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Grace, Melbourne ( received via ANMF )

HealthcareEmployed through a labour hire agency

Pay and Conditions Health and Safety Personal Impact Financial Security

Paid Fair: true Safe work: true Predictable Roster: false Bills ok: false

Legal Employment: true Worksafe: true Childcare: true Accommodation ok: false

Could speak up: true Could speak up: true Leave: true Future secure: false

ProDev: false Induction: false

Solution

Stop hiring foreign nurses and give the nurses who have been given university placements here in Australia the sense of security and entitlement to a job if they have earned it.

Story

I was employed through a labour hire agency more than a year ago. I was also working permanent part time, one shift per week with my current employer. Nurses were too busy to explain health and safety issues. My husband was also unemployed and we have 4 children. The financial insecurity was very stressful. Each month, our family was losing $1000.00. This happened in the Healthcare industry. Stop hiring foreign nurses and give the nurses who have been given university placements here in Australia the sense of security and entitlement to a job if they have earned it.

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Submission URL: https://www.securejobsvic.org.au/en/unions/46/recs/656

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Anonymous ( NUW received via NUW )

Employed through a labour hire agency


Paid Fair: true Safe work: true Predictable Roster: false Bills ok: true

Legal Employment: true Worksafe: true Childcare: true Accommodation ok: true

Could speak up: false Could speak up: true Leave: false Future secure: false

Solution

If someone is working in a casual position on a fairly consistent roster for at least 6 months then obviously the work is there to offer them a full time position. I would like to see something similar to this implemented as where I work, there are people that have been casual for over 2 years, like myself have been there for over 15 months.

Story

I am employed through a labour hire agency in my current job. I have been in the current job for 15 months. My roster for work is sent to me on the Friday before the next week. Until this comes through I have no idea what times. What days or anything in regards to my work schedule. Often my shifts get cancelled so instead of working 3 days it will be 2. Sometimes I will work 5 or 6 shifts one week and 2 shifts the next week.

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It has got to the stage that I go to work whenever called as I never know what will happen to the shifts that I'm meant to be working. We do not get paid overtime till we have worked 152 hours in a 28 day period. We can work anything up to 72 hours a week with no overtime at all. This is working 12 hour shifts for 6 days. If I was a permanent employee, I would be on overtime payment on the 5th and 6th shift.

My employer (Manpower) walks a lot in the grey area in regards to law and employment. We were due a pay rise of 1.5% on the 1st of October under the EBA for my workplace. We are still waiting for this to be paid. When I approached the company employing us I was told the new rates are being worked out, this was approximately 6 weeks ago now. When I see the union delegate about this, they said that they will look into it however not to worry as I would have to be back payed. The last time we were back payed, it took Manpower 2 attempts to get it right and I was still underpaid what I should have been.

My employment is day to day, week to week. I have a mortgage and financial commitments. My concern is that if I raise the issues about pay more strongly, then my shifts will disappear. I am making goods for sale in supermarkets. If someone is working in a casual position on a fairly consistent roster for say 6 months then obviously the work is there to offer them a full time position. I would like to see something similar to this implemented as where I work, there are people that have been casual for over 2 years.


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Anonymous, Laverton ( received via NUW )

Cold storageEmployed through a labour hire agency by Dougham @ Ab oxford


Paid Fair: true Safe work: false Predictable Roster: true Bills ok: true

Legal Employment: false Worksafe: false Childcare: true Accommodation ok: true

Could speak up: false Could speak up: false Leave: true Future secure: false

Solution

Get rid of the agencies and employ directly.

Story

I was employed through a labour hire agency in my current job. I am employed through an agency called Dougham. I have been there five years and in this time I have been cycled through at least different agencies, and have had no opportunity to negotiate my terms and conditions. OHS is improving but it's about covering their own arse. People get injured there all the time. Oxford are trying out robots, and because I am through an agency I don't know if they'll just get

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rid of me. This happened at Ab oxford, Laverton when I was employed by Dougham. This happened in the Cold storage industry. I was making goods for sale in supermarkets. Get rid of the agencies and employ directly through AB oxford. profile url: https://securing-work-us-east-1.s3.amazonaws.com/uploads/person/attachment/708/f4388aea-b5c7-4b8f-a2e8-7d13248ce216.jpeg


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[REDACTED]

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Anonymous ( received via ANMF )

A directly employed casual


Paid Fair: false Safe work: false Predictable Roster: false Bills ok: false

Legal Employment: false Worksafe: false Childcare: false Accommodation ok: false

Could speak up: false Could speak up: false Leave: false Future secure: true

ProDev: false Induction: false

Story

I was a directly employed casual in my current job. Last minute cancellations, particularly if they could fill the position with a permanent or part time nurse from another site to save $$. Did get paid time to undertake PD, but often as a casual I found I would be the one to miss out and have to man the ward. I was happy with 3 flexible shifts per week, but during quiet times when this wasn't available, it was stressful financially. Shifts booked in advance are great, but going day to day can be stressful for whole family. Flexibility great, but there is a price to pay too. Mostly I could book a week in advance, but not during quiet periods. You have to be very adaptable to work and to change plans at home. Lack of funds. Could I continue on as casual & ensure adequate income.


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Anonymous ( NTEU received via NTEU )



Paid Fair: false Safe work: true Predictable Roster: false Bills ok: true



Solution

Scrap casual contracts for anyone working a job more than 2 years in the over 23 age bracket. Security, not slave labour is a right we should strive for in a 1st world country.

Story

I was a directly employed casual in my current job. As a casual, my hours changed month to month. Nearly every single pay cycle there was a mistake. These mistakes would always be rectified "next pay cycle." Sadly the bank isn't as lax as my employer when it comes to money owed. If I had to have personal time off then my hours would go to someone else. Months’ worth of promised hours were pulled out from under me with less than a day’s notice.

Explanations were poor, my boss found a way to save money by giving my hours to a contract worker, so they did. I have never had a problem paying my way but trying to get a simple loan from the bank is almost impossible. If I don't get work

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at my primary job then I find other ways to make money. Out of necessity I am running my own small business. But working up to full time hours (with no assurances that the job will be there tomorrow) and running that business takes its toll. Scrap casual contracts for anyone working a job more than 2 years. Security, not slave labour is a right we should strive for in a 1st world country.


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Anonymous, Glenroy ( received via VTHC )

Employed through a labour hire agency



Legal Employment: false Worksafe: true Childcare: true Accommodation ok: true

Could speak up: false Could speak up: false Leave: false Future secure: false

Solution

I'd make sure the revenue was spent on community requirements not on junkets and mining subsidies. I'd tax the people that are now being allowed to avoid it. I'd reduce the lawless relationships that thrive by having truly independent authorities. No more political appointments and no more political adverts until the nation is out of debt.

Story

I was employed through a labour hire agency in my current job. I have been a casual labour hire employee at the same venue for over a year. We recently were grouped together and told the worst performed each day is going home early. When busy we are bullied into doing overtime. We are told we need to provide certificates when sick even on weekends. We are paid under a 38 hour week which our employer can and does manipulate to reduce overtime. We are not paid truly time and a half. We have people following us around the site measuring performance of course nobody measures theirs. Pitting workers against one another adds to stress.

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It also breaches OHS legislation which is rarely enforced. Threatening texts. Bullying in meetings. Treated like cattle when leaving the site delays departure by up to 7 minutes every day. No, you can't take time off. You can't plan thing as it's impossible to forecast if you will or won't be required. The stress is not knowing. I'd make sure the revenue was spent on community requirements not on junkets and mining subsidies. I'd tax the people that are now being allowed to avoid it. I'd reduce the lawless relationships that thrive by having truly independent authorities. No more political appointments and no more political adverts until the nation is out of debt.


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Anonymous, Murray Bridge ( AMIEU received via NUW )

Meat industry從仲介公司得到工作 by 仲介 @ T&R


Paid Fair: false Safe work: false Predictable Roster: true Bills ok: true



Solution

每個外來移工必須加入工會尋求保護。

[Every migrant worker should join union.]

Story

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我主要是在南澳洲 Adelaide Murray bridge的肉廠做雜工的工作主要是要搬運物品，處理牛骨，還有把肉塊上的脂肪刷掉。肉的長度約四十公分，寬度六七公分。工作過程中主管並沒有來解釋機器如何操作，如何做緊急暫停。是另一個背包客來指導如何工作。英文程度很差，但沒有影響到工作。很幸運的是我在出事前一天，剛好加入了工會，而現在由工作在協助我解決這些賠償。我覺得保障勞工應該要求工人加入工會，或是加入工會的人應該有更好的福利薪水。而不是人人受利，對加入工會的人相較下不公平。目前官司還在進行中，可憐的背包客對抗大公司，所以選擇先暱名

[I was employed by the labour hire company and work as a casual worker in Adelaide Murray bridge meat factory. My job role is lifting and processing the bones also cleaning the fat from the meat. Each piece of meat is about 40 cm long, and 6-7 cm wide. My supervisor failed to teach me how to operate the machine, also how to operate the emergency stop. I was left to learn from another backpacker. My English ability is very poor, but it's not affect my job performance. The day at the accident, the machinery was clogged, in clearing the obstruction the machine grabbed my hand and ground my fingers. fortunately I joined the union at the very previous day, and the union is helping me with this. Everyone should join union, to protect our right. The people who joined union gain more wages and the working right. My case is still ongoing, I would prefer be anonymous at this stage. ]

profile url: https://securing-work-us-east-1.s3.amazonaws.com/uploads/person/attachment/702/0400774b-9e42-4593-9437-86a4b292bf45.jpg


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Anonymous, Melbourne ( NTEU received via NTEU )

EducationOn a rolling contract by Monash University @ Monash University


Paid Fair: true Safe work: true Predictable Roster: true Bills ok: true



Solution

Provide tenure or impose a time limit on rolling contracts.

Story

I was on a rolling contract in my current job. I was promised a three year contract verbally a year ago but last week was told my contract was not going to be renewed. This happened at Monash University, Melbourne when I was employed by Monash University. This happened in the Education industry. Provide tenure or impose a time limit on rolling contracts.


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Maxine Chrystie. Wallan ( AEU received via AEU )

Education On a rolling contract


Paid Fair: true Safe work: true Predictable Roster: true Bills ok: false


Could speak up: true Could speak up: true Leave: true Future secure: true

Solution

Ensure that education support workers are paid their worth and are given on-going contacts

Story

I was on a rolling contract in my current job. Although my contract rolls over, I will be unpaid from December 18 until the start of the school year on Jan 27. It's a disgrace, as I don't know any jobs that enforce your leave and then don't pay you! This happened in the education industry. Ensure that education support workers are paid their worth and are given on-going contacts


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Anonymous ( received via ETU )





Could speak up: false Could speak up: false Leave: true Future secure: false

Solution

An inquiry into the Victorian Security Industry and possibly Australia wide to look at reform on wages and conditions and how the boss can pass on some of his wealth to his workers as without us, he has nothing...!

Story

I was a directly employed casual in my current job. Working as an Armed Security Officer for an ATM FLR Company. We work alongside hundreds of thousands of dollars every day and carry a handgun to protect the product and ourselves - we drive sub-standard company vehicles, have NO OH&S Policy, have NO JSA's, NO SWMS's and NO Company Induction.

We get paid $25 per hour and $29.97 per hour on Public Holidays, we pay for and provide all our own equipment and uniform. The company provides hourly rate, superannuation and firearm and that's it, NO training, NO Toolbox Meetings

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and we pay $400 per year for our Firearm Re-qualification, we are also expected to provide our own GPS's for company vehicles as well as phone chargers in car for company phones..!

The Industry is a disgrace, the bosses get richer and we get nothing...! No JSA's, No SWMS's, No SOP's, No Site Induction's, No Company Induction's, I presume that we are expected to be mind readers and experts on OH&S therefor the boss believes we require No Training or Instruction...! As a casual in the Security Industry you can be chopped at any time, work gets quiet you’re gone...! An inquiry into the Victorian Security Industry and possibly Australia wide to look at reform on wages and conditions and how the Boss can pass on some of his wealth to his workers as without us he has nothing...!


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Clint Cure, Melbourne ( received via VTHC )

Film and TelevisionInformally employed @ Hive Television/Fellowship of Australian Writers


Paid Fair: false Safe work: true Predictable Roster: true Bills ok: false

Legal Employment: false Worksafe: false Childcare: true Accommodation ok: false

Could speak up: false Could speak up: true Leave: true Future secure: true

Solution

I would make sure all government grants met strict guidelines and that complaints were properly investigated by a 3rd party.

Story

I was informally employed more than a year ago. I was told I would be paid every Friday but it was very unorganized and often didn't happen until a month later. I left and was never paid for much of my work. I tried to sue my boss but the judge decided that I needed to sue the not for profit organization he was paying me through which I decided not to do. There was no regular payment. We had to beg to get anything and were mocked for doing so. This happened at Hive Television/Fellowship of Australian Writers, Melbourne. This happened in the Film and Television industry. I would make sure all government grants met strict guidelines and that complaints were properly investigated by a 3rd party.


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Yalenka. Mt Waverley ( AEU received via AEU )

Primary government schoolOn a rolling contract




Could speak up: true Could speak up: true Leave: false Future secure: false

Solution

Start all new grads on a two year contract then either give them ongoing or let them know early enough if they are fired or if there is no space for them at their current school. If this is the case, then they should be given an ongoing at a new school. 2 years is more than enough to prove you are a good teacher.

Story

I was on a rolling contract in my current job. Being on a yearly contract means I have to 'prove' myself that I want to be employed for the long term therefore I feel guilty about taking a day or two longer during the holidays as it may give the impression to the principal that I am a slacker and can't handle the hard yards.

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I am worried all the time about the future of my job. I have been lucky enough to have my contract rolled over for another year, but then I will have to reapply for my own job, this is not fair! If I am doing a good job and if there are plenty of students at my school then I should be given an ongoing and not made to reapply feel that I am constantly trying to prove myself. This is very stressful and has caused conflict and gossip in the workplace and has made me develop worse anxiety then what I already have. This happened in the primary government school industry. Start all new grads on a two year contract then either give them an ongoing or let them know early enough if they are fired or if there is no space for them at their current school. If this is the case then they should be given an ongoing at a new school. 2 years is more than enough to prove you are a good teacher.


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Clint Cure, Melbourne ( received via VTHC )




Legal Employment: true Worksafe: false Childcare: false Accommodation ok: false


Solution

Enforce penalty rates for all jobs regardless of contracts. Regular safety checks.

Story

I was a directly employed casual less than a year ago. I felt the rate of pay was too low for the kind of hours I was doing. I might work from 6 to 9pm one night, then 7 to 9 am the next morning earning about 6 hrs work but having worked over 2 days. I was sometimes docked hours as I was told that they couldn't afford the hours I had done. It was roadside work.

My supervisor was meant to watch for traffic as I had my head down beside the road. Sometimes I would look up and he would be getting something from the car. I was also asked to stand in the middle of the freeway holding a number plate so he could line it up through a camera with no one watching for traffic. I was originally told that I could work around my other projects but once I was working I was I told I had to work the hours they wanted me to. I was told that there would

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be enough work coming to get by but i eventually went back on the dole. Enforce penalty rates for all jobs regardless of contracts. Regular safety checks.


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Anonymous, Ararat ( CFMEU received via VTHC )

ConstructionEmployed through a labour hire agency by MC labour @ Multiplex


Paid Fair: false Safe work: false Predictable Roster: true Bills ok: false

Legal Employment: false Worksafe: false Childcare: true Accommodation ok: false


Solution

Ensure all labour hire companies have an EBA, shop stewards & safety officers appointed by the relevant union to ensure compliance by labour hire companies.

Story

I was employed through a labour hire agency in my current job. I have had no problems so far. I've had no problems with OH&S to date. Sometimes work is only short term & can be difficult find work on long term projects. Mightn't get a full week of work. Ensure all labour hire companies have an EBA, shop stewards & safety officers appointed by the relevant union to ensure compliance by labour hire companies.


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Anonymous ( AEU received via AEU )

On a rolling contract




Could speak up: false Could speak up: true Leave: true Future secure: false

Solution

There is no reason for teaching contracts unless for things like maternity leave. They never used to exist, so how has it become this bad?

Story

I am on a contract in my current job. I don't feel like I can ask about ongoing positions at my school at risk of seeming pushy and not having my contract renewed and not being able to continue working at this school. I still have enormous anxiety and stress about whether or not I will have a job and be able to pay necessities, like rent and food, for the following year. I feel like I am walking on eggshells all year, and if I make any mistakes I can kiss my job good-bye. I don't take risks. Teaching and Learning suffer because of this fear. I've been teaching for 3 years, without any hope of permanency and without an end to this in sight. I'm considering leaving if this continues. I want to buy a house, have a family... I can't do any of this without a permanent job and the stress I put myself under to keep my job has caused

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serious work-life balance problems for me. If I don't have permanency within the next two years I will be leaving the profession. Guaranteed. There is no reason for teaching contracts unless for things like maternity leave. They never used to exist, so how has it become this bad?


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Anonymous ( NTEU received via NTEU )



Paid Fair: false Safe work: true Predictable Roster: false Bills ok: false



Story

I was a directly employed casual less than 3 months ago. I found that in order to prepare for tutorials, I needed more than 2 hours prep time (which is what is covered) - I needed about 3.5-4 hours most weeks.

Predictable roster: Yes in a sense I had a 12 week contract. No because I did not have work for the summer after working from March-November. Childcare question is unrelated to me and I don't know the circumstances of my co-workers. I do know that a co-worker was able to request a change in assigned time for a lecture in order to drop her child at childcare and this was given.

With weekly tutoring and marking money I could pay my rent and bills but this income did not cover other daily expenses like food, transport.


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Anonymous ( received via NTEU )



Paid Fair: false Safe work: true Predictable Roster: true Bills ok: true

Legal Employment: true Worksafe: false Childcare: true Accommodation ok: true


Story

I was a directly employed casual in my current job. I have worked as a casual academic at a couple of universities over the past 6 years. Although, I enjoy my work and my direct employers have, for the most part, been excellent people to work for, I have experienced numerous problems with my employment. Below are a few examples:

As a casual, with each new role I take on I have to go through the recruitment process. There have been numerous times when I had worked for 6+ weeks without being recruited or paid. The worst example of this occurred when I was asked to perform a role that had not previously existed. It took over 6 months and many, many phone calls and emails for me to be recruited, and as a consequence I worked for over 6 months without being paid. It wasn't until I informed those responsible for my recruitment that I was resigning at the end of the semester that I was finally recruited (I was eventually back paid for all of the work I had done).

On a couple of occasions I have started a job on a casual basis with the assurance of a fixed-term contract that never eventuated. Meaning that I agreed to taking on a position under certain conditions and ended up stuck working under different conditions. As a casual employee at a university there is a definite expectation (implicit) that you do the amount

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of work necessary rather than the amount of work you agreed to, or are being paid to do. Although it seems like it would be easy just to say no to any additional or unpaid work, due to the short-term casual nature of the roles that are undertaken saying no means that you risk the tiny bit of job security that you have.

As there is always someone else willing to do the extra work if you won't, and so you risk future positions if you don't do everything necessary in your existing position. I have had to work through a severe and chronic health issue because I don't have any sick leave or other entitlements as a casual. Moreover, to take unpaid leave means resigning from my position with no guarantees of any work to return to. This resulted in a significant worsening of my condition. I have worked in casual, short-term positions for the last 6 years. There are periods where work is scarce and thus I have gone for several months without work. This makes it very difficult to build any type of financial security. Any nest egg I have been able to build up when I have work is quickly depleted once work becomes scarce. Financial security is also made more difficult by inconsistent pay.


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Leon Meggs ( NTEU received via NTEU )






Solution

Give me an ongoing position. I've proved myself over several contracts and 9 years’ service.

Story

I was on a rolling contract in my current job. I am currently on a 5 year contract which expires on 31/12/2015. I have not yet been informed whether I will be reemployed for 2016 and beyond despite several requests. I believe that my continuing to ask the question perhaps makes them less likely to reemploy me. Give me an ongoing position. I've proved myself over several contracts and 9 years’ service.


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Linda, Nayook ( AEU received via AEU )

EducationA directly employed casual by DET @ Rubicon Outdoor Centre, Nayook Campus





Story

I was a directly employed casual in my current job. When I was initially employed as a casual, I was told the job was in its developmental stage but eventually it would be a permanent position and I would be given an opportunity to apply. After a period of about 2 years and previous queries re the status of my position I asked the Campus Principal if they were unhappy with my performance. I was informed I would not still be there if they were unhappy. This led to further discussion of the role and my position. I requested a "split ledger" with my base school and was informed this was being looked into. Also, that a decision was eminent pending further discussions with School Council and I should be informed at the end of last year. Following on from these discussions a Full Time Trainee ship was created in Administration.

When I discussed this with the Campus Principal I was informed it was unrelated to my position. I pressed further requesting my future status and was informed it was still a pending issue. Another Full Time Trainee ship has since been created in Administration and I am yet to be made aware of my position. I have not been informed as yet what my role

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will be in 2016. I have been working as a casual at Rubicon Outdoor now for four and a half years! I am anxious about my future at Rubicon Outdoor as I feel the role I was given initially has since been changed without allowing me an opportunity to progress with it.

There has been no consultation process, no feedback and no support. I treated my position as part time permanent and have maintained a consistent work schedule at the campus. I feel undervalued and treated unfairly. I was not given an opportunity to expand my role at the school as I was given a clear instructions of the role on my commencement. The trainee, however has been allowed the luxury of full time hours to carry out duties far broader than the time frame I was given to complete my tasks. To sum it up, I could not physically carry out all of the duties the Trainee has done as I was not given an opportunity. This happened at Rubicon Outdoor Centre, Nayook Campus, Nayook when I was employed by DET. This happened in the Education industry.


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Sue ( ANMF received via ANMF )

MidwifeA directly employed casual @ Health scope



Legal Employment: true Worksafe: true Childcare: false Accommodation ok: true


ProDev: false Induction: true

Solution

Guarantee ratios - i.e. put it into law outside of workplace agreements. Poor working conditions like increased workload make for dangerous patient care and exposes us to more risk of making omissions or errors and the consequences of that. Casual employment should not include minimum hours of work per roster. The number of hours we do should be flexible enough to take breaks of weeks or months when family members are unwell etc without risk to job.

Story

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I was a directly employed casual more than a year ago. There seemed to be “equal and more equal” when it came to the fairness of getting the shifts that were more family friendly. When I wanted reliable work I took part time nights to ensure enough shifts. When I chose to go back to days after my children's schooling was paid for I was unable to get a shift at all in the AM.

I was told jokingly by a colleague on the casual roster "I hope you are not going to be a competitor for my regular Wednesday AM shift" This person had never needed to do evenings or nights to fill her roster yet I was reassured that I was a valuable and needed member of the labour ward team. It is who you socialise with that counted here. When on call staff were needed, we all did our turn but those that didn't had no negative consequences. Complaints to managers further up the line came to nothing.

I left that toxic environment as soon as I could afford to do without the work. This happened at Health scope. This happened in the midwife industry.


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Dave Carter, Melbourne ( NUW received via VTHC )

Warehousing A directly employed casual





Solution

Incentives to companies for creating full time work, encourage collective bargaining - you don't get much more democratic than that.

Story

I was a directly employed casual less than 3 months ago. We had to fight to get the proper award rate. Lots of repetitive work, no rotation, no path to WorkCover.

The worst part is never knowing when things will change and you're no longer needed, especially if you had an injury. This happened in the heart of a big city in the warehousing industry. I thought it would be noticed. I believe that incentives

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to companies for creating full time work might help, and encourage collective bargaining - you don't get much more democratic than that.


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Anonymous ( AMWU received via AMWU )

Manufacturing, mining, oil and gasEmployed through a labour hire agency


Paid Fair: true Safe work: false Predictable Roster: false Bills ok: true

Legal Employment: false Worksafe: true Childcare: false Accommodation ok: false


Solution

Ask myself why are the very rich getting so much richer? Ask myself why is so much money leaving this country? The mining boom should have been slowed down because the dollar went through the roof and wiped out other good businesses. No more migration till the employment situation is better. Get honest unemployment data. The lies are getting people angry.

Story

I was employed through a labour hire agency less than a year ago. I work for various employers. You always need to check pay. When the pay is wrong after the job has finished you never say anything because you may never get another call for work.

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\If the job is unsafe, nothing is said because the phone will never ring again for work. You get told the safety rules but on the job that’s a different story. Contractors and night shift will get any job done. You don't spend money because you don't know when it’s going to come again. You only ever go to bulk bill doctors on days off and wait because you can't leave early on a day’s work if you are casual. The phone will never ring again.

Insecure work. Going to new work places all the time and people hate you because they think you’re going to take their job. No work mates; no Christmas parties. Its crap. And the bull shit in papers and on radio about the need for tradesman is the biggest 457 lie there is. This happened in the manufacturing, mining, oil and gas industry.


Nicholas Decker, Hoppers Crossing ( AEU received via AEU )

TeachingOn a rolling contract by DET @ DET





Solution

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A difficult question and I am unsure of the legal ramifications but I would make all teaching jobs ongoing but make it easier for principals to look at releasing teachers if they were not preforming or didn't fit in with the school.

Story

I was on a rolling contract in my current job. I was put on a contract positions and not given a sufficient reason to why I was not made ongoing. I asked but was told since graduate teachers get contract positions before ongoing. I continually asked them about this, knowing this was incorrect, but to no avail. By the end of this year I was worried about paying my mortgage, how it looked on my resume if I didn't get another job. While teaching I needed to write 8 pages of selection criteria while planning to teach and write reports. I split my focus 30% teaching to 70% job hunting.

One of the most stressful times of my life. I work in the special needs sector and at times my students can be volatile. Unfortunately the response I received after begin injured during students fights or student meltdowns was you chose to work in this field. I have been diagnosed with post-traumatic stress after a major incident nearly causing death to a student. It took over 10 weeks for the unsafe work place to remedied.

Once I discussed my concerns, my principal was very hostile towards me and our relationship broke down significantly. Taking leave from a job when on contract doesn't look good when applying for jobs in the future. I had a two year contract at my school but was always wondering if I will need to sell my house if I couldn't secure another job. I was stressed and this impacted on my relationship with my girlfriend. I was very anxious about talking during consultation as I believed whatever I said against my principal would be noted down for future reference.

This happened at DET, Hoppers Crossing when I was employed by DET. This happened in the Teaching industry. A difficult question and I am unsure of the legal ramifications but I would make all teaching jobs ongoing but make it easier for principals to look at releasing teachers if they were not preforming or didn't fit in with the school.


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Megan ( AEU received via AEU )






Solution

There seems little reason to have one year contracts unless the position is new or untested. Employees are all on a trial period for the first few months anyway, and annual review cycles can identify any problems. If I were prime minister, I would encourage business to more fully utilise performance review and to invest in improving the skills and motivating their existing staff, rather than having the mentality that there is always someone better.

Story

I was on a rolling contract in my current job. When I found out I was pregnant, it was about 8 weeks before the end of the school year. My contract was due to expire and I had to re-apply for my job, despite knowing that the job was continuing into the New Year.

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I had a lot of anxiety over whether or not to disclose my pregnancy to my work. I wanted to tell my employer and colleagues as I was experiencing morning sickness but I did not want the information to negatively impact on my application for renewal of my contract. In the end, I decided to hide my pregnancy until after the application and interview phase. This was done very late in the school year and I was given another one-year contract.

This gave me a lot of anxiety over feeling guilty that I was accepting a one-year term when I knew I would be on maternity leave for at least 3 months of that contract. But I felt that I could not jeopardise my chances at contract renewal by disclosing my pregnancy. I ended up having to wait until my return after summer holidays to tell everyone - by which time I was 4 months pregnant.

As a working mother of two children under two, I found it very difficult to budget on a low income, especially with no pay over the summer holidays each year and no job security from year to year. For the past two years, my contract has not been advertise until very late in the school year, often not leaving much time to look for alternatives should I not be successful in getting a renewal.

There seems little reason to have one year contracts unless to position is new or untested. Employees are all on a trial period for the first few months anyway, and annual review cycles can identify any problems. If I were prime minister I would encourage business to more fully utilise performance review and to invest in improving the skills and motivating their existing staff, rather than having the mentality that there is always someone better.


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Anonymous, Maryborough ( AEU received via AEU )

SchoolA directly employed casual by Vic Gov @ Maryborough education centre





Solution

Ongoing work.

Story

I was a directly employed casual in my current job. Working with some students who were aggressive or violent. Loss of confidence. This happened at Maryborough education centre, Maryborough when I was employed by Vic Govt.This happened in the school industry. Ongoing work


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Anonymous ( ANMF received via ANMF )





Could speak up: false Could speak up: true Leave: false Future secure: true

ProDev: true Induction: false

Solution

Family day care in home enabled me to work PPT. The money was lousy $4/hr per child for the carer and the paperwork was like a childcare centre no wonder no one does it. I lived in a regional area with high unemployment so many women were in a situation of trying to make ends meet.

Story

I was a directly employed casual more than a year ago. You can be so easily replaced; its never said but you know if you are relying on that work you do not rock the boat if you want more shifts… the pts & work environment could be risky;

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PSA staff don’t clean body fluids … it’s a nursing job… if I did not have a friend to do a lot of care for me I would not have been able to work. Thank goodness my child is in teen years now because I could not get care these days.


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Anonymous, Traralgon ( AEU received via AEU )

Education Contracting with an ABN but to one employer only @ Latrobe special developmental school





Solution

Require minimum 3 year contracts. Enable schools to offer more ongoing contracts based on population projections that are carried out regularly.

Story

I was contracting with an ABN but to one employer only in my current job. I am employed on a 12 month teaching contract. As a mother of two young children the uncertainty of future employment puts pressure on our family.

Each year I have to look for positions to apply for. I want to continue employment at my current school however as nothing is guaranteed I have to take risks and hope that I will get another contract next year or risk being a casual teacher. 12 month contracts are not acceptable and I have never been in such short contracts in my previous position as

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a scientist. This tells me that teachers are not as valued in our society. This happened at Latrobe special developmental school, Traralgon. This happened in the Education industry. Require minimum 3 year contracts. Enable schools to offer more ongoing contracts based on population projections that are carried out regularly.


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Katrina ( AEU received via AEU )

TeachingOn a rolling contract





Solution

Positions should be made ongoing after 1 year and allocated time should be given to teachers on contract to apply for positions.

Story

I was on a rolling contract in my current job. Recently I questioned the contract I was about sign and got a negative reaction from the business manager… he made me feel bad about myself. I inquired about why I was still on a first level pay in January 2016 even though it's my second year of teacher and also why my contract is a leave contract again because I heard the teacher I taken over from had retired.

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I'm worried if I take maternity leave, I won't have a job to come back to. I recently had to reapply for my current job and at other schools and have interviews. The school I'm at now is only a 12 month contract again. Applying for jobs has caused me a lot of anxiety and stress at such a busy time of the year there was no time to complete applications and I only got to apply for a few. I also was unable to prepare properly for interviews just rush to the school from the classroom to the interview. I am still worried about my future at the school even though I have a contract again for next year. This happened in the Teaching industry. Positions should be made ongoing after 1 year and allocated time should be given to teachers on contract to apply for positions. profile url: https://securing-work-us-east-1.s3.amazonaws.com/uploads/person/attachment/681/3ec82dc1-6a17-40b4-a6ac-6980dbe9fbff.jpeg


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Penny Melbourne ( NTEU received via NTEU )




Legal Employment: true Worksafe: false Childcare: false Accommodation ok: true


Solution

Make a long term commitment from employers the norm. I understand that in some circumstances short term contracts are useful and appropriate but they are extensively overused. My experience in the university sector is that they are grossly overused. I have invested a lot of student loan and scholarship money in my post graduate education for no prospects of stability, despite being highly qualified in an area where student numbers are continuously increasing. There is market demand for the work I do, but no will to adequately compensate for it.

Story

I am a directly employed casual in my current job. I was/am paid correctly, but not fairly! The hourly rate does not reflect the actual number of hours required for preparation for teaching and for assessment marking and providing adequate

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feedback to students. Changing schedule three or four weeks into semester meant losing pay I had counted on (one job reduced my hours by a third on a week's notice).

I didn't have children but am now pregnant- organising child care on that schedule would have been very difficult. There is no such thing as leave: time off even for legitimate reasons means risking being labelled as unreliable. It also means no pay even if you are sick. I taught with an ear infection and once with conjunctivitis because I couldn't afford to lose the hours of pay.

Also, I manage three casual jobs, which is very difficult because you want to accept extra work when it is offered, to show you are willing, but it is very hard to manage competing demands of three jobs. They all work on different semester schedules too, which means no down time, even unpaid! I manage to pay my bills and rent each week but only during semester time!

Luckily my partner works too or I would be finding it very hard to manage. I have no secure future - I am now pregnant and while the baby hasn't even been born I am worrying about how to take time off to establish breastfeeding and everything without losing my (precarious) 'place' at my sessional work opportunities. I believe my employers when they say that they would love to have me back but worry about being off the radar while I am having the baby, and therefore being replaceable.

I live in Melbourne [and work] in the university sector. I think that employers need to make a long term commitment to their employees the normal mode of operating. I understand that in some circumstances short term contracts are useful and appropriate but they are extensively overused. My experience in the university sector is that they are grossly overused. I have invested a lot of student loan and scholarship money in my post graduate education for no prospects of stability, despite being highly qualified in an area where student numbers are continuously increasing. There is market demand for the work I do, but no will to adequately compensate for it.


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Donna Kelly ( ANMF received via ANMF )

Aged careEmployed through a labour hire agency @ Healesville aged care






Solution

Fix residential patient ratios so that public and private facilities do not compromise nurses jobs and stress levels and patient outcomes if it comes to acute illness within the agency sector.

Story

I was employed through a labour hire agency more than a year ago. As it is agency you don't get paid for development however they do provide this online. Safety was an issue with nurse to patient ratios being higher than the norm. I was told I was going to high care with 18 residents. I was swapped the moment I walked in to low care with 45 residents. This

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was my first ever experience as an EEN. Now looking back they compromised me and the patients in my care and I will not return to that facility ever again.

No set roster the joy of this is that you put in your availabilities. This happened at a Healesville aged care facility. This happened in the aged care industry. Fixed residential patient ratios should be set so that public and private facilities do not compromise nurses jobs, stress levels and patient outcomes if it comes to acute illness within the agency sector. I didn't let the agency know at the time which is something I should have done regardless. If I ever do agency work again I will be more aware of my rights as a nurse as I think this is unacceptable of any facility.

Not only this but I'm sure they wanted me to do insulin on my own and I told them I hadn't done one before so I didn't lose my registration. I wasn't lying about not having given insulin before however I also knew this is to be done x2 to check 5 rights. I feel for those residents as they are not receiving the care they so rightly deserve. I know of people who have moved their loved ones there and little did they know that they moved their relative out of a good facility to one where there is actually less 1:1 time with nursing staff.:(


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Anonymous, Pearcedale ( NUW received via NUW )

Food manufacturing Employed through a labour hire agency by Hanleith, JTL @ Coolibah herbs




Could speak up: true Could speak up: false Leave: true Future secure: true

Solution

Find out a bad labour hire agency and punish extremely. Employer hire worker from agency whom legal person and pay tax probably.

Story

I was employed through a labour hire agency in my current job. Employer and labour hire agency have a deal together and pay under wage for employee. Unsafety at workplace but could not tell employer to sort it out. This happened at Coolibah herbs, Pearcedale when I was employed by Hanleith, JTL. This happened in the food manufacturing industry. I was making goods for sale in supermarkets. Find out a bad labour hire agency and punish extremely. Employer hire worker from agency whom legal person and pay tax probably.


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Anonymous ( ANMF received via ANMF )

HealthcareEmployed through a labour hire agency by Nursing Australia @ Monash health, St Vincent’s private and other varied hospitals and nursing homes


Paid Fair: false Safe work: true Predictable Roster: true Bills ok: true




Story

I was employed through a labour hire agency less than a year ago. Occasionally paid at a lower grade than worked. Never paid any professional development. Rarely offered PD by employer Worried whether I would get enough work supplied. Not a very reliable means of income. This happened at Monash health, St Vincent’s private and other varied hospitals and nursing homes, when I was employed by Nursing Australia. This happened in the Healthcare industry.


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Kim Palmer, Mornington Peninsula + Melbourne ( ANMF received via ANMF )

Aged CareInformally employed by Caringforyou Nursing Agency





ProDev: true Induction: true

Story

I was informally employed more than a year ago. Casual for nursing agency on the Mornington Peninsula and Melbourne when I was employed by Caring for you Nursing Agency . This happened in the Aged Care industry.


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Anonymous ( AMWU received via AMWU )






Solution

Reasonable wages according to experience and responsibilities. Tax concession for businesses that turn casual employees to full timers after a set period of time. I have been myself now casual for over three years.

Story

I was a directly employed casual. I am a machine operator and in charge a small team of three including myself reasonable wages according to experience and responsibilities. Tax concession for businesses that turn casual employees to full timers after a set period of time. I have been myself now casual for over three years.


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Solution

Make it easier for schools to give ongoing to staff, that the only contract staff in a school are covering leave positions.

Story

I was on a rolling contract more than a year ago. Having to reapply for my position after 6 months, then each year and even to become ongoing made me feel insecure within my workplace. Each time I needed to reapply for my position was at the busiest time, mid-year or end of year report writing time.

Even now that I am ongoing the staff are made to feel that they won't have a position at the school if there are not enough enrolments. The insecurity is very stressful. Teachers’ workloads are extreme during term. When we log our hours we are working 60+ hours a week, much of this happening at home or staying long after the 38 hours we are paid for. Most teachers go into work, or do preparations from home on weekends and school holidays as well. Having to reapply for my position after 6 months, then each year and even to become ongoing made me feel insecure within my

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workplace. Each time I needed to reapply for my position was at the busiest time, mid-year or end of year report writing time. Even now that I am ongoing the staff are made to feel that they won't have a position at the school if there are not enough enrolments. The insecurity is very stressful. Make it easier for schools to give ongoing to staff, that the only contract staff in a school are those covering leave positions.


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Anonymous, Bendigo ( received via AEU )

EducationOn a rolling contract by EDU



Legal Employment: false Worksafe: false Childcare: false Accommodation ok: false

Could speak up: false Could speak up: false Leave: false Future secure: true

Solution

Abolish ES contracts.

Story

I was on a rolling contract in my current job. Being on a contract, makes it extremely difficult to get a bank loan. We are living in a small rural town and rentals are scarce. We would love to buy our home but the bank won’t even look at us as I’m on a contract. None unsure of how long we can rent our home. We would love to be able to live here permanently but cannot get loan from bank because of contract. This happened at EDU, Bendigo when I was employed by EDU. This happened in the education industry. Abolish ES contracts.


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Solution

Either have longer contracts for teachers or after one year working at the school, if they are needed, teachers get offered an ongoing position.

Story

I was on a rolling contract in my current job. My job demands a lot from me and I feel I am doing over 10 hours of work every day. I then go home and do more work. During recruitment time (from September) I need to update my resume and application and hope to find another school (or current school) to hire me. It adds stressors, a larger workload and having contract work makes it harder to take out a loan. Either have longer contracts for teachers or after one year working at the school, if they are needed, teachers get offered an ongoing position.


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Anonymous, Hastings ( AEU received via AEU )

Department of Education Primary School residential out door campOn a rolling contract by originally known as DEPT. OF EDUCATION AND EARLY CHILDHOOD DEVELOPMENT, now known as DEPT. OF EDUCATION AND TRAINING: and SOMERS SCHOOL CAMP @ Somers School Camp





Story

I was on a rolling contract in my current job. I worked for approx. 2 years under term contracts which resulted in not being paid over the holiday breaks. Then for approx. 12 years under contracts under which I was now paid for the term breaks but required me to apply for my job in writing to renew each contract. These were for varying periods ranging from 1, or 2, or 3 or 5 years.

At last, after working very hard for many years, the outgoing Principal "pulled a few strings" and made me an ongoing staff member. I am now working at the same workplace but in another position, on higher duties on a contract that overlays my ongoing status. This position is available to me (at various stages in a full-time capacity and currently in a job-share position) with someone who is on maternity leave.

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I have been doing this for 7 years and found I have none of the entitlements that the person I job share with has regarding choosing which days I prefer to work, due to me not holding the ongoing position, and only being on contract. This has resulted in shift selection not being fair and equitable. About 5 years ago the access ladder to an aquarium tank was unsafe and we had to ask repeatedly to have it replaced. Also the workload and range of responsibilities are very high already and the program is about to be expanded with no proportionate increase in allocation of staff or hours worked which is of great concern re the quality of the care we provide will be compromised.

In the early days of short contracts I was unsure if I would have a job in 2 months or 6 months, then later on in 1 or 2 years. I now have job security but my entitlements are compromised by being under an overlaying contract in a higher position This happened at Somers School Camp, HASTINGS when I was employed by originally known as DEPT. OF EDUCATION AND EARLY CHILDHOOD DEVELOPMENT, now known as DEPT. OF EDUCATION AND TRAINING: and SOMERS SCHOOL CAMP. This happened in the Department of Education Primary School residential out door camp industry.


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Anonymous, Wallan ( AEU received via AEU )






Solution

Offer more contracts for job security.

Story

I was on a rolling contract less than a year ago. My contact was rolled over and I knew they couldn't roll over again, I happened to be 5 months pregnant and needed to know if I was gonna be able to be on-going as I wanted to come back to work after maternity leave. But they said no sorry and when my contact finished so did I. So now I have to apply for my job...again! When I go back to work and that's if no one else has got it. Not very fair I worked there for 2yrs and was always worried about when my job ends will I have pay over the holidays etc.


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Anonymous, Geraldton ( AMWU received via AMWU )

MiningEmployed through a labour hire agency by Ausco Engineering @ Karrara mine




Could speak up: false Could speak up: false Leave: true Future secure: true

Solution

Simply I would ban labour hire, it has reduced the average person ability to have a stable life, no banks want to touch you when working labour hire as there is no ability to have a stable job; no guarantee that tomorrow you will be employed. Life is hard enough without knowing from day to day whether money will be coming in or not.

Story

I was employed through a labour hire agency less than a year ago. I was working in the mining industry out at Karara min in WA Working for a company called Ausco Engineering. The pay was never right, it was not payed to the award rate allowances.

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Also there was problems with the super being paid and workers that left waited up to 3 months to get there final pay. People with years of experience where sacked when complaining about safety and inexperienced workers hired and as a consequence a worker lost two toes when a one tonne pump fell on his foot. Also a worker had his compensation delayed when he hurt his hand and it was only when the Union became involved that his pay was righted. This happened at Karrara mine, Geraldton when I was employed by Ausco Engineering. This happened in the Mining industry.


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Solution

Ensure a minimum term contract of 3 years to ensure some stability for all ES workers.

Story

I was on a rolling contract in my current job. Could not make short or long term plans because of job insecurity. Impacts negatively on my family and myself. Could not apply for a loan which included my salary as income. My work was contract and not ongoing. Ensure a minimum term contract of 3 years to ensure some stability for all ES workers


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David, Hastings ( AMWU received via AMWU )

Engineering MaintenanceA directly employed casual by Air Logic @ Bluescope Hastings





Story

I was a directly employed casual in my current job. They don't want any union intervention; never had enough money to have a holiday. Haven’t had a holiday in years. Can’t put money away. Can’t save for a rainy day. This happened at Bluescope Hastings, Hastings when I was employed by Air Logic. This happened in the Engineering Maintenance industry. A hard question to answer.


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Story

I was on a rolling contract in my current job. Currently just been informed that my 7 year contract I signed this year will end due to lack of funding. Have been working in this industry for nearly 19 years and still have job insecurity. I should have been made on going by now.


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Anonymous, Ballarat ( AEU received via AEU )

EducationContracting with an ABN but to one employer only by DEET





Solution

Make ES staff ongoing and stop making our lives insecure!

Story

I was contracting with an ABN but to one employer only in my current job. If children with funding leave, our hours could be reduced or we can be without a job, even on a contract! This happened in the Education industry. Make ES staff ongoing and stop making our lives insecure!


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Kim Hart ( AEU received via AEU )






Solution

Make education a priority, well educated, free thinking students are the future of this country and our economy!!! I also would put a teacher’s aide in every classroom because there are always lots of students that need help and the teacher cannot be there for the array of complex needs.

Story

I am employed as an ES, our pay starts at 9am and finishes at 3.15pm, and I deal with students before that time and after that time. I am docked for 50mins lunch break, where I give out medication, deal with a student with diabetes, feed students and toilet a student on various days. It is not uncommon that I lose 15mins of my lunch break and 15mins after school.

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That adds up to a significant amount of time over a year. I volunteer my time for breakfast club and do so because I choose to, it gives me a greater insight to all students, and it also helps build relationships which is vital in my role. TIL always seems to be a contentious issue, especially when, we are allowed to take it. It wasn't always safe at school but has become better due to better equipment to assist toileting. Automatic doors for a wheel chair student would give the student more room and better access. We have stairs/steps outside that are an issue.

I am on a 7year contract, with 3years left. I am 56 years old and am concerned I won't get another contract. I have recently taken on a mortgage and obviously need an income. I would love to be made on going for the security. Also there are ES where I work that are ongoing and it can cause resentment and division. We are a team supposedly, we should have the same work conditions if we are doing the same job.


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Robyn, Melbourne ( NTEU received via NTEU )

University sectorOn a rolling contract





Solution

Ideally, the government would introduce measures to limit the proportion of casual staff an employer can rely on (especially when these are large employers). It would also ensure casual employees are protected from a lifetime of working insecurity, for instance by ensuring that a person working for a company for more than a set period on contracts is offered a permanent position. Another measure would be to set up a system for certain kinds of leave (such as maternity leave and long-service leave) to accrue in a central fund in the same way you accrue superannuation no matter where you work. I think all women should be able to access a substantial period of maternity leave (6-12 months), even if they have a history of contract work with different employers.

Story

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I was on a rolling contract in my current job. I have been on contracts for 10 of the 15 years I have been in the workforce. I start to worry when I am getting close to the end of my contract. These worries include whether I will get any more work at all with my employer; whether it will be part time or full time work; if I am offered part time work, whether I will able to find another part time job to fill the rest of my week; and how long the next contract will run (will it be a few months, six months or a year?).

These all feed the stresses of ensuring I can pay my bills. They also affect my family's ability to build towards bigger goals. This includes when I might be able to coordinate my contracts to have a baby and still have some income through maternity leave and also whether I would have a job afterwards. Given my current contract is about to end and I am going to start a new contract with a new employer, the cycle will start again soon.

This happened in the University industry. Ideally, the government would introduce measures to limit the proportion of casual staff an employer can rely on (especially when these are large employers). It would also ensure casual employees are protected from a lifetime of working insecurity, for instance by ensuring that a person working for a company for more than a set period on contracts is offered a permanent position.

Another measure would be to set up a system for certain kinds of leave (such as maternity leave and long-service leave) to accrue in a central fund in the same way you accrue superannuation no matter where you work. I think all women should be able to access a substantial period of maternity leave (6-12 months), even if they have a history of contract work with different employers. profile url: https://securing-work-us-east-1.s3.amazonaws.com/uploads/person/attachment/663/242f23ef-8934-47d4-b5eb-489b1a3a3679.jpg


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Anonymous, Taylors Lakes ( AEU received via AEU )

Education sectorOn a rolling contract by Department of Education and Training @ Taylors Lakes Secondary College





Solution

I think there should be an inquiry in to schools who are not abiding by the agreement.

Story

I was on a rolling contract in my current job. My contract has no listed reason for the contract, I don't even know why I am on contract - am I replacing a maternity leave position? Am I potential excess? I always felt like I was being scrutinised to see whether I was up to scratch for a roll over or ongoing.

Plus the pressure of reapplying for your job, and others in case you are not successful, during the hardest part of the year, where the pressure is already high. I had a fall on a slippery ramp to a classroom - the safety issue was addressed.

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It is hard not knowing if you will have a source of income for the next year. How will I pay my rent if I have no job? Will I have to move back in with my parents? It was horrible and led to me feeling very insecure and worried a lot of the time. A stress I didn't need in an already stressful job. This happened at Taylors Lakes Secondary College, Taylors Lakes when I was employed by Department of Education and Training. This happened in the Education industry. I think there should be an inquiry in to schools who are not abiding by the agreement.


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Nick Lipscombe, Portland ( AEU received via AEU )

Primary EducationOn a rolling contract


Paid Fair: true Safe work: true Predictable Roster: true Bills ok: false



Solution

I would consider my spending elsewhere, and put a full time Ed Support position in to every classroom in Australia.

Story

I am on a rolling contract. I'm employed as Ed Support in a Primary School, a fantastic job that I love. It's the uncertainty of the following year that puts an unfair stress on my family, because it's basically up in the air until December of each year, we can't plan for our future in any meaningful way.

It also would be nice to be able to plan for the following school year with the classroom teacher in advance, rather than February before school goes back. It would help the students with continuity and the developing of relationships and social skills. As I stated earlier, the job and role itself is fantastic, but the conditions could certainly do with an overhaul. It's not glorified "day care" or "babysitting", we as Ed Support are actively involved in developing young children who need a hand with Education, Social Skills, Extreme Behaviour. There should be more Training opportunities available for

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Ed Support Staff as well. In an ideal world the Federal Govt would have an ongoing Ed Support position in every classroom (dreaming I know?). Also it wouldn't hurt to look at the Salaries in Ed Support, you do the job for the children not for the money. You can go and deliver Pizza's or work in a cafe and get paid $7-$10 per hour more. Not to demean those 2 x jobs I highlighted, but I think something is amiss there? Time for change and security in Ed Support. I would consider my spending elsewhere, and put a full time Ed Support position in to every classroom in Australia.


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[REDACTED]

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Edward ( received via NTEU )




Legal Employment: true Worksafe: false Childcare: false Accommodation ok: true


Solution

I think Australia lacks a serious research and innovation culture. It seems as though we are tracking down the path of the U.S., where science and knowledge-acquisition are seen as a bit elitist and intangible in their societal benefits. I'd work towards addressing this cultural deficit, and I think the first tangible act would be to simply increase funding to research and more broadly tertiary education, although this does not address the whole problem. I also think that tertiary education culture needs to change. Universities are becoming more and more like degree factories and less and less about quality education and key graduate outcomes. I think it is these cultural problems that drive the other issues regarding employment and funding for staff. I'm not really sure that there is an easy fix out there aside from more funding in the short-term. If universities had more money then perhaps they would be encouraged to work toward de-casualising their workforces. Perhaps that is also wishful thinking.

Story

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I am a directly employed casual in my current job. I have had no problems, although I do not remember receiving any information regarding health and safety. I have a predictable roster during trimesters (I work at Deakin University and Deakin College which operate on a three trimester per year system), however I do not know what my timetable for forthcoming trimesters will look like until one week prior to commencement.

Sometimes timetables can change during trimester on short notice. I could potentially take one week off inside a trimester and as long as I was able to organise someone to cover my tutorials or lectures I would be fine. However, if I were to organise longer leave there is the potential for me to not be offered that job again in a given subject, as I'd find myself outside of the group of tutors for that year and may be on the outer in following years (unless I had a good relationship with the unit chair). Generally I am able to pay for food, rent, and bills, however I can get stumped by unexpected costs such as car services and maintenance. I also required a knee operation during the middle of this year, which meant that I had to borrow money from my father. Where I have faced shortages in work due to low enrolment, such as this trimester, I have had to borrow money to cover some basics.

I am lucky in that I can do this and that I have a good relationship with my dad. I have absolutely no idea what I'd do if I could not fall back on this support. I should also stress that he is not simply giving me money. I intend to pay him back in full, as he is a retiree and I really hate having to burden him. He will be glad when I finish my PhD and am (hopefully) able to get into full-time work. Casual teaching work at university means that I have to hope that I am required for units I have previously worked in, or that other opportunities present themselves.

Luckily over the years I have built some good relationships with unit chairs and I am considered to be competent. However I am well aware that all of that can change on a whim. I would much prefer foregoing casual loading to be able to have the security of an ongoing role. The insecurity of casual work is the worst part of the gig. Also, given that I am in the academic field, I am concerned that gaining full-time employment after I finish my postgraduate studies will be a significant challenge. As such I am open to the possibility of having to move not only interstate but also overseas. I think Australia lacks a serious research and innovation culture. It seems as though we are tracking down the path of the U.S., where science and knowledge-acquisition are seen as a bit elitist and intangible in their societal benefits. I'd work towards addressing this cultural deficit, and I think the first tangible act would be to simply increase funding to research and more broadly tertiary education, although this does not address the whole problem. I also think that tertiary education culture needs to change.

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Universities are becoming more and more like degree factories and less and less about quality education and key graduate outcomes. I think it is these cultural problems that drive the other issues regarding employment and funding for staff. I'm not really sure that there is an easy fix out there aside from more funding in the short-term. If universities had more money then perhaps they would be encouraged to work toward de-casualising their workforces. Perhaps that is also wishful thinking.


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Alexander D'Aloia, Melbourne ( NTEU received via NTEU )

Tertiary/University sectorA directly employed casual by University of Melbourne @ University of Melbourne





Solution

Make sure that anyone who'd been casual for a year or two had some sort of guarantee of a certain amount of work in the following semester. Also, some sort of retainer for the "off months". Would be great too.

Story

I was a directly employed casual less than 3 months ago. I probably/hopefully will be next semester. There are two key issues with sessional tutoring. Firstly, you're only paid 32 weeks of the year. This means for the other 20 you have to just hope you'll get work and live off savings. Secondly, you're not guaranteed any work six months in the future. This means that you have to be ready to find work at a moment's notice, or worse, you'll get just a small amount of work and have to try and scrape by on it. This happened at University of Melbourne, Melbourne when I was employed by University of Melbourne. This happened in the Tertiary/University sector industry. Make sure that anyone who'd been casual for a year

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or two had some sort of guarantee of a certain amount of work in the following semester. Also, some sort of retainer for the "off months". Would be great too.


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Patrick Loverso, Melbourne CBD ( AEU received via AEU )

Education sectorOn a rolling contract by DEET @ University High School


Paid Fair: true Safe work: false Predictable Roster: true Bills ok: false



Solution

I realise that we have a lot of workers who got "comfortable" in their positons (I replaced a employee who was of that ilk and had retired) I feel that employees should be assessed via their performance of their duties and be given secure employment (on going) if they are performing well.

Story

I was on a rolling contract more than a year ago. I had approached my Principal about working longer hours and I was abruptly dismissed without taking my point of view into consideration. I have recently been told that I am no longer required and they have employed someone else. I was using a table saw that was defective, but after I explained that I felt unsafe using it, we got a new one as the old one was beyond repair. Sometimes I went without food to pay the bills

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and have recently discovered that my position wasn’t safe. This happened at University High School, Melbourne CBD when I was employed by DEET. This happened in the Education industry. I realise that we have a lot of workers who got "comfortable" in their positons (I replaced an employee who was of that ilk and had retired) I feel that employees should be assessed via their performance of their duties and be given secure employment (on going) if they are performing well.


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School A directly employed casual by Education Department


Paid Fair: false Safe work: false Predictable Roster: true Bills ok: false



Solution

Value all staff that make a big difference to the students-not just teaching staff. Acknowledge that staff that are clearly making a difference should be paid a decent wage. Schools are losing too many wonderful staff members-not because they hate their jobs, but because they need to find better paying jobs. I am one of those people now looking for other employment as I cannot continue on my wage.

Story

I was a directly employed casual more than a year ago. It took us years on casual pay to finally get ongoing. We had to put it to our employer that the amount of years on casual meant we were entitled to ongoing. I still see it happening to other ES staff. Good staff members leave because of the constant insecurity in our jobs. We are often the first to be let go as well. Though, we have proof that our work is helping the students improve in their learning.

My work includes tutoring the students in English and Maths. Therefore, we are teaching these students! Yet, we are on the lowest pay scale! How does that happen!! We should also get more pay for what we do and the fact supported by documentation. Integration

0102(liii)staff also do so very much but get paid so little. We would get better employees and would get consistency with staff if we were employed on higher wages and more ongoing! Heating and cooling are the biggest issues.

Classrooms do not have proper cooling or heat! It is a joke!!! The students and staff are suffering! How do they learn and how do we teach when it is 35-40 degrees without proper shades on windows and little air conditioning. And, a lack of trees or coverage for students and staff in the yards. There is no funding for such things, or so we are told! Another issued is aggressive students and parents. That is an ongoing concern Pay is way too low for the job we do. It is a real economic concern. When you are a single parent you try and take jobs that will help keep you home when your children have school holidays. But, to be on ES 1-1 is a joke! I feel like the work we do is so undervalued!!! The students love the program, the parents love our program and we have documentation yet we can never go above ES 1-5!!! Yet, lab assistants, STA's and library ES can move to ES 2! Integration staff are another group that need to be paid more for the work they do. We could even start by getting paid for lunch! That, in itself, is like a slap in the face! Also, why can't we lease a laptop!! My work is done on computers so why can't I have proper access to one??? When I was employed by Education Department. This happened in the School industry. Value all staff that make a big difference to the students-not just teaching staff. Acknowledge that staff that are clearly making a difference should be paid a decent wage. Schools are losing too many wonderful staff members-not because they hate their jobs, but because they need to find better paying jobs. I am one of those people now looking for other employment as I cannot continue on my wage.


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