By Your Side Magazine - Autumn/Winter 2023

BY YOUR SIDE

Autumn/Winter 2023

LABOUR DAY : Unions for YES - Marching in support of the Uluru Statement from the Heart.

OFF TO A FLYING START: Representing members in the Airlines Industry across Queensland.

AWESOME TO THE CORE: Members at Apple get up and stand up for their rights!

CONFERENCES: Strengthening Social and Community Services and Local Government.

BY

AUTHORISED

CONTENTS

BY YOUR SIDE

BY YOUR SIDE MAGAZINE www.theservicesunion.com.au

PRESIDENT: Kate Cotter

SECRETARY: Neil Henderson

EXECUTIVE PRESIDENT: Jennifer Thomas

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:

INDUSTRIAL COORDINATOR: Rebecca Girard

SENIOR INDUSTRIAL OFFICERS: Jack Donaghy, Ben Ellis, Merinda Foster, Michelle Robertson

INDUSTRIAL OFFICERS: Sig Bowman, Dylan Knight, Maddy McGinnity, Davis Murphy, John Spreckley, Jessica Wiggan

DEVELOPMENT AND SACS COORDINATOR: Justine Moran

SACS LEAD ORGANISER: Stuart Maggs

GOC LEAD ORGANISER: Danny Reeves

LOCAL GOVERNMENT LEAD ORGANISER: Ben Jones

LOCAL GOVERNMENT LEAD ORGANISER: Tom Rivers

ORGANISERS: Adam Brown, Tracey Coorey, Jessica Daniels, John Denny, Glenn Desmond, Wayne Inman, Annalise Krupitza, Chiara Millard, Chris McJannett, Brendan Parkinson, Jacqui Pedersen, Jason Shepherd, Imogen Smith, Darci Wanamaker, Pele Wong, Jeremy Young

MEMBERSHIP TEAM:

MEMBER BENEFITS LEAD ORGANISER: Juliet Salmon

MEMBERSHIP BENEFITS OFFICERS: Abygail Bradley, Chevaughan Grey, Loata Han, Rose MacQueen

PROJECT IMPLEMENTATION MANAGER: Zach Walsh

OFFICE ADMINISTRATION MANAGER: Jane Grey

ADMINISTRATION AND FINANCE COORDINATOR: Cary Pollock

FINANCE AND GENERAL ADMIN. OFFICER: Diana Sparke

MEDIA/COMMUNICATIONS OFFICER: Belinda Hogan-Collis

TRAINER: Jim Oliver

ADMINISTRATION OFFICERS:

Cianan Beaton, Dominic Skelton, Marylin Taylor

IN THIS ISSUE ...

03 WELCOME

From The Secretary

Neil Henderson

Lobbying our governments for fair funding, wages and conditions

05 BRANCH PRESIDENT REPORT

From The Branch President Kate Cotter

Our Branch ElectionMaking sure our members’ voices are always heard

06 EXECUTIVE PRESIDENT REPORT

From The Executive President Jennifer Thomas Saving Homelessness Services

08 RECONCILIATION

Supporting Voice, Treaty and Truth Telling. Join the campaign

1O LABOUR DAY 2023 Unions for YESMarching for a Voice to Parliament

12 SACS NEWS

Our Social and Community Services Industry Delegates hold their inaugural Conference in Brisbane

14 MEET OUR NEW SACS VP

Maria Leebeek is the VP for our SACS Industry Division Committee. Read how Maria campaigns for decent wages to ensure quality services

16 LOCAL AUTHORITIES NEWS

What happened at our Strengthening Local Government Delegates Conference

18 ENERGY INDUSTRY NEWS

There is change and great opportunities happening in the Energy Industry. Read how we are supporting our members

20 NEWS IN THE TRANSPORT, AIRLINES AND ADMINISTRATION INDUSTRIES

RAIL - Members campaign to ensure a strong Industry for the future

AIRLINES - We take over Airlines

Find out what is happening with our members at Qantas, Virgin and Jetstar

APPLE - Members continue their campaign for a fair and just EBA PORTS - News from the Gladstone and Mackay Ports

24 YOUTH COMMITTEE

Find our how young workers are building power in their workplaces and communities

26 ASU PRIDE

What’s happening with the Pride Committee’s We Are Everywhere Campaign

28 DELEGATES TRAINING

A look at how newly trained Delegates are putting theory into practice

30 MENTAL HEALTH & WELLBEING IN THE WORKPLACE CAMPAIGN - OUR 30TH WAY

How the new Psychosocial Hazards Code is helping to create safer workplaces in Queensland

32 SERVICES CONNECT INDUSTRIAL WORKPLACE SUPPORT

Find out about our new workplace laws regarding Flexibility at Work and Pay Secrecy

32 HALL PAYNE LAWYERS

Can I change jobs when on WorkCover in Queensland?

Read the latest from HPL

A STRONG VOICE

BY NEIL HENDERSON

THE SERVICES UNION IS A PROUD CAMPAIGNING AND LOBBYING UNION AND WE HAVE BEEN BUSY ENSURING OUR MEMBERS’ ISSUES ARE HEARD AT STATE AND FEDERAL GOVERNMENT LEVELS.

In June, members from the Local Government Industry from across the nation will be meeting with the Federal Minister for Local Government, Kristy McBain MP to discuss ways to better secure Federal Government funding. This meeting followed the discussions between the Australian Services Union (ASU) and a number of Federal Minsters including the Prime Minister, Anthony Albanese MP late last year, on funding and skills development for the Local Government Industry nationally. We’ll inform members of the outcomes.

In late April, Executive President Jennifer Thomas and myself met with Minister for Employment and Workplace Relations Minister for the Arts, Tony Burke MP to discuss the impact of the recent legislated amendments to the Fair Work Act and the impending changes the Federal Government is considering. At the same time, a delegation from our Union met with numerous politicians including Treasurer Jim Chalmers MP, to secure $67 million in funding for the Housing and Homelessness Services Sector. If this funding hadn’t been secured, we would have seen job losses and services closed in a housing crisis.

In April, we met with Federal Minister for Skills and Training, Brendan O’Connor MP to discuss the energy transition and skills and training

for the sector. In early May, Federal Minister for Climate Change and Energy, Chris Bowen MP announced the establishment of the National Net Zero Authority to ensure that workers in the Energy Industry are at the forefront of the transition to renewable energy sources. This announcement followed months of lobbying by the ASU and other energy industry unions. It also dovetails nicely with the Energy Industry Council which our Union is participating in and the Energy Workers Charter established by the Palaszczuk Government.

In the same month, Minister for the National Disability Insurance Scheme (NDIS) and Minister for Government Services, Bill Shorten MP, addressed our inaugural Social and Community Services Industry Conference. Minister Shorten explained what he is doing to make the NDIS the best it can and listened intently to our Delegates’ experiences working within the NDIS.

At long last, we have State and Federal Governments which are prepared to listen to what our members have to say on the key issues affecting them. What is even more reassuring is that they are willing to act on what they hear. We are thrilled to have been able to take advantage of these opportunities and to provide members the opportunity to have direct input into government decision making. With a new Branch Executive in place at our Union under the experienced Presidency of Kate Cotter, we are well equipped to ensure members receive the pay and conditions they deserve as well as having a voice in the industrial and funding decisions affecting them.

BY YOUR SIDE | AUTUMN/WINTER

ABOVE: SECRETARY NEIL HENDERSON, MINISTER FOR THE NATIONAL DISABILITY INSURANCE SCHEME AND MINISTER FOR GOVERNMENT SERVICES, BILL SHORTEN MP AND EXECUTIVE PRESIDENT JENNIFER THOMAS.

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l y @ a s u o r g a u

3 T h e n l o g i n

I f y o u h a v e a n y i s s u e s p l e a s e c o n t a c t u s v i a e m a i l a t : m e m b e r s h i p @ t h e s e r v i c e s u n i o n . c o m . a u

FROM THE BRANCH PRESIDENT

BRANCH ELECTIONS - ENSURING OUR MEMBERS VOICES ARE LOUDLY HEARD

BY KATE COTTER

GREAT UNION LEADERSHIP REQUIRES A DEEP COMMITMENT TO REPRESENTING MEMBERS, SIMULTANEOUSLY EMPOWERING WORKERS TO IMPROVE THEIR EMPLOYMENT CONDITIONS, RAISE THEIR STANDARDS OF LIVING, AND BUILD BETTER FUTURES FOR THEMSELVES, THEIR FAMILIES AND COMMUNITIES.

The Services Union continues to be led by Secretary Neil Henderson and Executive President Jennifer Thomas, who have been returned as our elected officials in our recent Branch elections. Both are skilled negotiators and campaigners who always ensure our members voices are loudly heard in our communities and to those in power. They also have a clear vision regarding service delivery and industrial support for members. Jennifer and Neil represent our members with integrity as well as creating a sense of community and shared purpose. Which is why I am extremely proud to work by the sides of Neil and Jennifer in my elected role as our Union’s Branch President. Thank you to all members for your ongoing support.

Our Union is a member driven union which strives to foster an environment where everyone feels welcome, valued, and respected. We are dedicated to upholding democratic principles, where every member has an equal say in decision-making and is encouraged to participate

in our democratic processes. Elections were also held for our Branch Executive and Branch Council. Congratulations to my union colleagues on their elections and I look forward to working with the newly elected team in delivering our Branch objectives.

Our Union continues to work hard to deliver for our members which includes actively promoting positive industrial and community focused outcomes through our collective national, state and local campaigns and actions.

Through our recent political lobbying and campaigning we have helped secure $67.5 million in funding to housing and homelessness services as well as an increase of $3.1 billion in funding to Local Government. Not only this, we have worked for years to help establish a Net-Zero Authority to support Energy workers and their communities in their working transition. Through our lobbying around Super, changes have been made so super is paid on the same day as wages! This means a 25year old could be $6,000 better off at retirement. All of this has been won by union members. With a nation changing Referendum to recognise our Aboriginal and Torres Strait Islander Peoples in our Constitution occurring towards the end of this year, there is more to do! I urge you to get active and vote YES!

BY YOUR SIDE | AUTUMN/WINTER 2023 | www.theservicesunion.com.au

ABOVE: FROM LEFT: VICE-PRESIDENT (VP) FOR LOCAL AUTHORITIES AND BRISBANE CITY COUNCIL (BCC) LAWRIE DOONAR, VP FOR ENERGY LUCAS GARRETTY, VP FOR LOCAL AUTHORITIES AND BCC MARGARET EVANS, VP FOR RAIL ANDREW SOMERVILLE, PRESIDENT KATE COTTER, VP FOR SACS MARIA LEEBEEK, SECRETARY NEIL HENDERSON, EXECUTIVE PRESIDENT JENNIFER THOMAS AND TREASURER, DAVID MCDOWELL. VP FOR DIVERSITY RONNEE MEACHEN AND VP FOR PORTS SHARONE CARTER NOT PICTURED.

SAVING HOMELESSNESS SERVICES

BY JENNIFER THOMAS

WHEN THE FEDERAL GOVERNMENT PLANNED TO STRIP THE COMMONWEALTH CONTRIBUTION TO EQUAL PAY FOR HOMELESSNESS WORKERS, THE AUSTRALIAN SERVICES UNION (ASU) IMMEDIATELY LAUNCHED THE NATIONAL DON’T CLOSE THE DOOR, SAVE HOMELESSNESS SERVICES AND JOBS CAMPAIGN.

This particular federal funding has been provided since 2012 when the ASU won the historic Equal Pay Campaign which raised wages for community sector workers. This decision recognised that for too long, community sector work had been undervalued and underpaid, and had traditionally been seen as ‘women’s work’.

The Federal Government had already committed to lift base funding for services funded directly by the Department of Social Services grants – but housing and homelessness services funded under the National Housing and Homelessness Agreement were not included. We knew that if this $65million in funding was withdrawn, hundreds of workers in frontline homelessness services would lose their jobs and many critical services would be cut. In a national housing crisis, this result would have been catastrophic for our whole society.

Data tells us that close to 300 people are turned away every day from

homelessness services, leaving many people to live on our streets. We knew that these cuts would directly impact highly vulnerable people who are homeless or at risk of homelessness, including women and children escaping domestic and family violence, young people and people aged over 55. Rising rents and an inadequate supply of affordable homes is also putting enormous pressure on the frontline staff and services.

With all this in mind, we called on the Albanese Government to properly fund homelessness services so people needing urgent help could get it, and workers could be paid properly to provide critical frontline services. We had already campaigned and stopped the Federal Liberal National Party from cutting this funding twice in the past, so we hoped we could do it again.

Together with an online petition, our members working in homelessness and housing services across Queensland were loud in their opposition to the funding cut threat. Coming together for photographs and videos, the ASU inundated social media with our message to the Federal Government – Don’t Close The Door

Behind the scenes, a delegation of members from, including our Social and Community Services Industry Vice President Maria Leebeek,

FROM

THE EXECUTIVE PRESIDENT

travelled to Canberra to lobby and meet with MP’s including the Minister for Housing, Minister for Homelessness, Minister for Small Business, Julie Collins MP, Queensland Senator Nita Green, Chair of Standing Committee on Economics and Member for Fraser Daniel Mulino MP and Chair of Parliamentary Joint Committee on Human Rights and Member for Macnamara Josh Burns MP.

Maria said the visit to Canberra was an important step in ensuring our members’ stories were heard and to let our government know the crisis housing and homelessness services are already facing. "It was a great experience to be able to lobby for members, however I did feel the weight of responsibility, Maria said. "I really enjoyed the camaraderie with fellow union members, and we collectively could rally around each other as we met various members of parliament."

These stories were then raised and heard by Treasurer Jim Chalmers MP who our Union met with a couple of weeks later along with CEO at

YFS Cath Bartolo. In this meeting we were able to raise with him directly the devastating impact the funding cuts would have on vulnerable people and workers.

Maria said the meeting with the Treasurer was excellent. "The Treasurer was so open to hearing the experiences of workers," Maria explained. "He was empathetic and willing to work through the issues both during and after the meeting. It was really positive."

Our campaigning paid off with the Federal Government announcing in the May Budget a $67.5 million boost to Housing and Homelessness funding for the next 12 months! This is a huge win by our branch members and their union colleagues from across the nation. Each person who took action to save homelessness services made this happen. Congratulations! We will keep up the hard work as the National Housing and Homelessness Agreement is being negotiated during the next 12 months.

ABOVE: MEMBERS CAMPAIGN ACROSS QUEENSLAND TO KEEP THE DOOR OPEN FOR FRONTLINE HOMELESSNESS AND HOUSING SERVICES AND JOBS!

ANGLICARE BRISBANE YOUTH SERVICE

DARUMBAL COMMUNITY YOUTH SERVICE

GOLD COAST YOUTH SERVICE Q SHELTER JACK'S HOUSE ROCKHAMPTON

WESLEY MISSION

RED CROSS HOMELESSNESS HUB

ROSEBURY YOUTH SERVICE

SHAREHOUSE YOUTH ACCOMMODATION

WOMEN'S CENTRE TOWNSVILLE

YOUTH HOUSING PROJECT

RECONCILIATION IS CORE UNION BUSINESS SUPPORTING VOICE, TREATY & TRUTH

OUR HISTORY IS RICH AND UNIQUE AND BEGINS WITH MORE THAN 65,000 YEARS OF CONTINUOUS CULTURAL CONNECTION TO THE LAND. YET OUR 122-YEAR-OLD CONSTITUTION STILL DOESN’T RECOGNISE ABORIGINAL AND TORRES STRAIT ISLANDER PEOPLE. IT’S TIME WE DID, TOGETHER.

The Uluru Statement from the Heart is an invitation to the Australian people from Aboriginal and Torres Strait Islander Peoples. It asks Australians to walk together to build a better future by establishing a First Nations Voice to Parliament enshrined in the Constitution, and the establishment of a Makarrata Commission for the purpose of treaty making and truth-telling. To walk with Aboriginal and Torres Strait Islander Peoples on this journey is a privilege. Practical recognition to help fix unique challenges related to jobs, housing, health and literacy for Aboriginal and Torres Strait Islander Peoples is also sought!

Experience shows that when grassroots Aboriginal and Torres Strait Islander people can give advice to government about decisions which affect them, better decisions are made. Constitutional recognition in the form of a Voice will mean fewer wasted resources, less party politics and real results. This is an opportunity for all Australians to come together

and contribute to building a stronger, fairer nation.

In November 2022, our member elected National Executive and National Conference passed a resolution unanimously in support of The Uluru Statement From The Heart which includes Voice, Treaty and Truth. Since then, we have been educating members about this important nation changing vote as part of the Unions for Yes Campaign. This has included a statewide Labour Day celebrating the campaign, education and education in workplaces. We were also recently privileged to have ASU WA Branch Secretary Wayne Wood and Deputy Campaign Director From The Heart Kara Keys talk about The Uluru Statement from the Heart and the upcoming Referendum at our recent SACS Delegates Conference.

Reconciliation is core union business not just for our Union, but the entire union movement. As union members we have a voice at the table which gives us an opportunity to have a say on policies and issues which affect us at work. We believe, Aboriginal and Torres Strait Islander Peoples have a right to a voice on issues which affect them. It’s that simple.

We are encouraging all members to sign up and become part of the Queensland Unions For Yes - which you can do via the opposite page.

ABOVE FROM LEFT: MEMBERS FROM MURA KOSKER SORORITY INC ON THURSDAY ISLAND ALONG WITH LEAD ORGANISER TOM RIVERS, SUPPORT THE ULURU STATEMENT FROM THE HEART AND A VOICE TO PARLIAMENT.

LABOUR DAY - UNIONS FOR YES MARCHING FOR A VOICE TO PARLIAMENT

UNION MEMBERS ACROSS QUEENSLAND TURNED OUT IN THEIR THOUSANDS TO CELEBRATE THE LABOUR DAY LONG WEEKEND, FROM 28 APRIL TO 1 MAY 2023.

Members of The Services Union proudly carried corflutes, waved flags and donned T-Shirts emblazoned with a YES message in a strong display of support for a successful Referendum on an Aboriginal and Torres Strait Islander Voice to Parliament.

Executive President of The Services Union, Jennifer Thomas said in November 2022 our member elected National Executive and National Conference passed a resolution unanimously in support of the Uluru

Statement From The Heart which includes Voice, Treaty and Truth. “Reconciliation is core union business not just for our Union, but the entire union movement,” Jennifer explained. “As union members we have a voice at the table which gives us an opportunity to have a say on policies and issues which affect us at work. We believe, Aboriginal and Torres Strait Islander People have a right to a voice on issues which affect them. It’s that simple! It was wonderful to show our Union’s support to the YES Campaign along with the entire Queensland Union Movement.”

Thanks to members, family and friends who attended a Labour Day celebration and an extra big shout out to our amazing Delegates, Terese Kingston and Di Forsyth who organised the Mackay and Cairns events.

Rockhampton

Blackwater

Toowoomba

Mackay

Gold Coast

Bundaberg

Townsville

Brisbane

Cairns

Ipswich

Gladstone

INDUSTRY NEWS - CONFERENCE

A FOCUS ON CAMPAIGNING AND THE CHANGING INDUSTRIAL LANDSCAPE

THE SERVICES UNION RECENTLY HOSTED ITS INAUGURAL SOCIAL AND COMMUNITY SERVICES (SACS) INDUSTRY DELEGATES CONFERENCE, FOCUSING ON OUR CAMPAIGNING ACHIEVEMENTS, THE NDIS AS WELL AS THE CHANGING INDUSTRIAL LANDSCAPE.

Delegates working in frontline community services from across Queensland met in Brisbane to reflect on industry improvements such as pay equity, Portable Long Service Leave and Paid Domestic and Family Violence Leave – rights for workers, won by the active participation of members of our Union. Delegates also workshopped together their campaign goals and what they hope to achieve for their industry.

Guest speaker, National Assistant Secretary of the Australian Services Union (ASU) Emeline Gaske joined Delegates to discuss the requirements needed to retain workers in the SACS Industry. Emeline spoke about the need to increase wages for the workforce and explained how the ASU is calling for a seven per cent rise in the National Wage Case through our It’s Time For A Pay Rise Campaign. Minister for the Environment and the Great Barrier Reef, Minister for Science and Minister for Multicultural Affairs Leanne Linard MP was also a guest speaker and emphasised the work being done by the Palaszczuk Government to strengthen the SACS Industry. Minister for the National Disability Insurance Scheme (NDIS) and Minister for

Government Services, Bill Shorten MP was also a special guest speaker and he spoke about the changes his department is making to make the NDIS the very best it can be. Delegate Faith Steele said it was great to hear from Minister Shorten about his plans to improve the NDIS. “It was refreshing to see someone who knows the NDIS openly address the complexity of issues and acknowledge what the Scheme is, versus what it was supposed to be,” Faith said. “It was promising to share in Minister Shorten’s hope to work corroboratively to strengthen the ethical principles within the NDIS.”

We were also privileged to have had ASU-WA Branch Secretary Wayne Wood and Deputy Campaign Director From The Heart Kara Keys talk about the campaign to enshrine a Voice to Parliament for Aboriginal and Torres Strait Islander Peoples. Minister for Treaty, Minister for Aboriginal and Torres Strait Islander Partnerships, Minister for Communities and Minister for the Arts Leeanne Enoch MP also joined Delegates for an evening event where she discussed a path to Treaty in Queensland.

Faith said she thoroughly enjoyed attending the SACS Conference. “It was truly uplifting speaking to so many like-minded colleagues who genuinely care about the work they do and feel strongly about making real change happen,” Faith said. “It reaffirmed for me that no matter where you work, we are all in this together.”

WITH MINISTER, BILL SHORTEN MP AT

BELOW LEFT: MINISTER LEEANNE ENOCH WITH SACS DELEGATE DI FORSYTH.

CAMPAIGNING & LOBBYING FOR THE SACS INDUSTRY - MEET VP MARIA LEEBEEK

ACHIEVING BETTER OUTCOMES FOR THE MOST VULNERABLE PEOPLE IN OUR COMMUNITIES IS WHAT DRIVES THE SERVICES UNION’S NEW VICE PRESIDENT (VP) OF THE SOCIAL AND COMMUNITY SERVICES (SACS) INDUSTRY, MARIA LEEBEEK.

As Chief Executive Officer at the Gold Coast Youth Service, Maria’s role focuses on giving vulnerable young people, hopeful futures. Her position also requires supporting and leading teams, and planning and collaborating with others on community-based initiatives. The major collaboration is the Gold Coast Homelessness Network where Maria is Chairperson.

Maria started working in the Community Sector after she graduated from the University of Queensland in 1991 with a Bachelor of Social Work degree. Starting as a Youth Worker, Maria has been employed in a number of roles in her 32-year career from frontline service delivery to policy and advocacy. Maria became a union member as soon as she started working and she has been a member of our Union for almost a decade. “I joined our Union as it represents the interest of workers and by joining together, we can ensure workplace protections and rights,” Maria explained. “Good

pay and conditions are essential for a healthy democracy and the wealth of a nation needs to be shared by all, not a few. The Union Movement fights for these basic rights and I love the solidarity that comes with that.”

For many years, Maria has been a very active Delegate representing members in workplaces. She is also a seasoned campaigner and lobbyist for our Union. Not only was she on the frontline in our campaign for Equal Pay, Maria was also recently in Canberra lobbying our Federal MPs to ensure housing and homelessness services had adequate funding. Maria said it can be challenging lobbying those in power, however feels it is very important tell our stories. “It’s important to articulate the importance of the issue,” Maria said. “There’s not always immediate change and it’s not always easy when MPs hold principle positions which are different to yours however, it’s important to always use your voice.”

Maria said she is looking forward to leading our SACS Industry Division Committee. “It’s essential to have a strong, diverse and independent Community Sector in a healthy democracy,” Maria said. “I want to continue to demonstrate the significance of our industry and the importance of decent wages and conditions to be able to deliver quality services.”

UNION, NEIL HENDERSON WITH SACS VP MARIA LEEBEEK AND EXECUTIVE PRESIDENT, JENNIFER THOMAS.

Face the future with confidence

STRENGTHENING LOCAL GOVERNMENT

FROM WUJAL WUJAL ABORIGINAL SHIRE COUNCIL IN FAR NORTH QUEENSLAND TO GOLD COAST CITY COUNCIL IN THE SOUTH, OUR WORKPLACE DELEGATES WORKING IN LOCAL GOVERNMENT TRAVELLED FROM ACROSS THE STATE TO OUR CONFERENCE IN BRISBANE TO CONTINUE THEIR STRENGTHENING LOCAL GOVERNMENT CAMPAIGN.

The Services Union is fully aware that to ensure a strong Industry, we need to work with stakeholders including the Palaszczuk Government, Local Government associations and Councils to tackle the issues currently facing our members working in Local Government. These include attracting and retaining a skilled workforce, with an emphasis on apprentices and trainees, with guaranteed funding across the board.

It was great then to have Deputy Premier, Minister for State Development, Infrastructure, Local Government and Planning and Minister Assisting the Premier on Olympic and Paralympic Games Infrastructure, Steven Miles MP as our special Conference guest. Addressing Delegates, Deputy Premier Miles outlined the State Government’s plans for their industry which includes clear workforce planning objectives, funding and looking to make changes to the Local Government Regulations.

Australian Local Government Association (ALGA) President Linda Scott, Brisbane City Councillor Jared Cassidy and Mayor of Gladstone, Matt Burnett also joined the Conference with a panel discussion centred on:

partnerships, sustainable funding, gender equality, workplace diversity, performance and conduct issues, labour hire, job security; and the need for five-year plans. The ALGA is committed to working cooperatively with our Union to address the need for increased Industry funding from the Federal Government and the necessity to progress gender equality in Councils. We look forward to this collaboration.

Delegates Courtney Dixon, Zoe Studders and Jasmine Spencer shared their stories regarding the workplace approaches they take in advocating for members, bargaining and implementing workplace health and safety procedures and policies. Library Delegates Natalie King and Aaron Radford also discussed our Lifting Local Libraries Campaign which focuses on the issues currently associated with classification pay structures, gender equality and weekend penalty rates. After these contributions, Delegates spent time workshopping practical ways to implement ideas learned throughout the day and also passed a resolution to support our members working in Council libraries.

Finally, we were very honoured to have Statement from the Heart Working Group member, Stephen Mam join us to discuss the Yes23 Campaign to recognise Aboriginal and Torres Strait Islander Peoples in our Constitution through a Voice. Stephen told his remarkable story and explained how a YES vote in the upcoming Referendum will give Aboriginal and Torres Strait Islander people a direct say in the laws that affect them in areas like jobs, health, education, and justice.

ABOVE: DEPUTY PREMIER, MINISTER FOR STATE DEVELOPMENT, INFRASTRUCTURE, LOCAL GOVERNMENT AND PLANNING AND MINISTER ASSISTING THE PREMIER ON OLYMPIC AND PARALYMPIC GAMES INFRASTRUCTURE

ABOVE: LOCAL GOVERNMENT DELEGATES CONFERENCE IN BRISBANE. THEY WERE JOINED BY SPECIAL GUESTS, BRISBANE CITY COUNCILLOR JARED CASSIDEY, SYDNEY CITY COUNCILLOR AND PRESIDENT OF THE AUSTRALIAN LOCAL

ASSOCIATION LINDA SCOTT AND MAYOR OF GLADSTONE MATT BURNETT (BOTTOM LEFT) AND QUEENSLAND STATE CAMPAIGN COORDINATOR FOR THE YES23 CAMPAIGN, STEPHEN MAM (TOP RIGHT).

CHANGE AND GREAT OPPORTUNITY IN THE ENERGY INDUSTRY

WHILE THERE IS ENORMOUS CHANGE OCCURRING IN THE ENERGY INDUSTRY OFF THE BACK OF THE QUEENSLAND ENERGY AND JOBS PLAN (QEJP) WHICH WAS ANNOUNCED IN SEPTEMBER 2022, THERE IS ALSO ENORMOUS OPPORTUNITY FOR OUR UNION TO IMPROVE CONDITIONS FOR OUR MEMBERS ACROSS THE INDUSTRY IN UPCOMING ENTERPRISE AGREEMENT NEGOTIATIONS.

The QEJP was announced at a fortuitous time, as there are several key Enterprise Agreements due to expire within the next twelve (12) months, including those at Energy Queensland, Powerlink, and Callide Power Station. The intentions and initiatives outlined in the QEJP and the Worker’s Charter will be key considerations at the forefront of the agendas for these upcoming bargains. As a result of the QEJP, both Energy Queensland and Powerlink are now in growth phases and need to expand their skilled workforce considerably.

The upcoming negotiations will be key in both these corporations meeting the requirements of the Plan. The Services Union recognises that in a job market with increasing competition for skilled employees, it’s critical that energy employers offer conditions that make their workplaces the envy of the industry. We believe, employers in the energy industry should be looking to meet the demand for additional

skilled workers through appointing and training Queenslanders into these roles. In addition, workers already employed should be provided with development opportunities by way of either further education or training to meet the demand for skilled workers. Further, Government Owned Corporations (GOCs) should be also providing pathways for people who are demographically not well represented in particular jobs within their organisations.

We recognise we are in a unique position to improve conditions for our members. It will be a priority for our Union to: protect existing jobs, particularly those most likely to be impacted by the transition; ensure wages grow and meet the cost of living; ensure our members employed in GOCs are paid wages that are competitive with the private sector for comparable roles; ensure conditions are improved to attract and retain the right people to the industry to support the initiatives of the QEJP; ensure employers are developing and providing opportunities to their existing workforce by way of further education and training; and importantly to facilitate female worker transition into roles that have been traditionally male dominated.

Although the QEJP is bringing about significant change for the Energy Industry, it’s an exciting time for workers employed in the sector.

ABOVE: SENIOR DELEGATE TROY LONDSDALE AND SECRETARY OF THE SERVICES UNION NEIL HENDERSON, GOING THROUGH THE QUEENSLAND JOBS PLAN AT THE ENERGY COUNCIL AT STANWELL POWER STATION IN ROCKHAMPTON IN MAY 2023.

MEMBERS CAMPAIGN TO ENSURE A STRONG WORKFORCE FOR THE FUTURE

AFTER MONTHS OF TRYING TO REACH REASONABLE AND FAIR ENTERPRISE BARGAINING AGREEMENTS (EBAS) WITH QUEENSLAND RAIL (QR), MEMBERS WORKING IN TRAIN CONTROL, NETWORK AND ROLLINGSTOCK WERE LEFT WITH NO OTHER CHOICE BUT TO FILE FOR PROTECTED INDUSTRIAL ACTION (PIA) IN MAY, IN PURSUIT OF THEIR CLAIMS.

This came after waiting weeks for QR management to even respond to unions’ claims for a decent wage increase. A lack of good faith bargaining and delaying tactics by QR management have shown a compete lack of respect to the workforce who are dealing with an unprecedented amount of project work such as the new Cross River Rail, the introduction of European Train Control Systems and the big one, to be Olympic Games ready!

Retaining staff to ensure a strong future workforce is a real issue at QR. To rectify the drain of key personnel, together with the need to address the high cost of living pressures for our members, QR must address the unions’ wage claims in a meaningful way.

QR’s massive projects are already under pressure to meet tight timelines and budget, and it would be in their best interest to turn up to negotiations in good faith.

The Combined Rail Unions are seeking reasonable wage increases in line with the Cost-of-living (CPI) reporting.

The claims also include:

• Retention and attraction – align appropriate wage classifications for Engineers, with retention payments/Allowance for Electrical and Trade based positions.

• Gender pay equity;

• Insecure work – QR must address the use of some 200 fixed term contract employees in Station Customer Service doing Core work.

• Provide Roster Stability in Station Customer Service with appropriate roster notification periods to ensure staff can manage their work and family commitments.

At the time of writing, further consultation is being undertaken with members in Administration Professional and Technical, Stations Operations and Travel and Tourism about whether they will follow their colleagues in balloting for PIA as well.

Our members are strong in their resolve to ensure they receive the wages deal they deserve in what is an extremely busy time across the board at the entity. Our Union will keep members up-to-date with the negotiations.

ABOVE: QR MEMBERS AT CABOOLTURE TRAIN STATION ARE CONTINUING THEIR CAMPAIGN TO STRENGTHEN THE RAIL INDUSTRY.

OFF TO A FLYING START - REPRESENTING WORKERS IN THE AIRLINES INDUSTRY

FOLLOWING A RATIONALISATION OF AREAS OF OPERATIONS IN THE ASU IN QUEENSLAND BETWEEN THE SERVICES UNION AND THE TOGETHER UNION, WE HAVE NOW TAKEN OVER ORGANISING FOR AIRLINE OPERATIONS ACROSS THE STATE.

We’ve been off to a flying start catching up with members across the State as our previous Airline Industry organising was limited to North Queensland. Enterprise Bargaining Agreement (EBA) negotiations continue to dominate the Industry with The Australian Services Union (ASU) Qantas EBA 12 now certified by the Fair Work Commission (FWC) and the Jetstar EBA has now been certified.

ASU Qantas Delegates met recently in Sydney to consider rostering arrangements for both Airport Operations and the Lounges. For members of our Union, there have been a number of rostering issues simmering away, with a dispute over the failure of Qantas to reinstate rostering arrangements enjoyed before the disruption caused by Covid for Airport Duty Managers in Cairns heading to the FWC.

Shift workers involved in continuous operations like the Airline Industry have limited access to the work flexibility that many now see as a normal part of working arrangements.

NO DEAL AT VIRGIN

Meanwhile, there is significant opposition by members to the Virgin Australia Guest Services and Guest Contact Centre EBA which would see cuts to conditions like sick leave and a reduction in the real value of wages over the life of the Agreement, which is also too long with a nominal expiry date of June 2026.

Members are rightly supporting a Vote No Campaign. The proposed EBA was supposed to be balloted from the 18 May, but instead, Virgin has delayed the votes and shown its true colours by not only removing the ASU name from the Agreement but also changing provisions which allows Delegates to attend inductions of new employees. Virgin management has also been active in removing our campaign material from the workplace.

In a stark contrast, the Virgin Integrated Operations Centre EBA has been voted up and will be considered by the FWC very soon.

Bargaining is also underway in a number of the smaller airlines including overseas operators and in labour hire operations. Cost of living pressures has focussed our airlines members’ attention on the importance of securing decent timely wage increases and our Union will continue to ensure that they receive fair and equitable deals.

ABOVE FROM LEFT: ORGANISER JACQUI PEDERSEN, SENIOR QANTAS DELEGATE TREVOR RANKIN AND SECRETARY NEIL HENDERSON REPRESENTING AIRLINES MEMBERS AT BRISBANE AIRPORT.

AWESOME TO THE CORE - MEMBERS AT APPLE IMPROVE WAGES & CONDITIONS

IT’S BEEN A LONG AND FRUSTRATING NATIONAL ENTERPRISE AGREEMENT (NEA) NEGOTIATIONS AT APPLE WITH THE COMPANY CONTINUALLY REFUSING TO BARGAIN IN GOOD FAITH.

This left the Australian Services Union (ASU) no choice but to lodge a dispute with the Fair Work Commission (FWC) earlier this year for better pay and conditions. Recently, mediation has taken place with FWC Commissioner Alana Matheson as Chair. Having this type of mediation has resulted in fairer and more expedient bargaining meetings and puts the onus on Apple to be more responsive and accountable.

Finally, we’re starting to get some positive outcomes to our reasonable claims with Commissioner Matheson recently encouraging bargaining representatives to unite to get the best deal at Apple as soon as possible.

ASU members uniting and staying strong has resulted in more movement from Apple management to improve pay and conditions which include increased penalty and shift rates which reflect the impact of working unsocial and irregular hours and fairer rostering options for full time employees. For part-time retail workers, overtime will now be triggered when an employee exceeds the maximum number of hours in their chosen range rather than the current 38-hours, unless the employee requests additional hours.

There will now also be 25 per cent loading for casual employees which will be applied to the minimum Enterprise Agreement pay rates, instead of the lower Award pay rates. Best of all, the guaranteed pay rise for all NEA covered employees will be highest of the NEA or the FWC Annual Wage Review!

These new developments also come on top of the gains ASU have already made at Apple including:

• Improvements to weekend penalty rates;

• 10 days of gender affirmation leave;

• Improved sick leave provisions; and

• Expanded definitions for family for all leave types and bereavement leave to include cultural events and sorry business.

Members at Apple are strong in their resolve for fair wages and working conditions. They recently attended a national meeting on Wednesday, 31 May to further cement their resolve in achieving an NEA which reflects and rewards the work our members do. Union membership density is also steadily growing across the nation at Apple with a number of members stepping up to become Delegates. Many thanks to our Delegates who have been attending Delegates Training as well promoting the benefits of union membership and collective bargaining.

ABOVE: WORKPLACE DELEGATE AT APPLE, SOPHIE MULLIGAN WITH ORGANISER JESSICA DANIELS RECENTLY IN BRISBANE. OUR UNION IS SUPPORTING OUR MEMBERS AT APPLE WITH THEIR NEGOTIATIONS.

NEWS AT THE PORTS

Gladstone Ports Corporation (GPC) is undergoing significant structural and cultural change. Our Delegates have been doing a phenomenal job supporting members through this process and deserve credit for their advocacy. We will be working closely with members to ensure good and proper processes are followed, and to secure the best outcomes. As a long-standing and respected GOC, there is no excuse for this organisation to be anything less than a great place to work.

We recently celebrated with our members Owen Barton, Mia Domigan and Kevin Cridland and recognised their years of membership with The Services Union. Our members have been at the heart of all our Union’s achievements at GPC over the years and we thank them for their support.

CONGRATULATIONS DEBBIE AND GREG

Executive member of The Services Union and Delegate, Debbie McDonald and Ports Industry Division Committee member and Delegate, Greg Steward have recently celebrated almost 85 years of combined service at North Queensland Bulk Ports Corporation in Mackay. So loved are Debbie and Greg at the Port, that in appreciation there is now a vessel named after Debbie and a truck after Greg! There was a big celebration at the Port, with our Executive President Jennifer Thomas attending! Congratulations Debbie and Greg!

Queensland Government super changes

The Queensland Government is making some changes to its super arrangements for employees in 2023.

The first change occurred on 1 April 2023 and other changes are coming into effect on 1 July 2023.

To help you understand what it might mean for you, including how the changes could affect your super and take-home pay, visit our information hub for access to:

• Latest news

• FAQs

• Case studies

Visit qsuper.qld.gov.au/qldgovsuper

QSuper products are issued by Australian Retirement Trust Pty Ltd (ABN 88 010 720 840, AFSL 228975) as trustee for Australian Retirement Trust (ABN 60 905 115 063). QSuper is now part of Australian Retirement Trust. This is general information only, so it does not take into account your personal objectives, financial situation, or needs. Where necessary, consider seeking professional advice tailored to your individual circumstances. Read the product disclosure statement (PDS) to consider if this product is right for you and Target Market Determination (TMD) available at qsuper.qld.gov.au/pds or call us on 1300 360 750 to request a copy. SPON-505. 04/23.

YOUTH COMMITTEEYOUNG WORKERS BUILDING POWER

BY IMOGEN SMITH - YOUTH COMMITTEE COORDINATOR

IN APRIL, 100 YOUNG UNIONISTS CONVERGED IN BRISBANE FOR THE ANNUAL YOUNG WORKERS CONFERENCE.

The Conference is member led and run by young workers for young workers. The theme was Young Workers Building Power with the main aim to inspire and engage young workers to become more active in the Union Movement.

The Services Union sent a delegation of 20 youth members to participate in a day of learning and action. The day started off with a series of campaign clinics where conference participants heard about successful campaigns from across the union movement. Our very own Organiser and Pride Committee Coordinator, Darci Wanamaker presented on the We Are Everywhere Campaign, developed by Union Pride. We also heard from the Young Workers Hub about the successful Mantle Group Campaign and the Decriminalise Sex Work Campaign run by Respect Queensland, just to name a few.

The Conference also gave participants the opportunity to broaden their networks, meet other young unionists, share

ideas and plan for the future of the youth movement in our unions.

A highlight was the keynote presentation on the Uluru Statement and Voice to Parliament Referendum by Deadly Inspiring Youth Doing Good Co Founder, Stacee Ketchell and ACTU First Nations Educator and Officer Rachel Bos. The presentation was an invitation for all young unionists to get involved with the Union’s for Yes Campaign.

The Conference ended on a high with a few beers at a local bar and were we discussed plans to come back bigger and bolder in 2024. Thanks to everyone who participated, and a special shout out to our Youth Committee members who were actively involved with planning and delivering this successful conference!

We meet quarterly and also host social events throughout the year. If you are a youth (15-35) member and would like to know more about how you can get involved with the Youth Committee or the Union’s for Yes campaign, reach out to the Youth Committee by emailing youth@theservicesunion.com.au

PRIDE COMMITTEE WE ARE EVERYWHERE!

BY DARCI WANAMAKER - PRIDE COMMITTEE COORDINATOR

THIS YEAR HAS ALREADY PROVEN TO BE A BUSY ONE FOR OUR PRIDE COMMITTEE, AND THERE’S A LOT MORE YET TO COME!

For the first time ever, Queensland Unions will come together to celebrate LGBTQ+, intersex, and gender diverse workers at the Union Pride Awards in September 2023.

These Awards will recognise both a union campaign and an active member or Delegate fighting for safe, equal, and inclusive workplaces. The nominations opened on 17 May on the International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT) and we hope to see some of our deserving members be nominated for this inaugural award!

In addition to being part of planning the Union Pride Awards event, our Pride Committee

also attended the 2023 Young Workers’ Conference to talk about our Committee’s We Are Everywhere campaign with other young unionists.

Those in our Pride Committee who have been an active and driving force behind this campaign understand that visibility of LGBTQ+, intersex, and gender diverse workers is absolutely essential.

Across the union movement, this campaign is now adapted and adopted by other Queensland unions to better support members, increase visibility, and broaden the inspiring work that our ASU Pride members have started.

The We Are Everywhere campaign would not have existed without our members voices shaping it into what it is, and though it is widely understood by our LGBTQ+, intersex, and

gender diverse members that there is still a lot of work to do in this space, we know too that this campaign will continue to be the vehicle that drives us forward together.

It was also wonderful to catch up with members of the Queensland Union’s Pride Committee at this year’s Labour Day in Brisbane. It was not only wonderful to march and celebrate our LGBTIQ+ members, but to also show solidarity to Aboriginal and Torres Strait Islander union members and their families. The Pride Committee understands the importance of being seen and heard and fully support the Uluru Statement From The Heart. We are completely supportive of the YES Campaign for a Voice to Parliament.

For more information about our Union’s We are Everywhere campaign, contact our Pride Committee: pride@theservicesunion.com.au

ABOVE: MEMBERS OF THE QUEENSLAND COUNCIL OF UNIONS PRIDE COMMITTEE AT THE BRISBANE LABOUR DAY CELEBRATION IN MAY 2023. THE COMMITTEE ARE FOCUSED ON THEIR CAMPAIGN TO ENSURE THAT THE VISIBILITY OF LGBTQ+ UNION MEMBERS.

WORKPLACE DELEGATES TRAINING

DELEGATES TRAININGPUTTING THEORY INTO PRACTICE

OUR REVAMPED DELEGATE TRAINING PROGRAM HAS GOT OFF TO A BANG IN 2023 WITH CLOSE TO 100 DELEGATES FROM THE SERVICES UNION COMPLETING EITHER FACE-TO-FACE TRAINING OR AN ONLINE SESSION.

This year we have made a commitment that newly trained Delegates will be supported with applying their new skills in their workplaces. We’re already seeing the benefits of this approach with six out of eight Delegates who attended our Core Skills Training recruiting a new member in their first week back at work! A fantastic outcome!

Recently, six delegates from Brisbane City Council (BCC) participated in an EBA Blitz. Delegates were paired up with an Organiser who observed them having union conversations in the workplace. Delegates were then given constructive feedback about what they were doing well and what they might consider doing differently. The activity yielded 25 new members in two days and was a good illustration of how effective delegate development can lead to great outcomes.

Delegates from BCC and Ipswich City Council have now advocated for members on deeply felt issues in meetings with their Senior Management. Currently, two new Delegates from Mt Isa City Council, Maddi Evans and Richard Auld, are negotiating their new Enterprise

Bargaining Agreement (EBA) as well as organising member meetings to discuss outcomes and seek feedback.

We’ve also seen union density rise at Apple and with that more engaged and active members taking the step up and becoming Delegates, like Sophie Mulligan. Sophie said she wanted to become a Delegate so our Union had more visibility in her workplace, and so that she could support her colleagues; especially as workers at Apple continue their long EBA negotiations. Sophie said Delegate Training was excellent. “I learned a lot about dispute resolution and how to act as an advocate for my team and it’s something I now feel very prepared for should it come up,” she explained. “I loved getting to meet Delegates from different workplaces and learn from them how much union membership benefits a workplace, long-term.”

We’re also trialling a new initiative, Delegate Scrums; bite-sized online sessions developed and facilitated by experienced Delegates. In the first session, Jasmine Spencer from Bundaberg Regional Council spoke to other Delegates about the way she ensures Health and Safety issues remain a top priority for decision-makers at her workplace.

Interested in developing and facilitating a future Delegate Scrum? Email: training@theservicesunion.com.au

Find

Professional development for ASU members!

ASU Career Launchpad is your free professional development program – exclusively run for ASU members! Only ASU members get access to free and interactive professional development webinars, as well as a huge range of courses available on-demand.

Our courses are designed to help you take the next step in your career with presenters who are experts in their field. The Australian Services Union is by your side, throughout your working life!

Over 100 free courses are available online today – exclusively for ASU members!

NEW PSYCHOSOCIAL HAZARDS CODE - CREATING SAFER WORKPLACES

As the world continues to evolve, the nature of work and the workplace environment also changes. This dynamic has brought with it an increasing awareness of the need to create a safer workplace.

One of the ways this has been achieved is through the implementation in Queensland of The Managing the Risk of Psychosocial Hazards at Work Code of Practice (CoP) 2022. This CoP, which came into effect on 1 April 2023, is a significant step towards ensuring that employees can work in a safe and healthy environment. This the first legally enforceable code of its type in Australia which will directly address psychological health risks at work which can be anything from exposure to traumatic events to remote or isolated working. What’s excellent is it’s also included in the Queensland Workplace Health and Safety (WHS) Regulation, which means compliance with the CoP is mandated, not voluntary.

The CoP is concerned with the psychological and social aspects of work that affect employee health. These hazards can include things like workplace bullying, harassment, understaffing, and excessive workload. These can result in negative health consequences for employees, including stress, anxiety, and depression. In some cases, these hazards can also lead to physical health problems such as cardiovascular disease, weight gain, and insomnia.

The specific risks that the Psychosocial Hazards Code aims to address include:

• Workload-related stress

• Workplace bullying and harassment

• Occupational violence

• Fatigue

• Workplace exposure to traumatic events

• Discrimination and harassment

• Lack of organisational justice and control

• Lack of support and recognition at work

The CoP states that employers are responsible for ensuring that their workplaces are free from psychosocial hazards. They must take reasonable steps to identify and address hazards, and implement appropriate strategies to prevent psychological harm. This responsibility includes providing adequate training and resources for workers and managers, as well as regular monitoring of the workplace environment for hazards.

Additionally, the CoP encourages the involvement of all employees in the development and implementation of prevention strategies. This can include consultation with union representatives, the establishment of a health and safety committee, and regular feedback from workers on their experiences in the workplace.

The Cop represents a significant shift in workplace health and safety in Queensland. It recognises the importance of mental health in the workplace and the need to address psychosocial hazards. The CoP also provides clear guidelines for employers and workers to identify and address these hazards, leading to a safer, healthier working environment.

Getting prepared

In preparing for the implementation of the CoP, workplaces and their WHS committees should be:

• formalising existing systems for managing workloads and responding to psychosocial issues in the workplace;

• training staff and in particular frontline managers about their vital role in identifying psychosocial risks in their teams, and how to respond;

• ensuring executives are across these new enforceable developments and how they will ensure compliance.

Through our 30th Way – Mental Health and Wellbeing in the Workplace Campaign, The Services Union has been a long-time advocate for robust workplace mental health policies, procedures and legislation. Our Union as well as others worked with Minister Industrial Relations Grace Grace MP on the new changes which were also developed through extensive consultation with employer organisations, academics and the community.

On 31 March 2023, Minister Grace said in a statement that research has shown that workers benefit from psychologically healthy workplaces through better individual health, increased job satisfaction, commitment, positive attitudes toward self-development, and lower rates of workrelated physical injuries.

“We know that physical risks and hazards are often more visible: being able to prevent a psychological injury is not always as obvious,” Minister Grace said. “That’s why we created the code – to protect workers, support businesses to have a greater awareness of what signs and symptoms to look for, and to provide a framework to minimise risks.”

The new Queensland Managing the Risk of Psychosocial Hazards at Work Code of Practice (CoP) 2022 is a significant step towards creating safer and more supportive workplaces. By addressing psychosocial hazards and providing resources and strategies to prevent psychological harm, employers can reduce the negative health impacts on their employees. The new CoP represents a significant milestone in workplace health and safety and must be embraced fully by all employers in Queensland.

Our Union is proud to have been part of the process to make our workplaces safer.

UNIONS HAVE WON NEW WORKPLACE LAWS

FLEXIBLITY AT WORK

Who can make a request for flexible work?

Employees with at least 12 months of service can now ask for changes to their working arrangements if they:

» have caring responsibilities for children or others

» have a disability

» are pregnant

» are 55 or older

» are experiencing violence from a family member

» are providing care or support to a member of their family or household who is experiencing violence from their family, or

» are returning to work after the birth or adoption of a child.

What can I ask for?

You can ask for whatever flexible work changes you need to see in the workplace. Think about the changes you need, why you need them and how long you’ll need them for. Make sure to give all this information to your employer in writing when making your request.

What happens after I’ve made a request?

After you’ve made a request, your employer has up to 21 days to decide whether to accept your request. They must tell you in writing if they accept or reject your requested changes.

Your employer can’t just say ‘no’! They can only refuse your request after discussing the requested changes with you. Your employer must genuinely try to reach an agreement with you about changes to accommodate your circumstances.

If you make an agreement with your employer, they need to confirm the agreement with you in writing. If you can’t reach an agreement, your employer can refuse your request. If your employer refuses your request, they must explain in writing why they have refused your request and any alternative arrangements they would be willing to make. Your employer will need to show that they’ve considered your needs and explain the ‘reasonable business grounds’ to refuse your request. They also need to explain that you have the right to take the matter to the Fair Work Commission (FWC) for review and arbitration.

What are reasonable business grounds?

Reasonable business grounds include the cost to the business, the impact of your changes on other employers, a significant loss in efficiency or productivity, or a significant impact on customer service.

What if my boss says no?

You can take your employer to the FWC if your employer refuses to grant your request or fails to provide a written response with 21 days. Before going to the FWC, you need to attempt to resolve the issue at a workplace level. The ASU can help you with this step, so call your union office for advice.

The FWC will attempt to resolve the dispute before going to arbitration. This might mean holding discussions or offering advice about the best way forward. If that fails, then the FWC has the power to make legally binding orders through arbitration.

You might have other rights under anti-discrimination law

If you’re a new employee, your employer isn’t required to offer you a flexible working arrangement. However, you may have rights under other anti-discrimination laws. For example, your employer is obliged to make reasonable adjustments to accommodate your disability and has a positive duty to end sex discrimination.

The ASU is by your side with expert workplace support and advice about other rights you may have.

If you need support or information about how to access flexible working arrangements contact us at:

The Services Union

Phone: (07) 3844 5300

E-mail: membership@theservicesunion.com.au Website: theservicesunion.com.au

If you are experiencing family and domestic violence you can also contact: 1800RESPECT (1800 737 732) for help 24 hours a day, 7 days a week. If you are in immediate danger – call 000

ASU members have won new rights to seek working arrangements that suit our unique needs. New laws mean more people can ask for flexible working arrangements and stand up for themselves if employers refuse!

UNIONS HAVE WON NEW WORKPLACE LAWS

PAY SECRECY - BANNED

Strong new laws won by unions now prevent employers from keeping pay secret.

Why is pay transparency important?

Pay transparency is powerful. It provides workers the knowledge and proof to spot if pay discrimination is occurring.

Union members have been campaigning for these reforms for years.

Pay secrecy clauses have been used to stop workers from discussing their wage with co-workers as a tactic to prevent the sharing of wage rates and organising for more equitable pay and conditions.

This has serious consequences for equity, and means employees have no way of knowing if they are paid the same as their colleagues.

Banning pay secrecy will improve transparency, allowing workers to compare their pay with that of their co-workers and will put you and your co-workers in a stronger position to bargain for improved pay and conditions.

What do these changes mean for me?

Employers will no longer be able to put a clause in contracts that prevent workers from discussing their pay. In 2022, the Fair Work Act 2009 (FWA) was amended to give employees the right to discuss pay and related conditions even if they have a pay secrecy clause in their contract.

You now have the right to:

» tell any other person your own pay, including at previous employers

» tell any other person about any terms and conditions of employment that are reasonably necessary to determine your pay, such as the number of hours you work

» ask other employees about any of the above, whether they are employed by your employer or a different employer.

Transparency enables employees to discuss pay differences openly with co-workers and managers without fear.

This means you cannot be disciplined, fired or refused a new job if you decide to disclose your wage. New laws will also require companies with 100 or more employees to disclose how much they are paying their workers. For too long, individual employers have been able to evade scrutiny and will now be held to account.

Will this affect my contract of employment?

These laws started on 7 December 2022. They apply differently to contracts made before and after that date:

» pay secrecy clauses included in new employment contracts from 7 December 2022 will have no effect, and from 7 June 2023 will be punished by penalties under the FWA

» pay secrecy clauses in employment contracts made before 7 December 2022 continue to apply until a new contract is made or the existing contract is varied. Contract variations don’t need to be made in writing. Your contract can be varied orally or by your employer’s conduct. For example, if you are given new duties not included in your contract or are given a pay increase that’s not written into your contract, then your contract has been varied.

Awards and Agreements

Pay secrecy clauses will not appear in any new contracts. Terms in awards or enterprise agreements have no effect and cannot be enforced after 7 December 2022.

If you need support or information about pay secrecy or your contract of employment, please contact us at:

Services Union

C A N I C H A N G E J O B S W H E N O N

W O R K C O V E R I N Q U E E N S L A N D ?

I f y o u ’ v e b e e n i n j u r e d a t w o r k i n Q u e e n s l a n d a n d y o u a r e i n r e c e i p t o f W o r k C o v e r b e n e f i t s , y o u c a n c h a n g e j o b s b u t i t m a y h a v e a n e f f e c t o n y o u r w o r k e r s ’ c o m p e n s a t i o n c l a i m T h e r e a r e a l o t o f f a c t u a l s c e n a r i o s t o c o n s i d e r i f y o u ’ r e t h i n k i n g o f c h a n g i n g j o b s w h i l e y o u ’ r e i n r e c e i p t o f w o r k e r s ’ c o m p e n s a t i o n b e n e f i t s . Y o u ’ l l n e e d t o c o n s i d e r a n y e f f e c t s o n y o u r s t a t u t o r y e n t i t l e m e n t s l i k e w e e k l y p a y m e n t s a n d a l s o a n y i m p a c t o n a n e n t i t l e m e n t t o c o m m o n l a w d a m a g e s w h e r e y o u r i n j u r y w a s c a u s e d b y n e g l i g e n c e

S o m e o f t h e r e l e v a n t i s s u e s t o b e c o n s i d e r e d b e f o r e s w i t c h i n g c a r e e r s o r c h a n g i n g e m p l o y e r s a r e l i s t e d b e l o w .

If you’re in receipt of WorkCover benefits in Queensland, you’ll be required to provide ongoing workers’ compensation medical certificates. Your medical certificate may have restrictions listed in terms of hours you can work, tasks you can and cannot do or general capacity.

It is very important that you abide by the restrictions listed on your medical certificate. You need to ensure that you are medically fit to perform any new duties expected of you at the new workplace.

If the injury will affect your ability to perform the duties expected, you will generally be required to disclose the injury to the new employer. For example, if you require some modifications at the workplace to enable you to perform your duties, given your injury, you will need to disclose the injury to your new employer. Failure to disclose this information can have a detrimental effect on any common law claim and/or any further WorkCover statutory entitlements, for example if you were to aggravate your injuries at the new employer.

A change in job does not affect your entitlement to seek medical and rehabilitation expenses. However, your weekly payments may be terminated. There are various factors to be considered here, such as:

your capacity for work; new weekly wages (did you get a pay rise or a drop in pay?); whether you are changing jobs following a dismissal; and if you are seeking a new role with duties more suitable to the restrictions imposed by an injury.

A complete understanding of the details and facts related to your individual circumstances is required to understand your entitlements. You should seek immediate legal advice from your union or a worker’s compensation lawyer to protect your rights and entitlements.

If there was an unfair dismissal involved, you should consult an employment lawyer immediately as there are strict time limits for issue unfair dismissal proceedings.

You have an obligation to inform WorkCover Queensland if you are changing jobs. These obligations will continue to apply for the duration of your workers’ compensation claim or until any common law claim you may have, is resolved and finalised.

Whilst in receipt of workers’ compensation benefits, it is important that you disclose:

any alternate income sources; any voluntary or unpaid work; any second jobs; or if you commence a new role with a new employer.

Failure to comply with your disclosure obligations whilst in receipt of workers’ compensation benefits can result in serious penalties to you.

To be successful in a common law claim, you must prove liability; that is, that your employer or some other party who owed you a duty of care was negligent for the incident that caused your injuries.

For a successful common law claim, it is important to establish causation; that being, a link between the negligence of someone who owed a duty of care, to the injury and resultant loss and damage.

Obviously, a change in employment and a subsequent incident leading to further injury while your common law claim is active, may complicate the causal chain of your claim. Your existing common law claim will be affected if you sustain a new injury or aggravate the existing injury.

A new incident leading to new or aggravated significant injury may also delay the resolution of your common law claim. In serious cases, a new intervening incident may break the chain of causation from the initial incident. This can have a detrimental impact on the damages that flow from the original incident.

When considering causation, and the impact of any subsequent incidents/injuries advice should be sought from an experienced personal injury lawyer.

G E T H E L P

It’s understandable that an injured worker may feel like moving onto a new employer. The work relationship might be strained or there may be a genuine fear of re-injury or a desire to move on to a less demanding role better suited to the changed circumstances. However, this is not a minor decision as it can impact your benefits and entitlements.

If you are currently in receipt of workers’ compensation benefits and are considering changing jobs, we recommend you seek legal advice from a lawyer experienced in Queensland workers’ compensation and personal injury claims.

Author: Suraj Shrikumar Personal Compensation Law Brisbane, QLD