'Cause Magazine - December 2023 by SDANewcastle

YOUR VOICE MATTERS OFFICIAL PUBLICATION OF THE SHOP, DISTRIBUTIVE AND ALLIED EMPLOYEES’ ASSOCIATION, NEWCASTLE & NORTHERN  DECEMBER 2023  DIGITAL EDITION

IN THIS EDITION!

WIN TICKETS TO SEE P!NK IN SYDNEY NEW PENALTIES FOR CUSTOMER ABUSE FIRST-EVER APPLE AGREEMENT CAMPAIGN FOR FIVE WEEKS ANNUAL LEAVE

THE UNION FOR WORKERS IN RETAIL.WAREHOUSING.FAST FOOD.

EDITORIAL

A year of great achievements BY BARBARA NEBART, BRANCH SECRETARY

This will be my last editorial as I will be retiring at the end of the year after more than 35 years working for the Union and its members, but more on that later!

Tougher Penalties now for Abusive Customers The SDA applauds the NSW Minns Government for passing legislation which sets out tougher penalties for customer abuse, in line with those in place for frontline health and emergency service workers. The passing of the Crime Legislation Amendment (Assaults on Retail Workers) Bill delivered on Premier Chris Minns’ election commitment made directly to SDA workplace Delegates. It marks a crucial step in safeguarding the rights and wellbeing of retail and fast food workers in NSW. The new law makes it clear that there must be zero tolerance for customer abuse and violence. No one in any workplace should be subjected to violence on the job.

2 ’CAUSE DECEMBER 2023

The SDA is committed to working hand-in-hand with the Minns Labor Government and the broader industry so that together, we can create a future in the retail industry where workers can carry out their duties feeling safe, protected and respected.

NODAS Ad Campaign A staggering 87% of retail and fast food workers have experienced verbal abuse and 12.5% have experienced physical violence from customers in the past 12 months – according to the SDA’s latest survey on customer abuse. This survey of 4,600 workers found that levels of customer abuse have not changed significantly since 2021. See pages 10-11 for details. No One Deserves A Serve ads, calling on customers to respect retail and fast food staff and highlighting the constant abuse facing workers, are running on more than 2,600 digital screens, in over 150 centres during the lead-up to Christmas. The SDA has partnered with the Shopping Centre Council of Australia to run these advertisments free of charge in shopping centres across the country. Our message is clear: abusive and violent behaviour from customers will not be tolerated.

Retail and shop workers play an essential role in our economy, and it is only right that they receive adequate protection and security while they are at work.

Fight for Five

This new law was long overdue. Recent research from the McKell Institute showed that 86% of retail workers have been assaulted or abused while on the job.

We have already won this entitlement at Bunnings, IKEA and Apple, and now call on other major retailers to do the same in their next Enterprise Agreements.

The SDA is pushing for five weeks of annual leave to become standard for retail workers across Australia.

YOUR UNION

This campaign is part of the SDA’s commitment to ensuring that our members have a strong work/life balance. It’s been 50 years since unions won the right to four weeks’ annual leave. Working hours and working expectations for retail workers have changed drastically since then. It’s time now to push for five weeks’ leave so that hardworking retail workers can spend more time with family and friends. Five weeks’ annual leave is part of our log of claims in upcoming negotiations with employers such as Coles, Woolworths, and many more.

Bargaining Update The SDA has secured our firstever National Agreement with Apple, covering about 3,500 Australian workers. This follows more than 12 months of fractious and challenging negotiations where the SDA was forced to seek Fair Work Commission intervention. See pages 14-15 for more information. New Agreements have also been recently reached with Bunnings, Big W, The Reject Shop, and Harris Scarfe. The SDA is currently in negotiations with Coles, Woolworths and Kmart, among others. See page 6-7 for our bargaining update.

New Parental Leave Rights The Federal Labor Government recently made changes to its Paid Parental Leave scheme, including an increase in the number of available weeks of leave from 18 to 20. It’s important that you know what your rights are and the different types of leave available to you, so we’ve outlined them on pages 30-31.

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

Parental leave is unpaid leave provided to employees in connection with the birth or adoption of a child.

EMAIL ADDRESS:

Employer paid parental leave policies vary in relation to eligibility, the amount of paid leave, the method for calculating the leave, and when it is paid.

Warehouse Employees’ Federation of

President:

Mr G Luxton

Contact your Delegate, Organiser or the SDA for more information.

Vice Presidents:

Mr T Coggan

Ms R McGuire

...and finally...

Secretary/Treasurer: Barbara Nebart

I feel privileged to have been a part of massive changes through the years in the union movement. I am very proud to have been part of a Union that always has its members at the core of everything it does, and works towards making members’ working and family lives better. I leave the Branch in the very capable hands of David Bliss and Deb Dunning. David will make an excellent Branch Secretary and with Deb as his Assistant Secretary, I wish them every success. To finish, it has been my privilege and honour to have served the members of our Union over these years and I wish the SDA, its officers, employees and its members every success in the future.

secretary@sdan.org.au ‘CAUSE Published by the Shop Assistants and Australia, Newcastle and Northern NSW. Editor: Barbara Nebart UNION OFFICIALS

Assistant Secretary:

David Bliss

INDUSTRIAL OFFICERS: Brendon Lott, Zak Holgate ORGANISERS: Lyn Wiebe, Debra Dunning, Susan Sneesby, Ruby Coventry, Troy Woods, Greg Moore RECRUITMENT OFFICERS: Belinda Urquhart, Michael Owen, Scott Harrison, Karla Gunther INFORMATION OFFICERS: Georgia Coombs, Claudia Nock, Isobel Carr COMMUNICATIONS OFFICER: Rachael Harris COMMITTEE: R Simmons (Woolworths) E Frost (Coles) J Crotty (Woolworths) L Farrell (Coles) C Morris (McDonald’s)

’CAUSE DECEMBER 2023

SDA PEOPLE

s r a e y 9 3 r o Than k yo u f se rv i ce! y r a l p m e x e of

The first female Branch Secretary of the SDA.

The first female member of the Union’s National Executive.

The first female Vice President of our National Union.

In 1890, our Union first formed in Newcastle. In 1964, we joined the

BY DAVID BLISS, ASSISTANT SECRETARY

National Association, the SDA. In 2004, some 40 years later, Barbara became our Branch Secretary in this region. Barbara’s legacy of 39 years’

I’d like to pay tribute to and celebrate a fierce unionist, feminist and friend to us all – our Branch Secretary, Barbara Nebart.

service as a member and Official of the SDA, including over 18 years as Branch Secretary, is only surpassed by the qualities she has imbued.

She has been a role model for so many over the years; for women, for unionists and for retail workers. In the last 39 years, she has helped countless workers as a Delegate and Organiser with their individual and collective workplace disputes,

Barbara retires at the end of this year,

She has led our Branch with loyalty

negotiated hundreds of new

but she leaves a formidable legacy.

to members, integrity and rugged

Enterprise Agreements covering tens

honesty.

of thousands of workers and fought

the Branch stronger, more active and

She has been a trailblazer for many

for improved Award rights as an

bigger than when she first joined.

young women in our Union:

Industrial Officer, and campaigned

She will be sorely missed but leaves

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SDA PEOPLE

for better State and Federal workplace laws as a Union leader. Barbara has worked hard and risen from a shoe salesperson at Goldsmiths Shoes in 1984 to become one of the most effective and prominent union leaders in the Hunter for the last 18 years. Thank you, Barbara, for your immense contribution and everything you have done during your dedicated service to the Union and its members. And congratulations on your recent award of life membership of the SDA; a huge and well-deserved honour! On behalf of the Branch, I extend my warmest wishes for a busy and enjoyable retirement of travel, gemstone hunting, volunteering and growing your shoe collection!

’CAUSE DECEMBER 2023

INDUSTRIAL RELATIONS

BARGAINING UPDATES BY DAVID BLISS, ASSISTANT SECRETARY

COLES Negotiations have now commenced for a new Coles Supermarket Agreement. The SDA has tabled a strong and detailed log of claims, based on members’ feedback, which includes: l Fair and decent wage rises l Better rostering provisions l More paid time off l Securing existing union-won conditions The SDA expects that these negotiations will take some time but is committed to pushing for the best outcomes for SDA members at Coles. For updates, visit national.sda.com.au/coles

NEW AGREEMENT SECURED AT THE REJECT SHOP The SDA has finalised a proposed new Agreement at The Reject Shop. This Agreement represents a significant update to workers pay and conditions at the discount retail chain, securing:: l Above-Award wages l Improved penalty rates l Improved leave provisions, including an extra two days of annual leave per year, phased in over the Agreement l Stronger rostering rights Reject Shop workers voted on and strongly endorsed the new Agreement at the end of October. The Agreement has now been approved by the Fair Work Commission and commenced operation on 5 December 2023. 6 ’CAUSE DECEMBER 2023

BARGAINING DELIVERS BIG WINS FOR BUNNINGS WAREHOUSE AND TRADE WORKERS On 4 September 2023, Bunnings team members received a pay increase off the back of successful negotiations between Bunnings and the SDA earlier this year. There are also some positive changes to the classification structure. In line with the change of classifications, some Bunnings members may have received a higher wage increase depending on their new classification. They will apply to specialist roles (Forklift Coach, Trade Qualified Team Member and Trade Specialist) and the Supervisor grade. Importantly, no Bunnings team member who is on the minimum rates of pay should have received less than a 4.5% increase. In addition to the increases to the pay rates, eligible Bunnings members will receive a bonus e-balance payment of up to $250 (for full-time team members) and pro-rated for casuals and part-time team members based on hours worked over the last financial year. Bunnings members who have worked the equivalent of 20% or more of full-time equivalent earnings are eligible. While the above changes applied from 4 September 2023, all other changes as part of the new Agreement came into operation on 13 November 2023.

APPLE EBA OVERWHELMINGLY VOTED UP Apple workers are now enjoying higher pay, better rostering rights, improved leave and an improved classification structure, following the 88.9% ‘yes’ vote on the new EBA. In October 2022, Apple workers voted down an inferior offer from the company. As one of the largest businesses in the world, the SDA was determined to ensure Apple workers received fair pay and working conditions and we couldn’t have done this without the support of our members. The new Apple Agreement has now been approved by the Fair Work Commission and commenced operation on 23 October 2023.

BOOSTED LEAVE AND OTHER BENEFITS SECURED AT BIG W After a lengthy negotiation process, a proposed new Agreement has been secured for Big W workers. The SDA fought hard at the bargaining table to win wage increases, improved leave entitlements, better rostering provisions and a 4-day working week. Following a ballot of Big W employees, a majority (88.8%) who participated voted ‘yes’ for the proposed new Agreement. If approved by workers and the Fair Work Commission, Big W workers will also receive boosted annual leave provisions. This means permanent workers can opt to receive an additional week of leave each year or cash it out.

INDUSTRIAL RELATIONS

Your public holidays this festive season HARRIS SCARFE

KMART

In good news for SDA members, the new Harris Scarfe Agreement has been approved by the Fair Work Commission.

Negotiations for a new Agreement with Kmart have commenced to secure improvements to pay and conditions over the next few years.

The new Agreement took effect from 9 August 2023. The new Agreement contains improvements to your pay and conditions including: l

Guaranteed wage increases that match the increase to the Award, with an additional premium Penalty rates paid on personal leave Increased minimum hours for part-time employees

Secure Jobs, Better Pay legislative change is reflected in the Agreement. The SDA was instrumental in securing higher wage premiums for supervisors in the company.

The SDA understands how the rising cost of living is putting serious pressure on workers across the country and that is why your Union has been pushing for a fair and decent pay rise for Kmart members. Following breakthrough deals with Apple, Big W and The Reject Shop this year, work that respects paid time off is key, as the SDA continues to press for a fifth week of annual leave.

In a win for Jaycar workers across the country, Jaycar has agreed to negotiate the first ever National Agreement with the SDA. The SDA has been negotiating with Jaycar to improve entitlements for workers for some time. Negotiating a National Agreement is a good outcome for workers and will strengthen our position at the bargaining table. Negotiations commenced in September and continue.

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. If you have any questions or concerns, speak to your Delegate, SDA Organiser, or call the SDA. Christmas/New Year Public Holidays This season, the following public holidays will be observed in New South Wales, and will attract the public holiday penalty rate: Monday, 25 December (Christmas Day*) Tuesday, 26 December (Boxing Day**) Monday, 1 January (New Year’s Day) Friday, 26 January (Australia Day)

WOOLWORTHS

JAYCAR AGREES TO NEGOTIATE NATIONAL EBA

BY BRENDON LOTT, INDUSTRIAL OFFICER

Negotiations with Woolworths have commenced with the SDA pressing for a new Agreement which: l l

Delivers fair wage increases Provides better hours of work and stronger rostering rights

*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.

More paid time off work, including a fifth week of annual leave Protects hard-won Union conditions

Whilst discussions are welladvanced, there is plenty more work to be done. ’CAUSE DECEMBER 2023

SDA COMPETITIONS

Raise your glass because we can give you a reason – to celebrate! We are giving two lucky members the chance to win a double pass to P!nk’s ‘Summer Carnival’ Tour 2024 in Sydney for you and a friend!

ENTER IN JUST THREE SIMPLE STEPS: 1. Click here or scan the QR code on this page. 2. Fill out the online form with your details. 3. Make sure you’re following @SDANewcastle on Facebook or Instagram to be in with a chance to win.

DOUBLE PA S S E S T O G IV E AWAY COM PE T IT IO E N T R IE S A N RE

ONLINE O N LY

ENTRIES MUST BE IN BY 11.59PM ON THURSDAY 25 JANUARY 2024 Conditions: This competition closes at 11.59pm on 25 January 2024. Only open to financial members of the SDA Newcastle Branch. One entry per member will be permitted. The winner will be drawn at random and contacted regarding their prize. Please ensure that your details are up to date when entering. Please see ‘Competitions T&Cs’ online when you enter for full terms and conditions.

Our Winners! These members went to the movies, courtesy of the SDA’s last movie ticket competition. Hope you had a great time! Michelle Coglitore, Woolworths Lake Haven Melissa Malone, Target Glendale Diana Titterton, Coles San Remo Melissa Cooper, Target Glendale Kristine Debono, Bunnings Lake Haven Daniel Damaso, Honorary Member Robyn Quick, Woolworths Tuggerah Nicole Parkinson, Woolworths Glendale Geraldene Woods, Big W Cessnock Donna Behringer, Bunnings Singleton Jason Farley, Dan Murphy’s Green Hills Janelle Cooper, Woolworths Green Hills Fiona Pickard-Ling, Kmart Maitland Lee-Anne Green, Woolworths Singleton Michelle Lee, Big W East Maitland Annette Ryan, Bras N Things Green Hills Caitlan Gilmore, Kmart Woy Woy

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Georgina Corbett Woolworths Erina Nenase Latu, Myer Erina Vicki Hofkamp, Woolworths Woy Woy Cherie Hinde, Coles East Gosford Michelle Weir, Kmart Bateau Bay Karen Beckman, Myer Erina Jasmin Gilmore, Kmart Woy Woy Robyn McGuire, Jay Jays Kotara Holly Coppleman, The Reject Shop Salamader Bay Paige Shaw, Kmart Kotara Helen Vilisoni, Officeworks Newcastle West Daniel Frail, Coles Kotara Suzanne Elliott, Bunnings Kotara Maria Bartholomew, David Jones Kotara Rebecca Smith, Woolworths Kotara Jeffrey Knight, Bunnings Boolaroo Melanie Little, Woolworths Belmont Patricia Anderson, Big W Mt Hutton Cherie Keggen, Woolworths Jesmond Garry Luxton, Big W Mt Hutton Cheryl Lucas, Big W Charlestown Jody Wallace, Bunnings Boolaroo Maria Hall, Big W Charlestown

And congratulations also go to Raelene Pfahl from Coles Woy Woy, who was the winner of a $200 pack of goodies in our Father’s Day competition!

HEALTH AND SAFETY

SDA WELCOMES PENALTIES FOR ABUSE BY BARBARA NEBART, BRANCH SECRETARY

The SDA welcomes the NSW Minns Government’s passing of the Crime Legislation Amendment (Assaults on Retail Workers) Bill which has introduced tougher penalties for customer abuse in line with those in place for frontline health and emergency service workers. The passing of the Crime Legislation Amendment (Assaults on Retail Workers) Bill delivered on the Minns Government’s election commitment made directly to SDA workplace Delegates. It marks a crucial step in safeguarding the rights and wellbeing of retail and fast food workers in NSW. The new law sends a clear message– there must be zero tolerance for customer abuse and violence. We hope the new penalties are never needed but if customers do step over the line, if they are physically or verbally abusive, or if they attack workers, they will face serious consequences. No one should be subjected to violence on the job. Retail and shop workers play an essential role in our economy, and it is only right that they receive adequate protection and security while they are at work. This new law was long overdue. Recent research from the McKell Institute showed that 86% of retail workers had been assaulted or abused while on the job. The Minns Labor Government has demonstrated that they are ready to listen to workers and deliver on the issues that affect our members the most. The SDA is committed to working hand-in-hand with the Government and the broader industry so that together, we can create a future in the retail industry where workers can carry out their duties feeling safe, protected and respected.

’CAUSE DECEMBER 2023

HEALTH AND SAFETY

2023 CUSTOMER ABUSE SURVEY RESULTS Our latest survey shows there’s still more to be done on customer abuse. 87% of retail and fast food workers have experienced verbal abuse and 12.5% have experienced physical violence from customers in the past 12 months – according to the SDA’s latest survey on customer abuse. In August, the SDA conducted a comprehensive survey of over 4,600 workers. It focused on the levels and types of customer abuse, the causes, the impact on workers, training, reporting, employer responses and necessary actions. This survey has found that levels of customer abuse have not changed significantly since 2021. While in the past year, the SDA has won stronger protections against customer abuse in SA, NSW and NT, as well as a campaign underway in WA, there is still more to be done to protect workers from this threat.

KEY FINDINGS Of the workers surveyed, verbal abuse by customers had only decreased by 1%, with 87% reporting this experience compared to 88% in 2021. Disturbingly, the level of physical violence has increased from 8% to 12.5% this year, which represents a 50% increase in physical violence in the last two years, and 9% of workers have been spat on by customers. Our survey also found that levels of customer abuse of a sexual nature has increased considerably – rising from under 11% in 2021 to 17% in 2023, with women more likely to experience this than men.

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Repeat offenders remain a significant issue, with over half of the respondents saying they had experienced abuse from the same customer on multiple occasions.

In order to effectively prevent

For the first time, we asked workers if they had experienced racial-related abuse, with 24% of respondents indicating they experienced abuse related to their race, ethnicity, or cultural background.

Our survey found that across retail

THE CAUSES AND IMPACT OF CUSTOMER ABUSE The results show that customer abuse continues to have an alarming impact on the physical and mental health of SDA members. 63% of respondents 63% REPORTED indicated that their MENTAL/PHYSICAL HEALTH physical and/or mental AFFECTS health had been impacted, with many reporting signs of stress, anxiety, loss of self-esteem and depression.

and eliminate customer abuse, understanding the underlying causes of this and how to respond to this is key. and fast food, the major causes of customer abuse are inadequate staffing levels, customer wait times, theft and enforcing store protocols. Customer abuse is not part of the job and employers have a duty to eliminate or minimise the threat of this by every means possible. Our survey found that only 48% of workers feel safe in their workplace.

JUST

48%

REPORTED FEELING SAFE AT WORK

While 70% of workers have reported incidents of customer abuse, workers are continuing to call for stronger measures including: clear terms of entry for customers,

WHAT'S HAPPENED SINCE OUR 2021 SURVEY?

HEALTH AND SAFETY

improved processes for banning customers, increased security, and increased staffing.

OUR NEXT STEPS Customer abuse and violence cannot be eliminated overnight. The SDA held its third national roundtable on customer abuse in November to bring these new results to the attention of employers, industry and government representatives. The results of this survey will serve as the blueprint for the next steps of our campaign and our plan to secure stronger protections.

NO ONE DESERVES A SERVE IN A SHOPPING CENTRE NEAR YOU The SDA is partnering with the Shopping Centre Council of Australia in 2023 to run free advertising in shopping centres across the country. No One Deserves A Serve ads calling on customers to respect retail and fast food staff and highlighting the constant abuse facing workers are running on more than 2,600 digital screens, in over 150 centres during the lead up to Christmas.

On social media this Summer? Be nice. Not naughty. 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 employer, your manager or your co-workers 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.

Together our message is clear: abusive and violent behaviour from customers will not be tolerated. Our long-running campaign recognises that in order to protect retail workers, we need to work across employers, industry, government and the community to take effective action.

ESPECIALLY AT CHRISTMA S!

’CAUSE DECEMBER 2023

SDA PEOPLE

Ethan, Karen an

d Bennet at Big

W Mt Hutton

Lewis and Tyla at Rebel Sport Charlestown

Jackson, Tayla and Sophie at Rebel Sport Charlestown Square

aniser Daniel with Org at Deb Dunning o Costco Boolaro

12 ’CAUSE DECEMBER 2023

Rebecca, Belinda, Christine, Kristine and Thomas at Coles Wadal ba

SDA PEOPLE

out and about

Brett at Liquorland Fletch

er Tenacee and Michelle at Coles Wallsen

Fiona at Autograph Maitland

Lachlan and Logan at Woolworths Mt Hutton

Eleanor and Lisa at Big W

Mt Hutton

Jackson, Bethany and Wi

Marcus and Amanda at Woolworths Jesmond

lliam at BWS Jesmond ’CAUSE DECEMBER 2023

INDUSTRIAL RELATIONS

FIRST EVER NATIONAL AGREEMENT WITH APPLE BY DEB DUNNING, ORGANISER

The Union has secured a first-ever National Agreement with Apple, covering around 3,500 Australian workers in its retail, AppleCare and other operations. It followed more than 12 months of fractious and challenging negotiations, an overwhelming ‘no’ vote to Apple’s

first offer in October 2022, and the SDA’s use of Fair Work Commission intervention. In August 2022, Apple initiated bargaining with the SDA, ASU and other bargaining representatives. The SDA consulted members across its 22-store national network, including the local Charlestown store, to understand the needs of Apple workers. The SDA’s national bargaining team was lead by the Branch Assistant Secretary, David Bliss. Bargaining in 2022 was made especially difficult because of Apple’s unreasonable timeframes, lack of substantive responses to

SDA claims and over 100 bargaining representatives meeting online. The SDA used the resources of the Fair Work Commission to force Apple to attend further meetings and to provide more detailed responses. However, in October 2022, Apple rushed its substandard proposal directly to the workforce without Union endorsement. The SDA and its sister registered organisation, the ASU, stood together in solidarity and ran a robust ‘no’ campaign. Workers made their voices clear, with 68% of those who participated in the vote rejecting Apple’s poor deal.

FEATURES OF THE NEW AGREEMENT BETTER WAGES Guaranteed universal wage increases (not only TCP) – everyone is covered. Wage increases which keep pace with minimum Award rate increases, including 5.75% this year. A 2% floor as protection for any year that Award increases are frozen or increases are less than 2%. Backpay to 1 July 2023. NEA2 Level 1 rate of pay 18.2% above the minimum adult shop assistant rate of pay. No junior rates of pay. Superannuation paid to all employees, regardless of age, and during Apple Paid Parental Leave.

14 ’CAUSE DECEMBER 2023

IMPROVED CLASSIFICATION STRUCTURES An increase to the classifications from 3 bands to 5 bands. More detailed indicative tasks. Level 1 classification mapped against the Level 3 in the Award. Genius Admin and POP roles lifted by one band.

BETTER LEAVE ENTITLEMENTS 5 Time Away Days to be used when an employee desires (with notice) and can be used retrospectively for illness, injury, carers and menstruation purposes in addition to 4 weeks of Annual Leave. 2 paid days of Study Leave for all permanent workers. 10 days paid Gender Affirmation Leave. Inclusion of Apple’s global leave policies on 20 paid Family Leave days, 10 paid days of Compassionate/Bereavement Leave/ Sorry Business and Paid Parental Leave.

MORE PREDICTABLE & FAIRER HOURS OF WORK The option of a guaranteed weekend off every fortnight for full-time workers. Improved rostering provisions for part-time employees, ensuring that employees cannot be rostered outside of their availability. Roster changes cannot be made after your roster has been posted (up to 4 weeks visibility in advance). Increased guaranteed hours of work for part-time employees, with the lowest range being 15-19 hours per week. Minimum shift length of 4 hours for all employees. Employees cannot be rostered more than 6 consecutive days.

INDUSTRIAL RELATIONS

$150 MILLION ALDI CLASS ACTION As a result of a nationwide investigation over the last six Apple returned to the bargaining table early this year after appointing new bargaining leaders. After a rocky start, and the agreed appointment of a Fair Work Commissioner to chair the negotiations, good-faith bargaining occurred, and progress was made. After months of further negotiations, in August 2023, the SDA made a judgement call and agreed that a new proposed EA was ready to be considered by Apple workers, with the SDA’s support.

months, the SDA has launched a $150 million Class Action against ALDI for requiring workers to work before and after their rostered shift without pay. We’re also alleging that ALDI set up a clocking system that automatically ‘rounded’ clocking times to deny workers up to 20 minutes of pay per day. In the Federal Court, we’re arguing that ALDI systemically underpaid 20,000 workers across their stores and warehouses over the past six years and are liable for up to $150 million in compensation.

The proposed Agreement was not perfect but it was a far cry from where we had been the year before.

We estimate that the average ALDI worker will be eligible for

The result is one of Australia’s best retail Agreements.

expected to come in early or stay back late without pay is

$7,500 in compensation. This idea that ALDI workers – or any workers – should be unfair, and unlawful. The SDA launched this investigation after we won a case in the Federal Court, which found that ALDI had underpaid workers at a NSW warehouse $400,000 in wages by directing them to

HIGHER PENALTY RATES, BETTER PUBLIC HOLIDAY & OVERTIME RIGHTS Penalty rates to apply to actual rate of pay and not just the minimum rates. 125% for evening work between 6pm and 10pm. 200% penalty rate for all work performed between 10pm and 6am. 150% penalty rate for all work on Saturdays between 6am and 10pm. Maintaining 150% for all work on Sundays between 6am and 10pm. Maintaining 250% penalty rate for all work on Public Holidays. Overtime rates of pay for any hours worked above a part-time employee’s Contract Range. Work will not be re-rostered when a store is closed on a Public Holiday, with employees receiving the day off with pay.

start work 15 minutes before their rostered shift time. Our investigation has found that this practice isn’t limited to a few workers or a few stores; it happened right across ALDI, from its supermarkets to its distribution centres. ALDI has had its chance to backpay all other workers and they’ve been too slow off the mark to fix this. Workers deserve to be paid in full for all work done at ALDI. We’ve lodged this Class Action to seek proper compensation for all ALDI workers and to ensure that this $150 million is returned to workers. Anyone who has worked at ALDI in the past six years is automatically eligible to be part of the SDA Class Action. This includes store assistants, warehouse employees, and salaried store managers.

’CAUSE DECEMBER 2023

SDA PEOPLE HEALTH AND SAFETY

UNSAFE WORKLOADS Managing these hazards and their risk is an essential part of creating a safe, healthy and productive workplace, and ensuring your safety at work.

BY ZAK HOLGATE, INDUSTRIAL OFFICER

WHAT ARE SIGNS OF AN UNSAFE WORKLOAD? Psychosocial hazards such as unsafe workloads are often overlooked as they may not be as obvious as physical hazards.

Do you feel like you're not given enough time to complete all the tasks you are expected to do? Or that you have to work faster than is safe?

Some of the signs of high or unsafe workloads include:

If you answered "yes" to either of these questions, there's a good chance that your workload is unsafe. Working in retail, fast food or warehousing can be demanding, but this doesn't mean that the risks associated with unsafe workloads shouldn't be taken seriously. Your employer has a legal responsibility to ensure that all reasonable steps are taken to keep you safe at work. This includes recognising and managing psychological hazards.

AWARDS l

Unachievable task deadlines, expectations or responsibilities; Too much to do in a set time with insufficient workers or resources; Multiple tasks that require repeated rapid switching between each to complete them, making it difficult to concentrate; Unpredictable shifts or hours of work, shift structures or rosters that do not allow adequate time for you to recover.

If you are experiencing any of these things, contact the SDA on 1300 SDA HELP (that’s 1300 732 4357).

THE IMPACT OF UNSAFE WORKLOADS Unsafe workloads can have a huge impact on your physical and mental wellbeing. When you're stressed, tired or overworked, accidents and injuries can happen. It's important that if you're required to take on additional tasks due to team shortages, you: l

Take frequent breaks to rest and stretch; Use safety lifts to avoid back and neck injuries; Ask for help if workloads become excessive.

If you injure yourself at work, or become injured or ill because of work, you have the right to claim for workers compensation – including for psychological injuries. The SDA is here to provide you with advice, support and guidance at any point throughout this process.

OUR AWARDS AND AGREEMENTS

General Retail Industry Award 2020 Fast Food Industry Award 2020 Storage Services & Wholesale Award 2020 Pharmacy Industry Award 2020 Pharmaceutical Industry Award 2020 Vehicle Repair, Service & Retail Award 2020

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AGREEMENTS l l l l l l l l l l

l l

ALDI Ali Baba Apple Barbeques Galore Best & Less Betts Shoes Big W Bunnings BWS Clifford Hallam Healthcare Coles Supermarkets Coles Express

l l l l l l l l l l l l l l

Coles Liquor Group Costco Dan Murphy’s David Jones Dulux EG Fuels Fantastic Furniture Freedom Furniture Harris Scarfe Hungry Jack’s Just Group KFC Kmart Lovisa

Michael Hill

Myer

Officeworks

Priceline

Prouds

The Reject Shop

Super Retail Group

Taco Bell

Target

Tasty Trucks

Woolworths Supermarkets

WORK LIFE SDA BALANCE PEOPLE

THE FIGHT FOR FIVE The SDA is pushing for five weeks of annual leave to become the standard for retail workers across the country. With this entitlement already won at Bunnings, IKEA, and Apple, we’re calling on other major retailers to follow suit and provide this entitlement in their next Enterprise Agreements. This is part of the SDA’s commitment to ensuring that our members have a strong work/life balance and have the opportunity to take time off to spend with their families and friends. Four weeks of annual leave became the standard for workers after it was won by unions in the 1970s. It is an important entitlement that unions fought hard to win and continue to fight hard to improve. Working hours and work expectations for retail workers have changed drastically in the past 50 years. Increasing annual leave to five weeks would ensure that all permanent workers have the right to a strong work/life balance. Five weeks of annual leave is part of our log of claims in upcoming negotiations with retail employers, including Coles, Woolworths, and many others.

Julie from Coles Wallsend (main photo) and Lorraine from Coles Mayfield (right photo) supporting our campaign to improve work/life balance to make life a little bit easier for workers with caring duties.

’CAUSE DECEMBER 2023

SDA PEOPLE

2023 Delegates Dinner We recently held our annual Newcastle Delegates function to thank our incredibly hard-working Delegates for all your help over 2023. Obviously, a great time was had by all!

18 ’CAUSE DECEMBER 2023

SDA PEOPLE

’CAUSE DECEMBER 2023

INDUSTRIAL RELATIONS

SDA STANDS UP FOR GLOBAL RETAIL WORKERS This global tripartite meeting was

BY DAVID BLISS, ASSISTANT SECRETARY

In September, unions, retailers, and Governments were invited to the International Labour Organization in Geneva to discuss and debate the digitalisation of the retail sector as an engine for economic recovery and decent work. The SDA was one of just eight unions across the globe offered a Delegate’s position at the first retail supply chain sectoral meeting held since 2015. I was privileged to represent the SDA and Uni Global Union and honoured to be elected as the Vice President Travailleurs on behalf of global retail and commerce unions. This meant I served as spokesperson and lead negotiator for our union group on behalf of 420 million retail workers for the week.

20 ’CAUSE DECEMBER 2023

the emergence of more disguised

an important occasion to not only

employment relationships, which

recognise the opportunities for

are challenging the achievement of

digitalisation but also acknowledge

decent work and a just transition.

the chasms in our regulatory

These consequences challenge our

frameworks to protect and improve

ability as a society to ensure work

the lives of workers.

provides dignity, self-fulfilment, equity

The starting point is to acknowledge

and a just sharing of the benefits for all.

digitalisation is not all positive for

At the meeting we discussed, debated

workers.

and negotiated a text over five days

Digitalisation has had the following

which:

consequences: l

job displacements have occurred across the globe; not enough attention or investment has been made to address the skills and retraining needs for the future; automated decision making, including opaque and secret algorithms, now inform and drive staffing and rostering decisions; unpredictable and unstable hours of work have been exacerbated by gig work; work intensification causing more physical and psychosocial work injuries; and

recognised these challenges;

highlighted global recognition of collective bargaining rights, union rights and regional education and support; and

acknowledged that we share a joint responsibility to ensure decent work is not eroded and workers share in the productivity and profitability windfalls of the digital age.

I extend a special thank you to my brothers and sisters in the global trade union movement for the honour to serve and speak on your behalf. #Solidarity #CivilisingCapital #DecentWork

SDA MEMBER BENEFITS

WHAT IS ‘DECENT WO RK’?

United Nations Sustaina ble Development Goal Number 8 aims to pro sustained, inclusive, an mote d sustainable econom ic growth, full and pro employment, and dece du ctive nt work for all. The International Labo ur Organization defines “decent work” as summ the aspirations of peop ing up le in their working live s. It involves opportunities for work that is producti ve and delivers a fair incom e, security in the workplace and social protection for all, bette r prospects for persona l development and so cial integration, freedom for people to express their concerns, organise an d participate in the de cisions that affect their lives, an d equality of opportunit y and treatment for all wo men and men.

NEW

SDA BENEF IT!

’CAUSE DECEMBER 2023

SDA MEMBER BENEFITS

ACCIDENT INSURANCE FREE to all sda members

Now up to $83,000

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.

Accidents can happen – especially at this time of year! 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.

Up to $30,000 educational supplement for dependent children Up to $3,000 funeral benefit refund 7% increase in fracture and dislocation benefits

Want to know more? 22 ’CAUSE DECEMBER 2023

sdan.org.au

What you save 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.

When are you covered? 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.

How to claim 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.

secretary@sdan.org.au

1300 732 4357

Added value

Benefits payable for accidents* l

Death (member with dependant/s)

$50,000

Death (member without dependant/s)

$16,500

Permanent paraplegia

$50,000

Permanent quadriplegia

$50,000

Permanent total loss of use of one or two limbs

$50,000

Permanent total loss of the entire sight of one or both eyes

$50,000

Permanent total loss of the lens of

– both eyes

$50,000

– one eye

$25,000

Permanent total loss of hearing in: – both ears

$37,500

– one ear

$ 7,500

Permanent total loss of sense of taste or smell

$10,000

Permanent total loss of both taste and smell

$15,000

Third degree burns and/or resultant disfigurement received from fire or chemical reaction which extend to cover more than

750

400

$ $ $ $

750 750 750 750

$ $

750 400

$ $

400 400

$25,000 $12,500

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.

Accidents not covered

of either hand

$35,000

Permanent total loss of use of four fingers of either hand

$20,000

Permanent total loss of use of one thumb of either hand: – both joints

$15,000

– one joint

$ 7,500

Permanent total loss of use of fingers of either hand: – three joints

$ 5,000

– two joints

$ 3,500

– one joint

$ 2,500

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

Fractured leg or patella with established non-union

Shortening of leg by at least 5cm

$ 3,500

Achilles tendon rupture: – complete tear

$ 3,750

– partial tear

$ 2,500

Permanent partial disablement not otherwise

Allowance for approved alteration to home or vehicle

provided for under the above events

$ 5,000

Max. $37,500

or relocation to a suitable home, subsequent to disability as defined l

– 20% of the entire external body Permanent total loss of use of four fingers and thumb

Dislocation of hip, knee, wrist, elbow, shoulder blade, collar bone or jaw Dislocation of thumb, finger or toe or other joint not specified (each) Accidental bodily injury resulting in breaks or simple fractures to: – Neck or spine (full break) – Hip or pelvis – Skull or shoulder blade – Collar bone or upper leg – Upper arm, kneecap, forearm, elbow, lower leg, jaw, wrist, cheek, ankle, hand, or foot – Vertebrae or ribs (per rib) – Thumbs, fingers or toes (per thumb, finger, toe) – Other bones (not specified)

– 40% of the entire external body l

up to $11,000

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

Knee reconstruction replacing the anterior cruciate or posterior cruciate ligament

$ 3,750

Knee arthroscopic surgery

$ 2,500

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.

A Message from your Secretary, Barbara Nebart 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. ’CAUSE DECEMBER 2023 23

SDA PEOPLE

re Alison and Jem a at Rivers Erin

Tracey, Katelyn and Amelia at Big W Mt Hutton

Christopher at Coles Green Point

24 ’CAUSE DECEMBER 2023

Troy, Chris and Re taki at Woolworths Raym ond Terrace

Emily at Woolworths Raymond Terrace

Leslee and Gillian with Organiser Deb Dunning (lef t) at Woolworths Jesmond

Kerri-Ann and Laura at Woolworths Kotara

Sophie at KFC SIngleton

SDA PEOPLE

out and about d Rosalyn Brennan, Mathew an eld at Woolworths Mayfi

Jesy, Nish, Emma, Soph ie and Jackson at Rebel Charlestown

Grace at Taco Bell Jesmond

Charlotte at Hungry Jack’s Broadmeadow

ley and Monique Janet, Krystal, Shanel, Taylah, Ash at Woolworths Swansea

Mark and Grace at Woolworths Raymond Terrace

Chris at Officeworks Kotara

’CAUSE DECEMBER 2023 25

YOUR QUESTIONS ANSWERED

Q+A

with... YOUR INFORMATION OFFICERS GEORGIA, ISOBEL & CLAUDIA

I have called in sick and my manager has asked me for a doctors certificate, but I cannot get in to see my doctor till next week. What can I do so I can be paid my sick leave entitlements?

Medical certificates or statutory declarations

Full-time and part-time employees can take paid sick leave if they can’t work because of a personal illness or injury. Casuals are not required under the Agreement to provide proof of illness etc.

has to convince a reasonable person that the

Full-time employees are entitled to 10 sick days per year. The leave is pro-rata for part-time employees. Unused sick and carers leave is carried over to the next year. An employer can ask an employee to give evidence that shows the employee took the leave because they: l

are examples of acceptable forms of evidence. While there are no strict rules on what type of evidence needs to be given, the evidence employee was genuinely entitled to the sick or carers leave. A statutory declaration is a lawful and legitimate option if you cannot attend, obtain an appointment, or afford to see a doctor. If a medical certificate has been issued by a duly qualified medical practitioner, by the means of online, it does not affect your rights to your minimum entitlements. You can visit the Service NSW or Department

weren’t able to work because of an illness or injury, or

of Justice for information on Statutory

needed to provide care or support to an immediate family or household member (because of an illness, injury, or unexpected emergency affecting the member).

There are some variations between

Employers can ask employees to provide evidence for as little as one day or less off work.

Declarations. Agreements and Awards compared to the general rights outlined here. You should refer to your Agreement or Award to ensure your workplace entitlements are observed. If you have any concerns or queries about your sick/carers leave being paid to you, please contact our office on 1300 SDA HELP (1300 732 4357) and speak to our friendly Information Officers.

26 ’CAUSE DECEMBER 2023

SDA PEOPLE

I have some online work-related training modules to complete. My manager has told the team that the training is compulsory, and we must complete any outstanding online training. Should I be paid for this online training? If training is compulsory, it is work and it must be paid. Occasionally, employers may require their employees to complete training to keep staff up to date on company policies and safety practices, while also ensuring staff possess the necessary skills and knowledge for their roles. You are entitled to be paid for any time that your employer requires you to complete compulsory training. Our members often report to us that training they complete is going unpaid, or they are being directed by their managers to complete online training ‘in their own time’ at home or in breaks. Compulsory online training modules should be completed in your rostered working hours. Your breaks are not for training – your breaks are to allow you a meaningful rest time. If you complete compulsory online training outside of your rostered working hours, you have a right to be paid for the time spent completing the training. Please note, if you complete voluntary training, the same entitlements do not apply. Just because online training can be easy to access and complete at home, do not be pressured into doing work outside of your rostered hours. If you are concerned that your online training is going unpaid, please phone us on 1300 SDA HELP (1300 732 4357).

HONORARY MEMBERS We congratulate our most recent retirees, and wish them all the best in their future adventures. u Shirley Graham,

Coles Wallsend u Carol Murray,

Woolworths Rutherford u Dorothy Crawford,

Ritchies IGA Erina u Suzie McAdam,

Big W Tuggerah u Karen Reid,

Kmart Bateau Bay u Elenour Stewart,

Woolworths Maitland

GARDEN OF REMEMBRANCE Our condolences go out to the family and friends of members who have passed. u

Robert Elward, Honorary Member

Robyne Humphry, Honorary Member

Erin Savell, Woolworths Muswellbrook

Donald Tull, Coles Warners Bay

Rita Smith, Coles Charlestown

Patricia Bendeich, Big W Singleton

Isobel Gumb, Honorary Member

Lloyd Harris, Bunnings Heatherbrae

Lynette Jones, Honorary Member

John Freeman, NOK of Jenny Freeman, Honorary Member

Geoff Drayton, NOK of Tammy Drayton, Coles Edgeworth

’CAUSE DECEMBER 2023

THE SDA’S MEMBER BENEFITS PROGRAM

SDA MEMBER REWARDS Your EWallet JOHN SMITH

Gift Cards

SDA Member Rewards provides you and your family with exclusive discounts on:

Major Retailers & Supermarkets

Accommodation

Movie Tickets

Insurance Services

Entertainment & Leisure

and much more!

How do I access SDA Member Rewards 1

Visit sdan.ewallet.com.au or scan this code with your phone camera:

Enter your details to create your account. You will need to use the same email address you have registered with the SDA.

Once you’ve registered, you’ll receive an email from SDA Member Rewards confirming your registration. Click this link to add your details and create your profile.

Add your payment details by clicking on the ‘eWallet’ icon, verify them and you’re ready to go.



You can also access SDA Member Rewards by logging into sdan.org.au and heading to the Discounts page. If you need any help setting up your account or navigating the website, please call 1300 059 257 or email sda@ewallet.com.au..

Accessible anytime, anywhere from any device. Register or log in at sdan.ewallet.com.au

SDA PEOPLE

INTRODUCING

GREG

Hi! My name is Greg Moore and I am the new SDA Organiser for the Hunter Valley region. I cover from Beresfield all the way to Quirindi at the very top of the valley.

I came to the SDA after six years with Bunnings, first in Sydney at Rouse Hill and then Singleton. My journey with the Union started as a member and then as an advocate and Delegate. Prior to working in retail, I was a chef for 30 years working in a variety of areas including contract catering and health care catering. In my down time, I am an avid reader and love to travel. I was also a competitive endurance horse rider for 25 years. Working with the Union will give me the opportunity to make a difference in all work lives and be there to support workers in any disputes. I am passionate about making sure there is a “Fair Go” for all and achieving a respectful, fair, and safe workplace for all SDA members. I am looking forward to growing the Union through recruitment and a strong Delegate network. I look forward to meeting you in stores.

Fill up courtesy of the SDA! INE

etition Comlpications app now are

ONoLnly!

We’ve got five fuel vouchers, each worth $150, to give away!

Enter this competition, and you could win a tank (or two) of fuel on us!

To enter... Just click here or scan the QR code below right. You must enter by 12 noon on Thursday 25 January 2024 to have the chance to win one of the $150 fuel vouchers! The first five entries drawn from the barrel will win. Winners will be notified by e-mail. Entries are limited to one per member.

Congratulations to our winners The winners of our July competition were: l Christine Francis from Big W Tuggerah l Charlotte Clark from KFC Singleton l Robert Mantellato from Big W Erina l Kim Muddle from Woolworths Raymond Terrace l Michelle Elbourne, Honorary Member

’CAUSE DECEMBER 2023 29

SDA FAMILIES

NEW PARENTAL LEAVE RIGHTS BY BARBARA NEBART, BRANCH SECRETARY

The Federal Labor government recently made changes to their paid parental leave scheme, including an increase in the number of weeks from 18 to 20. It’s important that you know what your rights are and the different types of leave available to you.

WHAT ARE THE DIFFERENT TYPES OF PARENTAL LEAVE? Parental Leave is unpaid leave provided for employees in connection with the birth or adoption of a child. Employer Paid Parental Leave refers to payments made by some employers to employees who qualify for a company’s own Paid Parental Leave scheme.

Paid Parental Leave scheme, although in many cases an employer will make the payment on behalf of the Government. The Government Paid Parental Leave is paid at the minimum wage, currently $176.55 per day. Each parent of a ‘parent couple’ may be eligible to receive the Government Paid Parental Leave payment. For couple families, each parent must take at least two weeks of the parental leave payment.

Casual employees Casual employees are entitled to unpaid parental leave, provided that: l

Single parents are eligible to receive the full 20 weeks of the payment.

UNPAID PARENTAL LEAVE Following the birth or adoption of a child, an eligible employee is entitled to a period of unpaid parental leave. This is available to both parents and can be taken in in a variety of ways which may change over the course of the parental leave period.

WHO IS ELIGIBLE FOR UNPAID PARENTAL LEAVE? Full-time and part-time employees

they have been employed on a regular and systematic basis for 12 months immediately before the date of birth or expected date of birth; and have, but for the pregnancy, a reasonable expectation of ongoing employment on a regular and systematic basis.

Contact the SDA to check your entitlements, as some employers may provide unpaid parental leave for regular casuals with less than 12 months of continuous service.

HOW MUCH PARENTAL LEAVE AM I ENTITLED TO? Each eligible parent may take up to 12 months’ unpaid parental leave.

Employer paid parental leave policies vary in relation to eligibility, the amount of paid leave, the method for calculating the leave and when it is paid. Contact the SDA for information on individual company schemes.

If you are a full-time or part-time employee, you must have at least 12 months’ continuous service with your employer immediately before the expected date of birth or, in the case of adoption, placement of your child to be eligible for unpaid parental leave.

The Government’s Paid Parental Leave scheme refers to the 20-week payment to an eligible employee who will be a carer in connection with the birth, or adoption of a child under the age of 16. It is separate to a company’s

Some Enterprise Agreements provide periods of unpaid parental leave for employees who have less than 12 months’ continuous service.

The amount of unpaid parental leave which the other parent takes does not affect this, and they can make a separate request to extend their leave for a further 12 months.

Contact the SDA if you are pregnant and you have not been with your employer for 12 months or more.

Recent amendments to the unpaid parental leave entitlements in the Fair Work Act include the following:

30 ’CAUSE DECEMBER 2023

If a parent wishes to take more than 12 months’ leave, they will need to request a further period of up to 12 months from their employer (up to 24 months in total).

SDA COMPETITIONS

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.

Eligibility l

the ability for each parent to take periods of unpaid parental leave at the same time; and no restrictions on the amount of unpaid parental leave that parents can take at the same time.

The Fair Work Act has also been amended to change the way parents are able to take their 12 months’ unpaid parental leave. It was previously only allowed to be taken in a single continuous period following the birth or adoption of a child.

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.

Register for your pack 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).

How to win!

Since November 2020, parents have been able to take 30 days as flexible days.

When you register for your SDA Parental Pack, you’ll

This has been further amended so that from 1 July 2023, parents are now able to take 100 days more flexibly.

Winners are drawn every June and December.

This is in line with changes to the Government’s Parental Leave Payment which allows parents to take 100 days as flexible days, and means that parents can choose to take leave in a single continuous period, in smaller blocks, including as single days (up to 100).

Zoe Harper from Priceline Green Hills

Taylor Moulds from Hungry Jack’s Singleton

Charli Gaiter from Coles Rutherford

Stephanie Langan from Coles Scone

Ainsley Weale from BWS Raymond Terrace

automatically go into the draw to win a gift voucher!

Congratulations to our July winners

THE SDA HAS PREGNANCY AT WORK AND PARENTAL LEAVE AND GOVERNMENT PARENTAL LEAVE PAY GUIDES TO HELP YOU. CONTACT US FOR A COPY TODAY.

’CAUSE DECEMBER 2023

HEALTH AND SAFETY

What will the SDA do? 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.

What can you do if you or someone you work with is sexually harassed? 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

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.

occur over a period of time.

SPEAK OUT

You should capture the following information: l

The date of the incident, including anything relevant that happened

This can be your SDA Delegate,

before and after.

Health & Safety Representative or

Where it took place.

Who was there and whether there were witnesses (to the incident and/ or anything that happened before and after).

What happened and what was said by whom.

Sexual harassment is unacceptable

REPORTING OF WORKPLACE SEXUAL HARASSMENT

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.

Why you believe that what was said

Make a report or complaint

or done was sexual harassment.

to your employer

How the incident made you feel.

You have a right to make a report or

Talk to the harasser

complaint if you have been sexually

If you feel comfortable and confident,

harassed at work. Your workplace

you can approach the harasser

will have a process in place for how to make a complaint or report. If you

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.

and tell them that their behaviour is

Don’t suffer in silence. If someone you work with experiences sexual harassment, call the SDA now. Let’s stop sexual harassment!

If you are not comfortable talking to

external options for assistance. Please

the harasser, or if the behaviour is

contact the SDA for advice about

of a criminal nature, or it continues,

the options available to you and to

speak to someone you trust at your

provide assistance throughout the

workplace about what is happening.

process.

32 ’CAUSE DECEMBER 2023

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

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

HEALTH AND SAFETY

What is sexual harassment?

inappropriate staring or leering

Even if you are not the target of

inappropriate physical contact

the sexual behaviour, you may also

insults or taunts based on gender

Sexual harassment is any unwanted or unwelcome behaviour of a sexual nature that may make a person feel

or sexual preference l

dates or requests for sex

offended, humiliated or intimidated. The behaviour can be physical, verbal

unwanted invitations to go out on

sharing or communicating content of

or visual and includes some of the

a sexual nature via text, email, online,

following behaviours:

social media or other technology

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.

sexually suggestive jokes or

Sexual harassment can be perpetrated

comments

by anyone in your workplace, including

intrusive questions about a person’s

a co-worker, more senior co-worker,

private life or body

supervisor or manager, or anyone else

may also be criminal offences. Sexual

unwelcome touching, hugging,

who comes into your workplace such as

harassment is also a work health and

cornering or kissing

a customer or contractor.

safety issue.

PREVALENCE OF WORKPLACE SEXUAL HARASSMENT In the last five years, 39% of SDA

39%

members said that they have been

Sexual harassment at work is unlawful and some types of sexual harassment

SEXUAL HARASSMENT BY CUSTOMERS 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

sexually harassed at work.

harassment cases.

Female SDA members (46%)

Of SDA members who had been sexually harassed by a

were more likely than their

customer:

male colleagues (29%) to have

u 75% had experienced this more than once.

experienced workplace harassment.

u 54% had experienced this in the previous six months.

SOURCE: EVERYONE’S BUSINESS: SURVEY ON SEXUAL HARASSMENT OF MEMBERS OF THE SDA 2019

’CAUSE DECEMBER 2023 33

SDA PEOPLE

2023 Honorary Members’ Lunch 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!

34 ’CAUSE DECEMBER 2023

SDA PEOPLE

’CAUSE DECEMBER 2023 35

SDA MONEY

FIVE THINGS ABOUT SUPER FOR UNDER 18s To be ‘guaranteed’ super under law, under 18s need to work at least 30 hours a week. This threshold was originally justified on the basis that the initial rate of super, at 2-3%, was so small that balances could be quickly eroded by admin fees and charges. The law has remained unchanged for over 30 years, and that means 375,000 young workers miss out on nearly $1,000 in super each year, which if paid would boost their nest egg by over $10,000 at retirement. Because under 18s don’t usually work consistent hours, this means sometimes you get super and sometimes you don’t. While some employers do the right thing and pay young workers super anyway, most don’t. It sets you up for lack of engagement and distrust of superannuation. For young women, it makes other super exceptions worse: take the gender pay gap – women are more likely to have inconsistent hours and to take periods of leave. Women are less likely to have superannuation savings to top up the pension than men.

36 ’CAUSE DECEMBER 2023

The SDA is sometimes asked “But do young people even care?”. In short, you’ve told us that you find super to be complex, but that doesn’t mean that older workers should get it and not you. Here is the basis on which we say that with confidence.

WHAT THE RESEARCH SAYS Qualitative and quantitative research to understand the views of workers aged 16 to 35 years generally, tells us some things about their super:

 50% of workers 16-35 years old think the super guarantee needs to increase (external survey).

 16-35 years olds are unaware of the inequity built into the superannuation guarantee. n In an external survey, 55% of young workers thought all under 18s got super. n In externally-run focus groups, participants were initially unaware of the gender super gap.

 Once aware of the gender pay gap, workers are “infuriated” and want the discrimination fixed. n In the focus groups, the super gender pay gap elicited a great sense of injustice. One member said: “[I’m] terrified and infuriated! As a woman I find that concerning myself, and generally, I’m aware that middle-aged women are the most in trouble financially… so seeing that makes me feel like it’s just hopeless.” n In an SDA survey, members under 18 told the SDA: “I work just as hard as everyone else and am not getting the same benefits put towards my retirement.” “I can’t always work 30 hours per week as I have school. I don’t think that should mean I don’t get to start preparing for my future with a superannuation fund.” “I think we all should get paid equally, no matter what age we are.”

SDA MONEY

Member Win! IGA WORKERS STAND UP FOR THEIR SUPER  Young workers are concerned about their future and expect Government to look after their super. n

In the survey, super was linked to financial security in retirement. Their most reliable sources for information was their fund, their friends/family and their union.

In the focus groups, one member said: “I feel like I’m relatively young, like I’m 20… I literally have no idea about super or where my

Workers at Carlos Super IGA Quirindi stood together, and with the help of their Union, recovered an estimated $66,000 in unpaid superannuation. For approximately eight months, their employer had failed or neglected to pay superannuation to their nominated superannuation fund in accordance with the law. Following an investigation, the SDA took prompt and effective action to ensure that members were promptly paid what was owed. With the backing of the SDA’s strong membership at this site, the Union wrote to the employer and to the Australian Taxation Office seeking recovery of unpaid entitlements and encouraging the ATO to act and enforce penalties against the employer. Members speaking up and standing together makes a real difference. The workers, and SDA Delegate David, can be proud of their efforts and know that their Union membership makes a real difference.

super is going, or how much super I’m getting and I really need to start to learn about it because it’s so important.” n

Another, being unreceptive to a cynical tone about government’s role in super said: “I think it’s good because I would have no idea what to do with it… Somebody with more knowledge can hold onto it for me until I’m ready.”

 This is perceived by young workers as cumulative harm, especially for young women. n

In the focus groups, and in response to the size and growth of the gender gap, members advocated for increased awareness around short- and long-term strategies to minimise the gap, e.g. “If there’s a payment from the Government, like Child Support, maybe there could be a

SDA Organiser Sue with Store Del

egate David

super payment added to that.”

’CAUSE DECEMBER 2023

SDA MONEY

SDA VISITS CANBERRA TO ARGUE FOR SUPER

In October and November 2023, SDA members visited Canberra to ask Members of Parliament to “Make Super Even Fairer”. There are three areas where the SDA is seeking improvement together with other unions.

 PAYDAY SUPER

 SUPER ON PARENTAL LEAVE

 SUPER FOR UNDER 18S

The problem:

Currently, employers are only required by law to pay superannuation to your superannuation fund every three months. Some employers pay monthly. You only start earning interest on that money when it is in your account.

Superannuation is still failing millions of women across the country. On average, women retire with almost half the retirement savings of men.

Employees who are under 18 years of age do not get a superannuation payment by their employer unless they work 30 hours per week.

One of the problems is that there is no legal requirement to pay superannuation on paid or unpaid parental leave.

Change the law so that employees under 18 years of age and working less than 30 hours per week must receive a superannuation payment by their employer.

The solution: On 2 May 2023, the Australian Government announced that from 1 July 2026, employers will be required to pay their employees’ super at the same time as their salary and wages i.e., every week or fortnight for most SDA members. This measure is not yet law. 38 ’CAUSE DECEMBER 2023

The solution: Require employers to pay superannuation on any paid parental leave they grant. The Federal Government should pay superannuation for those on the Government paid parental leave scheme.

The solution:

Make sure superannuation funds change their model so that superannuation accounts with low balances do not have it whittled away by fees. These three simple changes will have a considerable impact in making superannuation fairer.

SDA MONEY

ALL PROFITS TO MEMBERS l

BY GERARD DWYER, NATIONAL SECRETARY

Industry Super funds like Rest are a ‘profitto-member’ model – this means that all profits go back to you as the accountholding member. Not all super funds are like that as some are profit to shareholders which means a slice of the account holder’s earnings go back to the shareholders of the fund – for example, banks run profit-toshareholder models. The profit-to-member super funds have recently established a new body to represent over 10 million Australians who have more than $1.4 trillion in retirement savings. So from October 2023, there is a new national voice for the interests of Australians in ‘profit-back-to-member' funds – it is called Superannuation Members Council of Australia (SMC). The SDA’s National Assistant Secretary, Julia Fox, has joined SMC’s Board on behalf of Rest Industry Super, Australia’s fund for retail, fast food and warehousing workers. After a decade of attacks on your retirement savings, the priorities for superannuation should be: l

Celebrating that we are at 11% super and will get the rate to 12% by 1 July 2025. That means that those entering the workforce now will get a reasonable rate of super for the whole of their working lives. It also means that Australians – through their super fund – will be investing in local, national and global economies. This will lead to building economic capacity as a community while, at the same time, individual account holders will also be building personal wealth through contributions and compound interest.

Advocating that super must be paid on all earnings rather than just ‘ordinary time earnings’ by: Increasing retirement savings of women by guaranteeing super on Government and employer parental leave.  Abolishing the discriminatory requirement for under 18s to work 30 hours a week before they are guaranteed super.  Reducing the risk of lost or stolen super by paying super on the pay day.  Making super even fairer by dealing with the complexities and abuses in the system. One example is taxation in super. For those who have a balance of over $3 million, the Government has announced an increase to 30% tax, up from 15%, from FY2025-26. That is still a tax break compared to if those individuals took the money as cash – but the change should make super fairer.  Making super easier to understand and providing information and advice about superannuation so that we all get the benefit of a great union achievement – guaranteed superannuation. 

While the list of changes may seem long, each change makes a difference. Following a sustained campaign from unions and superannuation funds, from 1 July 2022, the Government removed a $450 per month threshold for super guarantee eligibility (that’s the amount an employee could earn in a calendar month before an employer had to pay them super). Around 260,000 Rest members are estimated to have benefited from the $450 monthly income threshold.

In tough times, every little bit helps Feeling the pinch with every bill?

From housing to childcare, Rest has put together some ways to help you breathe a little easier. Find out how you can take a step towards getting on top of your finances – one dollar at a time. Scan to learn more

Product issued by Retail Employees Superannuation Pty Ltd. Before deciding to join or stay, consider the PDS and TMD available at rest.com.au/pds and whether it’s appropriate for you.

’CAUSE DECEMBER 2023 39

TEXTBOOK SCHOLARSHIPS

CONGRATULATIONS TO OUR WINNERS.

Member Name

Recipient Name

Adele Higgins

Ewan Higgins-Black

Adrian Heunis

Self

Aileen Coulter

Tahnee Coulter

Alexander Pagett

Self

Alexander Savoy-Soubotian

Self

EACH OF YOU WON $100 TOWARDS YOUR EDUCATIONAL SUPPLIES

Alina Watson

Self

Each year, your Union provides scholarships to help members pay for their own and their children’s education.

Amanda Iannazzo

Self

Angel Luxford

Self

Angelica Sams-Munro

Self

Annan Sarder

Self

Alison Budworth

Imogen Budworth

Alison Sommers

Zac Chenhall

Alyssa Schionning

Vesper Schionning

Amanda Broadbent

Lachlan Gibb

Amanda Harvey

Eve Harvey

$30,000 SCHOLARSHIP FUND

Annika Coulson

Hayley Coulson

This year, we once again gave away textbook scholarships to help members who are studying with their education costs.

Ava Buckingham

Self

Belinda Barrie

Amber Barrie

Belinda Jordan

Elysha Jordan

Belinda Paull

Gemma Paull

Belinda Sherry

Bethany Sherry

The winners were determined by a ballot of applications received by the Union office.

TERMS OF THE SCHOLARSHIP 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 HELPING YOU BUY THE BOOKS! 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).

40 ’CAUSE DECEMBER 2023

Benjamin Abbott

Liam Abbott

Biraj Rana

Self

Bradley Batty

Self

Caitlin Dart

Self

Cathy Bourke

Self

Charlotte Elford

Self

Christine Jewers

Self

Christine Leedham Daniel Frail

Jessica Leedham Damian Frail

Darcy Wilkinson

Self

Debbie Kelliher

Antony Kelliher

Dion Bourke

Self

Donna Burton

Imogen Burton

Dorothy Coe

Dean Coe

Ebony Hanshaw

Self

Elizabeth Littlechild

Self

Ella Sames

Self

Emma-Lea Sheppard

Self

Erin Cullen

Self

Erin Smythe

Self

Fallon Marsh

Cooper Marsh

TEXTBOOK SCHOLARSHIPS

Frances Serone

Regan Smith

Grace Connell

Christine Connell

Mary Jacks

Angela Jacks

Matilda Lyell

Self

Guy Adams

Self

Megan Lysaught

Harish Shrestha

Self

Melissa Jeffs

Holly Coppleman

Self

Meltopia Grandelis

Imola Saunders

Self

Michelle Weir

Indiana Myers

Self

Myra Cross

Self

Jack Holmes

Self

Naomi Goddard

Self

Jack Keith

Self

Nicole Scriven

Kyle Hilbig

Jack Moses

Self

Nicole Sinclair

Aleisha Sinclair

Jade Forde

Self

Nukutawhiri Kukutai

Self

Jaime Carrall

Self

Olivia Brown

Self

Jarred Kwanten

Self

Jasmine Zdravkovic

Self

Paige Jobling

Self

Patrick Carle

Self

Rachel Merrick

Self

Jeffrey Knight Jett Lee

Kyle Knight Self

Jodi-Lee Granato

Liam Granato

Jodie Mercer

Kirsten Mercer

Kabita Dutta

Riti Rahman

Kaitlin Foell

Self

Karen Knight

Breeanna Knight

Kat Gardner

Self

Katherine Field

Self

Katherine Walkerden

Nate Walkerden

Kiara Caslick

Self

Kylie Boyle

Self

Kylie Lockhart

Jackie Lockhart

Laura Newton

Self

Lisa Killalea

Elizabeth Gioia

Louisa Frail

Steven Frail

Lesley Gioia

Elizabeth Gioia

Luke Smith

Self

Madison Duce

Self

Maria Bartholomew

Joe Bartholomew

Tanya Jones

Self

Maria Maher

Emerson Maher

Raelene Hanshaw Robyn Grills

Bette Lysaught Jadean Jeffs Henry Grandelis Sophie Weir

Orlando Hanshaw Claire Grills

Robyn McGuire

Jaedyn McGuire

Rosemary Small

Danielle Atherton

Ryan Tinsey

Self

Sarah Littlechild

Self

Sebastian Savage

Self

Shanae McIntyre

Self

Shanell Tant

Logan Tant

Sharon Horne

Kristina Horne

Sienna Lee

Self

Tracy Lind

Darcy Lind

Valerie Gohl

Danika Gohl

Vanessa Barnard

Sharla Barnard

Warren Whitehead

Maison Whitehead

Will Sneddon

Self

William Kearns

Self

Zali Gunther

Self

Caitlin Phee

Self

’CAUSE DECEMBER 2023

SDA MEMBER BENEFITS

SDA memberS get 15% off At

tfe hotelS

tfe hotels, headquartered in Australia, currently comprises 70 hotels in Australia and New Zealand under seven brands.

And now, SDA members can receive special prices when booking at tfe hotels in Australia or New Zealand, including A by Adina, Adina hotels, Vibe hotels, Quincy, travelodge hotels, rendezvous, and Collection by tfe hotels (the Calile, the Savoy, and hotel Kurrajong). to receive your 15% discount on the best available room rates, simply key SDAMEMBER into the promo code field on the tfe hotels website – just click here to go to tfehotels.com/en or scan the Qr code below.

Just add promo code SDAMEMBER here, and begin your search

offer applies until 31 December 2024.

Europcar is pleased to offer SDA members up to 15% off the base rate.* To take advantage of this exclusive member rate, just click here, scan the QR code, visit europcar.com.au/partners/sda-offer or call 1300 13 13 90 and quote 47684300 when booking.

42 ’CAUSE DECEMBER 2023

SDA MEMBER BENEFITS

DON’T LEAVE YOUR ENTITLEMENTS TO CHANCE

As an employee, your work-related legal entitlements are set out in various Awards, Agreements and Acts of Parliament. These entitlements may include sick leave, penalty rates, wages, rosters, overtime, allowances, health and safety standards and annual leave. The SDA’s experts can advise you of your entitlements and, if necessary, obtain them from your employer. Disputes with your employer need not cost you your job. If you have been unfairly treated, make sure you call the SDA to find out what your options are. As a member of the SDA, it will cost you nothing.

How to get 5% off Knose Pet Insurance per year* 1. Visit www.knose.com.au 2. Include the promo code below when you take out Knose Pet Insurance 3. Continue to hold cover and continue to receive 5% off every year

Promo code: SDA

*This offer cannot be used in conjunction with any other offer. To qualify, you must use the promotion code SDA. If you take out multiple policies the offer is available for each policy taken out. This is a promotion by Knose Financial Services Pty Ltd (ABN 38 620 795 735). Engaging Members ABN 86758398756 may receive a referral fee for each person who takes up the offer of discounted pet insurance from Knose. For more details see the Knose Pet Insurance Financial Services Guide.

’CAUSE DECEMBER 2023 43

SDA MEMBER BENEFITS

$5 off for SDA ! members

Learn to drive with CP Driver Training! We at CPDT believe that obtaining a licence is a privilege not a right. This is why we want to teach skills which will stay with you for life, not just to pass your driving test! 4 Fully licenced 4 Friendly, professional and patient male or female instructors 4 Manual or automatic dual-control vehicles 4 Member of ADTA 4 Locally owned and operated 4 School pick up and drop off available 4 Lessons available 6 days a week (Mon–Sat) from 7am. Night lessons available by request The areas we cover are: Maitland, East Maitland, Cessnock, Branxton, Greta, Lochinvar, Kurri Kurri, Thornton, Beresfield, Ashtonfield, Tenambit, Rutherford, Aberglasslyn, Gillieston Heights, and surrounding areas suburbs (not Newcastle or the Central Coast).

P DR IV ER

T R A I N I N G

Phone: 0408 517 417 Email: cpdt@outlook.com Website: cpdrivertraining.com.au

Save on coverage with an 8% discount^

A VALUABLE RESOURCE

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!

Flexible covers to suit your needs

Switching is easy, and you won’t have to re-serve waiting periods for current benefits

www.engagingmembers.com.au

SDA NEWC_Mag_Ad_185x85mm_1123_O_Print.indd 1

44 ’CAUSE DECEMBER 2023

13/11/23 5:57 pm

SDA MEMBER BENEFITS

iNJureD at WorK?

WorKerS health CeNtre CaN helP

Managers – keep out of medical appointments!

At Workers

Managers and insurance companies have no right to attend your medical appointments, even if it is for a work-related injury.

Health Centre,

Medical appointments are private.

that recovering

Tell any manager or insurance company representative that they are not entitled to attend.

from injury is

Contact the SDA if you need any help.

we understand

a stressful time and we are

MRM LAWYERS, PROVIDING PERSONALISED, PROFESSIONAL LAW SERVICES LOCALLY

here to help. You have a legal

PROuDLY ASSIStING SDA MEMBERS AND thEIR FAMILIES FOR OVER 50 YEARS

right to:

FIRSt CONSuLtAtION FREE AND DISCOuNtED RAtES FOR FINANCIAL MEMBERS

l Choose your own

rehab provider

INSuRANCE LAW EStAtE PLANNING LItIGAtION FAMILY LAW WORKPLACE ISSuES SuPERANNuAtION EMPLOYMENt LAW WILLS & INhERItANCE DISPutES DISABILItY PROPERtY – BuYING/SELLING l

doctor l Be actively involved

FOR YOuR LEGAL ISSuES, CALL MRM LAWYERS. tRADItIONAL VALuES PROFESSIONAL APPROACh MODERN DELIVERY

stephen bray paul mantach

wayne dever

peter rogers

Learning to drive can be daunting. You have to gain 120 logbook hours, master all the skills and pass the driving test. With Trent Driving School, getting your freedom is easy. Learn with Trent and you will: 4 Pass first go 4 Park like a pro 4 Get bonus logbook hours 4 Learn in the best cars Make sure you book the Safer Drivers Course with Trent Driving School to get your 20 bonus logbook hours. Exclusive offer for SDA members

l Choose your own

The best way to learn to drive

Book with Trent and receive a 10% discount on any full priced lesson.* Just use coupon code SDATrent when booking.

www.ltrent.com.au (02) 8748 4500

in your return to work.

9749 7666 Ph 4967 0888 MRMLAWYERS.COM.Au

*offer only available to students that are new to Trent Driving School. Not valid with any other offer.

uNIt 5, 2 FROSt DRIVE, MAYFIELD WESt NSW 2304 MAILtLAND l NEWCAStLE l SINGLEtON

chill out driving school

RA OPE TE

D AUST

D WNE &

SIRA Accredited

Please note: Central Coast only

n n SDA SDA member member benefits benefits n Logbook guidance n Logbook guidance n Test preparation n Test preparation n Aged test and n training Discount packages; gift vouchers n Discount packages;

LIAN O RA

workershealth .com.au

sdA members receive $25 off the standard rate for 5 lessons. More than 90% of students have passed first time with us! 0424 914 700 info@chilloutdrivingschool.com.au www.chilloutdrivingschool.com.au

’CAUSE DECEMBER 2023 45

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