Contents AUTUMN/WINTER 2024
04
Secretary’s Report
Neil Henderson writes about the progress our Union has made under a State Government willing to listen and give us a seat at the table.
06 From the Branch President
Kate Cotter reviews our Union’s progress in meeting last year’s Branch Council goals and outlines upcoming plans for the remainder of 2024.
08 Executive President Analysis
Jennifer Thomas highlights safety and women’s rights, detailing achievements and potential risks if the state government changes.
10 Deputy Secretary
Insight
Deputy Secretary Rebecca Girard outlines legal and industrial measures for protecting disabled workers regarding disclosure.
13 Labour Day Celebrations
Check out the photos from our celebrations
15 The Future of our Union TSU Branch Councillor for Youth, Josh Bauer and member Bianca Read discuss the recent Youth Conference.
17 ASU Pride
The Pride Committee has been active, participating in events such as Rainbow on the Reef in Gladstone
19 Delegate Training
Find out how training has taken our Delegates to new heights.
21 APHEDA - Climate Justice in Indonesia
Learn about Indonesia’s shift away from fossil fuels.
22 The Power of Union Density
With strong union density, Energy Queensland Limited and Powerlink members ignite negotiations, improving working conditions.
23 Queensland’s Energy Revolution
The Miles Labor Government’s legislation solidifies Queensland’s energy grid transformation, projected to generate 100,000+ jobs!
24 Preserving our Progress in SACS
Learn how collaboration with the Miles and Albanese Governments has boosted funding and enhanced working conditions for community and disability workers.
26 Strengthening Local Government
There have been numerous victories for our members working in Queensland’s councils and the water industry over the past six months - discover more about them.
29 Full Steam Ahead in the Rail Industry
200 Queensland Rail Porters granted permanent jobs through collaboration with the Miles Government.
30 Restructure at Gladstone Ports Corp
GPC members are in dispute over inadequate consultation and transparency in the company’s restructure - find out more.
31
Airlines Campaign
Qantas and Virgin members advocate for fair pay, stable rosters, and job security, resisting proposed changes to working conditions.
32 Switching Off
Thanks to the Australian Services Union’s Clock Off, Switch Off Campaign, all Australian workers now have the Right to Disconnect.
34 Changes to Fixed Term Contracts
The Albanese Government’s industrial relations agenda has modernised workplace rules!
24 Members Take Action in Social and Community Services
Our collaboration with the Miles and Albanese Governments, has significantly improved funding for frontline services and better job security for workers.
Cover (from left): Members of The Services Union - Bianca Read, Loata Han and Marnee Revill.
Graphic Design and Concept: Malcolm Treseder. Photography: Dominic Skelton. Coordination and Concept: Belinda Hogan-Collis.
Youth Committee Charters
PRESIDENT : Kate Cotter
SECRETARY: Neil Henderson
EXECUTIVE PRESIDENT: Jennifer Thomas
DEPUTY SECRETARY: Rebecca Girard
Published by the Australian Services Union, Queensland (Services and Northern Administrative) Branch
EDITOR: Neil Henderson
PRINTED BY:Allclear Print + Signs T: 07 3392 7999
SERVICES CONNECT T: 07 3844 5300
F: 07 3846 5046
E: general@theservicesunion.com.au
BRISBANE OFFICE
32 Peel Street (PO Box 3347) South Brisbane Q 4101
CENTRAL QUEENSLAND OFFICE
178 Quay Street (PO Box 5160) Red Hill, Rockhampton Q 4701
NORTH QUEENSLAND OFFICE
485 Flinders Street (PO Box 135) Townsville Q 4810
INDUSTRIAL TEAM:
SENIOR INDUSTRIAL OFFICERS: Jack Donaghy, Ben Ellis, Merinda Foster, Michelle Robertson (leave)
LEAD INDUSTRIAL OFFICER: Jessica Wiggan
INDUSTRIAL OFFICERS: Sig Boman Joseph Hall, Dylan Knight, Maddy McGinnity, Davis Murphy, Charlotte Sait
ORGANISING TEAM: DEVELOPMENT COORDINATOR: Justine Moran
SACS LEAD ORGANISER: Tracey Coorey
SACS SENIOR ORGANISER: Stuart Maggs
SACS SENIOR ORGANISER: Jeremy Young
GOC LEAD ORGANISER: Ben Jones
GOC LEAD ORGANISER (LEAVE): Danny Reeves
GOC SENIOR ORGANISER: Brendan Parkinson
LOCAL GOVT LEAD ORGANISER: Tom Rivers
SEQ LOCAL GOVT. LEAD ORGANISER: John Denny
ORGANISERS: Adam Brown, Jessica Daniels, Glenn Desmond, Steve Duncan-Rice, Wayne Inman, Annalise Krupitza, Chiara Millard, Leonie Quick, Jason Shepherd, Imogen Smith, Darci Wanamaker, Pele Wong
MEMBERSHIP TEAM: MEMBER BENEFITS LEAD ORGANISER: Juliet Salmon
MEMBERSHIP BENEFITS OFFICERS: Abygail Bradley, Chevaughan Grey, Loata Han, Rose MacQueen
OFFICE ADMINISTRATION MANAGER: Jane Grey
ADMINISTRATION & FINANCE
COORDINATOR: C ary Pollock
FINANCE & GENERAL ADMININISTRATION
OFFICER: Diana Sparke
MEDIA & COMMUNICATIONS COORDINATOR: Belinda Hogan-Collis
TRAINER: Jim Oliver
ADMINISTRATION OFFICERS: Cianan Beaton, Dominic Skelton, Marylin Taylor
“As the election draws closer, the union movement is mobilising through the Fighting for Queenslanders Campaign to protect our public assets.”
By NEIL HENDERSON - Secretary progress or
Pictured from left: TSU Secretary Neil Henderson, Minister for the Environment and the Great Barrier Reef and Minister for Science and Innovation and Member for Nudgee, Leanne Linard MP and Former Federal Treasurer and Deputy Prime Minister, and National President of the ALP, Wayne Swan, in Brisbane recently.
As the Queensland election draws near, it’s crucial to consider all the progress we’ve made and to contemplate the potential ramifications of a change in government.
Under the Labor Government, led by Premier Steven Miles, we've seen the passage of numerous impactful laws, especially in direct response to member led union campaigns.
Key legislation passed includes the preservation of public ownership of Queensland's power assets and the establishment of the Jobs Guarantee Fund, enshrined in the Energy (Renewable Transformation and Jobs) Act 2024
Additionally, Local Government workers' Superannuation arrangements have been standardised with the rest of the public sector, and Chief Executive Officers in Local Government no longer have the authority to fine their employees.
In contrast, the Queensland Liberal/National Party (LNP) Opposition led by Campbell Newman’s running partner and right-hand man David Crisafulli, has been very quiet about their policy intentions. This isn’t surprising considering the LNP's track record of neglecting to inform us of their intentions like before their previous stint in government.
What we do know so far is that Jarrod Bleije, the Attorney General and Minister for Industrial Relations in the previous Newman Government, and a likely senior minister in a potential Crisafulli Government, announced a proposal to rename the Cross River Rail to the Elizabeth Line in honour of the late Queen. While a respectful gesture, this announcement raises questions about the broader policies and plans of the LNP. It’s hard to forget the absolute devastation caused by the former LNP Newman Government with Jarrod Bleije's reign as Attorney-General wreaking havoc on the industrial relations landscape in Queensland.
He made sure Queensland workers suffered and ensured that there was:
• Zero bargaining and no agreement-based pay raises in local government for nearly three years.
• Absence of consultation regarding workplace changes.
• A slashing of sick leave by 33%.
• A cap on redundancy pay at 16 weeks, disregarding agreements stipulating higher amounts;
• A lack of support for workers affected by council de-amalgamations, leading to nightmares for many members in areas like the Sunshine Coast, Mareeba, Mossman, and Rockhampton.
• Denial of entry onto worksites for Union officials; and
• Absence of union encouragement.
In contrast, the current Labor Government, led by Premier Miles and Industrial Relations Minister Grace Grace, has pursued a more inclusive approach.
This was evident in the comprehensive consultation process for the 2016 redrafting of the Industrial Relations Act, which included union officials and delivered several key benefits including:
• Enshrined pre-decision consultation in legislation.
• Guaranteed right-of-entry entitlements for union officials.
• Access to Domestic and Family Violence Leave for workers.
• Job security provisions for power industry workers during the energy transition.
• A 20% uplift of funding for frontline housing/ homelessness and domestic family and sexual violence sector workforce and now some additional funds to the sector for youth justice services.
It’s little wonder, the LNP is so desperate to get its hands on the legislative levers again before you find out what they have planned. This is why they are so verbose on the rhetoric, but light on the details. There are many other important points to consider in relation to how Governments are dealing with the cost of living crisis. The significant power rebate of $1000 for Queensland households funded by taxes on coal mining super profits, underscores the benefits of public ownership of major electricity assets. This ownership ensures a planned and orderly transition of power operations, avoiding abrupt closures by multinational corporations. Imagine waking up one day to find that a multinational headquartered in Singapore has decided to close one of our major power stations!
Let’s face it, something as important as our power industry needs more than thought bubbles. At present there is a well thought out plan that will deliver base load power needs of Queensland using world class proven technology that can be delivered and will keep on delivering for decades in combination with the renewable energy provided available in abundance in Queensland through solar and wind power. That is quite a contrast to the LNP nuclear power option which has not been picked up anywhere else in the world, is uncosted and expensive and which will leave us and generations of our children with a waste problem that so far no one else in the world has been able to solve.
The stakes are high!
Experience tells us that if the LNP returns to power, they're likely to push through aggressive policies like privatisation and, slash services, restructure workplaces, impose wage freezes, attack women's rights, and discriminate against minority groups with divisive rhetoric.
Is this the future we want for our great state and for Queenslanders?
power in unity
By KATE COTTER - Branch President
Pictured from left: Federal Minister for Infrastructure, Transport, Regional Development, and Local Government and Member for Ballarat, Catherine King MP, TSU Branch President Kate Cotter and TSU Executive President Jennifer Thomas discuss the Senate Inquiry into Local Government.
The Services Union has consistently acknowledged the power of unified action. As we move into the second half of 2024 it's imperative to reflect on the milestones we've achieved so far this year and the path we're charting for the next 18 months.
In late 2023, our Branch Council redefined the goals of our Union reflecting our core values, vision, and dedication to our members.
At the heart of our goals lies a steadfast commitment to securing safe and secure work for all our members while at the same time enhancing member wages to align with the cost of living.
Over the past six months, we've remained committed to strategically engaging in targeted lobbying efforts to drive legislative reform for the benefit of our members, their industries, and local communities.
For example, our Union led the long campaign for Paid Domestic and Family Violence Leave to be mandated by law. Additionally, our Delegates and members, who work in frontline Domestic and Family Violence services, have been pivotal in the effort to criminalise Coercive Control in Queensland.
Since March 2024, the new laws have officially recognised Coercive Control as a form of domestic violence, providing enhanced support mechanisms such as paid leave and workplace protections for all Queenslanders.
Our Union is equally committed to ensuring our members remain employed in sustainable workplaces especially in a climate safe economy, campaigning for government investment in frontline services, and strengthening delegate structures to enhance membership growth and retention.
The effectiveness of our Objectives, in the past six months, can be measured by our achievements, such as:
• The elevation of library staff wages and recognising the value of technical officers' work with a wage increase.
• Securing a 20% funding increase in crucial sectors like housing, homelessness, and domestic and family violence services; plus enabling members to meet community demands and implement safer two-worker models.
• Achieving pay increases ranging from 5-15% across all sectors
• Returning funds to members through effective representation.
• Ensuring future job opportunities and skills development in the Energy Industry.
These are significant victories and are a testament to our members’ efforts alongside other unions and peak organisations. It also demonstrates the commitment of the Albanese and Miles governments to attentively listen to our members' voices and endeavour to address their concerns.
An example of being included in decision making is when we engaged with the Federal Minister for Infrastructure, Transport, Regional Development, and Local Government, Catherine King MP, advocating for the establishment of a Senate Inquiry into the Local Government Industry. This call was heeded, with the government announcing its intention in March.
On the other hand, dealing with uncooperative employers poses significant challenges for our Union, often turning the journey to secure fairness and justice for our members into a daunting uphill battle.
We've encountered significant hurdles with companies like Qantas where the issues associated with rostering are a constant burden for our members. More recently, we've been actively assisting members employed in BlueCare services at UnitingCare where significant changes have affected workers from the organisation. These two workplaces highlight the essential
role that unions play especially during times of economic uncertainty and corporate restructuring.
Our Union boasts an experienced Branch Executive and Branch Council as well as dedicated Industry Division Committees delegates all focused on propelling our Union forward. Members can readily reach out to any of us through their Delegates, or better yet, seize the opportunity to become Delegates themselves.
Our Union offers an array of extensive Delegate Training opportunities each year as well as time for networking at annual conferences which we have just held on the Sunshine Coast and in Mackay – we will always be by your side!
Keeping all this in mind, it's crucial to recall the pro-privatisation and anti-worker policies of the previous administration led by Campbell Newman and David Crisafulli in Queensland. It's essential that we remain steadfast in our direction and engage in conversations with non-members about the achievements secured through our union campaigns and Enterprise Bargaining Agreements. With the Queensland Election approaching, it's important to talk about what we've fought for in our workplaces, because there is much at risk!
Finally, I would like to pay tribute to the late Senator Linda White, a warrior of our Union and a relentless advocate for equality and justice. Linda's impactful legacy includes championing the rights of airline workers and leading landmark efforts for equal pay, leaving an indelible mark on countless lives across Australia. Linda also dedicated her working life to nurturing the next generation of activists. Her legacy of strength, intelligence, and commitment to equality endures through us all.
collaboration is the key for change
By JENNIFER THOMAS - Executive President
Everyone in Queensland deserves to feel safe and secure—physically, mentally, and financially—at home, in public, and at work! However, with alarming rates of sexual assault, domestic violence, and workplace harassment disproportionately impacting women, compounded by issues of insecure work and a gender pay gap, it’s crucial that The Services Union continues to campaign for change.
Pictured from left: Queensland Premier Steven Miles, TSU Executive President Jennifer Thomas and Deputy Premier and Treasurer, Cameron Dick at the recent housing and homelessness funding announcement to ensure vulnerable people have safe spaces available to them.
The statistics are stark: twenty-six Australian women were murdered by intimate partners in their own homes in the first four months of 2024, while one in three women report being sexually harassed at work. Women, young people, and those in casual work are most at risk, often hesitant to speak up for fear of losing their job.
We know we can collectively create change. Our Union has led successful campaigns for pay equity, Portable Long Service Leave in the Social and Community Services (SACS) Industry, inclusion of Paid Domestic and Family Violence (DFV) Leave in the National Employment Standards and advocating for women’s reproductive rights. The Queensland Industrial Relations Commission now has the power to deal with workplace disputes about sexual harassment and sex-based harassment for public sector and local government employees.
These achievements stem from collaboration with Labor governments who not only actively seek our advice but invite us to have a seat at the table. More recently, the Queensland Miles Labor Government has implemented extensive legislative reforms, tackling crucial issues ranging from coercive control to funding for homelessness.
Our Union played a pivotal role in the industry alliance which aided the development of the Women’s Safety and Justice Taskforce in 2021. With the introduction of new coercive control laws, Queensland joins a select few jurisdictions globally in explicitly criminalising patterns of behaviour aimed at dominating, intimidating, or controlling others.
In June 2024, acknowledging the trauma faced by DFV survivors, the Miles Government introduced legislation enabling victims to use pre-recorded interviews as evidence in legal proceedings. This aims to reduce the trauma of reliving experiences in court while ensuring perpetrators
face accountability. Queensland's adoption of affirmative consent laws in March 2024 marked a pivotal step in addressing sexual assault, redefining consent as ongoing communication requiring explicit agreement. We will also finally see the decriminalising of sex work from 1 August 2024 ensuring sex workers have equal rights under the law.
Due to our Union’s lobbying, the Miles Government also allocated funding to shelters and support services to tackle homelessness. This funding demonstrates a commitment to providing safe housing, particularly as homelessness among women and girls has increased since the pandemic. Furthermore, in the June 2024 Budget, Treasurer Cameron Dick also announced a 20% funding increase for DFV support services, more support for Medicare-ineligible victim survivors, further funding for access to period products for girls in primary schools, and $41.8 million to improve access and give women more choices in their reproductive health.
In Canberra, the Federal Albanese Government will include superannuation with Paid Parental Leave and extend it to six months by 2026. They have also committed significant funding to combat domestic and family violence, introducing a ‘leaving violence payment’ for survivors. New legislation hopes to criminalise deep fake pornography with up to six years in prison for offenders. Our Union’s collaborative efforts have made significant progress for women, but the upcoming Queensland election poses a significant risk.
The Liberal National Party’s (LNP) contrasting stance on women's issues compared to Labor's proactive approach is glaring. David Crisafulli's leadership trajectory, from losing in Mundingburra to controversially securing the Seat of Broadwater by unseating incumbent woman Verity Barton, and his tenure as Local Government Minister under Campbell Newman, highlights this division. During their tenure, our
Local Government members were consistently sidelined by David Crisafulli, who never met with our Union. An LNP Government poses a risk of rolling back the hard-won progress of our members and Workplace Delegates, particularly for library workers (mostly women), in increasing their wages through our Lifting Local Libraries Campaign.
The dangers within the LNP ranks for women extend well beyond just the Leader of the Queensland Opposition! David Crisafulli along with Shadow Minister for Women Ros Bates and former Attorney General in the Newman Government Jarrod Bleijie, voted against the 2018 legislation to decriminalise a woman’s right to choose without fear or stigma. With the possibility of Jarrod Bleijie assuming a senior position in a Crisafulli-led government, particularly as Attorney General and Ros Bates becoming the Minister for Women, it’s a real danger that the progress made in these areas could be undermined or even reversed.
As Minister, Jarrod Bleijie enforced gag orders on the predominantly female SACS Industry workforce while the government cut funding to their essential services, leading to job losses and reduced access to critical support for women. When Labor was elected in 2015, they repealed these laws. Who's to say that Jarrod Bleijie won't attempt a second strike?
The preselection of former LNP Queensland Senator Amanda Stoker for the Seat of Oodgeroo poses a significant threat to women’s rights. In 2018, she opposed her party’s Bill to eliminate the tampon tax, is known for her anti-LGBTIQ views and opposition to a woman’s right to choose. If elected in October, she will likely promote her views within the LNP Caucus, impacting women across Queensland.
A Crisafulli-led government could undo progress for women in Queensland, given their history of neglecting women’s concerns, silencing voices, and opposing crucial legislation. Is this risk worth taking?
navigating disability disclosure
By REBECCA GIRARD - Deputy Secretary
In Queensland, ensuring fair treatment and equal opportunities for workers with disabilities is not just about doing what’s right; it’s the law! The Services Union (TSU) is dedicated to fair treatment of members with disabilities, particularly regarding disclosure decisions at work.
Under Queensland's Anti-Discrimination Act 1991 and the Work Health and Safety Act 2011, strong legal protections ensure the rights and well-being of individuals with disabilities in the workplace.
These laws prohibit discrimination, mandate transparent communication, and require reasonable adjustments to support an inclusive work environment. Employers must provide a safe, hazard-free workplace for all employees, emphasising the importance of valuing abilities over disabilities and prioritising everyone's safety and welfare.
Disclosure and Communication:
Navigating disability disclosure at work can be challenging. The Anti-Discrimination Act 1991 offers clear guidelines on when and how to disclose. Effective communication, trust, and mutual respect empower employees to disclose without fear of discrimination. Employers must foster a culture of openness, empathy, and confidentiality to encourage such disclosures.
Reasonable Adjustments:
Central to the principles of inclusivity is the fact our laws mandate employers to make reasonable adjustments to accommodate the needs of employees with disabilities. These adjustments may include physical modifications to the workplace, flexible work arrangements, provision of assistant technologies, modification of duties and awareness training for other employees.
Editor of The Conversation Misha Ketchell wrote in 2023 that making workplaces inclusive for disabled workers includes the promotion of working from home. He explained that enabling disabled workers to work from home for increased autonomy, productivity, and better health, and simplifying the process for managers to approve remote work requests, even exceeding usual limits, “…may deliver the best outcomes for both organisations and employees.”
By embracing the principles of reasonable adjustments, employers not only fulfil their legal obligations but also unlock the full potential of their workforce.
Promoting Inclusive Workplaces:
Beyond legal obligations, fostering inclusive workplaces which embrace diversity is beneficial for businesses. Employing people with disabilities can significantly improve an organisation according to Luisa Alemany and Freek Vermeulen in the Harvard Business School Review in 2023. Their research indicated that having employees with disabilities in its workforce can build a firm’s competitive advantage in four ways:
1. Disabilities often confer unique talents that make people
better at particular jobs.
2. The presence of employees with disabilities elevates the culture of the entire organisation, making it more collaborative and boosting productivity.
3. A reputation for inclusiveness enhances a firm’s value proposition with customers, who become more willing to build long-term relationships with the company; and
4. Being recognised as socially responsible gives a firm an edge in the competition for capital and talent.
However, despite legislative protections, challenges remain in ensuring full equality for people with disabilities in the workforce. Whether overt or subtle, discrimination continues to be a barrier to employment for many. As reported by Felicity Caldwell in the Brisbane Times in April 2024, “…A recent survey of the Queensland public service revealed only 54 per cent of public servants living with a disability had spoken about it with their manager or supervisor.”
In 2019, Branch Councillor for Disability at TSU and Workplace Delegate, Toni Drever faced an unexpected diagnosis of Relapsing, Remitting Multiple Sclerosis. While working as a train guard at Queensland Rail (QR), she began experiencing symptoms that made it impossible to continue in her role.
Courageously disclosing her medical condition to her employer, Toni discovered QR had established processes to help staff apply for positions better suited to their needs. Three years ago, Toni transitioned to a Communications Officer role at QR. She and her colleagues manage train arrival announcements and coordinate assistance for customers with disabilities, ensuring smooth boarding and travel experiences.
Toni acknowledges that disclosing a disability is challenging but urges members to do so to foster more accepting and inclusive workplaces. “People have often been afraid to disclose their disabilities, fearing it would be perceived as an inability to perform the job as well as a non-disabled person or that it would cause major workplace disruptions,” Toni explained. “My diagnosis made me change the way I look at things. Stigmas need to be challenged and not feared.”
Our Union is dedicated to advocating for our members with disabilities, guaranteeing equitable treatment in the workplace. When facing the decision of whether to disclose a disability, our experienced Industrial Officers are readily available to provide support and guidance over the phone at Services Connect on 3844 5300.
Pictured from left: TSU Deputy Secretary Rebecca Girard and TSU Branch Councillor for Disability and Delegate, Toni Drever are driving our campaigns to ensure our members with a disability are safeguarded at work.
Bridging the gap
The reality of super and women
The amount of super you retire with is largely determined by the salary you earn and the type of work you do over your working life. The more you earn – the more super you have. Australian women retire with around 25% less in super than men1
Many factors influence this outcome, including:
• the gender pay gap (in Australia, men have higher average salaries than women in 95% of all occupations, including those where women dominate the workforce)2
• time out of the workforce to care for children and other family members, and
• casual or part-time work.
We’re advocating for change
At HESTA, around 80% of our one million members are women. Women who trust us to look after their financial future. That’s why we use our collective voice to address inequities impacting our members and those we see falling behind.
We have two main asks of policy makers:
01 Improving equity in super
It’s why we’re asking to increase the threshold to the low-income super tax offset (LISTO) so that more lower-paid workers, like many HESTA members, could see higher super savings.
02 ‘Carer Credit’ for unpaid parental leave
We’re advocating for the introduction of a carer credit to compensate parents for superannuation lost due to unpaid parental leave, as even a small boost to a primary carer’s super could create huge potential long-term benefits at retirement.
Paid parental leave reform
After more than 13 years of tireless campaigning from HESTA and others, we’re thrilled with the Federal Government’s recent announcement that super will be paid on the Commonwealth Parental Leave Pay scheme from 1 July 2025. Women take 86% 3 of paid primary carers’ leave, and this important equity measure will give Australian women’s retirement savings a much-needed boost, helping to close the gender super gap.
Find out more
Find out about what we’re doing to improve the drivers of financial disadvantage at hesta.com.au/advocacy
1 Association of Superannuation Funds of Australia, Policies to reduce the gender super gap, July 2023. https://www.superannuation.asn.au/wp-content/uploads/2023/09/230712_ASFA_Research_Note_Super_Gender_Gap.pdf
2 The Australia Institute Centre for Future Work, The Times They Aren’t A-Changin (Enough), March 2023.
3 Workplace Gender Equality Agency, Australia’s Gender Equality Scorecard November 2023, p6.
It was another huge turnout by members across Queensland to celebrate Labour Day in 2024. Many thanks to our wonderful members Di Forsyth, Terese Kingston and Angus Trusler who ran the Cairns, Mackay and Blackwater events.
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the future of our union
The power of young workers lies in their collective voice and commitment to advocating for fair workplace rights, driving change, and shaping a more equitable future.
By DYLAN KNIGHT - Youth Committee Coordinator
The third annual Young Workers Conference, hosted in partnership with Queensland Unions, provided a platform for young workers to exchange insights on tackling workplace injustices such as gig work exploitation and inadequate work breaks.
Held on 20 April at Southbank TAFE in Brisbane, the campus buzzed with energy as over 100 young workers from diverse sectors gathered to discuss improving workplace rights for young people. The event was marked by spirited discussions, strategic planning, and a shared commitment to creating a fairer work environment for the next generation.
Throughout the day, participants engaged in a series of workshops and panel discussions led by experts in labour rights ranging from activists
and unionists to superannuation representatives. The topics ranged from understanding employment laws and negotiating better pay to addressing workplace discrimination and ensuring safe working environments. The Conference also highlighted historical achievements secured by working people, showcasing the enduring impact of collective action.
Young Workers Hub (YWH) Organiser and member of The Services Union Bianca Read said it was clear from the large turnout, young workers in 2024 stand on the shoulders of so many incredible trailblazers who’ve come before.
“By reflecting on how far working people’s rights and entitlements have come, particularly around issues like gender equity, young workers today can see how much we can achieve by using our collective voice,” Bianca said. “It’s
clear young people need to keep using our voices to progress our rights in the workplace.”
TSU Branch Councillor for Youth, Josh Bauer said that he had the opportunity to listen to leading experts discuss the housing crisis.
“Cost of living is a big issue for young workers and workers need a pay rise to keep up with the near impossible dream of living in a home let alone owning one,” Josh explained. If we want this to improve we need to stand up together so we can educate each other, stop being taken advantage of and fight for proactive change.”
The YWH is now rolling out visits to schools across Queensland to educate students about their workplace rights. If you’re a member under 35 years of age - please get it touch at: youth@theservicesunion.com.au.
Pictured from left - The future of our Union: David Fowler, Cassandra Alford, Connor Wood, Lachlan Varley, Dylan Knight, Bianca Read and TSU Branch Councillor for Youth, Josh Bauer at the Young Workers Conference in Brisbane
Super Insider podcast
Australian Retirement Trust’s Super Insider podcast takes you behind the scenes of super with exclusive insights, tips and strategies to help you make the most of your super and achieve your best retirement.
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• How to retire well with confidence.
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pride in progress
The Services Union Triumphs with Pride: A Bright Start to 2024!
By DARCI WANAMAKER - Pride Coordinator
The Services Union concluded last year on a high note by winning the inaugural Queensland Unions’ Pride Award for Best Campaign.
This accolade is a testament to the unwavering dedication and hard work of our Pride Committee from across Queensland. Their relentless efforts in promoting and establishing our Union’s We Are Everywhere Campaign over the past two years has truly paid off. This win has set a remarkably high bar for 2024, and we are more than ready to rise to the occasion!
True to the Pride Committee’s spirit, we have embarked on 2024 with vibrant enthusiasm and determination. Building on the momentum of our recent award win, we convened our inaugural Pride Committee meeting earlier this year. During this meeting, we outlined ambitious plans for 2024/25, establishing a foundation for ongoing progress and advocacy in promoting inclusivity within our Union and beyond. Members also participated passionately in Labour Day marches all over Queensland in May, proudly showcasing the ever-growing Pride contingent. This bold statement of inclusivity and solidarity highlighted our Union’s commitment to creating welcoming and diverse workplaces.
We celebrated Pride month in June, and demonstrating their ongoing commitment to visibility and support for the LGBTQIA+ community, members represented our Union at the Rainbow on the Reef event in Gladstone. Their participation underscored our Union’s dedication to fostering a culture of respect, further solidifying their role as a champion for diversity in regional Queensland.
As we look ahead to 2024, several exciting initiatives are planned to further promote inclusivity and equality. We will be hosting Pronoun and Diverse Language sessions to educate union members on the importance of inclusive language practices as well as Diversity Training to equip Delegates with the knowledge and skills needed to create and maintain inclusive environments. Our Union will continue to acknowledge and support the tireless efforts of Delegates who work diligently to increase visibility and support for LGBTQIA+ and gender-diverse workers. Our successful We Are Everywhere Campaign will also expand its reach to more workplaces, spreading its message of equality far and wide.
With a busy and exciting year ahead extending into early 2025, we remain committed to building safe, equal, and inclusive workplaces across Queensland. By persisting in the fight to advance equality and inclusivity, The Services Union is moving Queensland forward and setting a shining example for others to follow. Our Union’s ongoing efforts aim to ensure no worker is left behind.
Pictured:TSU Branch Councillor for LGBTIQA+ Beck Agius along with Organisers Wayne Inman and Steve Duncan-Rice at the Rainbow on the Reef Festival. Also members fly the Rainbow Flag high at Labour Day celebrations in Brisbane.
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celebrating delegate leadership
Becoming a Delegate for The Services Union is a way to learn new skills, build confidence and create positive workplace change.
By Jim Oliver - Trainer
It’s been a bustling quarter for the Training and Development Team at The Services Union as we continue to roll out our Core Skills for New Delegates course each month.
Alongside this, we’ve supported the delivery of various online courses and built capacity in our industry teams by working directly with our Delegates in their workplaces. Watching our Delegates grow in confidence has been wonderful, with many consistently excelling in enhancing the core competencies of recruitment, representation, and visibility.
Meet Four of our Delegates who have each demonstrated leadership by building union power and advocating to their respective employers on deeply and widely felt issues that members care about.
1. James Harper - Local Government James initiated organising efforts in his branch after a poorly executed
restructure caused significant stress among union members. By surveying members to identify their concerns and building consensus on potential solutions, James successfully established six trained Workplace Health and Safety Representatives who now advocate on WHS matters.
2. Graciel MunezGovernment Owned Corporations Graciel started making an impact immediately after her training. She organised a meeting for both members and non-members to discuss workplace issues and has been consistently recruiting new members. Her union work is driven by her ability to listen to concerns and educate people on how the union can drive change.
3. Jack Margaritis and Linden PeacockSocial and Community Services
Jack and Linden have been leading the charge for a new collective agreement at their community organisation, which provides legal services to disadvantaged community members. Through their
efforts, they have successfully recruited nearly everyone in their workplace to our Union.
Working with these exemplary Delegates has reinforced several key lessons:
1. Continuous Development: Delegate development is an ongoing process that extends far beyond initial training.
2. Building Confidence: New delegates need opportunities to build confidence early in their journey.
3. Practical Application: Development is most effective when Delegates have ample opportunities to apply their skills immediately after training.
Let’s continue to support our Delegates as they lead the way in making meaningful changes in their workplaces. If you’re interested in becoming a Delegate for our Union and acquiring new skills as well as having the opportunity to network, please email us at training@theservicesunion.com.au
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Union power for climate justice in Indonesia
Indonesia, the world’s largest thermal coal exporter, will soon shift significantly away from fossil fuels, massively impacting its workforce. However, its the workers who are gearing up to be the main actors in climate action!
By STEVEN MULLINS - Climate Justice and Regional Coordinator APHEDA
Currently, 75% of Indonesia’s coal is exported, with demand from major countries and the ban on Russian coal exports driving significant market and production growth. Domestic coal reserves primarily fuel Indonesia’s electricity, doubling coal power carbon emissions over the past decade.
But this is destined to change. At COP 26, Indonesia committed to net zero emissions by 2060. This commitment means a dramatic shift in the country’s electricity mix, with coal being phased out entirely and a significant increase in solar PV generation.
To support Indonesia’s energy transition, the Just Energy Transition Partnership (JETP) has secured significant investment, representing the largest energy transition financing package globally to date. However, much more funding is needed to fully realise this transition.
The experience in South Africa has shown the looming threat of breaking up state-owned energy companies to sell them off to private interests. The shift from fossil fuels to renewables and increased electricity output will significantly impact Indonesia’s energy sector workforce. However, unions and workers have been excluded from national planning and remain uninformed at the workplace level.
Union Aid Abroad – APHEDA is supporting a project with SP PLN, an Energy Union representing electricity transmission and distribution workers in the state-owned power company, PT Perusahaan Listrik Negara (PLN), which holds a monopoly on electric power distribution in Indonesia and generates the majority of the country’s electrical power.
In collaboration with Public Services International, APHEDA,
assisted by Dr. Colin Long, Just Transitions Organiser at Victorian Trades Hall Council, has conducted a series of workshops to increase knowledge of JETP and plan for future campaigning and bargaining for union officials working at PLN. There is limited knowledge of JETP among union workers in the state-run energy company, even though JETP represents a fundamental change to their industry.
Regional Secretary of the Energy Union, Nurul Hudha who attended a workshop in Semarang, Central Java said the union must be involved as a voice of the workers. “I will be talking to my members about this,” Mr Hudha said. “Each member must understand what we are fighting for and share the same goal as us, the officials.”
Secretary General of PP-IP, another PLN energy union , Andy Wijaya said participating in the APHEDA project, emphasised that electric power is included in the branches of production that are important for the country and must be controlled by the state. “In carrying out the energy transition, the benchmark must remain under state control, used for the prosperity of the people. In addition, we want to ensure that the electricity produced in this transition process remains affordable and cheap for the community and safe for the environment,” Mr Wijaya said.
With the generous support of Australian unions and members, the Finnish trade union solidarity support organisation (SASK), and the German government’s international development arm (GIZ), Union Aid Abroad –APHEDA supports trade unions in Indonesia, Nepal, and the Philippines to build power for energy democracy and climate justice. Join APHEDA and help Indonesian coal workers to secure a just energy transition. www.apheda.org.au
the power of union density
Through strong union density, members at Energy Queensland Limited and Powerlink electrify negotiations, sparking brighter working conditions!
By BEN ELLIS - Senior Industrial Officer
The recent Enterprise Bargaining Agreement (EBA) negotiations at Energy Queensland Limited (EQL) and Powerlink highlight the importance of union membership and high union density in workplaces.
Strong union membership along with dedicated Delegates across both organisations has empowered us (and other unions) to secure industryleading conditions for workers, which not only flow onto their families but also their local communities.
We’ve delivered:
Annual Wage Increases: Over the course of a four-year EBA, annual wage increases have been set at 4.5%, 4.5%, 3.5%, and 3%, providing financial stability and growth for workers.
Enhanced Superannuation Contributions: Employers have committed to increasing the superannuation contribution rate from
12.75% to 14.75%, ensuring a more secure retirement for employees.
Attraction and Retention Allowance: A new all-purpose ‘attraction and retention allowance’ has been introduced, offering $4.00 per hour for technical roles and $2.50 per hour for administrative and professional roles, aiming to attract and retain top talent. Special Allowance for Registered Engineers: RPEQ registered engineers will receive a substantial $5,000.00 per annum allowance, recognising their expertise and contribution to the industry.
Overtime Benefits Doubled: All overtime will now be paid at double time, acknowledging the extra effort put in by employees beyond regular working hours.
Flexible Work Arrangements:
Acknowledging the changing nature of work, the Agreement recognises that a full-time load can be spread across four days per week on compressed hours
instead of the traditional five days, offering employees greater work-life balance.
Expanded Parental Leave: Paid parental leave has been extended from fourteen weeks to eighteen weeks, providing crucial support to new parents during a significant life transition.
Reaching these outcomes was neither swift nor simple. Negotiations spanned well over a year, and members resorted to taking protected industrial action to achieve their objectives. Delivering these industry-leading working conditions wouldn’t have been feasible without strong membership numbers. Union density matters and provides a mechanism to ensure that all workers are better off.
Thank you to all our Delegates at EQL and Powerlink, for their pivotal negotiating roles and for consistently advocating for our members throughout the extensive and arduous bargaining process.
Pictured: Power playersMembers at EQL during their EBA campaign.
queensland’s energy revolution
The passing of the Clean Economy Jobs Act 2024 and the Energy (Renewable Transformation and Jobs) Act 2024 through Queensland Parliament in April secured Queensland’s spot at the centre of a global energy transformation.
Cementing the transformation of Queensland’s energy grid into law, the Miles Labor Government is expected to create over 100,000 jobs across manufacturing, renewable energy generation, power transmission, and future-oriented industries. Powered by the Queensland Energy and Jobs Plan, the renewable energy target is also now set to 80% by 2035. The government has also secured public ownership of energy
assets and a world-first Job Security Guarantee and Fund.
This fund ensures that workers at publicly owned power stations and associated coal mines have access to new jobs, training, or financial assistance during the transition. The new laws also safeguard Queensland's clean economic future and advance Australia's commitment to the Paris Agreement.
The LNP voted against publicly owned renewables in parliament - making it clear their intention to sell off Queensland energy assets and pursue the introduction of expensive nuclear power if they win the State Election in October. It’s not worth the risk!
Our Union has reached an in-principle agreement with CS Energy’s Corporate Office.
The deal includes wage increases in line with the GOC Wages Policy. AIA employees, paid above agreement rates, will get a minimum 2% annual wage increase.
Both the Corporate Office and Callide agreements will feature enhanced parental leave benefits: 18 weeks of paid primary carer leave, one week of pre-natal
leave, and six weeks of secondary carer leave— among the most generous in government-owned corporations (GOCs).
We’ve also reached an in-principle agreement at Stanwell’s Tarong Power Station, introducing an enhanced income protection scheme and mirroring the wage increases at CS Energy’s Corporate Office.
Our Union has also played a key role in negotiating CleanCo’s first enterprise
agreement, which includes a provision to prevent forced redundancies, offering job protection amid Australia’s evolving energy landscape.
Negotiations continue at Callide Power Station, where members have voted up Protected Industrial Action.
Looking ahead, members are preparing for negotiations at NRG Power Station in Gladstone, aiming to secure job safeguards amid sector changes.
Pictured from left: Minister for Energy and Clean Economy Jobs, and Member for Springwood, Mick de Brenni MP, TSU Delegate Matt Prescott and TSU Secretary Neil Henderson, at Parliament House in Brisbane after the passing of the Clean Economy Jobs Act 2024 and the Energy (Renewable Transformation and Jobs) Act 2024.
Pictured from left: Delegates Gary Phillips and Troy Lonsdale with Secretary Neil Henderson and Delegate Jasmin Munroe at CS Energy.
preserving our progress in the SACS industry
Our collaborative work with the Miles and Albanese Governments has led to significant gains in funding and improved working conditions for community and disability workers, let’s not risk what we’ve already achieved!
By TRACEY COOREY - SACS Lead Organiser
From our Strengthening Community Services Campaign to advocating for fair compensation for Community and Disability workers, our members are part of a current collective push towards a more equitable society.
With the recent Miles Government announcement of a 30% funding increase to specialist Youth Homelessness Services in Queensland, our aim is to secure a similar increase for all frontline youth services, including youth support services and communitybased youth justice services.
Our collaborative relationship with the Miles Government underscores the growing recognition of the critical role these services play in safeguarding the wellbeing of young people.
Our Worth More at Work Campaign sheds light on the challenges faced by community and disability workers, as revealed by a recent Annual Wage Review Survey.
Shockingly, only 4% of respondents feel financially secure on their current wage, with a majority facing difficulties affording healthcare and basic necessities. To help address these concerns, the Union Movement achieved a 3.75% pay rise for Community and Disability workers. Members also continue to actively voice their concerns through our online petition. We also aim to address broader issues such as the right to disconnect from work, fair treatment of casual employees, and the recognition of gig workers' rights.
In May, Delegates from across the nation gathered in Sydney to launch the ASU-commissioned UNSW research into the SACS and Disability Workforce and a new national campaign - Skilled, Respected, Equal. SACS Vice President Maria Leebeek and Delegates Shelley Butcher and Faith Steel, took the opportunity to share their experiences of working in their respective sectors with Federal Minister for Social Services and Member for Kingston, Amanda Rishworth MP.
In great news, the longtime issue of unpaid students’ placements has finally been won through our Union’s campaigning efforts. Treasurer Jim Chalmers announced in his recent Budget that from July 2025, social work students will be able to access a $319.50 a week payment for their practical placements.
The high dropout rate among Community Service Degree students primarily stems from financial stress so this positive move by the Albanese Government shows a promising move towards acknowledging and alleviating the financial burdens linked with education and training.
Finally, our Hands Off Our Sleepover Campaign aims to improve conditions for workers engaged in overnight shifts. Our Union nationally has proposed draft amendments to the Award which include: rest breaks between sleepover shifts, a decisionmaking rule to ensure sleepovers will only be worked when an employee can safely sleep and providing fair compensation for overnight work.
The Miles and Albanese Governments
have shown consideration for our members’ issues, and our collaborative partnerships with both have facilitated significant progress in the SACS Industry, particularly in Queensland over the past decade.
With Health and SACS Industries projected to employ over 480,000 people by 2025-26, the key challenge for employers is attracting, developing, and retaining a skilled workforce in a tight labor market. Our Union is proud to be part of the Queensland Care Consortium, a partnership between Jobs Queensland and peak bodies from these sectors. This collaboration focuses on industry-led, governmentsupported initiatives to enhance workforce development, attraction, and retention.
With a State Election in October and a Federal Election not long after, a change of either government could mean a reversal of everything we’ve worked hard to achieve in the past decade for the SACS Industry. The stakes couldn't be higher!
Pictured above from left: TSU Development Coordinator, Justine Moran, VP for SACS, Maria Leebeek, Delegates Faith Steele and Shelley Butcher with Federal Minister for Social Services and Member for Kingston, Amanda Rishworth MP and SACS Lead Organiser, Tracey Coorey in Sydney.
Pictured from left: Members from Anglicare, Minister for Child Safety, Minister for Seniors and Disability Services and Minister for Multicultural Affairs, and Member for Jordan, Charis Mullen MP, TSU Executive President, Jennifer Thomas and SACS Organiser, Imogen Smith at Queensland Parliament House.
recognition & respect for council workers
The Services Union has secured wage increases through collective bargaining and campaigns focused on recognising the frontline service delivery jobs our members do. However, all these gains could be at risk without maintaining a pro-worker government in the upcoming Queensland Election.
By TOM RIVERS - Local Government Lead Organiser
Last year, The Services Union launched the ambitious Lifting Local Libraries Campaign, which, through unwavering advocacy, successfully elevated Level 1 library workers to Level 2 positions across various Queensland council workplaces.
The councils where we’ve won for our members are; Logan, Gladstone, Toowoomba, Banana, Central Highlands, Somerset, Northern Peninsula, and Cairns Councils.
Nearly 100 predominantly female council employees at these Councils have received a substantial pay increase of up to $7000. This move has not only injected approximately $400k into library salaries, but has also paved the way for further salary enhancements as these members progress through Level 2 increments.
The success of the campaign can be attributed to the dedication of our Workplace Delegates who have tirelessly pushed for fair compensation and recognition of the invaluable work performed by our members in libraries.
Bargaining Update: Union Continues to Secure Wage Increases Amidst Challenges
In addition to the Lifting Local Libraries Campaign, our Union has been actively engaged in bargaining negotiations with various councils. Despite facing challenges such as downward trends in wage offers from some, we’ve managed to secure
some very strong outcomes for members. City of Gold Coast, Northern Peninsula, Lockyer Valley, and Winton Councils have all agreed to substantial wage increases ranging from 3.5% to 8%, demonstrating the effectiveness of collective bargaining in securing fair compensation for workers.
Currently bargaining at 20 councils, our Union continues its commitment to advocating for its members' rights and interests. Negotiations are ongoing at the Toowoomba, Mackay, Central Highlands, Gladstone and Banana Councils. Additionally, preparations are underway to commence bargaining at Brisbane City Council and Bundaberg Regional Council.
However, our wins are also met with challenges. Recently, members at Fraser Coast Regional Council (pictured above) took Protected Industrial Action to demand a fair wage increase that accurately reflects the value of their work and ensures the council's competitiveness with neighbouring regional councils. Members achieved a wage increase of 6% this year plus a $1200 sign on bonus.
Our continued commitment to members working in Aboriginal and Torres Strait Island Councils.
The Labour Day rally held on Friday, 17 May on Thursday Island saw a turnout of dedicated members from our Union united in their pursuit of fair treatment at work, improved working conditions and wages, and solidarity. With this in mind it was great to catch up with members and celebrate
the successfully negotiated Certified Agreements at both the Northern Peninsula Area Regional Council and the Torres Shire Council, bringing about substantial wage increases and improvements in working conditions for workers.
At the Torres Shire Council, members (pictured above) achieved a remarkable 8.5% increase in wages for the current year, compensating for the absence of any increase the previous year. Additionally, an increase in annual leave from five to six weeks was secured, offering employees a more balanced work-life structure.
Meanwhile, at the Northern Peninsula Area Regional Council, our members secured, 8%, 4%, and 4% wage increases over the course of the agreement, alongside several enhancements to their working conditions. Notably, the transition to locality allowances for all employees was a significant win, representing a substantial improvement in compensation.
With these victories under our belt, we now set our sights on the next challenge: bargaining at the Torres Strait Island Regional Council (TSIRC), which oversees operations across 15 remote islands in the Torres Strait.
As negotiations commence, our Union remains steadfast in our commitment to advocate for fair wages, improved conditions, and better opportunities for all employees in the region. Our Union stands ready to ensure that the voices of workers in the Torres Strait are heard and respected.
Supporting members in Water.
Finally, members at Urban Utilities (UU) are back at the bargaining table for the SAS Laboratory Employees Enterprise Agreement, following a successful previous negotiation that showcased the power of union solidarity.
Additionally, preparations are underway for renegotiation of the UU outdoor agreement, with our new endorsed Workplace Delegate Glen Schumacher ready to represent workers in the sewage treatment sector.
Our Union has got some great wins under its belt so far this year and we’ve got some fantastic campaigns that we are running with. In addition to our successful Lifting Local Libraries campaign, our Technical Progression campaign has already resulted in over a dozen members being promoted from Level 4 to Level 5, with some receiving significant backpay— up to $37,000.
Don’t risk what we have gained in Local Government.
As we continue to achieve our goals, we recognise the significance of the upcoming Queensland Election, which offers voters two distinct choices. Under the pro-worker Labor Government, the Local Government Industry has flourished over the past nine years.
The Miles Government has involved us in key workplace decisions, enhanced rights for Workplace Delegates and Health and Safety Representatives, and consistently improved wages and conditions. Conversely, a Crusafulli-led LNP Government would likely harm workers’ conditions and undermine workplace rights, which is a risk we cannot afford to take.
Pictured below from left: LGAQ Manager Workforce and Industrial Relations, Elle Ackland, TSU Executive President Jennifer Thomas, Lead Organiser Tom Rivers, Delegate Louise Lillingstone, Minister for Housing, Local Government and Planning and Minister for Public Works, and Member for Gaven, Meghan Scanlon MP and LGAQ CEO Alison Smith at Queensland Parliament House.
A seven-step guide for mental and physical well-being
Did you know our mental well-being is closely linked to our physical health? Recent studies show that mental health issues like anxiety and mood disorders can also lead to serious physical problems like heart disease and diabetes.
One Australian study found that 42% of people with mental health struggles also face chronic physical conditions. Without support, these issues can affect the quality of your life, your family stability, and increase socioeconomic disadvantages.
Want to take care of your physical and mental health? Here are seven easy steps:
Step 1. Incorporate physical activity: Exercise lifts your mood. Aim for 30 minutes daily, but even a 10-minute walk boosts mental energy and mood. Any amount of physical activity is better than none.
Step 2. Maintain a healthy diet: What we eat plays a significant role in our mental health. Maintain a balanced diet with fruits, veggies, protein, and water.
Step 3. Get enough quality sleep: Quality sleep is vital for overall health, allowing our bodies to rest and stay healthy. Stick to a regular sleep schedule and avoid screens before bedtime.
Step 4. Stop smoking: Smoking not only increases anxiety and tension- it also stops your body from producing dopamine, the ‘feel good’ chemical, fueling nicotine addiction. Reach out to healthcare professionals or enroll in programs like Quit HQ to break the cycle.
Step 5. Manage stress effectively: Stress is a natural part of life, but if not managed, it can affect our appetite, energy levels, digestion, and sleep. Try meditation and yoga to stay mentally and physically strong.
Step 6. Reduce exposure to social media: Reduce exposure to negative news and social media. Instead, focus on activities you enjoy or spend time outdoors in the sunshine.
Step 7. Cultivate social connections: Social connections are essential for mental and physical well-being. If you’re feeling lonely, try talking to family and friends, joining groups, volunteering, or exploring new activities.
Along with these steps, therapy, hypnotherapy, and counseling can give you extra help by providing tools to build a strong base for your mental and physical health in the long term. With Union Health extras cover, ensure you and your family access benefits for mental wellness services.
full steam ahead for members in the rail industry
The Services Union’s persistence pays off: 200 Queensland Rail Porters granted permanent jobs thanks to our collaboration with Queensland Minister for Transport and Main Roads and Minister for Digital Services Bart Mellish MP.
By DANNY REEVES - GOC Lead Organiser
The Services Union has successfully secured permanent positions for approximately 200 NGR Fixed Term Porters at Queensland Rail (QR) ensuring their job security.
Despite delays due to discussions on a new Business Operating Model in Stations, our persistence paid off. Following our meeting with Queensland Transport Minister, Bart Mellish MP, QR committed to converting all porters to permanent status starting from May 13, 2024.
This win demonstrates our Union's capacity to make a positive difference in the lives of our members within the Rail Industry, and it illustrates the Miles Government's readiness to listen to our concerns.
Simultaneously, QR is undergoing a
Corporate Centre restructure, marked by transformative changes aimed at bolstering operational efficiency and employee well-being. Key adjustments include elevating safety within operational teams, integrating physical and mental well-being initiatives, and enhancing the role of the Chief Information and Digital Officer within the Executive Leadership Team (ELT).
Notably, the structure for operational SEQ and Regional lines of the business remains unchanged.
However, despite these organisational aspirations at QR, challenges persist. The Train Control RMC's Roster Code of Practice emerges as a contentious issue, with conflicting interpretations leading to confusion around overtime provisions and shift penalties. Tom Edwards is in charge of resolving these disputes through established procedures. Many thanks to Tom for
his advocacy for our Union.
Similarly, the Security Monitoring team grapples with unresolved issues within its Roster Code of Practice. Thank-you to Delegate Andrew Tattis who collaborates closely with the Rail, Tram and Bus Union in navigating these challenges effectively.
Furthermore, the Train Monitoring Officers are encountering hurdles arising from a dispute regarding their rosters. In response, a working party has been convened to deliberate possible changes and outcomes, signalling a commitment to resolving issues through collaborative efforts.
As QR tries to steer itself through these changes, it’s apparent our Union’s presence as well as our collaborative relationships with Queensland Ministers helps to ensure the business stays on track.
Pictured from left: TSU GOC Lead Organiser Danny Reeves, TSU Vice President of Rail Andrew Somerville, Minister for Transport and Main Roads and Minister for Digital Services and Member for Aspley, Bart Mellish MP and TSU Secretary Neil Henderson at Parliament House where they met to discuss employment security for QR Porters.
gladstone ports corporation faces storm over restructure
Gladstone Ports Corporation (GPC) and The Services Union are in dispute over the company’s restructure, citing inadequate consultation and lack of transparency.
Members of Gladstone Ports Corporation (GPC) consistently voiced their concerns regarding the consultation process during the company’s full organisational restructure.
Frustrated by the inadequate engagement in decisions affecting members’ roles and working conditions, The Services Union has put the entire restructure into dispute, holding up any progress with the organisational change.
Workplace Delegate at GPC Terese Tobin, said the objective of the restructure was never shared with the workforce. “It seemed like change for change’s sake, where the new CEO wanted to make his mark,” Terese said.
Fellow Workplace Delegate, Peter Rassmussen, agrees. “There has been no reason shared as to what was so broken that this needed to be approached in a top-down, whole-of-
business approach,” Peter explained. “This is a new CEO putting his stamp on the business. If it doesn’t have the CEO’s stamp of approval, it doesn’t move forward.”
In response to our Union’s dispute, GPC has now committed to implementing a comprehensive consultation framework. This represents a substantial departure from previous practices, aiming to enhance transparency and inclusivity in decision-making processes that impact employees. While work still needs to be done, our Delegates are reporting some improvement in how the business is consulting.
In addition to addressing these collective concerns, our Union has been actively involved in managing various individual member issues, including handling general protections claims. Furthermore, negotiations are currently underway for a new GPC Enterprise Bargaining Agreement (EBA), which will define future working conditions and benefits for GPC employees.
The developments at GPC underscore the importance of effective communication and collaboration between management and employees during times of organisational change.
It also highlights the pivotal role Delegates play in advocating for workers rights and ensuring fair treatment within the workplace.
Peter said that along with direct representation, there has been a large amount of discussion, counselling, and providing information to members and colleagues about how and where to access assistance. “The importance of allowing people to express their concerns and how it is impacting them cannot be underestimated,” Peter said.
Terese agrees. “There is genuine appreciation from members, and we all support each other.”
As negotiations for the new EBA proceed and GPC progresses its consultation framework, we closely monitor their impact on the workplace.
Pictured from left:GPC Delegate Peter Rasmussen, GOC Lead Organiser Danny Reeves and GPC Delegates Terese Tobin, Daron Foster and Gary Buckle.
airlines members stand their ground
Members at Qantas and Virgin are advocating for fair pay, stable rosters, and enhanced job security, while also standing ground against proposed alterations to working conditions.
In May, Qantas Delegates from across the nation (pictured above) convened in Melbourne to plan the Australian Services Union’s (ASU) agenda for the next two years, with a focus on campaigning for the welfare of all Qantas Group employees.
Central to our Union’s mission are initiatives aimed at securing fair pay, stable rosters, and enhanced job security. Our goals encompass securing real wage growth reflecting value, ensuring stable and predictable rosters, and maximising direct employment while minimising insecure work arrangements for all employees.
Despite the ASU's efforts, a looming challenge emerges in the form of Qantas' proposed alterations to working conditions. The airline's contentious proposals include the introduction of variable hours for full-time employees which risk compromising overtime and scheduled days off! At the same time, Qantas is authorising part-time staff to exceed 7.6 hours of work at standard rates jeopardising overtime compensation protocols.
These proposed changes, initially targeted at Qantas mainline airports and lounges, carry broader implications. If implemented, they could serve as a precedent for extending similar alterations across subsidiaries and operational spheres.
We’ve also launched the Standing Our Ground Campaign to improve rostering standards across Qantas. Our demands include implementing a minimum 28-day notification period for published rosters, enforcing penalties for shift changes by compensating affected employees, ensuring overtime pay for work conducted outside the notified roster, and guaranteeing a minimum 2-day consecutive break each week. In parallel, ASU members within QantasLink are currently in enterprise bargaining negotiations to secure their working conditions.
Meanwhile, Virgin Australia recently pledged to introduce a new part-time role named 'Part-Time 50', aimed at enhancing flexibility and bolstering work-life balance for our members. Despite this commitment, the implementation has yet to materialise.
Virgin has also sought changed roster options, including part-time roster preferences empowering employees to select preferred skills and shifts. We’re urging Virgin to work with our Union to ensure all staff benefit from the advocated enhancements in roster choices and part-time opportunities. It's imperative for Virgin Australia to honour its promises and uphold the rights of its workforce by providing the flexible work arrangements they rightfully deserve.
Pictured: Airlines Conference Delegates in Melbourne, campaigning on wage growth, job security, and roster justice.
Thanks to the efforts of members from the Australian Services Union (ASU) across the nation through the Clock Off, Switch Off campaign, all workers in Australia now have the Right to Disconnect –a landmark victory for work-life balance!
By JESSICA WIGGAN - Lead Industrial Officer
These new workplace protections ensure workers can maintain a healthy boundary between their professional and personal lives.
What exactly is the Right to Disconnect?
Recent amendments to the Fair Work Act 2009 (Cth) have enshrined the concept of the Right to Disconnect. In essence, this grants employees the ability to decline monitoring, reading, or responding to communication from their employer outside of designated working hours.
Why is the Right to Disconnect necessary?
In today's hyper-connected world, the delineation between work and home life often becomes blurred. Many individuals have experienced pressure from employers to engage with work-related communication beyond their contractual hours. The Right to Disconnect addresses this issue, empowering workers to establish a healthier equilibrium between their professional responsibilities and personal well-being.
Understanding when to exercise your right.
It's important to note that the Right to Disconnect doesn’t equate to a complete ban on communication outside of work hours. Rather, it affords employees the ability to refuse contact that is deemed unreasonable. This encompasses various forms of communication, including calls, emails, texts, and messages via platforms like MS Teams, and extends to interactions from third parties such as clients or customers.
How can you determine what constitutes 'Unreasonable'?
Key considerations in assessing the reasonableness of contact include the purpose of the communication, its impact on personal time, compensation for out-of-hours work, job responsibilities, and individual circumstances such as family or caregiving obligations.
It’s important to always ask yourself these five questions if you’re contacted outside of working hours to ascertain whether it’s unreasonable contact:
1. Why am I being contacted?
2. How is this contact being is made and is it impacting on my personal time?
3. Am I paid extra for out-of-hours work?
4. Is this contact part of my job and responsibilities?
5. What is my personal situation (i.e. Is responding to the communication going to impact on my family or caring responsibilities)?
What are your safeguards against retaliation?
Employers are now prohibited from taking adverse action against employees who exercise their right to disconnect. This protection ensures that workers cannot be subjected to negative treatment, disciplinary action, or the termination of their employment as a result of asserting their right to disconnect.
What happens if you find yourself in a dispute with your boss?
If there’s a disagreement—say, your boss insists on after hours contact and you do not agree that the contact is reasonable, you or your employer can make an application to the Fair Work Commission (FWC) to seek a stop order. The FWC can make an order that the employer stop the contact or that the employee stop refusing to engage with the contact.
When do these new laws come into effect?
The inclusion of a right to disconnect clause in all modern awards is slated to take effect from 26 August 2024, with a delayed implementation of one year for small businesses. The specifics of these clauses will be determined through consultation between the FWC, unions, and employer representatives. The ASU has been, and will continue to, advocate to ensure the voices of our members are heard.
Embracing your new working right.
The Right to Disconnect empowers individuals to switch off from work obligations and enjoy their personal time without undue stress or intrusion. By establishing reasonable boundaries, these new laws seek to foster a culture that respects the well-being and contributions of employees both inside and outside the workplace.
We are always by your side!
If contact out of hours is affecting you, it is probably affecting your colleagues too. The Services Union is by your side to provide expert workplace advice & support to create a healthy work/life balance.
Please call our expert Industrial Team at Services Connect at 3844 5300 if you require any assistance. Please also visit our website at www.theservicesunion.com.au where you can download a fact sheet on your right to disconnect.
fixed-term contracts now capped at two years by
Hall Payne Lawyers
The Albanese Government’s industrial relations agenda has ignited a renaissance by modernising workplace rules, particularly in regard to fixed-term employment contracts.
Fixed term employment contracts are contracts that terminate at the end of an agreed specified period. In other words, a worker employed on a fixed term contract will only work for their employer until the date specified in their contract. From December 2023, changes to the Fair Work Act 2009 (Cth) ensure that fixed term employment contracts now have a maximum contract period of no more than two years.
Background to changes to fixed term employment contracts.
The election of the Albanese Labor Government in May 2022 came with a refreshing desire to reinvigorate Australia’s principal statute concerning workplace relations – the Fair Work Act 2009 (Cth) (Act).
Changes to the Act made by the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 (Cth) have drastically altered the nature of fixed term employment contracts, reducing the length of time an employee can be subject to a fixed term contract.
New limitations on employers when using a fixed term employment contract.
The limitations under section 333E of the Act ensure that:
•employers are unable to employ workers, who are not casual employees, on fixed term contracts for a period of more than two years.
•consecutive employment contracts that would have the same effect as having a worker on a fixed term contract for two years are prohibited.
•contracts that have an option for the employer to extend or renew a worker on the same or similar terms, and the extension would result in the worker being engaged under the same contract for longer than two years are prohibited.
Exceptions to fixed term contract limitations.
The Federal Government understands the need for flexibility, and has expressly provided for situations in which the fixed-term contract restrictions under Section 333E would not apply.
These include contracts for employees that are:
•engaged to perform only a distinct and identifiable task involving specialised skills.
•engaged for a training arrangement.
•engaged to undertake essential work during a peak demand period.
•engaged to undertake work during emergency circumstances or during a temporary absence of another employee.
•earning over the high-income threshold.
•engaged under a contract for a job funded by the government.
•engaged in a governance position which has a time limit applied under the governing rules.
•covered by a modern award that permits fixed-term contracts longer than two years.
Benefits of fixed-term contract limitations for employees.
Before these amendments, workers could be employed on fixed term contracts for uncertain periods, with no guarantee of reemployment or improved pay. Workers would be subjected to the anxieties associated with financial insecurity.
In a time when the majority of workers are already subjected to the immense pressures caused by the cost of living and the housing crisis, these amendments seek to relieve workers of the pressures of prolonged employment uncertainty. The new amendments to fixed term contracts will ensure that no worker can be strung along by an employer and be subject to constant uncertainty for time periods that span years.
What to look out for if you are employed under a fixed term contract? If your employer is attempting to
engage you under a fixed term contract it is important to consider the following:
•whether the contract is for longer than a two-year period.
•whether you have been engaged under a series of fixed term contracts that would ultimately be in excess of two years.
•whether the contract provides an option for the employer to extend or renew the contract and, in doing so, may result in a fixed-term contract in excess of two years.
What if I was already on a fixed-term contract immediately before the changes were applied?
The changes to the fixed-term contract limitations only apply to new employment contracts, i.e. those contracts entered into after December 2023. However, if your employer seeks to extend your current contract and this would result in a fixed-term contract in excess of two years, this may be a breach of section 333E of the Act.
Disputes about fixed term contracts
If a worker and their employer cannot resolve a dispute regarding a fixed term contract, either the worker or the employer can apply to the Fair Work Commission for help.
The Commission can help resolve the dispute by:
•holding conciliation or mediation between the parties to discuss a resolution.
•making recommendations on how to resolve the dispute; or
•making a final order in the Commission to resolve the dispute if the other steps above are unsuccessful.
If you need help.
If you are uncertain whether your employer is attempting to engage you under a contract that is inconsistent with these limitations (or you are concerned about other aspects of your employment contract), it is important to understand your rights and entitlements.
Please call Services Connect on 3844 5300 for assistance
