harassment may also be criminal offences. Sexual harassment is also a work health and safety issue.
In the last five years, 39% of SDA members said that they have been sexually harassed at work.
Female SDA members (46%) were more likely than their male colleagues (29%) to have experienced workplace harassment.
21% of SDA members said they have been sexually harassed by a customer in their current job.
Customers were the harassers in 36% of workplace sexual harassment cases.
Of SDA members who had been sexually harassed by a customer:
u 75% had experienced this more than once.
u 54% had experienced this in the previous six months.
SOURCE: EVERYONE’S BUSINESS: SURVEY ON SEXUAL HARASSMENT OF MEMBERS OF THE SDA 2019
guaranteed (the last 10 years), the system has been under sustained attack.
The cost of housing has a material impact on a person’s retirement income.
BY GERARD DWYER, NATIONAL SECRETARYThe modern superannuation system turned 30 years old on 1 July 2022. That anniversary follows a century of advocacy for the rights of workers in retirement, which can be traced to the 1888 establishment of the Ballarat Worn-Out Miners’ Superannuation Fund.
Make no mistake, the 1992 Superannuation Guarantee Act was strongly opposed by employers and their advocates, but unions and the then Labor Government did it anyway.
And, as a result, living conditions of retired Australians are indisputably better because of guaranteed superannuation.
An increase to a superannuation rate of 12% by July 2025 is now secure, and the Albanese Labor Government intends to encourage superannuation funds to use these savings for “economic stability in the Australian economy, creating a pool of capital that supports investment in Australian businesses and social and physical infrastructure.”
This approach will result in superannuation being used in the interests of Australians. But there remain some proponents for destruction of the system. For a third of the time that superannuation has been
That attack has been ideological and short sighted. The indisputable benefits of superannuation have been delivered on a premise steeped in collectivism and long-term planning.
The premise of superannuation is that all our employers put a little on top of our salary into a trust, and we can all be investors in our economy. Then, when we turn 65, we can get the funds for our retirement. We can access those funds and spend the money, continue to invest and take a pension from it (‘draw down an income’) or do a bit of both.
If we take the funds out early, we are both selling ourselves short and the other people we are investing with. Terminal illness is an exception to this and in such a situation it makes sense to be able to access your super early as you might not make it to 65.
But the idea of Super savings for nearly everyone else is that you keep it in there and it can help both you, the other members of your fund and the economy in which you live and work.
When it was elected earlier this year, the Labor Government said they would establish an allof-government framework for facilitating partnerships between super funds and projects of national importance – projects like affordable housing.
Australia’s retirement income system has:
u the pension as its keystone (currently $679 for each person in a couple), and u superannuation.
But if you own your home, your retirement income is higher. If you’ve got a mortgage when you retire, your income is lower. If you rent, it’s likely to be lower again.
The market for housing, whether it is to buy, or rent is of fundamental importance to all Australians. It is important that we work with the Government to deliver on this promise.
A necessary precondition for this all-of-government framework to work is to change the ‘Your Future Your Super’ reforms of the previous government which hampered superannuation funds from being able to invest in this way.
The Albanese Government has announced a review of the ‘Your Future Your Super’ reforms. For that to be a successful review, it will need to facilitate funds investing in the large-scale and regional infrastructure projects, affordable housing, seed investment or farm and manufacturing technologies.
Freeing up funds to invest in the interests of their members – in the interest of Australians - is not the only change needed. Our Superannuation system is world class, and to make it first class, superannuation should be paid on every dollar a person earns.
Just like we won the battle to get superannuation paid on earnings under $450 per month, so too we can win super for under 18s who work less than 30 hours and for those on parental leave – both the employer and government paid parental leave schemes. But achieving these outcomes will require campaigning for change.
In essence, the earlier you contribute and reinvest the returns, the better off you are. With money earnings and time, you can create a snowball effect.
REST
INDUSTRYSUPER UPDATE
There are a few ways to measure a superannuation fund’s performance. The first is its investment performance.
After strong returns in the last financial year averaging 18%, a few difficult months in investment markets led to a weaker outcome for many super funds this financial year.
For Rest, it returned -2.37% to 30 June, a negative return but one that outperformed most major global share markets. This volatility highlights the need to consider investment performance in the long term. Over the past 30 years, growth funds like Rest Core Strategy have returned 7.9% per year on average.
Negative returns are a timely reminder that superannuation is long-term, and to remind ourselves of the benefits of compounding interest.
Albert Einstein is said to have announced that “Compound interest is the 8th wonder of the world”.
The challenge, of course, is that when you’re young you might want to spend money rather than letting it silently grow for you. The easiest way to work out how much compound interest you could earn on your savings is to use an online compound interest calculator.
There is one at MoneySmart and Rest has a ‘small change, big savings’ calculator.
Rest fees continue to be among the lowest in the industry with ‘admin fee’ reductions.
On 25 June 2022, the asset-based administration fee in Rest Super, Rest Corporate and Rest Pension was reduced from 0.12% per annum to 0.10% per annum. The $1.50 per week fixed administration fee remains unchanged.
Rest’s insurance, which is one of the few to give income protection for casual workers, helped 32,994 members and paid out $2,898,094,605 in claims.
If Rest is your super fund, and you want to see the returns, fees and insurance applicable to you, download the Rest app. From there you can also find links to advice and information that may assist you with understanding your superannuation.
With fees up to 39% lower than the ethical super average*
to find out more
*SuperRatings Sustainable Survey fee comparison, as at 31 December 2021. Fees are for a $50,000 member account balance including fees (fixed dollar, percentage-based administration, investment) & Indirect Cost Ratios. Comparison based on sustainable balanced options from funds’ publicly available from the Product Disclosure Statements (PDSs). SuperRatings does not issue, sell, guarantee or underwrite this product. See superratings.com.au for ratings criteria & for the variables excluded from the comparison. In deciding how to invest super, ratings is just one consideration point. Being mostly growth assets, this option may have a greater risk. Information prepared without considering your circumstances. Before taking any action, consider its appropriateness and the relevant PDS at rest.com.au.
Each year, your Union provides scholarships to help members pay for their own and their children’s education.
This year, we once again gave away textbook scholarships to help members who are studying with their education costs.
The winners were determined by a ballot of applications received by the Union office.
Scholarships are applicable to secondary and tertiary students only.
Parents/guardians who are members with children studying in these years were able to apply. Only one scholarship application per student was accepted.
Scholarships are usable for the purchase of textbooks as prescribed on school booklists. They are redeemable online at Booktopia.com.au. Please note, you must use the whole $100 voucher when purchasing items. No change or credit will be given for the unused portion of a voucher.
WE’RE
The winners of this year’s scholarships are published here. Congratulations to all of you, and good luck with your studies. For more information, please contact the SDA on 1300 SDA HELP (1300 732 4357).
Member Name Recipient Name
Edward Slade Self
Aileen Coulter Tahnee Coulter
Tanya MacBean David MacBean
Timothy Courts Self
Keaton Chamings Self Hannah Smith self
Frances serone Regan Smith
Sarah Dunning self
Sarah Littlechild self Fynn Aldridge self
Emellia Sexton self
Jeffrey Knight Amber Knight
William Kearns self Vanessa Barnard Sharla Barnard
Sara Hetherington self
Emily Blundell self
Jodi Maple James Maple
Paula Jones Paige Newburn Tracy Lind Darcy Lind
Noah Cresp self
Sebastian Conn self
Kym Dow Stuart Magill Amanda Stuckings self Zoe Kniest self
Debbie Kelliher Tim Kelliher
Rosemary Small Danielle Atherton Lucy Graham self
Kaitlin Foell self
Karen Knight Breeanna Knight Gavin Hampton Olivia Cameron Sutton Bonomini self
Larah Donohue Taleah Vincenti
Summer-Jade Constable self
Amanda Foxley self Chris Vaxevani Phoebe Rose Karlin
Kylie Lockhart Jackie Lockhart
Kathryn Wilson Lillian Wilson
Robyn Grills
Claire Grills
Aaron Field self Paige Shaw self
Macy Lane self
Shelley Jones Brody Jones
Julie Wright self
Alicia Stone Taylah Stone
Louisa Frail Steven Frail
Robyn McGuire Imigyn McGuire
Michelle Weir Sophie Weir
Erin Cullen self
Sharlene Lipnicki Sarah Grujevski
Nicole Cummings Nikita Hughes
Melissa Turner Lachlan turner
Julie Orchard Danielle Orchard
Jacob Matangira Kupakwashe Matangira
Melissa Jeffs Nicholas Jeffs
Alison Budworth Imogen Budworth
Donna Burton Imogen Burton
Warren Whitehead Maison Whitehead
Rebekah Humphreys self
Matthew Edwards self
Kabita Dutta Riti Rahman
Melissa Granic Connor Granic
Jennifer Lea Brooks Kye Brooks
Leanne Scarfe Riley Scarfe
Nara Fairhall Jayden Welsh
Georgia Dodd self
Abbie Gillespie self
Dustion Maher self
Alina Watson self
Teresa Herring Emily Herring
Eliza Hogan self
Annika Coulson Hayley Coulson
Fiona Pickard-Ling Rhys Pickard-Ling
Cherie Hinde Olivia Hinde
Matthew Mensforth self
Dickyi Dolma Dickyi Dolma
Alyssa Schionning Vesper Schionning
Lisa Harrison Lauren Harrison
Erin Smythe self
Indiana Myers self
Michelle Lee Sienna Lee
Ella Oberg self
Nicholas Goldsworthy self
Rebecca Smith Luke Smith
Jade Forde self
Jessica Lette self
Biraj Bikram Rana self
Tracy Brearley Harrison Brearley
Mikaela Bottyan self
Kajalpreet Kaur self
Ella Williams self
Keegan Yeark self
Sharon Horne Kristina Horne
Lisa Killalea Charlotte Killalea
Dany Sam Tiffany
Josephine Harrison self
Elizabeth Littlechild self
Jett Lee self
Jaime Carrall self
Caitlin Black self
Taliesha Allan-Turner Krystel Turner
Nicole Watson self
Hayley West self
Christine Leedham Maddison Leedham
Imola Saunders self
Matilda Lyell self
For many years, all financial members of the SDA have been covered by the Union’s free Accident Insurance Scheme. The SDA works hard to continually improve our cover to provide additional benefits, as well as increasing the amount payable for injuries — still at no cost to you.
The SDA’s Accident Insurance Scheme covers you in the event of: l death, l total incapacity to work in the job you were trained and/or educated to perform, l the need for knee reconstruction or arthroscopic surgery, l the breaking of bones, l the loss of limbs, sight or hearing, l the complete or partial tear of achilles tendon, and l other defined injuries as listed in the policy, when they are caused by violent, external and visible means outside working hours and are not attributable to an illness.
The SDA Insurance Scheme is absolutely free for every financial member of the Union.
If you had to insure yourself with a similar type of policy, it would cost you more than $450 each year.
The buying power of more than 200,000 SDA members nationally enables the Union to cover you for free.
The SDA Accident Insurance Scheme is intended to cover you at all times when you are not covered by workers compensation.
In this way, you have 24-hour cover: workers compensation while at work, and the SDA Insurance Scheme at other times.
SDA members aged up to 80 are covered by the policy world-wide (subject to sanction exclusions), irrespective of where the accident occurs –absolutely free to every financial member of the SDA.
If you suffer an injury, please contact the SDA for advice on the procedure to follow. Claims should be submitted within 30 days of the accident.
The benefits of the SDA Accident Insurance Scheme are not affected if you have other insurance cover. Conditions apply.
l Death (member with dependant/s) $50,000
l Death (member without dependant/s) $16,500
l Permanent paraplegia $50,000
l Permanent quadriplegia $50,000
l Permanent total loss of use of one or two limbs $50,000
l Permanent total loss of the entire sight of one or both eyes $50,000
l Permanent total loss of the lens of – both eyes $50,000 – one eye $25,000
l Permanent total loss of hearing in: – both ears $37,500 – one ear $ 7,500
l Permanent total loss of sense of taste or smell $10,000
l Permanent total loss of both taste and smell $15,000
l Third degree burns and/or resultant disfigurement received from fire or chemical reaction which extend to cover more than – 40% of the entire external body $25,000 – 20% of the entire external body $12,500
l Permanent total loss of use of four fingers and thumb of either hand $35,000
l Permanent total loss of use of four fingers of either hand $20,000
l Permanent total loss of use of one thumb of either hand: – both joints $15,000 – one joint $ 7,500
l Permanent total loss of use of fingers of either hand: – three joints $ 5,000 – two joints $ 3,500 – one joint $ 2,500
l Permanent total loss of use of toes of either foot: – all, one foot $ 7,500 – great, both joints $ 2,500 – great, one joint $ 1,500 – other than great, each toe $ 500
l Fractured leg or patella with established non-union $ 5,000
l Shortening of leg by at least 5cm $ 3,500
l Achilles tendon rupture: – complete tear $ 3,750 – partial tear $ 2,500
l Permanent partial disablement not otherwise provided for under the above events Max. $37,500
l Allowance for approved alteration to home or vehicle or relocation to a suitable home, subsequent to disability as defined up to $11,000
l Reimbursement of reasonable road, air or water transportation costs (excluding those that are prohibited from being paid by law, or are recoverable for any other source) up to $ 2,500
l Knee reconstruction replacing the anterior cruciate or posterior cruciate ligament $ 3,750
l Knee arthroscopic surgery $ 2,500
l Dislocation of hip, knee, wrist, elbow, shoulder blade, collar bone or jaw $ 750
l Dislocation of thumb, finger or toe or other joint not specified (each) $ 400
l Accidental bodily injury resulting in breaks or simple fractures to:
– Neck or spine (full break) $ 750
– Hip or pelvis $ 750
– Skull or shoulder blade $ 750
– Collar bone or upper leg $ 750
– Upper arm, kneecap, forearm, elbow, lower leg, jaw, wrist, cheek, ankle, hand, or foot $ 750
– Vertebrae or ribs (per rib) $ 400
– Thumbs, fingers or toes (per thumb, finger, toe) $ 400
– Other bones (not specified) $ 400
The maximum compensation for any one claim is $1,500. If claiming, a claim form must be submitted including a doctor’s certificate verifying the break, fracture or dislocation.
The policy does not apply to any event arising directly or indirectly out of:
l Any consequence of war (whether declared or not), invasion or civil war or act of terrorism;
l The insured person engaging in any aerial activity, except as a passenger and not as a pilot or crew member in any aircraft licensed to carry passengers;
l Intentional self-injury, suicide, or criminal or illegal act of the insured person who is the subject of the claim;
l A criminal or illegal act or as a result of the injured being intoxicated.
l Pregnancy, childbirth or miscarriage;
l Sexually transmitted disease, or Acquired Immune Deficiency Syndrome (AIDS) disease or Human Immunodeficiency Virus (HIV) infection (unless accidental);
l Training for or participating as a professional in any sport;
l Racing in or on any motor-powered device other than as part of a volunteer organisation or emergency and rescue service activities;
l Radioactive contamination or radioactivity in any form whatsoever whether occurring naturally or otherwise.
l Benefits considered to be ‘health insurance business’ or those prohibited from being paid by law may not be covered.
*For accidents that happen after 1 July 2022. Please note that the information contained in this leaflet is an outline only. The Union is bound by the full terms and conditions of the policy, which is available for inspection at the Union office.
The SDA Accident Insurance Scheme is intended to cover you at all times when you are not covered by workers compensation. In this way, members have 24-hour cover: workers compensation while at work, and the SDA Insurance Scheme at other times. Our free accident insurance scheme is another example of how your Union cares for its members, both at home and at work. For more information on this, or our other services and benefits, please contact the SDA.
The SDA website offers a lot more than information about your industrial rights.
Log onto sdan.org.au from your desktop, laptop or mobile device to get access to information about great discounts, offers and campaigns, as well as your rights, entitlements and obligations, plus much more!
Just one more reason to be part of your Union – the SDA!
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