Central & Southern Queensland Clerical & Administrative

• Regional Queensland Health Job Losses

• Fair Work Amendment Bill 2012

• Workers’ Compensation Review

• Stop Offshoring Our Future

• Work Related Injuries

• Road Accident Injuries

• Medical Negligence

• Superannuation & Disability Insurance Claims

• Comcare

• Asbestos Diseases

• Public Liability

• Faulty Products

• Death Claims

• Class Actions

Expert compensation lawyers in:

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Some helpful tips of what to do after an accident.Andrew McKenzie, PrincipalMaurice Blackburn Lawyers

1. If the accident is serious and someone is severely hurt contact 000 immediately.

2. You need to report the accident to police if anyone is killed or injured, or if the value of property damage is likely to exceed $2,500.00. If there is any doubt about the value of the damage contact the police.

Ifnopoliceofficerattendsthescene,reporttheaccidenttothenearestpolicestation,assoonaspossible,unlessinjury prevents you from doing so.

3. Record all details about the accident including the following:• Thedate,timeofaccidentandanyweatherconditions.• Thelocationoftheaccident.• Thedescriptionoftheothervehicleorvehiclesinvolvedintheaccidentincludingmake,model,colourofmotorvehicle

and most importantly the registration number.• Asktoseethedriver’slicenceoftheotherdriveratfaultandrecordtheirfullnameaddressandcontacttelephone

numbers.• Recordthenamesandphonenumbersofanywitnessestotheaccident includingpassengers inanycarandthe

details of all drivers of other vehicles involved in the accident.• Ifpossible,useyourcameraphoneorotherdevicetorecordimagesoftheaccidentsceneincludingthedamageto

vehicles, the position of the vehicles on the roadway and any relevant injuries. 4. Attendatyourearliestopportunityamedicalpractitionertorecordthefullextentofyourinjuriesincludingallphysical

and psychological injuries sustained in the accident and seek recommendations as to necessary and appropriate rehabilitation.

5. Notify your insurer of the accident.

6. Seeklegaladvicepromptlyastimelimitsforlodgingcompulsorythirdpartyinsurance(CTP)injuryclaimsapply.

3

Branch Update

Summer 2012

Central & Southern Queensland Clerical & Administrative

ContentsBranch Secretary's Report 4Stop Offshoring Our Future 5Public Sector Campaign 6Regional Queensland Health Job Losses 7Backbenchers With Backbone 7Insecure Work 8Call Centre Forum 2012 9Unfair Dismissal – 1850s Style 10GLAM Report 12Airlines Update 13Virgin Australia Negotiations About To Start 14PALEA Resolution 15Private Sector Update 16Concerns About Fijian Workers’ Rights 18Local Government Update 19Energy Sector Update 20Workers’ Compensation Review 21In It For The Long Haul – The Tiffany Ward Story 22Tenants’ Advisory Service Funding Withdrawn 23Universities Update 25The Gonski Report 26Preventative Health Cutbacks 28Accessing Assistance 30Is Your Employer Watching You? 32Fair Work Amendment Bill 2012 33Bras For Dignity Update 34

Our Vision

Proscribed Audit InformationMembers are advised that the audited accounts of the Central and Southern Queensland Clerical and Administrative Branch can be found on our website: www.qld.asu.net.au - go to:www.together.org.au/asu-branch/about-us/publications1/The accounts of the National Union can be found on the website: www.asu.asn.auThe accounts of Together, Queensland can be found on the website: www.together.org.au

Authorised and printed/published by Julie Bignell, Branch Secretary - Australian Municipal, Administrative, Clerical and Services Union, Central and Southern Queensland Clerical and Administrative Branch, Union of Employees and the Australian Services Union Central and Southern Queensland Branch - Level 3 - 27 Peel Street, South Brisbane Q. 4101 Australia PO Box 3272 South Brisbane BC QLD 4101 Australia. Tel: 1800 177 244. Fax: 07 3017 6275. - Website: www.qld.asu.net.au - Email: info@qld.asu.net.au

The ASU Branch Update is kindly sponsored by the following organisations:

ASU Branch Update Summer 20124

The issue of gender and the status of women in our society has recently provoked much public comment. A great deal has been made of the personal nature of attacks on our female Prime Minister, Julia Gillard, and her spectacular stand in Parliament, which echoed around the world, where she named and shamed this appalling behaviour. Julia Gillard’s stand should be taken in the context of the status of women in modern day Australian. Have we come that far?

Despite public awareness campaigns, the incidence of domestic violence continues to rise in this country, and shock jocks think it’s OK to promote violence against women with comments like that of Alan Jones where he claimed the Prime Minister should be tied up in a chaff bag and thrown into the sea.

According to the Australian Bureau of Statistics, more than 60 per cent of domestic violence cases go unreported, affecting one in three women in this country. Recent studies reveal also that one in seven young men think it’s OK to rape a woman if she had flirted with them, and one in three says women provoke domestic violence.

The democracy that we live in, where all citizens have a right to go about their business on a safe and equal footing is a thin veneer that quickly tarnishes when scratched.

When we tolerate attacks on female public figures because of their gender, we are saying that it’s OK for women to have less rights than men. The Prime Minister was right to make a stand about this behaviour which so many of us have experienced first-hand, and so many of us hope that the future will be different for the next generation. Further attacks now on the Prime Minister are based on her supposedly using the “gender card” to deflect criticism of the government’s decisions. In fact, those arguing this are simply

seeking to keep women from speaking up when they are prepared to name unacceptable behaviours that should not be tolerated anywhere, least of all in our Parliament.

This isn’t a political issue, it’s a human rights issue. The status of women and their right to participate in society on an equal footing is not something that has already been achieved – it’s a work in progress. And it won’t improve unless we all make a stand. Anything less jeopardises how far we have come.

In Unity,

Julie BignellBranch Secretary

Branch Secretary’s Report

Joining On-LineYour friends and colleagues can join the Union on-line by going to: www.qld.asu.net.au and click ‘Join’ in the top menu.It’s easy, confidential and offers secure payment options. Don’t wait until it’s too late – we have a pre-existing problems policy that allows us to assist financial members only.

Together is a counterpart organisation of the ASU

5

Stop Offshoring Our FutureThe Australian Services Union (ASU) and the Finance Sector Union (FSU) are running a campaign on the state of the white collar sector which throws a spotlight on the crisis facing not just workers in the sector but the Australian economy in general.

The services sector makes up 70% of the Australian economy, and employers in this sector are more profitable than they have ever been. These jobs are highly skilled and important jobs yet thousands of Australian white collar jobs are under threat.

The people doing this work are in administration, banking and finance, they’re in payroll and human resources, they deal with your private information in legal and insurance firms, they do all the clerical, administrative and accounting work that supports all industries.

With more than 18,000 Australian finance and administration jobs offshored in the last five years, the people in the video represent the merest tip of the iceberg of those affected.

The National Institute of Economic and Industry Research (NIEIR) found that 850,000 Australian jobs are at risk to offshoring by 2018, so a lot more pain is ahead for Australia.

And it’s not just the workers directly affected who will feel that pain.As technological change speeds up, Australia needs to have a sector that can keep up, if not set the pace. When jobs are offshored, skills are lost here which leads to a loss of capacity generally.

And a loss of capacity leads to more offshoring. It’s a vicious cycle that will undermine Australia’s ability to stay afloat as a modern economy in the future.

White collar jobs are the Australian jobs of the future. And we have a plan to secure this future.

Immediately we must:• Reviewthetaxsystemtoremove

any incentives or other benefits to offshore;

• Createincentivesforcompaniestomaximise our skilled workforce in Australia; and

• Introduceconsumerconsentlegislation so Australians can support local businesses.

So far this year, companies such as Suncorp, Heinz, Telstra, Westpac, ANZ, Woolworths, Jetstar and Fairfax have all restructured their businesses to send jobs offshore to countries like India, Thailand, Malaysia, the Philippines and New Zealand.

Advocates of offshoring cite globalisation as a reason to support this view. Part of doing business in an interconnected world means we lose some jobs overseas, but we also gain others. Their view is that exporting low-skilled jobs leaves Australians with more fulfilling high-skilled ones. But it doesn’t actually achieve this.

The reality is that many companies currently operating in Australia are now simply trying to off load their responsibilities to their Australian work force, in some cases by casualising jobs, but in many other cases by offshoring the work, citing the most efficient allocation of resources (read: cheaper labour costs) as their reason.

The net result is a skills shortage in Australia, as those companies that used to invest in and train their local Australian workforce have now relieved themselves of that responsibility.

The flow on effect is that many companies who require trained workers are now choosing to import that labour on 457 and temporary work visas, as this is more cost effective for them and does not require a long term commitment to Australian workers.

Professor Greg Bamber from Monash University, co-author of the book ‘International and Comparative Employment Relations’ published by Sage Publications UK, says, “offshoring tends to decrease employment in this country, as jobs are exported.” Not only does offshoring decrease employment in Australia, it also: • Decreasesgovernmenttaxincome

as jobs that have been exported are no longer taxable;

• Placesahigherburdenonthegovernment to fund a growing unemployment benefits scheme;

• Promotesanincreaseinsocialproblems and crime; and

• Hasanegativeeffectonmentalhealth and health in general, requiring additional government health funding.

In the United States, Barack Obama has introduced tax breaks to companies that create jobs in the US, whilst those that send jobs offshore will now face tax disincentives.

Already General Motors has taken the initiative by planning to bring its IT operations back in-house and other companies such as Apple and Nike are facing strong consumer pressure to relocate staff back to the US because of the conditions to which many of these offshore employees have been subjected, such as the widely publicised problems at the Chinese Foxcon factory where employee suicides have caused international condemnation, forcing the company to lift conditions and pay rates. However, these are still well below Australian standards.

It is now time for our government to stand up and support Australian jobs by requiring all companies investing in Australia to train Australian workers and to provide incentives for local companies to keep jobs in Australia.

The ASU and FSU have a plan for the sector’s future. And we’ll be campaigning hard to protect Australian white collar jobs and protect Australia’s future.

ASU Branch Update Summer 20126

Public Sector Campaign

Queenslanders are fighting back!“I’ve never been to a protest before,” said a well-dressed woman who looked slightly younger than me, “but this is just too important to sit on the sidelines.”

“It’s great to see so many people here!” she said.

This is a conversation I’ve had close to a hundred times over the last few months at rallies and protests and while holding roadside stalls. People are angry with Campbell Newman for attacking once sacred pillars of our community. They feel uneasy at the way that he is trying to divide people, between public sector and private sector, temporary and permanent, front-line and back of house. A lot of people who have been involved in our campaigns have never even considered taking union action before but they all say that this time it is too important.

It’s important for our state, for our communities and for our families.

We will win the battle over public services and Queensland will be a strong public service state once again. I have no doubt about it. It simply must be done.

Take my story for example. I come from a conservative farming family in the Nambour district. The idea that I would one day lead a trade union would have been as implausible to my family as me becoming an astronaut or world champion snow skier. My eventual path of agricultural science was less remarkable.

I have worked for the Queensland Government as a biometrician for over twenty-five years, helping to develop our state’s agricultural capacity. It is not particular glamorous work trawling through spreadsheets and designing experiments but I strongly believe that my colleagues and I have made an impact for Queensland. We’ve helped producers find better ways to farm. We have helped Queensland lead the way in crop development and beef production, under both conservative and Labor governments.

Agriculture has not been spared from Newman’s axe. It seems that nothing much has. Our scientific libraries that have been invaluable resources run by amazing professionals are gone. Our biosecurity protections have been weakened. Our extension services slashed.

What gets to me most is that the government is getting rid of so many passionate and committed people. These are folk with the combined experience of thousands of years working for a better Queensland. They have shown loyalty to their employer, loyalty to their clients and loyalty to Queenslanders. The government has essentially told them that their work is not important. That we can’t afford to continue to invest in projects and services that they have invested so much of themselves in.

This is the story across government. You will have seen it in your own areas. Many of you reading this journal will be in this position. This is why we must continue to fight and why we must win.

I have hope because I have faith in the people of Queensland. We have always taken a different approach than those south of the Tweed. We have had an understanding that we can be stronger if we work on some things together. If we combine our resources to invest in things that make us all better off, like roads and bridges and schools and hospitals, we are all better off. If we support the most marginalized and help people gain employment and housing and quality of life then we are all better off. If we protect our kids and our environment and our communities then we are all better off.

Campbell Newman and Tim Nicholls have tried to drive a wedge through this understanding, but they are not succeeding. “We on this side of the House know that a real job is in the private sector…” said the treasurer in Parliament, discounting your work and the work of a quarter of a million Queenslanders. The Premier’s slide in popularity is unprecedented as people wake up to the extremism of this approach.

This is how we win. This is what gives us hope. While the government can make and pass laws, try to break unions and divide people, they are still accountable to the voters. More and more the voters are not buying their radical approach.

We will win by continuing to share our story with the people of Queensland, by reminding them that programs that once made us collectively stronger are now gone. We will win by pointing out where the government has put short term cost cutting ahead of the welfare of Queenslanders.

I will do whatever it takes, for however long it takes, to make sure that we return Queensland to the strong state that we used to be. I hope that you continue to join me in this fight.

Together we will make a difference.

Together is a counterpart organisation of the ASU

By Vivienne DooganTogether President

7

Regional Queensland Health Job Losses

Backbenchers with BackboneWe are asking MPs to pledge to stand up for jobs in their communities and for Queensland services.

We have already seen strong cross bench support from cross bench MPs in the Queensland Parliament and support from the Labor side. We are also involving federal MPs to pledge that they will stand up for jobs and

services. This will be important as the federal parliament votes to ensure that rights, entitlements and conditions are extended to workers whose jobs are outsourced. The electorate has now lost faith with Campbell Newman, especially regional Queenslanders, and it is time that regional backbenchers act and show some backbone. They need to stand up for jobs in their local communities and ensure they represent the best interests of their electorates. They need to remember that the electorate did not vote for job cuts.

What You Can Do:Sign the petition to support a federal parliamentary inquiry into state public servants rights at work and the possibility of federal legislation to restore some of the rights that have been stripped away by Newman.

Go to: www.change.org/en-AU/petitions/members-of-the-australian-house-of-representatives-support-the-parliamentary-inquiry-into-public-sector-rights-at-work

By Ruth McFarlaneASU Branch President

Queensland Health Regional Job Cuts

Since the announcement by the Newman State Government that jobs would be cut in the Public Sector, a number of Queensland Health positions have been lost within Regional Queensland.

In Central Queensland where I work we haven’t lost as many jobs as other areas such as Townsville, however, in regional areas any loss of jobs has an impact on the local community and its economy.

Some of the jobs in Queensland Health that are impacted include: Information Technology Technical Officers, Health Promotions Officers and Administrative Staff from several regional areas.

These people are part of many local communities. They have mortgages or rent to pay and families to support. Their income is spent in their local community providing jobs in other sectors, for example the local supermarket, hairdresser, dentist, pharmacy, stationery supplier and clothing outlets to mention a few.

As a result, these dollars will now be lost to those local communities unless the people affected are fortunate enough to find other employment. With the recent announcement of the state’s high unemployment figures (and also projected to grow), acquiring alternative employment may not be at all easy. The job market in regional areas is very tight, with the mining sector also making staff redundant and closing off several mines which only further dampens employment opportunities.

Apart from the economic impact, there will also be an impact on local services previously provided by these people. Information Technology Technical

Officers working across the central Queensland Health area are integral in the set up and support of Information Technology equipment in regional Queensland areas. To ensure safe, efficient and accurate health care for regional Queenslanders this equipment needs to be up to-date and have the most current clinical software installed so as to be accessible to all Health Practitioners.

Health Promotion staff provide support to our regional Communities by conducting programs to educate the public in the affects of smoking, alcohol abuse, obesity and sun exposure.

Furthermore, administrative staff are the backbone of our health services within regional Queensland. We all work as a team to ensure Queenslanders in regional areas are provided with the best and most efficient and effective treatment and care possible. Our clinicians are very busy people and require the administrative staff to organise their schedules and provide support which is timely, accurate and efficient. Administrative staff are the front line in many areas of Queensland Health, and unfortunately their worth is quite often overlooked.

These are real people, with real lives, not just numbers on a spreadsheet.

8 ASU Branch Update Summer 2012

A new report highlighting the growth of insecure work across the globe, released in time for World Day for Decent Work, is disturbing evidence that employers around the world are joining forces to erode workers’ rights and conditions through labour hire, say unions.

ACTU President Ged Kearney said the report, The Triangular Trap, showed insecure work had exploded rapidly in recent years, and was a global phenomenon that unions around the world were united in fighting against.

The report, completed by IndustriALL, a new international organisation made up by unions representing 50 million workers in 140 countries across the mining, energy and manufacturing sectors, showed between 1996 and 2009, the number of workers in labour hire and contract work had doubled. Labour hire agencies’ revenue has increased from $105 billion to $257 billion in the same period.

The Productivity Commission has estimated that a quarter of a million Australian workers are employed through labour hire.

“This new report exposes how private employment agencies are lobbying governments around the world to cut workers’ rights and make it even easier to create more and more insecure work,” Ms Kearney said. “By its very definition, insecure work gives workers little control over their jobs and careers, with disastrous flow-on effects into the rest of their lives.

“As the report finds, the growth of insecure work has been strategically orchestrated by employers who have sought to reduce the permanent workforce in the name of ‘flexibility’. The result is a shift of the risks of employment from companies onto workers.

“Unions around the world are united in our opposition to further expansion of insecure work and the violations of their rights that arise from ‘triangular’ employment relationships, where an employee is hired by an agency on behalf of the organisation that needs the worker.”

“Australia’s workplace laws need to be improved so no company can avoid responsibility for its workers by shifting their employment to a third party”, Ms Kearney said. Changes to the Fair Work Act should be considered to recognise that both the labour hire provider and the host employer have a role in observing workers’ rights and entitlements.

“In Australia, we have the second highest rate of insecure work in the developed world, at 40% of the workforce, which is appalling considering there is no economic justification for it,” she said.

“But even for countries where the economy is not as strong, employing people under labour hire, contract or casual arrangements is hardly the way to build a strong economy”.

“The growth of insecure work has promoted a “use and throw away” mentality that has actually inhibited productivity growth in Australia. So around the world, where we have economies in far worse shape than Australia, the expansion of insecure work is only likely to further eat away at confidence in the economy. That’s why unions are fighting back against the phenomenon with our Secure Jobs. Better Future campaign.”

The Triangular Trap report is available for download at: www.actu.org.au or www.2012.wddw.org

Source: ACTU

Insecure Work

ONE: 40 per cent of the Australian workforce, more than four million workers - are employed as casuals on short-term contracts in labour hire or as contractors.

TWO: About two million workers are casuals who qualify for few employment benefits, and tens of thousands of others are on fixed-term contracts.

THREE: The ‘Insecure Work, Anxious Lives’ report, released by the ACTU late last year, shows Australia has the second highest rate of “insecure workers” among OECD countries after Spain.

FOUR: There are a disproportionate number of women represented in casual work figures, with 28 per cent of all female employees working in casual employment, compared with 20 per cent of male employees.

FIVE: According to data from the Bureau of Statistics, more than half of Australia’s casual workers would prefer to have a permanent job.

SIX: According to the ACTU, the Australian workforce has become an army of casuals, with employers looking to “shift the risk” of a volatile economy onto workers.

9

Call Centre Forum 2012With many crucial issues continuing to face call centre workers, Delegates were invited to the 2012 call centre summit to discuss the challenges they face, to develop strategies and to strengthen our networks to tackle these issues.

A number of key Agreements have been reached in the Call Centre industry in the last 12 months and Delegates reviewed these Agreements with a view to formulating industry standards to improve the wages and conditions for members in the services sector.

Delegates discussed and agreed on the importance of members campaigning and organising as the key to achieving improved standards within their industry.

Delegates took part in a discussion about the current campaign aimed at exposing the degree of the off shoring phenomenon in Australia.

A recent report released by the National Institute of Economic and Industry Research reveals that up to 20,000 services sector jobs are heading overseas every year.

Delegates were alarmed that over 80,000 jobs have been sent overseas in the past four years, and that the trend may push up to 1 million service sector positions offshore in the next three decades. They committed to

being part of the campaign to raise the seriousness of this issue within the broader community and to approach Government representatives to develop appropriate policy around this issue to develop a jobs plan for workers in this sector.

The Education and Development Unit supports the running of these forums for ASU/Together members in addition to the Delegates’ Training Program we run to train Delegates.

Education and Development UnitApproximately 400 Delegates have received Delegates’ training this year. If you would like to find out more about Delegates’ training go to the Delegates’ resources section on the Together

website for a full explanation of our courses and the enrolment process. Alternatively contact 1800 177 244 and ask to speak to a member of the Education and Development Unit.

There will be a new Delegates’ training calendar released for 2013 where course descriptions, dates for Brisbane based and regional training will be advertised. Please keep a look out on the Together website for future dates.

If you have any further queries about training dates or how to register for courses you can contact the Education and Development unit at: edu@togther.org.au

Delegates’ training courses for 2012 have proved popular, with many Delegates attending these comprehensive courses.

Delegates can attend three levels of training from introductory to advanced courses as follows:

• Delegate 101 Level 1 - Introductory course for new

Delegates.

• Workplace Meetings Assisting Members and Consultative

Committees - Level 2 - Advanced course.

• Leadership Skills for Delegates Level 3 - Advanced course.

Members and Delegates will be advised of 2013 Training Course dates and eligibilty requirements in due course.

If you require further information about our courses, please send your details to: edu@together.org.au or phone the union office on 1800 177 244 and ask to speak to a member of the Education & Development team.

About Delegates’ Training

ABOVE: Call Centre Delegates at the ‘Forum’ on 31 October, 2012.

ASU Branch Update Summer 201210continued next page >>>

Unfair Dismissal – 1850s Style

By Christine CollyerASU Branch Vice-President

I have always had a fascination for history so I was intrigued and very interested to hear that my distant cousin, Dorothy Chambers, had put together a family history. Even more so after I read the story of my great, great, great grandmother, Mary Ann O’Connor.

In particular, as a Unionist, her involvement with what could be interpreted as one of the first unfair dismissal cases in Australia. I of course read her story through the eyes of a Unionist and see it as a win for workplace justice.

I am extremely thankful to my distant cousin, Dorothy Chambers, for the many hours of research she undertook and acknowledge her dedication to bring our family story to our generation.

Some of what follows is a direct extract from the history she compiled. I have identified these extracts in the story that follows.

Mary Ann’s life story starts in Kenmare, Co. Kerry, Ireland in the year 1832 when she was baptised on 21 March, 1832 in the Church of the Holy Cross. Her parents Edmund Fitzgerald and Mary O’Connor were unmarried and thus she took up her mother’s surname.

As a young child Mary became an orphan upon the death of both her parents during the Great Irish Famine in the 1840’s. Mary was than placed in the Fever Hospital and the Kenmare Union Workhouse.

Mary’s experience was common in Ireland during this period of history with over one million people in Ireland dying from fever or starvation during the Great Potato Famine and almost two million people emigrated.

‘In 1849 the Poor Law Commissioners, Dublin directed the Kenmare Vice-Guardians to select a number of orphan girls between the ages of fourteen and eighteen years of age for emigration to Australia. Seventeen year old Mary was one of 25 orphan girls selected from the region. They departed Penrose Quay, Cork for Plymouth on 29 November, 1849.

The Kenmare Orphan Girls, including Mary Ann Connor (O’Connor) [it was common at the time for Irish immigrants to Anglesey their Irish names] boarded the “John Knox” at Plymouth on 6th December, 1849 and arrived in Sydney on 29th April, 1850.

The Orphan Girls were initially accommodated at Hyde Park Barracks, Sydney until indentured to work. Mary Ann began her employment in Australia as an indentured domestic servant at the home of Captain John Scarvell and his wife Sarah, on their property known as Clare House at Windsor in the Hawkesbury region of New South Wales. Captain Scarvell was a retired sea captain, prominent in local affairs who in later life became a magistrate.’

But it was destined to be a short and apparently unhappy arrangement for Mary.

“In August the Scarvell’s went to the Magistrates Court in Sydney seeking termination of Mary’s employment with

them. Mary Ann appeared before the Bench. “

The details of Mary’s encounter with the magistrates were captured in an article appearing in the Sydney Morning Herald on Monday 26 August 1850 and are as follows:

Report: Sydney Morning Herald, Monday 26 August,1850, Page 1 2nd Column from Right.

Irish Orphan GirlsIrish Orphan Girls – Mary Connor, a girl of apparently from 17 to 18 years of age, appeared on the complaint of Mr. Sydney Scarvell, on behalf of his father and mother, Captain and Mrs. Scarvell, to answer the charge of neglect of work, laziness, and insolence.

In answer to the charge, she made a long rambling statement, but as she spoke with her teeth closed, we could only catch a word here and there; indeed, their Worships, although she was purposely brought close to them, could scarcely understand a word she said.

The Bench, however, listened with great patience, and having gathered something of alleged ill-usage, proposed putting her upon her oath; but previous to doing so, Mr. Fitzgerald (who had come into the Court a short time before), asked if she knew the nature of an oath? “NO”.

The Bench finding that 10s. Odd were due to her for wages, suggested that Mr. Scarvell should contribute that sum towards her to the place from whence she came, at the same time telling the girl that they could not compel Mr. Scarvell to do so, but that it was a mere suggestion.

This was most cheerfully agreed to by Mr. Scarvell. The indentures were, of course, cancelled. Mr Fitzgerald remarked, that during his whole career in his capacity as a magistrate, he had never met with such a lamentable case. It was truly lamentable to see a girl arrived at her apparent age come before that Bench and not known the nature of an oath? The Bench hopes that where she was going to she might have her mind enlightened by proper instruction. And thereby render her more sensible of her duties, and more anxious to perform them, if she should get another situation. The girl came by the “John Knox”.

11

>>> continued from page 10The opinion of Professor Trevor McClaughlin, Macquarie University of NSW regarding the court appearance of Mary Connor brought about by her employer is as follows:

“The newspaper account is most interesting and can be read in a variety of ways. It is a good example of an “innocent abroard”. Remember where she came from, the time she came, probably only speaking english as a second language, and she comes face to face with the judicial and other trappings of the dominant culture and makes her own stand against them.

She probably comes out of that newspaper account looking better than her supposed social betters. Why didn’t the court listen to her claim of ill usage – because she was innocent enough not to understand the significance of an “oath” in court? A travesty.”

Bearing in mind that Mary, a young woman alone in the world, for whom english was a second language and that individuals of her class, not to mention her circumstances, were meant to defer to their superiors, she must have felt

very aggrieved indeed to speak up and stand against the dominant culture she found herself confronting.

One could surmise as did Professor Trevor McClaughlin, that the fact Mary did not understand the significance of an oath was a method used to divert attention away from her claim of ill usage. At the end of the day there was recognition that at the very least she was owed wages by her employer,

which I see as a just outcome and I am very proud to claim Mary Conner as part of my heritage.

Following this event Mary was trans-ported to Moreton Bay where she met and married George Hough on 19 October, 1851. They lived originally in Ipswich on the Brisbane River. Later moving to Leichhardt Street and then to Windmill Street, Fortitude Valley, until their deaths. Mary passed away in 1896.

Footnote:Between 1848 and 1850 over 4,000 adolescent female orphans emigrated from Irish workhouses to Sydney, Melbourne and Adelaide on the other side of the world. Their emigration has become known as the ‘Earl Grey scheme’ after its principal architect, Earl Grey, Secretary of State for the Colonies in Lord John Russell’s Whig government at the time of the Great Irish Famine.

They came from among the genuinely destitute class in Irish society, those whose world had been torn apart by the tragedy of the Great Irish Famine. Inmates of recently constructed workhouses, orphaned by the Famine, though about a quarter of them had one parent still alive, most were between 14 and 20 years of age, ready and willing to grasp the opportunity of a new life in the Antipodes.

The Irish orphan ‘girls’ were soon maligned in the Australian metropolitan press as immoral dregs of the workhouse, ignorant of the skills required of domestic servants. There were some notable exceptions; the welcome given to the Thomas Arbuthnot women in 1850 as they made their way southward from Sydney is the best known.

The Surgeon on board the Thomas Arbuthnot, Charles Strutt, even accompanied some of the young women through the hinterland of New South Wales finding them suitable employers.

Generally however, opposition to the female orphan scheme was so strong that it ended within two years. The last vessel to arrive was the Tippoo Saibon on 30 July, 1850.

Footnote source: Trevor McClaughlin, August 2006

ABOVE: Transport Ship “John Knox” circa 1850.

TIPS TO DEAL WITH WORKPLACE BULLIES

1 Keep a record of incidents, including witnesses.

2 Diplomatically find out if others are having the same problems.

3 Familiarise yourself with your employer’s policies and your rights at work.

4 Talk it over with your local workplace Delegate or Organiser.

ASU Branch Update Summer 201212

It’s a time for reflection – on everything GLAM has meant to us as LGBT ASU members.

This article may end up being the last one I write as the Convenor of GLAM here in Queensland. I am planning a move to Sydney, and one cannot be a Queensland Convenor of anything if living over the border! So I wanted to take this chance to reflect on the amazing things I’ve seen, felt, heard and done as a GLAM activist and wish all of my fellow LGBT ASU and Together members here in Queensland great luck and fortune of change into the future.

GLAM and our cross-union group Queer Rights @ Work (QR@W) have become very recognisable here in South East Qld with us actively participating in events like the Brisbane Pride Festival, Gold Coast Gay Day and Sunshine Coast Pride Day over many years. I am very proud of the contribution we’ve been able to make in not only bringing the union movement to the

queer community, but also in bringing the queer community to the union movement. This movement and this community are a natural fit – as Sal Rosselli, President of the National Union of Healthcare Workers in the US and openly gay social activist so fabulously puts it: “The fight for economic and social justice is one fight, not two, just as workers and the LGBT community are one. LGBT members are also workers, and many workers are LGBT members. We must all stand together in this fight, just as our adversaries stand together against us”.

We know who our adversaries are as Union members, and we know they are a very similar group to those that oppose our rights as LGBT people. If we all stick together, under our union banners and our rainbow flags – change will come, and our opponents will be defeated! Here in Queensland we face the current LNP government as one of our biggest opponents. Their unfettered attack on workers’ rights is shameful, as has been their attacks on laws that had actually progressed

the rights of LGBT Queenslanders. I urge you to get involved in our union’s actions against the stripping of both LGBT and workers’ rights.

As you fight the good fight, I’ll leave you with some great memories of GLAM and QR@W in picture form, and I thank you for your support over the past few years as I’ve been the very proud custodian of the wonder that is GLAM here in Queensland. GLAM is a fundamental part of our union all over Australia, offering a unique and valuable service. I particularly look forward to many of you being active GLAM activists into the future!

If you ever have a query about GLAM, or about any kind of LGBT-related issues you’re having at work – just chat to your Organiser and they can connect you to the new GLAM Convenor once that’s finalised. In the meantime, if you have any great GLAM stories or need any assistance over the next couple of months, just drop me a line at: info@qld.asu.net.au

Fight on comrades!In Solidarity and Rainbows,

Zoé KennedyGLAM Convenor, Queensland.

13

Airlines Update

Some major announce-ments have occurred over the last few months.

Qantas & Emirates tie upA global aviation partnership will be entered into once appropriate government authority gives the green light for Qantas and Emirates.

The partnership will enable reciprocal arrangements between Qantas and Emirates with a key focus on the Europe/Dubai market. How the partnership will pan out in the future is unknown at this stage and we have called for both groups to open up dialogue with the ASU and its Delegates.

We need to understand how this impacts on Australian jobs and if there is to be any rationalisation of the workforce, then we will take the position that no jobs should be outsourced or off-shored as a result of the partnership and that any new positions should stay in Australia.

The first briefing for the ASU and its Delegates occurred on October 17, 2012 and involved Qantas Delegates. Members will be updated on the outcomes of this situation as more information becomes available.

Qantas/Australia Post & Star Track Express/Australian air Express - What does this mean?

Qantas announced that it intends to sell its 50% share in Star Track Express to Australia Post and that Australia Post will sell its 50% share in Australian air Express to Qantas.

This is still to be approved by the regulatory authorities and in the meantime, the ASU has been seeking consultation with the business entities to find out more detail.

A number of national meetings have been planned for the ASU and its Delegates to meet with Company representatives. The first meeting was held on October 23, 2012 for Qantas Freight Delegates.

Qantas and Jetstar National Meeting

ASU Brisbane Delegates from Qantas & Jetstar attended the ASU National Qantas and Subsidiary Delegates conference which gathered over two days in Sydney late August, 2012.

Delegates engaged with their colleagues across the country and spoke about issues specific not only to their industry but also in regards to their respective state/territory and employer. Qantas and Jetstar Delegates won the right through previous collective agreement negotiations to meet nationally for bargaining preparations.

Speakers included: Dave Oliver – ACTU Secretary who gave us insight into the work being undertaken by the Australian Council of Trade Unions; Paddy Crumlin – MUA National Secretary and President of the International Transport Federation. Paddy spoke about his role in the ITF and gave us a world-wide picture of the transport industry and how we fit in globally; and Anthony Albanese Federal Minister for Infrastructure and Transport. For more information on the International Transport Federation go to: www.itfglobal.org/index.cfm

For more information on media releases; speeches and interviews by the Federal Minister for Infrastructure and Transport go to: www.minister.infrastructure.gov.au/aa/

Jetset Travelworld Group

Over the past year Jetset Travelworld Group (JTG) Services have continued to rationalised its business.

Restructures have been announced throughout the year and have mostly impacted upon southern States as well as impacting on Qantas Business Travel, however at the time of publishing we have been advised that 5 roles will be made redundant in the Brisbane office, and a review of this decision has been sought.

Meanwhile, the ASU continues to negotiate with JTG Services for a new Enterprise Agreement for all other JTG workers who currently do not have a collective agreement in place. In Brisbane, this incorporates the ‘Air Tickets’ Group and our objective is to get the best Agreement with the best outcomes possible.

General Airlines News

Delegates at Singapore Airlines and Malaysia are in the early stages of preparation for reviewing their collective agreements. Negotiations occur in Sydney and members will be directly represented by ASU Delegates and national officials.

Air Niugini continues in a prolonged struggle to reach a satisfactory outcome in negotiations.

If you have any queries regarding your Agreement or there are issues in your workplace that your union can help resolve, please contact the union office on 1800 177 244 or alternatively email: info@qld.asu.net.au

Keep your super simple and save on fees

These days, it’s common to change jobs two, three or more times in your

working life. Each time, you might end up with another super account –

and another set of fees. So, when you change jobs, it’s the perfect time

to get your finances in order and organise your super. By having your

super paid into your AustralianSuper account:

› all your super will be in the one place, making it easy to manage, and

› you’ll know how much super you’ve got and have less paperwork.

And, with AustralianSuper’s fees around half those of most retail super

funds*, you’ll keep fees to a minimum.

One form is all it takes

To have your super paid into your AustralianSuper account, you just

need to fill in one simple form.

The form is available online at www.australiansuper.com/PayMySuper

Once you have completed the form, print it out and give it to

your employer.

When you change jobs, you tell your new employer where to pay your salary. You can also tell them where to pay your super.

* Source: SuperRatings SMART, 14 June 2012. Member, administration and investment fees are included, but the cost of insurance cover is not.

Movingto a new job?TELL THEM YOU’RE WITH

AustralianSuper

YourSuper September 2012 – www.australiansuper.com10

One form is all it takes – To have your super paid into your AustralianSuper account, you just need to fill in one simple form. The form is available online at: www.australiansuper.com/PayMySuperOnce you have completed the form, print it out and give it to your employer.

ASU Branch Update Summer 201214

Virgin Australia Negotiations About to Startby Linda WhiteASU Assistant National Secretary

Over the last few months, preparations have been underway for the commencement of the negotiations of the next Virgin Australia Ground Crew Agreement.

A record number of staff took the time to complete our pre-bargaining survey, the responses to which will form the basis of our claims. Shortly, across all sites we will be asking ASU members to consider the suggested claims.

There have been many changes at Virgin since the last Agreement so there are plenty of suggestions about how the current Agreement can be improved to reflect the new responsibilities many staff have and ensure the contribution that has been made to the airline’s profits is recognised.

ASU membership has been growing and importantly new ASU Delegates have put their hands up to either be involved in negotiations or to ensure our members are up to date with the progress of our discussions.

With a national Agreement like this one over a number of sites, we know our communication networks will be a

critical part of our success. Delegates from both Brisbane airport and the contact centre will be part of our national team.

We expect the negotiations will take place in Brisbane at the company’s headquarters and we want to start our meetings before the end of the year.

Watch out for more details over coming months.

Join your union today – phone 1800 177 244 or go to: www.asu.qld.net.au

15

PALEA Resolution

ASU Qantas and Subsidiaries National Delegates Meeting – 29 & 30 August, 2012

Resolution – passed by a national meeting of ASU Airlines Delegates This meeting of ASU delegates from Qantas and Jetstar recognise and support the ongoing struggle of the Philippine Airline workers and their union PALEA who have been locked out and then sacked in a major and long running dispute over outsourcing.

The dispute represents yet another example of an airline attempting to drive down wages and conditions of workers and de-unionise their workplaces in a short sighted attempt to boost profits.

We commend the PALEA members for maintaining their protest despite multiple typhoons and physical attacks, and the PALEA members have vowed to continue this protest until they are reinstated and negotiations opened for a new Collective Agreement.

We also committed to publicly support and draw attention to the plight of PALEA workers on their international day of action that was held on Thursday 27th September, 2012, the anniversary of the state of PALEA protests against outsourcing.

Together We Win!

Don’t put up with illegal behavior by your employer. Please contact your union Delegate or the union office if you feel you are being threatened to agree to something that would disadvantage you.

International Labour Organisation (ILO) Definition of Decent WorkDecent work has been defined by the ILO and endorsed by the international community as being productive work for women and men in conditions of freedom, equity, security and human dignity.

• Decentworkinvolvesopportunities for work that are productive and deliver a fair income;

• Providessecurityintheworkplace and social protection for workers and their families;

• Offersbetterprospectsforpersonal development and encourages social integration;

• Givespeoplethefreedomto express their concerns, to organise and to participate in decisions that affect their lives;

• Andguaranteesequalopportunity and equal treatment for all.

ASU Branch Update Summer 201216

by Jo JustoSenior Organising AdvocatePrivate Sector Team

The Private Sector Team assists members individually and collectively in call centres, transport and logistics, pathology, ancillary health, private hospitals, aged care and airlines.

AnglicareFollowing an intensive round of meetings with members and potential members, a Log of Claims was developed for allied health staff across Anglicare.

Members are seeking a log which looks to ensure their professional development is committed to and that their classification structure genuinely reflects the skilled work they perform.

Four rounds of negotiation meetings have so far delivered:• Newclassificationstructure

which will mean an immediate improvement in hourly rate for approximately 40% of staff with an additional 4 pay points for all staff, at a higher rate than currently available;

• Improvementoftravelallowancefrom 60 to 85 cents/hour; and

• Improvedredundancyagreement.

Whilst progress is good there is much to be finalised. Delegates are meeting with employees to discuss strategies to ensure the negotiations continue in their strong and progressive way to conclude with obtaining the key claims sought. STOP PRESS - In principle agreement reached.

Some outstanding claims still to be agreed are:• Nowageincreasefinalised;• Noagreementona5thweekof

annual leave; and• Wearestilldiscussingclinicalsuper-

vision and clinical practice activities.

HealthscopeIn an industry built on the strength of commitment by employees in all fields of private health to ensuring best practice service to patients and highlighting the welfare of patients, it would seem odd that an employer has no interest in the vital capital that is their staff.

Healthscope appear to be just that employer. The Collective Agreement negotiations are progressing at an incredibly slow rate with the employer appearing to frustrate the process at every turn.

Delegates are working tirelessly to ensure that members are up to date with the changes and working to build the membership strength. It is a hard and fraught process but tenacity and determination by the Delegates will ensure that the best possible outcome will prevail for members.

Sullivan Nicolaides Pathology Sullivan Nicolaides Pathology (SNP) undertake the vital task of collecting, testing and analysing samples for disease, cancer and other health related conditions.

Staff have their working conditions set by “CWA 3” which is the third generation Collective Agreement at SNP. CWA 3 expired on 12 October, 2010 and staff have had administrative pay increases applied annually since that time.

This year SNP have proposed to apply yet another administrative increase and to leave the Agreement as it is. Members have stepped up to the plate and are organising their workmates to ensure that they have the ability to renegotiate their Agreement in the year ahead.

Members turned out in force on October 11 this year, despite the rain, to show their support for the renewal of their Agreement by attending a BBQ and information session.

Uniting Care Health Allied Health ProfessionalsAllied Health Professionals (AHP) union members at Uniting Care Health (UCH) stood strong this year in the bargaining of their Collective Agreement.

UCH combined into the existing AHP Collective Agreement, further professional occupational groups such as Biomedical Technicians, Anaesthetic Technicians, Radiographers and Breast Screening Clinics.

This move to combine all of these work areas into the AHP Agreement led to a complex and difficult bargain. Workers from each of the new work areas joined their union and actively participated in the bargaining process to get the best outcomes possible.

Allied health staff and the various technicians worked extremely hard to ensure that their conditions and wages were protected and improved. This included voting down the first ballot put to them by UCH in response to their employer not addressing all the issues raised by union members.

Members then met to establish the key outstanding issues and put them to UCH resulting in some movement from management. Whilst negotiations could have continued, they would have prolonged an improved wage outcome for all employees, the majority of staff then accepted the Agreement with some improvements on the second vote.

Private Sector Update

We’re Ready ....• toberespected.• tobepaidrealwages.• togetarealAgreement.

Ready

GET

Healthscope Admin

You Are Invited!

FREE Sausage SizzleAll CWA 3 Staff Welcome!

DATE: Thursday, 11 October, 2012TIME: 12:00 midday – 2:00pm

VENUE: Near Car Park Exit Taringa Site

Do you have any queries about CWA 3? FREE information available.RSVP – Please text or email your name and break time for

catering purposes to: Julie King at Sullivan Nicolaides.Mobile: 0403 157 863 • Email: Julie_King@snp.com.au

Authorised Alex Scott, Secretary Together

continued next page >>>

17

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>>> UCH continued from page 16Members would like to thank Delegates who took forward member issues and progressed them under trying conditions.

Uniting Care Health (UCH) Admin & Clerical AgreementWorksite visits are being conducted at the various UnitingCare Health sites in preparation for the upcoming Collective Agreement negotiations for administrative staff at Wesley Hospital, St Andrews Hospital, St Stephens Hospitals – Buderim and Maryborough.

Delegates are currently collating surveys returned by members to develop the Log of Claims for endorsement prior to negotiations commencing.

UnitingCare Health management have proposed the combining of the Administrative Agreement with a range of unrelated Agreements. At this time there is no commitment to enter into a joint Agreement.

Autism Early Intervention Outcomes Unit (AEIOU) This is the very first Collective Agreement that this worksite has negotiated.

Organiser, Jenny Sleba has presented to Therapists, working at AEIOU, an overview of collective bargaining under the Fair Work Act.

Staff have indicated they look forward to having an Agreement in place and were anxious to complete a survey to develop a Log of Claims.

Boystown Boystown comprises many varied work areas and the Collective Agreement is negotiated nationally.

Members in the main work in administration and in the fund raising call centre. The upcoming negotiations will be the third Agreement for all employees. Negotiations are expected to be well underway before the end of the year.

Armaguard Country and MetroArmaguard seek to have separate Agreements for employees in the cash room working in metropolitan areas and in country areas.

The majority of the working conditions are the same. Shifts and starting times may vary and in some circumstances employees in the country areas are required to hold more skills due to the smaller nature of the cash rooms.

Increases to wages and allowances are the central focus of the negotiations. Delegates at the bargaining table report progress in small steps.

WOC’sWorkplace Organising Committees (WOCs) have been established in many private sector locations and are conducted by your workplace Delegates for the benefit of all members working at those locations.

continued over page >>>

ASU Branch Update Summer 201218

Concerns About Fijian Workers’ Rights After Regime Baulks at Scrutiny, Ordering ILO Out of Country>>> WOCs continued

WOC’s give Delegates an opportunity to come together to work through issues, gather information, utilise training time with organisers and develop strong plans to build workplace strength and educate members and potential members.

If you don’t have a functioning WOC in your workplace contact the Private Sector team today on 1800 177 244.

Consultative CommitteesThe CC has many names – local consultative committee, joint consultative committee, local consultative forums, district consultative committee and the list goes on.

In many cases these committees are described in Collective Agreements and so carry a responsibility to ensure their effective running.

Employees are often sought out by management to participate in these committees without any understanding that decisions they may participate in have a binding effect on all employees and at times can be outside of what is lawful under the Agreement.

Delegates can participate in training specifically related to consultative committees, their roles and obligations and how to ensure that your work colleagues support the process and any decisions made.

Employers will and often do utilise these committees as rubber stamping for poor HR practices.

Don’t let this happen in your workplace! Do you have a CC? Have you been trained, do you have the support of your work colleagues to make decisions on important issues?

Your Organisers can assist you to develop and implement the skills and practices to be a great Consultative Committee member. Call us now on 1800 144 244.

Private Sector Update continued >>>

In mid September a delegation from the non-partisan International Labour Organisation (ILO) was ordered to leave Fiji, suggesting a dangerous escalation of the Fijian regime’s contempt for workers’ rights and must be condemned in the strongest terms.

Unions have called on the Australian Government to demand an explanation from the Fiji military regime for ordering an ILO Mission out of the country without explanation.

ACTU President Ged Kearney said the incident, which came after an abrupt end to a meeting between the ILO mission and a government minister, confirmed unions’ serious concerns with the Bainimarama regime’s ongoing disregard for human rights. The ACTU has called on the Australian Government to demand Fiji explain this latest action, which flies in the face of recent publicly stated commitments to a return to democracy.

The ILO mission, headed by a respected judge on the International Court of Justice, had arrived in Fiji and was scheduled to attend a number of meetings with the government and civil society, including the Fiji Trade Union Congress on the issue of ILO core labour standards including freedom of association and the right to bargain collectively. The ILO Mission and the terms of reference were agreed by the interim government in advance of the ILO mission’s arrival. The team was to participate in meetings until Friday 21st September.

Before meetings could get underway, the interim government stopped the ILO mission from attending any meetings and sought to renegotiate the terms of reference. The ILO Mission found the new terms of reference to be unacceptable, and as a result, the ILO mission was asked to leave Fiji immediately.

“This also shows how afraid of scrutiny this autocratic, non-elected regime is, in pretending to welcome the ILO Mission but then slamming the door in its face upon arrival,” Ms Kearney said.

“We condemn this action and have asked that the Australian Government seek an urgent explanation from the regime, as its actions are completely inconsistent with its publicly articulated commitments to return Fiji to democracy and a country that respects human rights”.

“The ILO mission was intended to investigate ongoing concerns that the Fijian military regime has systematically violated workers’ rights through a series of unilateral decrees and intimidation and harassment of union leaders”.

“The ILO mission’s visit was an opportunity for the Fiji military regime to show it was serious about reinstating human rights and democracy, but instead we are left with less confidence than ever that this will be an outcome under the leadership of Commodore Bainimarama”.

“Given Australia has offered assistance for election preparations, it is incumbent on the government to encourage greater transparency in the entire process. Sadly, we have serious concerns that Fiji will not allow such transparency without further pressure.”

The ACTU has written to Prime Minister Julia Gillard and other senior ministers, including Foreign Minister Bob Carr, urging them to demand explanations from Fiji for this action.

Ms Kearney said unions’ concerns also continued over the level of public participation, inclusiveness of representation and transparency of the constitutional review process now underway in the lead up to elections slated for 2014.

Source: Modified ACTU

19

Negotiations have just begun for a new Collective Agreement in Brisbane City Council.

The existing agreement has a nominal expiry date of 16th April 2013.

We are working very closely with The Services Union and have developed a joint log of claims via a survey that went out to all members.

The log of claims was recently endorsed by meetings of members of our union and members of The Services union.The log of claims contained 22 items.

Delegates Mark Taylor and Errold Bryant are part of our combined negotiating team.

Discussions so far have concentrated around BCC collating all union claims into a single document, most of which will be negotiated as a Single Bargaining Unit and others that are specific to a single union will be negotiated with that particular union.

These negotiations will be very important in light of what is happening in the public service, QHealth and Energy.

Job security will be an issue that will be very important to all members in BCC.

A list of our Log of claims has been included with this document as follows:

Brisbane City Council Draft Members Log of Claims for EBA8, 20121. Current Brisbane City Council EBA7

Enterprise Bargaining Certified Agreement 2010 to be the base of the new agreement’s terms and conditions (no trad offs and all current clauses maintained unless there is an agreement to change a clause based upon a tabled claim by the parties); and

2. Up to a three (3) year Agreement filed with the Queensland Industrial Relations Commission; and

3. Renegotiation of a replacement agreement to commence six (6) months prior to the nominal expiry date of the agreement, preceded by a 3 month union member consultation period for EBA negotiation preparation; and

4. Maintain employment security provisions for all employees through the current No Forced Retrenchment’ provisions; voluntary redundancy provisions; redeployment and retraining provisions; and

5. Clarify and improve upon current consultative mechanisms; and

6. Insertion of a clause of Organisation Change / Workplace Change consultation that provides a process to govern the specific timeframes; the type/s of information that should be provided to unions and affected employees and demonstrates genuine consideration of proposals put forward by the affected parties in response to the proposed organisation change. Workplace change and follows the principles of natural justice; and

7. Insertion of positive employment provisions to secure and improve upon members, delegates and union rights within the workplace; and

8. 5% per annum wage increased (or current CPI safety net), whichever amount is the greater; and

9. Indexing of allowances by the wage increases sought; and

10. Increase in the current compulsory employer superannuation contributions by 3% over the life of agreement (from 14% up to 17%) and ensure relativity with the federal government’s superannuation guarantee legislation; and

11. Insertion of a clause for recovery of overpayment from employee wages stating a maximum percent of weekly net wage to be recovered in any pay period; and

12. Extend what can be Salary Sacrificed, ie mortgages, bills, loans, novated leases, laptops, iPads, etc; and

13. Payment of the utilisation of privately owned equipment when performing work for Council; and

14. Concessional public transport for Brisbane City Council employees; and

15. Maintain current sick leave; carers’ leave; parental leave and work life provisions such as but not limited to flexible employment arrangement; and

16. Should Council continue with yearly Christmas Closedown we seek negotiated guidelines for Christmas Closedown included in the Agreement; and

17. Clarify and improve the mechanisms for learning and development, training and career opportunities; and

18. Commitment from Council to provide a set of minimum number of traineeships and cadetships; and

19. Mechanisms for casual, temporary and maximum term contract employees to transition into permanent employment; and

20. Creation of Local Area Workplace Agreement for Network Control to address a number of amendments being sought to operational arrangements and conditions; and

21. Any other matters pertaining to terms and conditions of employment that arise out of the negotiations; and

Operational Issues with Current Certified AgreementNote: the claims below are seeking amendments to current Agreement clauses and are based on operational issues that have affected the parties during the life of the Agreement.22. Amendments to the Brisbane City

Council Libraries Local Area Workplace Agreement including but not limited to: providing clarification on recruitment process; competency progression; minimum hours of work for 10 Flexible Permanent Part-Time employees.

Local Government Update

By Kevin PlaceASU Assistant Branch Secretary

ASU Branch Update Summer 201220

Energy Sector UpdateRedundancies Redundancies RedundanciesAt the moment all Energy Government Owned Corporations are restructuring their organisations under all kinds of titles, but it results in the same thing – less people are doing the same work.

Stanwell CorporationCurrently Stanwell Corporation are advising that they are closing down two units at the Tarong Power Station for at least two years due to an over supply of electricity. This will mean the loss of 64 positions from the power station.

We do not believe that Stanwell have complied with the consultative provisions in the Collective Agreement and we have sought the assistance of Fair Work Australia (FWA) to resolve the dispute.

Meanwhile our Delegates, along with the other Delegates from the Single Bargaining Unit, are organising a community rally in Kingaroy on the 10th of November to bring to the attention of business leaders and politicians, just what impact the loss of the jobs from the power station coupled with those jobs that have

already been lost in the district from other government cutbacks will have on the community.

Stanwell Corporation are also restruct-uring throughout their corporate area with further job losses in most areas.

SPARQSPARQ are working through a process of restructuring which will mean redundancies will occur, but they have complied with the consultative provisions in their Collective Agreement.

Ergon EnergyErgon Energy are also working through significant restructuring in all their areas which will result net reduction of approximately 500 roles across Ergon Energy from now until the end of the financial year.

One of the areas greatly affected is meter reading, where Ergon are planning to outsource all meter reading and in the process, make all their own meter readers redundant.

We have sought the assistance of Fair Work Australia in regard to the meter readers, as Ergon have not complied with the consultative provisions in the Collective Agreement.

EnergexEnergex have advised the Union that they are looking at between 300 to 900 redundancies.

Your Union along with other Energy Industry Unions have participated in a conciliation conference called

by Energex at Fair Work Australia because Energex claim that the Unions are frustrating their ill-conceived redundancy process.

In these proceedings, Energex sought to use legal representation on the basis that the Energex Industrial Relations Department was incapable of representing the company.

During the conciliation, Energex provided a list of 13 positions which they have identified as redundant and consultation has commenced around these positions. As part of this identification Energex provided specific detail about the roles as required by the Agreement. At a further meeting Energex supplied an additional list of 97 positions across various divisions.

This process will be ongoing until the end of the financial year.

CS EnergyCS Energy are restructuring in many of their areas, a situation which is likely to result in approximately 30 redundancies.

We are currently looking at a dispute around the non-payment of bonuses for those staff on AIAs. l

Tarong Community Rally

Saturday 10th November from 9:30am

O’Neil Square, King Street, Kingaroy

TIMELINE FOR 12% SUPERNew laws passed by the Labor Government in March 2012 will result in a phased increase in the minimum Superannuation Guarantee (SG) contribution for all workers to 12% by 2019.Through union bargaining, around 1.8 million workers already receive more than the current 9% minimum contribution.Unions should bargain for more than the minimum SG where you can.It is also important that unions do not ‘trade-off’ increases from the employers in enterprise bargaining.

Superannuation GuaranteeCurrent 9%1 July 2013 9.25%1 July 2014 9.5%1 July 2015 10%1 July 2016 10.5%1 July 2017 11%1 July 2018 11.5%1 July 2019 12%

NO WAGETRADE-OFFS

21

Workers’ Compensation ReviewQueensland Government contemplates changes to Workplace Health and Safety Act

Prior to a series of roundtable discussions with industry groups, the new state government has indicated it will make changes to the Queensland WHS Act after recently streamlining health and safety laws for the mining sector.

As reported by OHS Alert, in previous discussions regarding the proposed new laws, state Attorney-General, Jarrod Bleijie said that while it was important to have a strong focus on workplace health and safety standards, “we do not want to impose unnecessary burdens on business”.

“The previous government’s view on workplace health and safety was all about regulation and red tape, which strangles business and reduces productivity and flexibility,” Bleijie said.

“The Newman Government wants to work with the business sector, not over-regulate it and not tell companies how to run their operations”.

“Unlike the previous Government, we trust business wants to do the right thing as they don’t want a reputation for dropping the safety ball.”

According to OHS Alert, Bleijie noted that when the state’s mirror Workplace Health and Safety Bill was debated last year, the LNP - then in opposition - made it clear that it would consider amending the laws if they “were not well received”.

What is workers’ compensation?Queensland’s workers’ compensation scheme covers workers in the event of workplace injury or work-related illness, and for journeys to and from work.

The scheme may cover an injured worker’s lost wages while they are out

of the workforce, reasonable medical costs and rehabilitation treatment and services.

It also provides lump sum comp-ensation for permanently injured workers or death benefits to families of workers killed as a result of workplace accidents.

How is the scheme administered in Queensland?Under Queensland’s Workers’ Compensation and Rehabilitation Act 2003, an employer must insure or self-insure against work related injury sustained by a worker of the employer where work is a significant contributing factor to the injury. Most workers’ compensation insurance is managed by WorkCover Queensland, a Government-owned provider.

A Workcover insurance policy covers an employer for all compensation, medical expenses and damages claimed by injured workers for injuries or illness that arise out of – or in the course of employment, where employment is a significant contributing factor to the injury or illness.

The scheme is a no fault scheme, meaning a worker who meets the criteria is entitled to compensation no matter who was at fault when the injury or illness occurred.

What sets the Queensland scheme apart?Like other schemes, the Queensland scheme is charged with providing the best possible benefits to injured workers at the lowest possible costs to employers. It is one of the most effective in Australia, with cheap premiums and best outcomesfor injured workers.

Why is the scheme under review?Legislation requires that a review of the operation on the workers

compensation scheme be completed at least once in a five year period. A Parliamentary Committee will see how it is meeting its objectives, how it compares to schemes in other states, its financial position and how it affects the state’s economy.

What are the concerns about the review process?Currently, Queensland has the strongest workers’ compensation scheme in Australia. It delivers the best results for workers injured on the job and directs the vast majority of its funds back to claimants.

The QCU wants to keep it that way. We therefore plan to monitor very closely the review process with the goal of ensuring the scheme is not watered down, but kept intact for future generations of Queenslanders.

Stand for keeping our workers’ compensation scheme.

Join in the campaign and sign the petition to ensure our government knows you will not accept changes to your nation-leading workers’ compensation system. You can find the petition at: www.standforqld.com.au and show your support for the current scheme.

The new state government’s position is that it will “trust business to do the right thing” in relation to their workplace health and safety obligations is in retrospect, rather naive, considering WHS legislation is the defining factor in forcing business to properly consider the ongoing welfare and safety of employees during the course of their daily work requirements.

In it for the long haul – Tiffany’s film is about making sure that young workers are able to return home safely to family and friends at the end of their working day.

All workers and employers need to be aware of the unique risk profile young people have which makes them vulnerable in the workplace.

At 18, Tiffany Ward was severely injured at work when both of her arms were caught in a potato processing auger. This film highlights the traumatic impacts of the incident. It describes Tiffany’s battle to live with the financial, physical and emotional consequences of her injury.

Now 22 and married to Matt with two children, Tiffany has shown incredible resilience and spirit in getting on with her life after the incident. Tiffany has shared her story to make workers more aware that a workplace incident can have life-long consequences. You can view Tiffany’s video about her injury at:www.youtube.com/watch?v=yttAGjqPaNo&feature=youtu.be

Background to Tiffany’s incidentOn 14 October 2008, 18-year-old Tiffany Ward (nee Upton) sustained horrendous injuries to both of her arms when they were dragged into a rotating auger screw of a potato processing machine.

Tiffany, a factory process worker, had been cleaning food scraps out of the auger when its blades were activated, quickly cutting her arms to shreds.

Tiffany spent 40 minutes trapped in the machine with her arms above her head while emergency services rushed to the scene. She was airlifted to hospital where doctors performed more than 30 hours of surgery including bone and skin grafts. Although the surgeons were able to save her arm, she will never

regain use of her right hand and herleft hand and arm has been left with restricted mobility.

How did this happen?Housekeeping procedures, such as cleaning, (commonly known as non-production tasks) often have lower attention paid to them and can be easily overlooked as a source of risk to workers. Removing the auger’s guard for cleaning was a common practice in this company, but it also exposed staff to the risk of an injury occurring.

As no previous risk assessment had been conducted there was no control measure to eliminate or minimise the risks of injury.

Appropriate control measuresHad an effective control measure been implemented, the incident would not have occurred. Risk assessments should consider a hierarchy of control measures to ensure the most appropriate control measure for the apparent risk is applied. Under a hierarchy of controls, the following measures could have been introduced:• Removethemachineandreplace

it with a safer system of work (elimination).

• Installpermanentguardingtoprevent bypassing or disabling (design).

• Introducestricterplanningforcleaning and other procedures (administrative).

• Usespecifictagin/tagoutsafetyswitches (isolation).

By conducting risk assessments, businesses can clearly identify areas that require attention and then take preventative action. Businesses can not afford to wait for an incident to occur

before they change a process or buy more up-to-date equipment.

The message is clear - fix it now before it injures someone or costs them their life.

Who was responsible?The company pleaded guilty to breaching s.28 (1) of the Workplace Health and Safety Act 1995 at the Brisbane Magistrates Court in March, 2010 and fined $43,000.

The business was responsible because it failed to meet its workplace health and safety obligations. A person in charge of a business or undertaking has a duty of care to ensure the safety of their staff. The business was required to take precautions against the risks,including managing the risks associated with unguarded moving plant.

The investigation findings presented to the court revealed:• thedefendantfailedtohavein

place, a safe system for performing the task of cleaning the machine without exposing workers to the risk of injury from moving parts;

• theinjuredworkerhadnotreceiveda safety induction for performing the task;

• therewasnosysteminplacetoensure the machine was turned off before cleaning commenced; and

• thedefendanthadfailedtounder-take any hazard identification or risk assessment in respect of the machine, or implement any control measures in respect of the machine.

© The State of Queensland (Department of Justice and Attorney-General) 2012

In It for the Long Haul: The Tiffany Ward Story

ASU Branch Update Summer 201222

Tenants’ Advisory ServiceFunding Withdrawn

23

On the 24th of July of this year, 23 Tenant Advice & Advocacy Service (TAAS) funded services received a fax informing them the entire program would be discontinued and they were being provided 3 months notice of funding withdrawal.

These services included 22 local and regional services as well as the statewide Tenants’ Union of Queensland (TUQ) which provides advice to tenants and training and support to the local TAAS agencies.

All services (with the exception of two) had funding agreements until June 2014, but the LNP government used a standard clause which provides the ability to withdraw funding at anytime for any reason by providing 3 months notice.

Services, communities and tenants were shocked at this decision and the outpouring of concern was incredible. Local, state and national agencies along with the International Union of Tenants based in Sweden were all concerned at how this would impact on tenants, as well as the loss of the highly experienced agencies and corporate

tenancy law knowledge which would be lost to the community.

These important and necessary services have been around for over 20 years. The program was funded last financial year at $6.4M of which $5M was the interest generated on tenants’ bonds.

The state Minister for Housing said that the money was required to be used for social housing programs and the priority was to ‘put roofs over people’s heads’.

The TAAS (QLD) program primarily assists people in the private rental market and because of the source of the funding, (funded primarily from the interest generated on tenants’ bonds)it is in fact a mainly consumer funded program.

Around 90 workers were facing involuntary redundancy. Many of these were unlikely to be paid any redundancy pay because they are small organisations and fall under the small business exemption regulations.

Some friends of the TAAS sector set up a campaign group and formed the Save Tenant Services campaign. Many letters and postcards were delivered to

local MPs and the Premier and Housing Minister, setting out concerns about the decision. A day of action saw many people call these offices or drop postcards at the Premier’s electorate office.

The Federal Minister for Housing expressed concerns about the impact on tenants of the withdrawal of advisory services and the potential for homelessness at the launch of the National Homelessness Conference.

The letter writing campaign continued and on 3 October, 2012 two days after International Tenants’ Day, and just when services were starting to lose heart, the Federal Minster for Housing, Brendan O’Connor, announced an emergency package of funding to support the TAAS funded services until the end of June 2013. This has been an enormous relief for these service providers. It acknowledges the important work of the tenant advice services.

However, the battle is not over. There is the long term issue of survival for tenant advice services. This issue will be the subject of further focus once funding agreements expire.

ASU Branch Update Summer 201224

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Universities Update

There is plenty of action happening in universities at the moment. With all Queensland universities either in the process of, or about to launch into, Enterprise Agreement negotiations there’s never been a better time to be a union member.

Delegates from across the university sector met on 6 September 2012, to plan how we will approach organising around upcoming Enterprise Agreements, as well as where we would like to position ourselves, as a union in universities, for the future. Our union also has an agreement with United

Voice to represent their universities members during bargaining and we welcome the opportunity to work with this broader group of members.

Surveys, formulated by Delegates, have been completed by members to shape our Logs of Claims. Delegates have held member meetings in each university to endorse these logs and to discuss bargaining. Now, each university is at a different stage in negotiations.

CQUThe Central Queensland University Agreement expired on 30 June, 2012, and negotiations have been continuing.

The main points of the employer’s current offer are: • 3%wageincreaseperyear;and• 6weeks’annualleave(withthe

3 concessional days at Christmas being subsumed into this amount).

James Cook UniversityWe have served our log of claims for James Cook University and negotiations are now under way. The University is yet to put a wage offer on the table and is currently working through their proposed changes to the Agreement.

Our union is also representing members of The Services Union during bargaining at JCU.

Griffith UniversityGriffith University negotiations have just commenced and will continue fortnightly. Members will be updated as negotiations progress.

QUT/UQBoth QUT and UQ are yet to enter negotiations, but initial discussions with these universities will happen shortly. In the meantime, delegates are keeping members informed about the process and forming their bargaining teams.

USQThe University of Southern Queensland Agreement expires on the 30th June 2013 and negotiations for this agreement are expected to commence 3 months prior to expiry. Members at USQ will be contacted early in the new year to compile and complete a survey leading to the Log of Claims for USQ.

If you would like any further inform-ation on bargaining in universities please contact your local workplace Delegate. If you are unsure who your local contact or Delegate is contact the Union office at: universities@together.org.au

Union members on Collective Agreements earn on average, $100 more per week than other employees. Join your union today – call us on 1800 177 244 or email: info@qld.asu.net.au or speak to your local workplace Delegate.

Joining On-LineYour friends and colleagues can join the Union on-line by going to: www.qld.asu.net.au and click ‘Join’ in the top menu.It’s easy, confidential and offers secure payment options. Don’t wait until it’s too late – we have a pre-existing problems policy that allows us to assist financial members only.

Together is a counterpart organisation of the ASU

Join your union today – phone 1800 177 244 or go to: www.asu.qld.net.au

ASU Branch Update Summer 201226

Profits back to members Value for money products High quality services

It’s my health fund!

It should be yours

too...

• Profitsgobacktomembersintheformofbenefits• Weprovidegreatvalueformoneyproductsandservices• AsanASUmemberyouareautomaticallyeligibletojoinandsoisyourextendedfamily!

Sowhywouldyouconsideranyotherhealthfund?

What is the Gonski report?The Gonski Report was commissioned by the Federal Government in 2010 and chaired by businessman David Gonski.

The aim of this report was to identify funding requirements for schools to address inequalities in our current system and to provide recommendations to ensure the best educational outcomes are available for students in both government and privately funded educational institutions.

In the course of gathering information, the review panel received more than 7,000 submissions, visited 39 schools and consulted 71 education groups across Australia. The panel presented its findings to the Gillard Government in November 2011, and the government released the report in February 2012 with its final response delivered in September, 2012.

In reviewing the report, the Gillard Government has promised a fully funded education funding model in place by 2020 and to lift Australia’s Programme for International Student Assessment (PISA) performance to be in the world’s top five by 2025.

The need for the review in school funding has been necessitated by a decline in the performance of Australian students over the past decade with the report stating that in 2000, only one other country outperformed Australia in reading and scientific literacy, and only two outperformed Australia in mathematical literacy.

The Gonski report found that in Australia there is a significant gap between its highest and lowest performing students, with a concerning proportion of Australia’s lowest performing students not meeting minimum standards of achievement.

The report also found that there is an unacceptable link between low levels of achievement and educational disadvantage, particularly among students from low socio-economic and Indigenous backgrounds.

In its deliberations, the review panel found that current school funding arrangements are unnecessarily complex and involve duplication of funding in some areas, and that there is an imbalance between the funding responsibilities of the Federal Government and state and territory governments across the schooling sectors, with the current funding system making it difficult for governments and policy makers to decide how best to fund schools.

The Gonski Report

continued next page >>>

27

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The Gonski report reiterates that school funding is not simply a matter of financial considerations, but rather is about strengthening and securing Australia’s future via an investment in appropriate educational resources that support every child in every socio-economic group.

Report RecommendationsThe Gonski report proposes arrangements that will deliver a funding system that is transparent, equitable and financially sustainable and that is also effective in providing an excellent education for all Australian students.The report says educational funding needs to be increased by approximately $5 billion per year across all schooling sectors.

It recommends that one third of that funding should come from the commonwealth with additional costs negotiated between all governments. The report is resolute that funding should go to the government sector, due to the significant numbers and greater concentration of disadvantaged students attending government schools.

The report also says that state and federal governments should work together to co-ordinate funding in a more effective manner, recommending a two-tiered model called the ‘schooling resource standard’. This standard would form the basis of deciding all school funding and would go through a review process every four years.

The report recommended that this standard should include a ‘per student’ amount, with adjustments for students and schools facing certain additional costs inclusive of extra loadings for disadvantage such as disability, low socio-economic background, school size, remoteness, the number of Indigenous students, and lack of english proficiency.

National Schools Resourcing BodyThe report concludes that the schooling resource standard should be overseen by an independent National Schools Resourcing Body that would ensure that money spent on schools is provided in a way that maximises its educational impact on students.

This independent body would have the final say on whether particular non-government schools are eligible for full public funding and would also be responsible for ongoing research

to ensure Australia’s schools are continually improving.

Stronger Governance and AccountabilityThe report says that to achieve stronger governance and accountability, state and territory governments should forge bilateral funding agreements with the commonwealth. It recommends setting up a national school growth fund to cover the cost of major school expansions and that School Planning Authorities should be established to co-ordinate the building of new schools and expansions to existing schools.

Key Gonski Report ConclusionsThe Gonski report says Australia must aspire to have an education system that is a world leader for its quality and equity, and must prioritise support for its lowest performing students.

It says every Australian child should have access to the best possible education, regardless of where they live, the income of their family, or the school they attend.

It reiterates that no student in Australia should leave school without the basic skills and competencies needed to participate in the workforce in order to lead successful and productive lives.

The Gonski Report found that in Australia there is a significant gap between its highest and lowest performing students, with a concerning proportion of Australia’s lowest performing students not meeting minimum standards of achievement.

The Gonski Report continued >>>

David Gonski is an Australian public figure and successful businessman. He is Chancellor of the University of New South Wales and Ambassador for the Australian Indigenous Education Foundation. He was appointed OA for service to the community through visual and performing arts and appointed AC for service to arts through charitable support.

ASU Branch Update Summer 201228

Preventative Health CutbacksPublic Health is Worth Fighting For!

By Phil CarswellTogether Delegate, Public Health

For many people, health is something that happens to you inside a hospital or GP’s surgery. It is seen as something that is done to you.

However, there is a growing pool of evidence to show that keeping people healthy and avoiding hospital or other medically based care is not only possible, but is in fact the best way to sustain a viable health care system.

This focus on public health (sometimes called preventive health, population health or health promotion) focuses on avoiding illnesses and preventable injuries, promoting healthy choices in lifestyles and behaviours and seeking to empower individuals, families, neighbourhoods, communities and population groups to make (and keep making) healthier choices.

Public health also seeks to reduce the burden of ill-health by working on and with the whole community to promote health and minimise the negative health impacts of health risks on the whole population, before illness or injury occur.

A good health care system needs well functioning hospitals, but it also needs effective preventative, promotion and protective public health programs to try and reduce the pressure on hospitals and provide all citizens with the best opportunities to live full, happy and healthy lives. The role of public health has grown in recent years as health services struggle to meet the emerging health demands of the 21st century, including the ageing population that has been predicted for the future, placing even more of a burden on our hospital and health systems. According to the Queensland Statewide Health Services Plan 2007 - 2012, it was acknowledged that: “a sustainable health system comprises more than hospitals and beds, it is also about keeping people well,

promoting healthy lifestyle choices and preventing the need for hospital services”.

We need both elements of a strong, state based health system. It is not a question of one or the other.

However, this state government is dismantling public health and focussing all its attention on hospitals and acute care (or to use a much abused term – the ‘frontline’).

The problem is that good public health is also recognised by all other state health departments, the commonwealth and international bodies such as the World Health Organisation as ‘frontline’ because without good public health, the health care system will be overwhelmed with preventable chronic diseases and injuries and we will never be able to build a stronger, safer and healthier population.

It is also interesting to note that the LNP Government gave a pre-election commitment to recognise public health as a frontline service however, once in office, that commitment has been conveniently forgotten.

What services does public health provide?Up until the 6th of September 2012, Queensland had a strong network of Public Health Units and a central, co-ordinating office in Herston which provided a range of crucial services such as food safety, radiation safety, immunisation services, drugs and poisons advice as well as health promotion strategies aimed at minimising chronic diseases through better nutrition and increased physical activity, stopping of smoking, reduction in heavy drinking of alcohol and early intervention resources such as cancer screening services.

Public Health practitioners do real work every day to protect the lives and well being of people all over Queensland. Who removes sources of environmental exposure to lead in both kids and adults? Who stops the unlawful removal of asbestos in communities? Who stops dangerous poisons from reaching the

hands of children? Who investigates complaints about health impacts from industry? Who investigates cases of the mis-dispensing of dangerous drugs in community pharmacies? Public Health workers do!

This statewide and co-ordinated network of well trained and committed practitioners was the reason Queensland was able to respond so effectively to the health threats posed by the recent floods, cyclones and pandemics such as swine and avian flu.

Public Health Units do not only treat individual cases of illness, but partner with health and non-health agencies (including Local Councils, Schools, Early Childcare Services and the community) to modify the physical and social environments that contribute to the development of illness and injury. The Chief Health Officer’s Report indicates that one-third of these conditions can be prevented by environmental change alone.

However, on 6 September 2012, Queensland Health decided to close down these regionally based units and dramatically reduce the size of the central office. Apparently now, health promotion is a matter of a few glossy advertisements on television, a leaflet here and there and then it becomes a matter of personal responsibility. This may sound nice and easy, but all health promotion research shows that human behaviour change is tough, complex, needs to be sustained over a long period of time and also supported by a multi-faceted approach using partnerships and coalitions. Single one-off interventions DO NOT work, and never have.

What has this government done?There have now been major job losses in the public health area (with all the personal and professional heartache that simple phrase entails), a loss of

continued next page >>>

29

career opportunities for those students in Universities who have been studying this important area of health care, a loss of anything other than a strict “medical model” for all health care in Queensland and worse still, a future full of hospitals congested with patients who could have been enjoying full, happy and independent lives. But of course by then, this current short-sighted government will be nothing more than a footnote in history and the people of Queensland will be left to try and repair and re-build a health system that actually works and is sustainable.

In the end, no matter how many hospitals are built, they will always be overflowing unless Public Health is taken seriously and widely supported by the community – go and let your local Member of Parliament know NOW that this current course of action is not only putting Queensland out of step with every other jurisdiction in the world but also sending us back 50 years in terms of good health planning. l

Preventative Health Cutbacks continued >>>

EMPLOYER SUPERANNUATION PAYMENT DATES 2012-2013

2012 QUARTER

CONTRIBUTION DUE DATE

1 Jan to31 March

1 April to 30 June

1 July to 30 September

1 October to 31 December

28 April 28 July 28 October 28 Jan 2013

• Work Related Injuries

• Road Accident Injuries

• Medical Negligence

• Superannuation & Disability Insurance Claims

• Comcare

• Asbestos Diseases

• Public Liability

• Faulty Products

• Death Claims

• Class Actions

Expert compensation lawyers in:

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• Mackay • Rockhampton • Strathpine** • Sunshine Coast • Toowoomba • Townsville

Learn how AustralianSuper is working to deliver better outcomes for you

AustralianSuper Member Briefing – 30 October 2012

10503 09/12

This newsletter was prepared in August 2012 by AustralianSuper Pty Ltd ABN 94 006 457 987 AFSL 233788 Trustee of AustralianSuper ABN 65 714 394 898 and may contain general

financial advice which does not take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, consider your financial requirements and

read the Product Disclosure Statement, available at www.australiansuper.com/forms or by calling 1300 300 273. Investment returns are not guaranteed. Past performance is not a

reliable indicator of future returns.

When times are tough and investment returns are low, keeping your fees low is a good way to keep your super growing.

On a $50,000 account balance, you could save $584 each year by being with AustralianSuper compared to an average retail super fund.*

* Source: SuperRatings SMART, 14 June 2012. Member, administration and investment fees are included, but the cost of insurance cover is not.

Our low fees help your super to grow

How you can participateIn person Tuesday, 30 October 2012

5.30 for 6.00pm start Australia Ballroom, Menzies Hotel 14 Carrington Street, Sydney

Online If you can’t make it in person you can watch and ask questions via our webcast starting at 6.00pm. Go to www.australiansuper.com/memberbriefing

Register by Monday, 22 October 2012.

Go to www.australiansuper.com/memberbriefing or call 1300 789 932. If you register to participate online, we’ll send you a reminder email.

Join our team to find out › how your super has performed

› AustralianSuper’s investment strategy for the future

› the current economic climate.

Listen to and ask questions of the people who manage AustralianSuper › Elana Rubin, Chair

› Tim Poole, Chair, Investment Committee

› Ian Silk, Chief Executive

› Mark Delaney, Chief Investment Officer

Questions? We’re here to help – Call us on 1300 300 273

YourSuper September 2012 – www.australiansuper.com12

Learn how AustralianSuper is working to deliver better outcomes for you

AustralianSuper Member Briefing – 30 October 2012

10503 09/12

This newsletter was prepared in August 2012 by AustralianSuper Pty Ltd ABN 94 006 457 987 AFSL 233788 Trustee of AustralianSuper ABN 65 714 394 898 and may contain general

financial advice which does not take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, consider your financial requirements and

read the Product Disclosure Statement, available at www.australiansuper.com/forms or by calling 1300 300 273. Investment returns are not guaranteed. Past performance is not a

reliable indicator of future returns.

When times are tough and investment returns are low, keeping your fees low is a good way to keep your super growing.

On a $50,000 account balance, you could save $584 each year by being with AustralianSuper compared to an average retail super fund.*

* Source: SuperRatings SMART, 14 June 2012. Member, administration and investment fees are included, but the cost of insurance cover is not.

Our low fees help your super to grow

How you can participateIn person Tuesday, 30 October 2012

5.30 for 6.00pm start Australia Ballroom, Menzies Hotel 14 Carrington Street, Sydney

Online If you can’t make it in person you can watch and ask questions via our webcast starting at 6.00pm. Go to www.australiansuper.com/memberbriefing

Register by Monday, 22 October 2012.

Go to www.australiansuper.com/memberbriefing or call 1300 789 932. If you register to participate online, we’ll send you a reminder email.

Join our team to find out › how your super has performed

› AustralianSuper’s investment strategy for the future

› the current economic climate.

Listen to and ask questions of the people who manage AustralianSuper › Elana Rubin, Chair

› Tim Poole, Chair, Investment Committee

› Ian Silk, Chief Executive

› Mark Delaney, Chief Investment Officer

Questions? We’re here to help – Call us on 1300 300 273

YourSuper September 2012 – www.australiansuper.com12

Learn how AustralianSuper is working to deliver better outcomes for you

AustralianSuper Member Briefing – 30 October 2012

10503 09/12

This newsletter was prepared in August 2012 by AustralianSuper Pty Ltd ABN 94 006 457 987 AFSL 233788 Trustee of AustralianSuper ABN 65 714 394 898 and may contain general

financial advice which does not take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, consider your financial requirements and

read the Product Disclosure Statement, available at www.australiansuper.com/forms or by calling 1300 300 273. Investment returns are not guaranteed. Past performance is not a

reliable indicator of future returns.

When times are tough and investment returns are low, keeping your fees low is a good way to keep your super growing.

On a $50,000 account balance, you could save $584 each year by being with AustralianSuper compared to an average retail super fund.*

* Source: SuperRatings SMART, 14 June 2012. Member, administration and investment fees are included, but the cost of insurance cover is not.

Our low fees help your super to grow

How you can participateIn person Tuesday, 30 October 2012

5.30 for 6.00pm start Australia Ballroom, Menzies Hotel 14 Carrington Street, Sydney

Online If you can’t make it in person you can watch and ask questions via our webcast starting at 6.00pm. Go to www.australiansuper.com/memberbriefing

Register by Monday, 22 October 2012.

Go to www.australiansuper.com/memberbriefing or call 1300 789 932. If you register to participate online, we’ll send you a reminder email.

Join our team to find out › how your super has performed

› AustralianSuper’s investment strategy for the future

› the current economic climate.

Listen to and ask questions of the people who manage AustralianSuper › Elana Rubin, Chair

› Tim Poole, Chair, Investment Committee

› Ian Silk, Chief Executive

› Mark Delaney, Chief Investment Officer

Questions? We’re here to help – Call us on 1300 300 273

YourSuper September 2012 – www.australiansuper.com12

Learn how AustralianSuper is working to deliver better outcomes for you

AustralianSuper Member Briefing – 30 October 2012

10503 09/12

This newsletter was prepared in August 2012 by AustralianSuper Pty Ltd ABN 94 006 457 987 AFSL 233788 Trustee of AustralianSuper ABN 65 714 394 898 and may contain general

financial advice which does not take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, consider your financial requirements and

read the Product Disclosure Statement, available at www.australiansuper.com/forms or by calling 1300 300 273. Investment returns are not guaranteed. Past performance is not a

reliable indicator of future returns.

When times are tough and investment returns are low, keeping your fees low is a good way to keep your super growing.

On a $50,000 account balance, you could save $584 each year by being with AustralianSuper compared to an average retail super fund.*

* Source: SuperRatings SMART, 14 June 2012. Member, administration and investment fees are included, but the cost of insurance cover is not.

Our low fees help your super to grow

How you can participateIn person Tuesday, 30 October 2012

5.30 for 6.00pm start Australia Ballroom, Menzies Hotel 14 Carrington Street, Sydney

Online If you can’t make it in person you can watch and ask questions via our webcast starting at 6.00pm. Go to www.australiansuper.com/memberbriefing

Register by Monday, 22 October 2012.

Go to www.australiansuper.com/memberbriefing or call 1300 789 932. If you register to participate online, we’ll send you a reminder email.

Join our team to find out › how your super has performed

› AustralianSuper’s investment strategy for the future

› the current economic climate.

Listen to and ask questions of the people who manage AustralianSuper › Elana Rubin, Chair

› Tim Poole, Chair, Investment Committee

› Ian Silk, Chief Executive

› Mark Delaney, Chief Investment Officer

Questions? We’re here to help – Call us on 1300 300 273

YourSuper September 2012 – www.australiansuper.com12

ASU Branch Update Summer 201230

Do you need to explore your options to resolve a workplace issue? Are you a workplace Delegate who has been asked to assist a member locally? Your union office provides members and Delegates with industrial advice and assistance on individual industrial matters from experienced industrial staff.

Members should always consider consulting your local Delegate when you have an issue you would like to talk over and get advice on. Your Delegate will have an understanding of your workplace, its culture and people, as well as up to date knowledge of your Award or Collective Agreement.

Sometimes complex issues require further advice and assistance, your union industrial staff can assist either by advising Delegates on how to best assist members, or by providing direct assistance to the member.

Members can contact industrial staff by emailing: assistance@together.org.au or by phone toll free on 1800 177 244.Skilled union industrial staff are available to answer calls between 8.30am and 5.00pm Monday to Friday, and are committed to ensuring your rights and entitlements are upheld in your workplace.

Industrial IssuesWe specialise in advice about a wide range of issues such as:• Workplacegrievances• Disciplinaryprocesses• Bullyingandharassment• Discrimination• Accesstocorrectentitlements• Performancereviewprocesses• Workplaceinjuriesandillness• Rehabilitationandreturntowork• Workplacehealthandsafety• Sexualharassment

We believe it is important to provide advice and assistance to members to enable them to resolve workplace issues at their local level where-ever possible. Ordinarily, industrial officers would not attend routine work meetings or interim reviews in performance improvement processes, a workplace delegate may assist by attending these meetings with you.

The ProcessTo ensure we get the full picture before giving you advice, we need members requiring ongoing advice or assistance to complete an Industrial Assistance Form. You can access this form at: www.together.org.au/help-at-work/industrial-assistance/

Completion of the Industrial Assistance Form allows the member to provide all of the relevant details of their workplace issue, as well as relevant documentation, to an industrial officer. Relevant documents may include correspondence from their employer regarding discipline or warnings, policies relating to their issue, or medical certificates.

Providing sufficient information on your issue and supporting documentation allows our industrial staff to provide the member with advice and assistance that is both timely and accurate.

After receipt of your form, you will be contacted by a member of your union’s industrial staff within four working days. If your matter is urgent, or you have a meeting date or deadline approaching, please complete the section on the form marked “Have you got an urgent meeting date/deadline about this

issue? If so when?” This will allow for every effort to be made to assign your matter to an industrial officer as quickly as possible. Members with individual issues should remember to brief their local Delegate if there is a deadline involved as they may also be able to assist with immediate matters.

Resolution of a MatterOnce an industrial officer is assigned to a matter, they will, where possible, see the matter through to its final resolution. At all times, the industrial officer will provide confidential advice on the prospects of successful resolution. In some limited circumstances, the union office may be unable to provide further assistance on a matter. If this situation arises, the industrial officer will advise you of alternative options.

Legal AdviceYour union’s industrial staff provide quality industrial advice about workplace related issues. They do not provide legal advice.

You can access free or discounted legal advice from our preferred providers. Please be aware that it is your choice as to whether your lawyer or your union’s industrial staff act as your representative with your employer, you cannot have two representatives for the same matter with your employer. This avoids possible conflicts.

Pre-existing IssuesMembers who are experiencing issues in their workplace which pre-date their union membership, or whose membership had lapsed at the time the issue arose, will only be eligible for advice by phone or email. It is very important to remain a financial member, therefore you must advise the union of any changes in your employment circumstances.

For further information, please visit: www.together.org.au/help-at-work/industrial-assistance/ - and click on Industrial Assistance Policy.

More information about accessing help is available on our website.

Accessing Assistance

GENUINELY FAIRER BANKING.THE STORY.

BANK FAIRER.

ME Bank is a 100% Australian owned, APRA regulated Bank. It was established by industry super funds – the same people who brought you low cost, no commission super. We were proudly built to provide a genuine banking alternative – a fairer way to bank.

What does this mean? We’re fighting the injustices of the major banks because we believe that everyone deserves a fairer deal. We always have and we always will – it’s in our blood.

The industry super fund and union movements’ hard-fought principles of fairness and collective benefit are at the very heart of our business. And because we’re owned by industry super funds, our profits go back to them for their members, to assist in achieving a better quality of life for Australians like you in retirement.

The fact is, the reason we were built is different, so our priorities are different – and that changes everything.

In 1994 we started by offering lower home loan rates that had previously only been available to those who could afford large loans or were able to negotiate better deals. We’ve stayed true to our heritage and continue to grow by giving everyday Australians – who are members of industry super funds, unions and employer associations – real service, genuine respect and competitive products.

These are the things that are in our DNA. Our commitment to being fairer is genuine.

Our products are straightforward, easy-to-understand and transparent. ME Bank customers know what they’re getting and know they can trust us. Because there are no hidden costs and no bank jargon. In fact, we’ve kept our standard variable rate home loan for industry super fund and union members below that of the ‘big four’ banks for every month, of every year, since we became a bank in 2001.

We respect each and every one of our customers. Regardless of how much they earn or where they live, we treat them with care and understanding. Because we appreciate the importance of their time, we’ll visit them at home or at work. And if they phone us, they’ll talk to a real person right here in Australia who’ll take the time to talk to them until their query is answered.

This is what it means to be a genuinely different kind of bank, and this is what it means to offer a better banking alternative.

This is what it means to be ME Bank.

BANK FAIRER.

www.mebank.com.auBook an appoinment today, we’ll come to you!

Phone Peter Jones on 0418 885 541

ASU Branch Update Summer 201232

Is Your Employer Watching You?

What is the purpose of surveillance equipment in the workplace?In a recently undertaken unfair dismissal case for an ASU member, we found out just how far some companies are prepared to go to justify their position – even if they are wrong – by resorting to CCTV footage.

In a classic case of over-egging thepudding, management at this wellknown public company used securityfootage to try to justify an alleged theftwhich never happened.

The result of this is many hours oflitigation and court time, not tomention damage to the reputation ofthe person concerned.

We can’t name the company becauseof an signed deed of release, butwe can tell you that all of this is over amere $12.00.

The background:Our member had been employed bythis airlines’ industry company for thepast 8 years.

Over this time our loyal member has had no performance issues. In fact, our member has received high commendations for their work.

This ASU member had been accusedof removing – not stealing – twomagazines from an airline flight lounge.On the day our member was accusedby a co-worker, they had received a performance review which showed them meeting or exceeding all KPIs.

Our member denied taking the magazines from the flight lounge and asserted that the magazines had in fact been purchased.

The company couldn’t prove that themagazines in our member’s possessionwere in fact the company’s as thecompany doesn’t mark the magazinesin any way.

The company’s stance is that our member had to prove they had purchased magazines. This is despite the fact that airlines passengersregularly remove magazines from theairport lounge in question.

In a complete reversalof the onus of proof,the company said thatour member is guiltyuntil proven innocent.

In their efforts to prove the allegedremoval of the magazines, the company accessed CCTV footage from the airline flight lounge to show our member’s movements.

The CCTV footage simply showed ourmember walking from one place toanother. The CCTV footage clearly does not show any illegal activity by our member.

Could this happen to you?Does your employer use CCTV in your workplace? Most workers would think that CCTV incustomer service areas is for their ownprotection.

Yet you should be aware that unlessan agreement is in place about the useof the surveillance equipment, youmay find your employer using this footage against you.

We urge all members to take care whenaround CCTV devices, as what thecamera does not see can still be cited assignificant on the part of unscrupulousemployers.

In this particular case, the employerdidn’t follow the correct grievanceprocedure, and when our memberobjected to being treated as a criminal,they were sacked.

Unsurprisingly, the union office pursed our member’s rights through an unfair dismissal case.

A simple, respectful conversationcould and should have been allthat was necessary to resolvethis issue.

After a conciliation process where the employer refused to acknowledge any wrong doing in the process, we were set to go to a full hearing.

At the final hour when the employer realised that the member refused to back down we received an offer to settle the matter out of court. Our member accepted the offer that included a sum of money and being allowed to resign.

NEVER IGNORE SURVEILLANCE EQUIPMENT PLACED IN YOUR WORKPLACE BY YOUR EMPLOYER. Speak up and make sure your employer is acting honestly and appropriately at all times when using CCTV footage or other surveillance methods.

DANGER

33

Fair Work Amendment Bill 2012Work Place Relations Minister, Bill Shorten has introduced to parliament the government’s first tranche legislative response to the recent Fair Work Act Panel’s report.

As reported in a recent ‘Workplace Express’ article, the response includes amendments to change the tribunal’s name to ‘Fair Work Commission’ and furnish its President, Justice Ian Ross with a range of new powers to govern its members.

The introduction of the Fair Work Amendment Bill 2012 follows through on the Minister’s promise to pass into legislation approximately one third of the panel’s recommendations, as well as delivering on the appointment of two new Vice President positions at the tribunal.

As reported in ‘Workplace Express’, the Bill’s explanatory memorandum says the review panel report found that “the Fair Work Act was broadly meeting its

objectives and did not require wholesale change”. The Workplace Express report on the Bill advised that amendments to deliver the review’s recommendations include: • prohibiting“opt-out”clausesin

enterprise agreements, including making existing provisions unlawful (except where an employee has already opted out);

• outlawingcollectiveagreementswithonly one employee;

• aligningthetimelimitforlodgingunfair dismissal applications and general protections claims involving dismissal at 21 days;

• allowingforelectronicvotinginprotected industrial action ballots, for new employees engaged after the ballot order and bargaining representatives who are also union members to vote, and providing for ballots to be conducted expeditiously;

• preventingaunionofficialbecominga bargaining representative for employees for whom the union does not have coverage;

• relaxingtherequirementforapplicants for scope orders to notify all

other bargaining representatives, by introducing a “reasonable steps” test;

• requirings174bargainingnoticestoinclude only specified matters;

• increasingtherangeofpartiesthatcan seek award variations to remove ambiguities;

• expandingthetribunal’spowertodismiss unfair dismissal cases, and award costs against parties, lawyers and other agents;

• providingfortheappointmentofFWA’s general manager to be made on the nomination of the President;

• allowingstayorderstobemadebyallpresidential members; and

• permittingtheappointmentofactingcommissioners.

Mr Shorten said in the ‘Workplace Express’ report that he had consulted with small business groups, who had supported the proposed unfair dismissal changes.

He also said they had told him the existing small business fair dismissal code was working for them.

Source: Workplace Express - www.workplaceexpress.com.au

Prepared in August 2012 by AustralianSuper Pty Ltd ABN 94 006 457 987 AFSL 233788 the Trustee of AustralianSuper ABN 65 714 394 898. Consider whether AustralianSuper is appropriate for you. Read our Product Disclosure Statement, available at www.australiansuper.com/FormsPublications or by calling 1300 300 273, before making a decision about AustralianSuper. Statements made by AustralianSuper members have been reproduced with the members’ consent, which has not been withdrawn at the date of this publication. Investment returns are not guaranteed as all investments carry some risk. Past performance gives no indication of future returns.

To join, call 1300 300 273 or go to www.australiansuper.com It’s Australian. And it’s super.

Paying less fees on my super means I’ll have more in retirement.Rhonda Osborne,AustralianSuper member

Our fees are low to help you retire on a high.Put AustralianSuper to work for you.

Queensland, union women have joined the cause to contribute to the PNG Bras for Dignity campaign.

In October 2012, with the help of ME Bank, we sent approximately 20kgs of bras that were kindly donated by ASU members to the Nanakundi Crisis Centre in Sepik Province.

Your generous donations have provided women in Papua New Guinea with much needed assistance, as many go without what Australian women would consider an absolute necessity.

The PNG Bras for Dignity Appeal is an ongoing community initiative that your union is proud to have initiated and any assistance to help these women is greatly appreciated, so please let your friends and co-workers know about this very worthy cause and support the women of PNG!

In a great show of unity, the Finance Sector Union (FSU) has now come on board to promote this worthy campaign amongst its members. So far FSU members have donated two very

large boxes which works out to about 30 kgs of bras, in their efforts to help the women of PNG.

This year, delivery of all bra donations from Australian Union women will be co-ordinated by Oxfam PNG. The ASU would like to thank ME Bank, the FSU and Oxfam PNG for their kind support and all the union women who have

kindly donated. Well done everyone - as you can see above, your help is really appreciated by your sisters in PNG!

You can join in and contribute to the PNG Bras for Dignity Appeal by giving your old bras to your workplace Delegate or contact Irene Monro at the union office on 1800 177 244 to arrange for collection.

Bras for Dignity Update

ABOVE: Women at the Nanakundi Crisis Centre in Sepik Province sort through bras that were kindly donated by ASU women in Queensland.

Pensioner Petition - Show Your SupportThe National Union of Retired Workers Regional Qld are petitioning the Federal Government to address the following issues:

1. That the Federal Government increases the pension rate from 27.7% of average male weekly earnings to 35% of average male weekly earnings.

2. That proper and improved culturally appropriate health-care measures for pensioners are prioritised, including medical, dental, optical, hearing and pharmaceutical services. The Pharmaceutical Benefits for Pensioners also needs to be increased.

3. That the level of funding for aged care services, including culturally appropriate services, is significantly increased and extended to meet the growing demand in this area.

4. That our pensions are not restricted due to overseas travel to visit loved ones.

5. That a thorough review of the means test and GST impact for pensioners and concessions should be undertaken to ensure that pensioners are not losing out.

6. That strong national regulation and/or legislation be implemented to protect older people using or considering reverse mortgages.

7. That all pensions and welfare payments be paid quarterly, as opposed to the present situation which is twice a year.

Please show your support to help lift to a decent standard of living, the two million people who have for far too long, been forced to live below the poverty line, by signing the petition at: www.communityrun.org/petitions/join-the-nationwide-petition?time=1345778080

ASU Branch Update Summer 201234

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1800 555 777www.slatergordon.com.au

National experts in serving the legal needs of unions

& union members

Slater & Gordon has Accredited Specialists in Personal Injury Law

Personal Injury Legal Services

Work injury claims

Motor vehicle injury claims

Asbestos claims

Military compensation

Public & product liability claims

Medical law

COOWHI3451_SEP2012

ACT • NSW • Qld • SA • TAS • ViC • WA

Brisbane, Robina, Townsville

Personal Legal Services

Family law - Fixed FeesTM

Criminal law

Employment law

Wills, probate & estate

Conveyancing

Commercial litigation

Class actions

1800 555 777www.slatergordon.com.au

National experts in serving the legal needs of unions

& union members

Slater & Gordon has Accredited Specialists in Personal Injury Law

Personal Injury Legal Services

Work injury claims

Motor vehicle injury claims

Asbestos claims

Military compensation

Public & product liability claims

Medical law

COOWHI3451_SEP2012

ACT • NSW • Qld • SA • TAS • ViC • WA

Brisbane, Robina, Townsville

Personal Legal Services

Family law - Fixed FeesTM

Criminal law

Employment law

Wills, probate & estate

Conveyancing

Commercial litigation

Class actions

1800 555 777www.slatergordon.com.au

National experts in serving the legal needs of unions

& union members

Slater & Gordon has Accredited Specialists in Personal Injury Law

Personal Injury Legal Services

Work injury claims

Motor vehicle injury claims

Asbestos claims

Military compensation

Public & product liability claims

Medical law

COOWHI3451_SEP2012

ACT • NSW • Qld • SA • TAS • ViC • WA

Brisbane, Robina, Townsville

BOOK AN APPOINTMENT TODAY, WE’LL COME TO YOU. CALL ON OR VISIT MEBANK.COM.AU/FIXEDRATES

^Super Members Home Loan (SMHL) Standard Home Loan is available to eligible super fund and union members. A list of eligible super funds and unions can be found at mebank.com.au. *Interest rates current as at 12/09/12 and subject to change. SMHL Standard Home Loan fixed rate comparison rate is calculated at the fixed rate specified for the period of the fixed rate term and at the variable rate of 6.28% p.a. for the remainder of the loan term. Comparison rates are calculated on a loan of $150,000 for a term of 25 years, repaid monthly. WARNING: This comparison rate is true only for the examples given and may not include all fees and charges. Different terms, fees or other loan amounts might result in a different comparison rate. Terms and conditions are available on request. Fees and charges apply. Applications are subject to credit approval. Members Equity Bank Pty Ltd ABN 56 070 887 679 Australian Credit Licence 229500. 211648/A3BDM-MBMPoster/092012

From the bank offering a standard variable home loan rate for industry super fund and union members that’s been lower than the big banks since 2001.

OUR LOWESTHOME LOANRATE EVER.

%P.A.5.39%

P.A.

SMHL STANDARD HOME LOAN^

3 YEAR FIXED RATE6.05

COMPARISON RATE*

Peter Jones0418 885 541